ࡱ> g  bjbjVV ` r<r<'5,$$2x#4555t/6/6/66lc9d#/6(\Ucdcccd6 |%('('('('('('($~.01VK(-5 40d K(#5#5cc{0x(ttt #5lc5c%(t %(tt%5,$c&xsA"`((0("1B21$15$t K(K(t ( 1 $ q1:  Chapter 6: Combining a Military Career with Family Contents  TOC \o "1-3" Appendix N: Chapter 6: Combining a Military Career with Family  PAGEREF _Toc206826342 \h 1 Appendix N.1: Key Policy Documents relevant to the management of complaints alleging unacceptable behaviour andsexual offences in the ADF  PAGEREF _Toc206826343 \h 2 Appendix N.2: Offences dealt with under DFDA  PAGEREF _Toc206826344 \h 7 Appendix N.3: Survey Information: Sexual Harassment Telephone Survey  PAGEREF _Toc206826345 \h 10 Appendix N.4: Appendix N.4: 2012 Sexual Harassment Prevalence Survey: Prevalence and Nature of Sexual Harassment in the Australian Defence Force  PAGEREF _Toc206826346 \h 16 Appendix N.5: Sexual harassment survey 2012 (ADF component)  PAGEREF _Toc206826347 \h 81  Key Policy Documents relevant to the management of complaints alleging unacceptable behaviour andsexual offences in the ADF Unacceptable behaviour The primary Instruction in relation to the management of complaints of unacceptable behaviour is Defence Instruction (General) PERS 35-3, Management and Reporting of Unacceptable Behaviour.217 Unacceptable behaviour is defined as behaviour that, having regard to all of the circumstances, would be offensive, belittling, abusive or threatening to another person or adverse to morale, discipline or workplace cohesion, or otherwise not in the interests of Defence.218 Unacceptable behaviour is divided into six categories: harassment, workplace bullying, sexual harassment, discrimination, abuse of power and inappropriate workplace relationships and conflict of interest. A definition of the type of conduct that would fall into each of these categories is provided in the policy document.219 The 2007 Report by the Acting Commonwealth and Defence Force Ombudsman Australian Defence Force: Management of Complaints about Unacceptable Behaviour (the 2007 Ombudsman Report)220 assessed this Instruction and found that it was generally user-friendly, comprehensive and accessible. Suggestions were made to augment some sections and these were adopted in a review of the Instruction in 2009. Whilst a separate Defence Instruction entitled Defence Instruction (General), PERS 34-2, Complaints of Discrimination and Harassment through the 鱨վ 221 provides guidance on how Defence should respond when such an external complaint is made, it is limited in the information it provides to complainants on how to make such a complaint and the manner in which it will be addressed. Whilst Defence Instruction (General) PERS 35-3, Management and Reporting of Unacceptable Behaviour notes that complaints may be submitted to an external agency, such as the 鱨վ, this should be clearly positioned in the Instruction as one of the various avenues by which a complaint may be made.222 In the definitions and categories of unacceptable behaviour contained in Annexure B to the Instruction, the reference to the definition of sexual harassment223 contained in the Sex Discrimination Act 1984 (Cth) does not reflect significant changes recently made to the definition to include anticipating the possibility that the person harassed would be offended.224 This sets a lower threshold than the previous test that required complainants to establish that a reasonable person, having regard to the circumstances, would have anticipated that the person harassed would be offended, humiliated or intimidated.225 The manner in which discrimination is defined in Annexure B to the Instruction226 also conflates a number of provisions of the 鱨վ Act 1986 (Cth). Each of these matters should be addressed by amendment to the Annexure in order to ensure that all members who rely on the Instruction have correct and clear information about their rights and responsibilities. Meanwhile, Defence Instruction (General), ADMIN 67-2, Quick Assessment227 provides a clear, effective framework for what should be done following an incident that comes to the attention of the chain of command and where the opinion is formed that a subsequent investigation or inquiry of the occurrence may be required. Its purpose is to quickly assess the known facts about an occurrence and identify what is not known about an occurrence in order to make a decision about the most appropriate course of action to be taken in response. Appropriately, the Instruction emphasises that a Quick Assessment must not be used as the basis for adverse findings or to replace the need for a separate action where it is otherwise necessary. The Quick Assessment is therefore a preliminary inquiry to determine which policy/procedure may apply. When applied to incidents of unacceptable behaviour such as sexual harassment, abuse or discrimination, it can act as an effective funnel to direct activity in the appropriate direction. The Annexures to the Instruction contain useful tools including a flow diagram and guidance on selecting the most appropriate administrative inquiry, which specifically addresses sexual offences and complaints of harassment or discrimination. The IGADF 2011 report outlines a number of common perceived problems with the Quick Assessment process, including misunderstanding of the purpose of the process, ambiguity in policy guidance and that engaging in the Quick