if a civilian employee condones or commits an act

d. Report the harassment to the chain of command 1) Chain of Command - Report the behavior to immediate supervisor or others in the chain of command and ask for assistance in resolving the situation. 4) Avoidance Yes. This fact sheet provides a brief explanation of workplace harassment, how to recognize it, and both the responsibilities of an employee who has witnessed or been subjected to workplace harassment and the agency that has been put on notice of allegations of workplace harassment. Gender-based harassment, i.e. e) Increased absenteeism What should I do if I am harassed by a manager, co-worker, or other person in my workplace? If a civilian employee condones or commits an Act of workplace harassment, the penalties can include What can I do if I witness workplace harassment? Send a letter to the harasser stating the facts (i.e., an objective description of the incident), specific behaviors that are offensive and unwelcome, personal feelings about the inappropriate behavior, expected resolution, and stating that his/her behavior(s) will be reported to the chain of command if the behavior continues. Does harassment have to occur at work for it to be illegal? 1-844-234-5122 (ASL Video Phone) div#block-eoguidanceviewheader .dol-alerts p {padding: 0;margin: 0;} The program identifies those human relations factors, both positive and negative, that may affect mission readiness such as unit morale, equal opportunity and treatment, interpersonal relationships, and communications. Harassment manifests in a number of different ways, including verbal, physical, visual, and sexual. Examine his/her personal behavior. If your employer determines that you have been harassing others at work, you may face one or more of the following consequences: (1) verbal or written warning; (2) counseling; (3) transfer to another location or job; (4) suspension; or (5) termination. Ask someone else (a co-worker, supervisor, or leader) to talk to the harasser on your behalf, or to accompany you to resolve the conflict. Act professionally and treat others the way you want to be treated. Definition. Q: What are OPM's responsibilities under the No FEAR Act? a) S/he is not really like that. 1) Studies show negative job ramifications for victims of sexual harassment. Harassment in the Workplace. Once a sexual harassment complaint has been filed, there are reactive strategies you will need to assist your commander with. Yes. A: Information to be posted includes, among other things: the number of complaints filed; the number of persons filing those complaints; the number of persons filing multiple complaints; the bases and issues alleged in the complaints; the average length of time in takes an agency to complete certain stages of the complaint process; the number of final agency actions in which discrimination is found, broken down by issue, basis, and whether a hearing was held; the number of pending complaints that were filed in previous fiscal years, including the number of persons who filed those complaints; and, the number of complaints in which an investigation was not completed in a timely manner. 6 Steps To Take If You Are Being Harassed in the Workplace, 9 Tanner Street, Ste. Administrative discipline for a civilian employee may include written admonishment or reprimand, reduction in grade, suspension from duty without pay, or removal from office. A: Title II of the No FEAR Act authorizes OPM, through a delegation of authority from the President, to issue rules regarding an agency's obligation to: 1) reimburse the Judgment Fund for payments made to employees, former employees, and applicants, because of actual or alleged violations of Federal antidiscrimination laws, whistleblower protection laws, and retaliation claims; 2) notify and train employees, former employees, and applicants, of their rights under antidiscrimination and whistleblower protection laws; and 3) report annually on certain topics regarding antidiscrimination and whistleblower protection laws, including disciplinary actions taken for conduct that is inconsistent with these laws. 1) Ensure all actions/complaints are dealt with in a timely manner. Under the California Fair Employment and Housing Act, employees sometimes may sue their employers for workplace harassment committed by a non-supervisor. @media only screen and (min-width: 0px){.agency-nav-container.nav-is-open {overflow-y: unset!important;}} (a) Use Appendix D to find the critical value of tt_\alphat . In other words, things being said or acted upon or demonstrated in a clear, overt, and open manner that are "clearly out of bounds, means implied or inferred behaviors that are not clearly expressed, but are understood. d. Paid $47.15 to The County Gazette (the local newspaper) for an advertisement. Philadelphia, PA 19107. Federal government websites often end in .gov or .mil. If you are being harassed at work, you have a responsibility to tell your employer. Rather, it normally includes those actions in the gray areas or the nonviolent behaviors which are gender based. The use of microaggressions, or verbal and nonverbal insults, comments, or other unwelcome behavior, that may be intentionally or unintentionally offensive, demanding or degrading. c. Economic This involves offering excuses for the harasser or interpreting the behavior as flattering. Any person in a supervisory or command position who condones any form of sexual behavior to control, influence, or affect the career, pay, or job of a Military member or civilian employee is engaging in sexual harassment. 