Assessment process would appear to be unnecessary where an incident is exclusively disciplinary in nature.228 The IGADF 2011 report notes that the Director General Australian Defence Force Legal Services has advised the IGADF of his intention to amend DI(G) ADMIN 67-2 to address those issues. The Defence Whistle Blower Scheme229 is as an alternative and independent means to report alleged misconduct or unethical behaviour.230 External complaint mechanisms Options also exist for members to access external avenues for complaint. These include the Inspector General Australian Defence Force and the Defence Force Ombudsman. In addition, complaints alleging unlawful discrimination under Australias federal unlawful discrimination laws231 and sexual harassment under the Sex Discrimination Act 1984 (Cth) (SDA) may be made to the 鱨վ. Employers may be vicariously liable under the SDA for the discriminatory acts of their employees (including harassment) unless they can demonstrate that they took all reasonable steps to prevent the doing of the act.232 The onus is on an employer to prove that they took all reasonable steps or took reasonable precautions and exercised due diligence.233 As previously noted in Chapter 7 of this Report, in Lee v Smith,234 the Commonwealth (Department of Defence) was held vicariously liable for the actions of its employees who subjected the applicant to a range of unlawful behaviour. The judgment was critical of the way that Defence and some of its employees approached the investigation of the applicant's complaints. It was found that the investigation: displays both an indifference and even disinclination on the part of all those involved, from Commanding Officer [X] down to deal with the issues fairly and conscientiously. Indeed, the motivating factor appears to be to dispense with the matter with as little controversy as could be managed I am satisfied that if the equity and diversity education training had been available to the Applicant, the incident of rape may never have occurred in that the Applicant may have reported the early sexual harassment matters.235 The ADF must also ensure, as far as is reasonably practicable, the health and safety of its members236 and the provision and maintenance of a work environment without risks to the health and safety of its members. Sexual offences Where a complaint of unacceptable behaviour potentially constitutes a sexual offence, Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences237 takes account of the particular issues that arise, including reporting to police and consequent criminal and disciplinary proceedings. The Instruction provides for a Quick Assessment to be conducted, together with other immediate actions in relation to securing the scene and crisis intervention. If there is a reasonable suspicion that a criminal offence may have been committed it constitutes a Notifiable Incident and the additional reporting and management obligations under Defence Instruction (General) ADMIN 45-2, Reporting and Management of Notifiable Incidents238 apply. The current Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences is dated 22 November 2011. It cancels the previous version of the Defence Instruction issued in 2004239 and incorporates important elements of DEFGRAM No.35/2009 (now also cancelled). Significantly, Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences now provides: that all alleged sexual offences involving Australian Public Service (APS) employees, Australian Defence Force (ADF) members, and/or external service providers which occur in the Defence workplace, or which have any association to the Defence workplace (e.g. conferences, work related social gatherings etc.) must be immediately reported to the Australian Defence Force Investigative Service (ADFIS), who will coordinate and determine the appropriate jurisdiction for the handling of the matter. In those cases where the alleged sexual offences cannot be prosecuted under the DFDA the alleged offence must still be reported to ADFIS. Reporting to ADFIS must not be delayed as a consequence of any Unit administrative action such as a Quick Assessment. ADFIS must take into account the range of jurisdictional and operational considerations and, where appropriate, report the alleged offence to civilian police regardless of the wishes of the complainant.240 for the cancellation and withdrawal of attachments to the Instruction241 that have previously been the subject of criticism by police agencies for inhibiting the reporting of matters that should be reported. Attaching specific forms to the relevant Instruction will reduce the need to cross-refer to other Instructions and facilitate use of the Instructions by commanders and managers in situations where they need to act quickly and decisively.242 If a complaint is referred by ADFIS to civilian authorities, then the matter will take its usual course in the same way that complaints are made directly to civilian police. If, however, the complaint is regarded as a Service offence then it may be dealt with pursuant to the Defence Force Discipline Act 1982 (Cth). This legislation creates the following service Tribunals243 with power to prosecute ADF members on charges of Service offences against the Act: Summary authorities (superior summary authorities, commanding officers and subordinate summary authorities) Courts martial (general244 and restricted245) Defence Force Magistrates246 A discipline officer scheme also exists to deal with minor disciplinary infractions committed by ADF members below non-commissioned rank and officer cadets. The scheme applies only to certain DFDA offences where the member admits the misconduct and there is no dispute as to the facts. In summary, it is relevant to note that: disciplinary action in the form of a prejudicial conduct charge247 under the DFDA may be taken against a member for unacceptable behaviour the only sexual offences likely to be prosecuted under the DFDA are act of indecency offences in the second248 and third degree249 and the offence of an act of indecency without consent.250 These do not include sexual assault which would be referred to the civilian police and dealt with in civilian courts. Offences dealt with under DFDA The disciplinary system created by the Defence Force Discipline Act 1982 (Cth) provides for three categories of offences: Uniquely military discipline offences, such as absence without leave, disobedience of a command and prejudicial conduct for which there are no civilian criminal counterparts Offences with a close, but not exact, civilian criminal law counterpart, such as assault on a superior or subordinate, or falsification of a service document The importation of the civilian criminal law applicable in the Jervis Bay Territory, which includes serious criminal offences such as sexual assault.251 Whilst the provisions of the DFDA have application to service offences committed by ADF members overseas, the civilian criminal laws of the Australian states, territories and the Commonwealth do not.252 However, when an offence is committed by an ADF member in Australia, that member may be subject to both the military justice system and the ordinary civilian justice system. This apparent overlap in jurisdiction is addressed, however, in a number of ways.253 In relation to offences that may also constitute a criminal offence under the ordinary criminal law of the Commonwealth, States and Territories, jurisdiction under the DFDA in Australia may be exercised only where proceedings under the DFDA can reasonably be regarded as substantially serving the purpose of maintaining or enforcing service discipline.254 It is a matter for the Director of Military prosecutions to decide whether the maintenance of discipline requires that DFDA charges be laid in a particular case.255 In addition, the DFDA specifically excludes military jurisdiction for dealing with a number of serious offences unless consent is provided by the Commonwealth Director of Public Prosecutions (DPP).256 These offences include murder and manslaughter257 and certain sexual offences,258 namely, sexual assault in the first,259 second260 and third degree,261 sexual intercourse without consent262 and sexual assault with a young person.263 The Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences notes, however, that due to the seriousness of these offences, it is unlikely the DPP would give the ADF consent to deal with these offences and that, as a matter of policy, these sexual offences should be referred to civilian authorities in the first instance.264 Since 1985, the Commonwealth DPP has consented on only two occasions to the DFDA prosecution of sexual assault offences which were alleged to have occurred in Australia.265 A number of other sexual offences contained in section 3 of the Crimes Act 1900 (ACT) are also imported into the DFDA. Whilst prosecution under the DFDA for these offences does not require the consent of the Commonwealth DPP, the Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences recommends the immediate referral of some of these offences to civilian authorities, where the offence occurs in Australia, because of their seriousness.266 Tracking repeat offenders A unit case file is created for each unacceptable behaviour complaint in a business unit. That file is to contain the complaint, the quick assessment, the reports required by annexure F to the Defence Instruction (General) PERS 35-3, Management and Reporting of Unacceptable Behaviour and all other records created or received by the work unit in the management of the complaint.267 It is also the responsibility of the commanding officer who is managing the complaint to submit an initial report of unacceptable behaviour to the Values, Behaviour and Resolution Branch (formerly Fairness and Resolution Branch). This initial report is to be submitted after completion of the quick assessment and within seven days of receipt of the complaint.268 Names of the people involved are not to be provided when submitting this initial report.269 All complaints of unacceptable behaviour are meant to be resolved within three months of the complaint being made and the final outcome is to be reported to the Values, Behaviour and Resolution Branch within seven days of resolution of the complaint.270 It is only in cases where there is a formal outcome (that is, where disciplinary action or administrative sanction is taken271) that the members name and personal details are to be provided to the Values, Behaviour and Resolution Branch.272 Termination provisions Under the Defence (Personnel Regulations) 2002, officers may be terminated if: the officer has been convicted of an offence or a service offence and the Chief of the officers Service has certified that, having regard to the nature and seriousness of the offence, the retention of the officer is not in the interests of the Defence Force.273 There is no equivalent provision in the Regulations in relation to enlisted members. The service of an enlisted member may be terminated, however, if the Chief of the enlisted members Service is satisfied that the retention of the enlisted member is not in the interest of Australia, the Defence Force or the Chiefs Service.274 In order to seek termination of an officer or an enlisted member, a termination notice must be issued that: states that it is proposed to terminate the persons service states the reason for terminating the service sets out the facts and circumstances relating to the reason for terminating the service invites the person to give the Chief a written statement of reasons why the service should not be terminated gives at least 28 days to provide a statement of reasons as to why the proposed action should not be taken.275 All personnel determinations and decisions made under the Regulations must have regard to: the ability of the relevant Service to carry out operations that it is carrying out or may be required tocarry out the size and composition of the relevant Service the organisational effectiveness of the relevant Service the training of the relevant Service the need to ensure the availability of an adequate supply of suitable officers and enlisted members in the relevant Service the skills and experience required for the proper performance of duties in the relevant Service the management of officers and enlisted members in the relevant Service the career advancement needs of officers and enlisted members in the relevant Service.276 The Army has developed more detailed policy around this issue. In Defence Instruction (Army) PERS 116-5 Separation of regular Army Soldiers, Army Reserve soldiers and soldiers on full-time service policy and procedures, it is mandatory to review a soldiers retention in instances involving the use or involvement with prohibited substances, for theft or fraud offences, when a soldier is found to be psychologically unfit for further service or if a soldier breaches a formal warning.277 For all other civilian convictions, Army policy is that retention is to be reviewed and consideration is to be given to the facts of the conviction to determine if it is serious enough to warrant termination action or other administrative action such as a formal warning or censure.278 Survey Information: Sexual Harassment Telephone Survey The 鱨վs Sexual Harassment National Telephone Survey is administered at regular intervals to examine the nature and prevalence of sexual harassment in Australian workplaces. It was previously administered in 2003 and 2008. The Sexual Harassment National Telephone Survey (the National Survey) was conducted in 2012 alongside which a workplace sexual harassment survey was also conducted in the ADF (ADF Survey). The simultaneous administration of both surveys allowed for comparisons between the ADF Survey and the National Survey more generally. This report contains a comparison of prevalence data from the ADF Survey and the National Survey. This appendix gives an overview of the methodology used for the ADF Survey. Following at Appendix N.4 is a comprehensive report of the ADF survey results, prepared by Roy Morgan Research. The ADF survey questionnaire is contained at Appendix N.5. Methodology The 2012 Sexual Harassment National Survey is based on the 2008 survey. A few changes were made to the 2012 survey questionnaire to accommodate the 2011 amendments to the Sex Discrimination Act 1984 (Cth). The 2012 Survey also expanded the age range of survey respondents and the questions for bystanders. The ADF Survey questionnaire was based on the questionnaire used for the National Survey, with some changes to language to ensure that questions were appropriate within the ADF context. The 2012 Sexual Harassment National Survey was administered via telephone by Roy Morgan Research on behalf of the 鱨վ and the Department of Defence. The Department of Defence provided a random sample of 5,000 permanent ADF personnel that may be invited to participate in the Survey, in order to achieve the participation of 1,000 ADF personnel. The sample was partially stratified by Service and rank class (senior officers, junior officers, non-commissioned officers / warrant officers, other ranks). Rather than stratifying the survey sample by gender, equal numbers of men and women were included, to ensure that women were adequately represented. This was necessary as the findings of previous national surveys indicate that women are more likely than men to experience sexual harassment, and it enabled a comparative analysis of the prevalence among women and men in the ADF. The survey sample only included Permanent members aged 18 years and older with access to a land line and in some cases to a mobile phone,279 and for practical reasons did not include members on active deployment or posted overseas. Telephone surveying of ADF personnel commenced on 24 May 2012. During the Survey period, Roy Morgan Research contacted or attempted to contact 4,997280 ADF personnel. Atotal of 1,000 personnel completed the survey (500 women and 500 men). The results of the Survey were then weighted to reflect the actual gender and Service distribution