2) Denial b) Damaged reputation An employee may pursue claims of harassing conduct through both avenues simultaneously. .dol-alert-status-error .alert-status-container {display:inline;font-size:1.4em;color:#e31c3d;} Discipline is meant to correct an employee's conduct while maintaining high productivity, discipline, and morale among all employees. Choose the letter of the correct term or concept below to complete the sentence. When discipline becomes necessary, the goal is to impose the minimum remedy that can reasonably be expected to meet this objective. Employees must contact an EEO counselor within 45 calendar days from the date of the occurrence or when the employee first became aware of alleged discrimination. The commander and other leaders within your unit must have the attitude that sexual harassment is a serious problem which interferes with productivity and it will not be tolerated. Provide an environment free of intimidation, hostility, and psychological stress. Your employer also must make sure that you are not punished, treated differently, or harassed for reporting harassment. e. Hold everyone responsible and accountable for their actions. Determining when social interaction becomes "unwelcomed" sexual harassment, and just how severe or widespread offensive conduct must be to constitute a hostile work environment is not very clear. A 2017 ABC News Washington Post Poll Found that 54% of American Women have experienced some sort of sexual harassment at some point in their lives. f) Reassignment costs However, the intent of the Department of Labor's Harassing Conduct Policy is to provide a process for addressing incidents of unwelcome conduct long before they become severe and pervasive enough to create a hostile work environment under the law. Most Frequently Asked Question: Do I Have A Case? d. Telling jokes or stories and making comments with sexual connotations 1) Although behaviors are not blatant or overt in nature, if they convey overtones or undertones that are suggestive in nature, it might result in sexual harassment. OPM's No FEAR regulations can be found at: http://edocket.access.gpo.gov/2006/06-4319.htm; http://edocket.access.gpo.gov/2006/E6-11541.htm; and, http://edocket.access.gpo.gov/2006/E6-22242.htm. The information that must be posted about hearings and appeals parallels the information agencies must post about complaints (e.g., number of hearings requested and appeals filed, the bases and issues alleged in each, the number of findings of discrimination, and length of time to process hearings and appeals). If you are uncomfortable talking to the designated person, you should talk to your manager or another manager in your company. definition of sexual harassment emphasizes supervisory and command responsibilities. Address and stop existing sexist or other behaviors of a sexual nature that may create an atmosphere conducive to sexual harassment. A: The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) became effective on October 1, 2003. The EEO training will be conducted annually. If the supervisor's harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: 1) it reasonably tried to prevent and promptly correct the harassing behavior; and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer. It may entail "quid pro quo" harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct, typically conduct of a sexual nature. Washington, DC 20507 What are some examples of workplace harassment? The Fair Work Act prohibits an employer from taking adverse action against an employee for discriminatory reasons, including their sex, race, religion or gender. 2) A third party or intermediary does not speak for the subject. However, reporting does have its place even when the subject has been successful in stopping the harassment. Weve got your back. All information will be maintained on a confidential basis to the greatest extent possible. From the current view (layout view) group this report by values in the classification field, In a mixture of 75 litres the ratio of milk to water is 2:1. Fax: (856) 685-7417, 123 South 22nd Street h) The victim may regard sexual harassment as a shameful experience, which may lead to social isolation and/or alienation from co-workers who may have experienced similar harassment. What is the definition of abusive conduct under California law? Call (856) 685-7420 or. Individual In most cases, the punishment will be proportionate to the seriousness of the conduct. h. Paid$34.75 to deliver merchandise to a customer. What happens after reporting workplace harassment? Any person in a supervisory or command position who uses or condones implicit or explicit sexual behavior to control, influence, or affect the career, pay, or job of a Soldier or civilian employee is engaging in sexual harassment. Effects on the Victim Using the term "tranny" to refer to transgender persons, or asking personal and private questions about a perceived or known transgender person's genitalia; Telling racist, sexist, homophobic, transphobic, or xenophobic jokes or stories; Teasing, name calling, ridiculing, insulting, mocking, mimicking or repeatedly commenting on or making gestures about an individual's disability, accent, hair, or other protected characteristic; Using "pet" names or sex-based nicknames or other forms of stereotypes; Making demeaning, obscene, or lewd comments, slurs, epithets, or suggestions; Displaying or discussing inappropriate or sexually suggestive or insensitive objects, pictures, images, or cartoons; Exhibiting bullying, intimidating, or threatening behavior; Continuing unwelcome behavior (as defined by the Policy and procedures) after an individual has objected; Displaying belittling caricatures or objects depicting persons of a particular race, national origin, religion, or other protected basis, or other objects with a sordid history based in racism or discrimination, such as the display of Swastikas, nooses, or the Confederate flag; Stalking or following a colleague, including through the use of social media or off-site; Improperly disclosing confidential information about another person related to their actual or perceived status in a protected class; Unwelcome sexual advances or requests for sexual favors; and, subjectively abusive to the person affected; and. Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a persons work performance. Haddonfield, NJ 08033, Phone: (856) 685-7420 Title III further requires EEOC to post on its public Web site summary statistical data relating to (1) hearings requested before an EEOC administrative judge and (2) appeals filed with EEOC from final agency actions. To find out whether you're covered by the national anti-bullying laws, visit the FWC website. .table thead th {background-color:#f1f1f1;color:#222;} b) The Inspector General (IG), DoD Mandatory Controlled Unclassified Informa, Organizational Assessment Interviews and Obse, Organizational Assessment Records and Reports, Introduction to Organizational Assessment, Operations Management: Sustainability and Supply Chain Management, Information Technology Project Management: Providing Measurable Organizational Value, Anderson's Business Law and the Legal Environment, Comprehensive Volume, David Twomey, Marianne Jennings, Stephanie Greene, Elliot Aronson, Robin M. Akert, Samuel R. Sommers, Timothy D. Wilson. But unlike bullying, sexual harassment does not need to be continuous or repeated behaviour, it can be a one-off event. If you feel comfortable, you also should tell the harasser that you find his or her behavior unwelcome. Prohibited workplace harassment may take either of two forms. The Department will not wait for a pattern of harassing behavior to emerge. Once your employer knows that you are being harassed, it has a responsibility to correct the situation and protect you from further harassment. For example, if a manager tells female employees they belong at home, the manager has engaged in harassment based on sex. To learn more about your EEO rights, please contact an EEO Counselor or visit CRC's web page at https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center. b. Bullying is different from discrimination. A hostile environment brings the topic of sex or gender differences into the workplace. What penalties might employers face for workplace sexual harassment? What will my employer do if I report harassment? In most cases, employees will stop behaving in ways that offend others if they are informed about their behavior in private and in a respectful, nonthreatening way. Therefore, for the purposes of the Harassing Conduct Policy, harassing conduct is defined more broadly as "any unwelcome verbal or physical conduct based on any characteristic protected by law when: (1) the behavior can reasonably be considered to adversely affect the work environment; or (2) an employment decision affecting the employee is based upon the employee's acceptance or rejection of such conduct." To cope with sexual harassment, both victims and harasser(s) may discount or invalidate the victim's claim that sexual harassment has occurred or is occurring. No, not all workplace harassment is illegal. Nhng danh lam thng cnh ni ting nht Vit Nam, Cu hi trc nghim n thi Tin hc C bn, TOP 10 TRUNG TM LUYN THI TOEIC UY TN TI TP H CH MINH, Cy Hoa Tr (cch trng, chm sc, cc loi hoa tr v ngha), Thi TOEIC online u min ph v uy tn nht hin nay, Hoa ly: tng hp cch chn mua v gi hoa ti lu Thng hiu hoa ti v trang tr l ci JD Floral, Hoa treo ban cng thch hp cho ma h | Babylon Landscape. Explain how the company's financial statements are affected if the petty cash fund is not replenished and no entry is made on May 31. Sexual Harassment 08/31/16 1 . The maximum you can buy with Spin+ card at a base of 5% BTC back is Protection from bullying in the workplace, Employment Lawyers Fighting for Workers Rights in New Jersey, Pennsylvania & Throughout the United States. 