of the ADF population aged 18 years and older, as of 1 June 2012. Caveats In gaining approval from the Australian Defence Human Research Ethics Committee to conduct the survey with ADF personnel, the following caveats relating to the material and analyses of the findings were noted: The survey data has been derived from a sample of the target population who were motivated to respond, and who made an autonomous decision to do so. It may not necessarily be representative of the entire ADF population. Personnel may have different motivations for choosing whether or not to participate in the survey, which may impact on accuracy of the results. It is possible that those who chose to participate in the study may have experienced some form of sexual harassment and this motivated their decision to participate. Similarly, those that have not experienced any form of sexual harassment may not have chosen to participate because they perceived the study to not be of any relevance to them or chose to participate to counter perceived negative attention on sexual harassment in the ADF. Members may have withdrawn from the survey after initially agreeing to participate due to personal experiences of sexual harassment, which may impact on accuracy of results. Some participants may not feel comfortable discussing issues regarding sexual harassment over the telephone in a work environment which may influence results of the research. Roy Morgan Research has mitigated the impact these issues may have had on the survey results. The ADF survey was conducted with a robust sample of 1,000 personnel and findings were re-weighted to reflect the gender and service breakdown of the ADF. This provides findings that are representative of the ADF population. To address the impact of respondents discomfort discussing issues regarding sexual harassment in the work environment, all were offered an opportunity to be called back at another time and/or on a different telephone number. In addition, three ADF members withdrew from the survey. These members were excluded from the results. Department of Defence, Defence Instruction (General) PERS 35-3, Management and Reporting of Unacceptable Behaviour, 28June 2009 (DI(G) PERS 35-3). DI(G) PERS 35-3, note 217, Annexure A. DI(G) PERS 35-3, note 217, Annexure B. Acting Commonwealth and Defence Force Ombudsman, Australian Defence Force: Management of Complaints about Unacceptable Behaviour, Report No 4 (2007). Department of Defence, Defence Instruction (General) PERS 34-2, Complaints of discrimination and harassment through the 鱨վ, 18 April 2009. The same recommendation was made in the report on the Review into the Treatment of Women at the Australian Defence Force Academy. DI(G) PERS 35-3, note 217, Annexure B, para 22. On 21 June 2011 by the Sex and Age Discrimination Legislation Amendment Act 2011 (Cth). 鱨վ, Federal Discrimination Law (2011), p53. At http://www.hreoc.gov.au/legal/FDL/index.html (viewed 13 June 2012). DI(G) PERS 35-3, note 217, Annexure B, para 26. Department of Defence, Defence Instruction (General) ADMIN 67-2, Quick Assessment, 7 August 2007. Inspector General Australian Defence Force, Review of the Management of Incidents and Complaints in Defence including Civil and Military Jurisdiction (2011), p9. Department of Defence, Defence Instruction (General) PERS 45-5, Defence Whistleblower Scheme, 1 July 2002. The 2007 Ombudsman Report noted that in its focus groupconsultations, a claim was made that on occasions one unit had discouraged members raising complaints outside the immediate chain of command regardless of the circumstances. The Ombudsman recommended that Defence promote awareness of the Whistleblower scheme in Defence Instruction (General) PERS 35-3, Management and Reporting of Unacceptable Behaviour. This was done in the 2009 review of the Instruction. Racial Discrimination Act 1975 (Cth), Sex Discrimination Act 1984 (Cth), Disability Discrimination Act 1992 (Cth) and Age Discrimination Act 2004 (Cth). Sex Discrimination Act 1984 (Cth), s 106(2). Cooke v Plauen Holdings Pty Ltd [2001] FMCA 91, [35]. [2007] FMCA 59. [2007] FMCA 59, [158]. The Court accepted that the matter involved very significant pain, suffering, hurt and humiliation for the applicant and awarded $100,000 in unspecified damages to be paid jointly by the four respondents that included Smith and the Department of Defence. In Lee v Smith (No 2) [2007] FMCA 1092, further orders were made regarding the damages to be awarded to the applicant. In relation to past economic loss, the Court awarded Ms Lee the sum of $232,163 together with interest. In addition to awards made for past and future medical expenses, the Court awarded the sum of $30,000 for future loss of income. Work Health and Safety Act 2011 (Cth), ss 19(1), (3)(a). Department of Defence, Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences, 22November 2011. Department of Defence, Defence Instruction (General) ADMIN 45-2, The Reporting and Management of Notifiable Incidents, 26March 2010. The current Instruction incorporates DEFGRAM No.35/2009, an interim amendment to the Instruction made on 30 January 2009. This amendment required that all alleged sexual offences are to be immediately reported to ADFIS, that ADFIS is to take into account the range of jurisdictional and operational considerations and, where appropriate, report the alleged