1) The objective test requires a hypothetical exposure of a "reasonable person" to the same set of facts and circumstancesHow would a reasonable person under similar circumstances react or be affected by such behavior? #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} The Equal Pay Act of 1963 prohibits discrimination in _____. Is it illegal for someone to discriminate against or harass certain people, but not others? 3) Conduct unit climate assessments on a regular basis. Try BYJUS free classes today!No worries! An agency is to post current fiscal year data, updated quarterly, as well as data for the past five fiscal years. 31 The company decides that the May 16 increase in the fund was too large. The AHRC uses conciliation between parties to reach a resolution. Sexual harassment victims experience a wide variety of symptoms. Under the Fair Work Act, sexual harassment at work happens when a worker or group of workers: To be sexual harassment, it has to be reasonable to expect that there is a possibility that the worker being sexually harassed would be offended, humiliated or intimidated. 1 / 54. There several types of traditional foam flotation devices as well as new inflatable life jackets. The laws enforced by EEOC do not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious. conduct that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, Submission to such conduct is made either, In the context of this definition, explicit is, a full precise expression in the form of verbal, nonverbal, or physical behavior(s). f. Paid postage expenses of$147.36. A lock ( A hostile environment can result from the unwelcome conduct of supervisors, co-workers, customers, contractors, or anyone else with whom the victim interacts on the job, and the unwelcome conduct renders the workplace atmosphere intimidating, hostile, or offensive. Prevent and respond quickly to harassment behavior. Management action that isn't carried out in a reasonable way may be considered bullying. b) S/he did not mean to harass me. For example, when an employee is being charged with multiple offenses at the same time, it may be appropriate to exceed the maximum suggested penalty for all of the individual offenses. Most Frequently Asked Question: Bullying doesn't have to be related to a person's or group's characteristics. All employees sign an acknowledgment that they have been provided the policy and procedures-new employees upon joining DHS and existing employees within 90 days of the effective date of this Directive. The Equal Employment Opportunity Commission (EEOC) has estimated that the monetary cost of sexual harassment for civilians in fiscal year 2011 was $52.3 million. Am I protected from workplace harassment if the harasser is not my supervisor? Thank you very much for your cooperation. Climate assessments are tools that assist commanders at all levels in determining their human relations climate. Try BYJUS free classes today!No worries! The primary concern is the victim's perspective and not the intent of the alleged harasser. Turning work discussions into sexual topics New employees should receive the applicable training as part of the agency's orientation program. 1) Use bulletin boards for passing on information concerning prevention of sexual harassment. If you believe you are being harassed at work, you should report the conduct to your supervisor or another manager, even if it happens only once or does not seem very serious. New employees must receive the notice within 90 days of entering on duty. Official websites use .gov a) Local EO/EEO Office No explanation was Prime your closet for more color with this series of guides for bold shades. Prepare journal entries to establish the fund on May 1, to replenish it on May 15 and on May 31, and to reflect any increase or decrease in the fund balance on May 16 and May 31. What can happen to me if I harass others at work? Within 30 working days of their issuance, each agency must submit to Congress, EEOC, DOJ and OPM a statement indicating whether it has adopted the OPM guidelines, and if not, its reasons for not adopting them. Religion 4. c. Control social interactions so that they do not interfere with productivity. The Fair Work Act prohibits an employer from taking adverse action against an employee for discriminatory reasons, including their sex, race, religion or gender. (1) DoD processes established for addressing harassment will provide a timely, thorough, and impartial inquiry into allegations of harassment, as appropriate. Sex 5. This definition of sexual harassment emphasizes supervisory and command responsibilities. g) Family impacts 2. It does not necessarily include the more blatant acts of quid pro quo. This website uses cookies. Q: What kind of information has to be posted on an agency's public web site? 4. #block-googletagmanagerfooter .field { padding-bottom:0 !important; } Overall, DOL policies and procedures promote prompt recognition, reporting, and remedying of harassing workplace conduct with the goal of eliminating such conduct quickly and effectively, even in cases in which the reported conduct may not be severe and pervasive so as to constitute a violation of federal law.1. According to new york law, who must wear a uscgapproved personal flotation device? Report the harassment at work in writing. The subjective test requires that the victim or subject perceives the harassing behaviors as intimidating or hostile or as creating an abusive work environment. 3) Improving job attitudes will mediate the influence that sexual harassment has on organizational withdrawal. g. Reimbursed the office manager for business mileage, $23.50. According to the definition of sexual harassment, "any Military member or civilian employee who makes deliberate or repeated unwelcomegesturesof a sexual nature is engaging in the workplace is also engaging in sexual harassment" (Under Secretary of Defense (P&R), 2015, DoD Directive 1350.2, p. 18). The site is secure. By continuing to use this website you GIGOGarbage In, Garbage Outmeans that all the fancy forms and reports in the world dont mean a thing if the data in your base aint got that swing. d) Maybe I'm being a little too uptight. In every Australian state there are laws that govern the serving of alcohol and what is required to refuse alcohol to an intoxicated person. h) Suicide In New Jersey, employers must follow the states sexual harassment law regardless of the employers size. Yes. If an agency does not have an orientation program, new employees must receive the applicable training within 90 days of their appointment. The following strategies can be a valuable tool in dealing with sexual harassment: The DJI Summary Read the full fact sheetMetabolism refers to the countless chemical processes going on continuously inside the body that allow life and normal functioning.The amount of kilojoules your body Auto Play Auto Next Light ExpandA Day Before Us 2, Yeon-ae Halujeon 2, 2Second season of A Day Before Us.Type:ONAStudios:LICO, Red Dog Culture HouseDate aired:Mar 30, 2018 to Jul 08/25/21 Update: I had previously thought the reward cap for Spin+ card was $500 per month but that apparently isnt the case. The famed DJI Inspire 2 was released back in 2016, a godsend for filmmakers at the time and a cutting-edge drone.Yet that was almost six years ago, which is an eternity in the tech space. If you do not promptly report workplace harassment, it may affect your rights. 80 cu hi trc nghim Cng tc quc phng an ninh, K hoch s kt vic thc hin Kt lun s 01-KL/TW v hc tp v lm theo t tng, o c, phong cch H Ch Minh Xy dng ng NG B TNH QUNG NGI, CPTPP: n by cho hng xut khu Vit Nam, T quyn sch Ting Vit 5, tp hai ca em: chun b vo nm hc mi, ba mua cho em mt b sch gio khoa lp Nm, trong c cun, Gii: Bi 2 Trang 8 VBT a 9 TopLoigiai, TOP 10 101 bi ting anh giao tip c bn full HAY v MI NHT, Danh lam thng cnh l g? Prevention is the best tool and as an EOA you play a pivotal role by assisting the commander with policy awareness, training, command climate assessments, complaints processing, and overall advisory assistance concerning the prevention of sexual harassment. 101 The Harassing Conduct Policy seeks to discover and remedy, in particular, "minor" violations so that harassment does not spread or escalate and rise to the level of a legal violation. It is illegal for someone to harass a sub-set of a protected group. 16 Prepared a company check for $200 to increase the fund to$500. An agency must submit to Congress, EEOC, the Department of Justice, and OPM, an annual report setting forth information about the agency's efforts to improve compliance with the employment discrimination and whistleblower protection laws and detailing the status of complaints brought against the agency under these laws. .manual-search ul.usa-list li {max-width:100%;} Under the EEO complaint process, petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of harassment or hostile work environment. The .gov means its official. The Federal Register and public Web site notices fulfill the agency's notice obligation towards former employees and applicants. Q: What are the new duties that the No FEAR Act places on a Federal agency? 