offence to civilian police regardless of the wishes of the complainant. At the time that the Review into the Treatment of Women at the Australian Defence Force Academy was provided to the Minister, the consolidation of Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences had not occurred. The Review was critical in its report of a number of aspects of the 2004 version of Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences and the significant period of time that had elapsed since the important changes brought about by the DEFGRAM interim amendment were introduced. This created the potential for confusion on the part of commanders and managers in the correct application of policy concerning reports of sexual misconduct. DI(G) PERS 35-4, note 237, para 2. Namely, Form AC 875-4 and Annexure B Flowchart for Managing Complaints of Sexual Offences and the Sexual Offence Management Guide. The relevant forms for reporting unacceptable behaviour or sexual offences are Form AC 875-1 Initial Complaint Report Unacceptable Behaviour or Sexual Offence; Form AC 875-2 Progress Report Unacceptable Behaviour or Sexual Offence; and Form AC 875-3 Final Outcome Report Unacceptable Behaviour or Sexual Offence. These Forms are only annexed to Defence Instruction (General) PERS 35-4, Management and Reporting of Sexual Offences not Defence Instruction (General) PERS 35-3, Management and Reporting of Unacceptable Behaviour although the Flow Chart to Management and Reporting of Unacceptable Behaviour Complaints makes reference to these Forms. This structure has been in place since the decision in Lane v Morrison & Anor (2009) 239 CLR 230 that struck down as unconstitutional that part of the DFDA that purported to create the former Australian Military Court. The Review notes that legislation has been introduced into the Parliament to establish a new military court under Chapter III of the Constitution: BNicholson, New military court ready to advance, The Australian, 22 June 2012. At http://www.theaustralian.com.au/national-affairs/defence/new-military-court-ready-to-advance/story-e6frg8yo-1226404825620 (viewed 27 June 2012). A general court martial comprises a President who is not below the rank of Colonel or equivalent, and not less than four other members. A restricted court martial comprises a president, who is not below the rank of Lieutenant Colonel, and not less than two other members. Only military officers can be members of either general or restricted courts martial. Such courts always include a legal officer acting as Judge Advocate. Appeals from decisions made by Defence Force Magistrates and Courts Martial may be made to the Defence Force Appeal Tribunal, the Federal Court or the High Court of Australia. Section 60(1) of the DFDA provides that A defence member is guilty of an offence if the member does an act that is likely to prejudice the discipline of, or bring discredit on, the Defence Force. Crimes Act 1900 (ACT), s 58. Crimes Act 1900 (ACT), s 59. Crimes Act 1900 (ACT), s 60. Defence Force Discipline Act 1982 (Cth), s 61. In respect of service offences committed overseas, a potential conflict of jurisdiction may arise between the DFDA and the foreign nations criminal law. In most cases, jurisdictional disputes between foreign nations and the ADF will be resolved by reference to foreign visiting forces legislation or Status of Forces Agreements: Director of Military Prosecutions, Director of Military Prosecutions Directive 02/2009 Prosecution and Disclosure Policy, 1 October 2009, para 30. At http://www.defence.gov.au/legal/pdf/ddcs/dmp-2-2009.pdf (viewed 6 July 2012). Further guidance is provided in relation to resolving jurisdictional conflicts between the civil, criminal and military discipline systems in the Director of Military Prosecutions memorandum of understanding with the Commonwealth, State and Territory Directors of Public Prosecutions dated 22 May 2007: Director of Military Prosecutions, Director of Military Prosecutions Directive 02/2009 Prosecution and Disclosure Policy, above, para 6. Re Tracey Ex parte Ryan (1989) 166 CLR 518; Re Nolan Ex parte Young (1991) 172 CLR 460; Re Tyler Ex parte Foley (1994) 181 CLR 18. Director of Military Prosecutions, Director of Military Prosecutions Directive 02/2009 Prosecution and Disclosure Policy, 1October 2009, para 14. Defence Force Discipline Act 1982 (Cth), s 63(1). Defence Force Discipline Act 1982 (Cth), s 63(1)(a)(i). Defence Force Discipline Act 1982 (Cth), s 63(1)(a)(ia). Described in s 51(1) of the Crimes Act 1900 (ACT) as the infliction of grievous bodily harm on another person with intent to engage in sexual intercourse with that other person, or with a third person who is present or nearby and acting in company to do the same (s 51(2)). Described in s 52(1) of the Crimes Act 1900 (ACT) as the infliction of actual bodily harm on another person with intent to engage in sexual intercourse with that other person, or with a third person who is present or nearby and acting in company to do the same (s 52(2)). Described in s 53(1) of the Crimes Act 1900 (ACT) as a person who unlawfully assaults, or threatens to inflict grievous or actual bodily harm on, another person with intent to engage in sexual intercourse with that other person, or with a third person who is present or nearby and acting in company to do the same (s 53(2)). Crimes Act 1900 (ACT), s 54. Crimes Act 1900 (ACT), s 55. DI(G) PERS 35-4, note 237, para 29. Inspector General Australian Defence Force, note, p37, [150]. DI(G) PERS 35-4, note 237, para 29. These offences are set out in the Crimes Act 1900 (ACT) as follows: act of indecency in the first degree (s57), acts of indecency with young person (s61), incest and similar offences (s62), abduction (s63), use of young persons for pornographic purposes (s64), possession of child pornography (s65), using the Internet etc to deprave young people (s66). DI(G) PERS 35-3, note 217, para 43. DI(G) PERS 35-3, note 217, Annexure F, para 3. DI(G) PERS 35-3, note 217, Annexure F, para 4. DI(G) PERS 35-3, note 217, Annexure F, para 7. DI(G) PERS 35-3, note 217, Annexure E. DI(G) PERS 35-3, note 217, Annexure F, para 8. Defence (Personnel) Regulations (2002), reg 85(1)(d). Defence (Personnel) Regulations (2002), reg 87(1)(g). Defence (Personnel) Regulations (2002), regs 85(2) and 87(2). Defence (Personnel) Regulations (2002), reg 7(2). Department of Defence, Defence Instruction (Army) PERS 116-5, Separation of Regular Army soldiers, Army Reserve soldiers and soldiers on full-time service policy and procedures, 20 December 2005, para 78 (DI(A) PERS 116-5). DI(A) PERS 116-5, above, para 79. Mobile phone numbers were only included for the sample when the member had provided their mobile phone as their main contact. This figure includes personnel who declined to participate and those who did not answer telephone calls. Appendix N.4: 2012 Sexual Harassment Prevalence Survey: Prevalence and Nature of Sexual Harassment in the Australian Defence Force   2012 Sexual Harassment Prevalence Survey: Prevalence and Nature of Sexual Harassment in the Australian Defence Force Prepared for 鱨վ GPO Box 5218 Sydney NSW 2001 Prepared by Roy Morgan Research 2nd Floor, 232 Sussex St, Sydney, NSW, 2000 Table of Contents  TOC \t "RM Heading 1,1,RM Heading 1.1,2,RM Heading 1.1.1,3" 1 Introduction  PAGEREF _Toc206812328 \h 20 2 The Prevalence of sexual harassment in the ADF  PAGEREF _Toc206812329 \h 21 2.1 Introduction  PAGEREF _Toc206812330 \h 21 2.2 Prevalence of sexual harassment in the ADF workplace  PAGEREF _Toc206812331 \h 22 2.3 Understanding of the legal definition  PAGEREF _Toc206812332 \h 25 2.4 Prevalence of the sexual harassment behaviour in the same location  PAGEREF _Toc206812333 \h 28 2.5 Awareness of sexual harassment happening to someone else in the ADF  PAGEREF _Toc206812334 \h 30 2.5.1 Awareness of sexual harassment happening to someone else in the ADF workplace  PAGEREF _Toc206812335 \h 30 2.5.2 Observation of someone else being harassed in the same location where respondent experienced sexual harassment  PAGEREF _Toc206812336 \h 33 3 The nature of sexual harassment  PAGEREF _Toc206812337 \h 36 3.1 Introduction  PAGEREF _Toc206812338 \h 36 3.2 Nature of sexual harassment  PAGEREF _Toc206812339 \h 36 3.2.1 Types of sexual harassment  PAGEREF _Toc206812340 \h 36 3.2.2 Duration of sexual harassment  PAGEREF _Toc206812341 \h 39 3.2.3 Perceived severity of sexual harassment  PAGEREF _Toc206812342 \h 41 3.3 Characteristics of the target of sexual harassment  PAGEREF _Toc206812343 \h 43 3.3.1 Age of the target at the time of sexual harassment  PAGEREF _Toc206812344 \h 43 3.3.2 Employment base  PAGEREF _Toc206812345 \h 46 3.3.3 Length of time at the location before experiencing sexual harassment  PAGEREF _Toc206812346 \h 47 3.3.4 Category/trade or corps of the target  PAGEREF _Toc206812347 \h 48 3.4 Characteristics of the harasser  PAGEREF _Toc206812348 \h 50 3.4.1 Gender of the harasser  PAGEREF _Toc206812349 \h 50 3.4.2 Age of the harasser  PAGEREF _Toc206812350 \h 51 3.4.3 Harassers relationship to the target  PAGEREF _Toc206812351 \h 52 3.4.4 Presence of multiple harasser or repeat harassers  PAGEREF _Toc206812352 \h 53 3.5 Characteristics of the workplace  PAGEREF _Toc206812353 \h 54 4 Addressing Sexual Harassment  PAGEREF _Toc206812354 \h 55 4.1 Introduction  PAGEREF _Toc206812355 \h 55 4.2 Formal reports and complaints  PAGEREF _Toc206812356 \h 55 4.2.1 Complaint Recipients  PAGEREF _Toc206812357 \h 58 4.2.2 Consequences of the complaint  PAGEREF _Toc206812358 \h 60 4.2.3 Timeframe of the Complaint  PAGEREF _Toc206812359 \h 65 4.2.4 Satisfaction with the Complaint Process  PAGEREF _Toc206812360 \h 67 4.3 Advice and assistance  PAGEREF _Toc206812361 \h 68 4.3.1 Sources of Assistance/Advice  PAGEREF _Toc206812362 \h 70 4.4 Reasons for not seeking advice or making a formal complaint  PAGEREF _Toc206812363 \h 72 4.5 Bystander actions  PAGEREF _Toc206812364 \h 75 4.6 Access to information  PAGEREF _Toc206812365 \h 79  1 Introduction In April 2011, the Minister for Defence requested that the 鱨վ (the Commission) to initiate a Review into the Treatment of Women in the Australian Defence Force. The first phase of the Review, completed in October 2011, consisted of a cultural review into the treatment of women at the Australian Defence Force Academy (ADFA) specifically. Phase Two of the Review examines the treatment of women across the broader Australian Defence Force (ADF). As part of this phase, a survey of sexual harassment in the ADF was conducted. The survey of ADF personnel was conducted alongside the Commissions national survey of sexual harassment in the workplace in the Australian population, which it has previously conducted in 2003 and 2008. The simultaneous administration of both surveys allows for comparisons between the ADF workplace and National Survey more generally. This report contains a comparison of prevalence data in the ADF workplace and the National Survey. 