2) Conduct sexual harassment prevention training, such as workshops, seminars, guest speakers, symposiums, informal and formal group discussions, and etc. Examples include hints of something improper, indirect remarks, or gestures suggesting impropriety, means that the victim does not have to be the only person affected by the harassment behavior, but could also be anyone affected by the offensive behavior in the defined "workplace," which is "an expansive term for Military members that includes conduct on/off duty, 24 hours a day", Submission to or rejection of such conduct, by a person is used as a basis for career or employment decisions affecting that person, Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile, or offensive working environment; and is so severe or pervasive that a reasonable person would perceive, and the victim does perceive environment as hostile or offensive. Some forms of sexual harassment can also be considered bullying if the behaviour is repeated or continuous. The Act imposes additional duties upon Federal agency employers intended to reinvigorate their longstanding obligation to provide a work environment free of discrimination and retaliation. The notification and federal employee anti discrimination and retaliation Act of 2002 which is known as the no fear Act was designed to help ensure that federal agencies in their employees comply with anti-discrimination laws and protect those who report discrimination. Management must take prompt, remedial action to investigate and eliminate any harassing conduct. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to a reasonable person. .usa-footer .grid-container {padding-left: 30px!important;} b. Effects on the Victim 2) Imagine the economic impact of the time spent on inquiries/investigations including investigators, the alleged harasser, the complainant, witnesses, and others, training stand-downs, unplanned losses such as the harasser and/or the complainant. 3) Individuals should let the harasser know that his/her behavior(s) will be reported to the chain of command if the behavior continues. .h1 {font-family:'Merriweather';font-weight:700;} b. In many cases, the harassers will not be legally liable to pay damages, but they may face consequences that are imposed by their employers. Paid $53.68 for miscellaneous expenses. Everyone has the right to a workplace free from bullying. the frequency of the unwelcome discriminatory conduct; whether the conduct was physically threatening or humiliating, or a mere offensive utterance; whether the conduct unreasonably interfered with work performance; the effect on the employee's psychological well-being; and. 3) Relabeling It also is illegal for a person with a disability to harass other individuals with the same disability or genetic information or other disabilities or genetic information. Indirect approach A Federal agency must reimburse the Judgment Fund for payments made to employees, former employees, or applicants for Federal employment because of actual or alleged violations of Federal employment discrimination laws, Federal whistleblower protection laws, and retaliation claims arising from the assertion of rights under those laws. Has been successful in stopping the harassment you 're covered by the national anti-bullying laws visit. 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And protect you from further harassment are not very serious emphasizes supervisory and command responsibilities not promptly report harassment! Two forms you from further harassment knows that you are uncomfortable talking to the seriousness of the must... Pattern of harassing behavior to emerge their appointment posted on an agency does not have an orientation program new! ) Studies show negative job ramifications for victims of sexual harassment whether 're. Opm 's No FEAR regulations can be found at: http: //edocket.access.gpo.gov/2006/E6-11541.htm ; and, http //edocket.access.gpo.gov/2006/E6-22242.htm. They do not prohibit simple teasing, offhand comments, or other behaviors a. Find his or her behavior unwelcome or interpreting the behavior as flattering repeated... The office manager for business mileage, $ 23.50 is to post current fiscal year data, updated quarterly as. Be unlawful, the goal is to impose the minimum remedy that can reasonably be expected to meet this.! The correct term or concept below to complete the sentence has a responsibility correct. The way you want to be continuous or repeated behaviour, it has a responsibility to tell your knows! Includes those actions in the fund to $ 500 be unlawful, the is... On information concerning prevention of sexual harassment law regardless of the employers.... Federal Register and public web site notices fulfill the agency 's notice obligation towards former employees and.... Areas or the nonviolent behaviors which are gender based increase in the workplace ) Denial b ) Damaged an... You are being harassed, it has a responsibility to correct the situation and protect you from further.. Ramifications for victims of sexual harassment responsibilities under the No FEAR Act and,:!
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