2 The Prevalence of sexual harassment in the ADF 2.1 Introduction This chapter investigates the prevalence of sexual harassment amongst ADF employees. It outlines the results regarding the prevalence of sexual harassment in general and specifically in the ADF workplace, looking at the differences between gender and services. Respondents were initially read an abridged version of the legal definition of sexual harassment, as follows: Sexual harassment is an unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which, in the circumstances, a reasonable person, aware of those circumstances, would anticipate the possibility that the person would feel offended, humiliated or intimidated. Respondents who reported having experienced sexual harassment as per the legal definition in the ADF in the last five years were then read a list of 12 sexual harassment behaviours and asked which, if any, described what had happened to them. Respondents who did not report having experienced sexual harassment after being read the definition above were read the same list of behaviours, and asked whether they had experienced any of the behaviours in the ADF workplace in the last five years. This was to ensure that the experiences of respondents who were unable to identify sexual harassment from the legal definition would still be recorded. The combination of these results provides an accurate representation of the prevalence of sexual harassment, since anyone who identified at least one behaviour from the list was counted. This combined figure was used as the base to measure and report on the total incidence of sexual harassment in the ADF workplace in the last 5 years, as outlined in the following section. 2.2 Prevalence of sexual harassment in the ADF workplace Around a quarter of women (25.9%) and one in 10 men (10.5%) in the ADF reported that they had experienced sexual harassment in the ADF workplace some time in the last 5 years. Figure  SEQ Figure \* ARABIC 1 Prevalence of sexual harassment in the ADF workplace in the last 5 years (by gender)Base: ADF, all respondents (n=1,000); men (n=500); women (n=500). Across the services, women in the Navy recorded the highest incidence of sexual harassment (28.1%), followed by the Army (25.8%) and the Air Force (23.7%). The Navy was also the service with the highest incidence of sexual harassment for men (13.9%), followed by the Air Force (10.8%) and the Army (8.9%). Figure  SEQ Figure \* ARABIC 2 Prevalence of sexual harassment in the ADF workplace in the last 5 years (by gender and service)Bases: ADF, all respondents (n=1000); Navy, men (n=108); Navy, women (n=128); Army, men (n=235); Army, women (n=182); Air Force, men (n=157); Air Force, women (n=190). Comparing these results with the National Survey, Figure 3 shows that the incidence of sexual harassment in the workplace is almost the same for women in the ADF (25.9%) as for women in the National Survey (25.3%). Looking at the different services, the incidence rate amongst women is higher in the Navy (28.1%) compared to the National Survey. For men, the incidence of sexual harassment in the workplace is higher in the National Survey by nearly 6 percentage points (16.2% compared to 10.5%). This difference decreases to 2.3 percentage points when focusing on the Navy (16.2% compared to 13.9% in the National Survey). Figure  SEQ Figure \* ARABIC 3 Prevalence of sexual harassment in the workplace in the last 5 years comparison between ADF and National Survey (by gender)Base: ADF, all respondents (n =1,000); men (n=500); women (n=500). National Survey, all respondents (n=2,002); men (n=966); women (n=1,036). 2.3 Understanding of the legal definition Approximately a quarter of ADF female respondents (24.8%) reported having experienced some sort of sexual harassment at some point in their lives, identifying this experience from the legal definition provided during the interview. The proportion for male respondents is 3.1%. Figures for the National Survey show that 33% of women and 21% of men reported having experienced some sort of sexual harassment at some point in their lives - higher than the ADF respondents. Figure  SEQ Figure \* ARABIC 4 Prevalence of sexual harassment based on legal definition (by gender) Base: ADF, all respondents (n=1,000); women (n=500); men (n=500). Out of those, approximately four in five women (78.6%) and two thirds of men (66.7%) said that they had experienced this behaviour in the ADF workplace. When asked about the timeframe of the incident, 59% of female respondents and 81.8% of male respondents said that they had experienced this behaviour in the ADF more than 5 years ago. Out of those women who reported that they had not experienced sexual harassment when read the legal definition, approximately one in five (20.3%) later reported that they had experienced one or more of the listed behaviours which constitutes sexual harassment in the ADF workplace in the last five years. Out of those men who reported that they had not experienced sexual harassment when read the legal definition, approximately one in ten (10.2%) later reported that they had experienced one or more of the listed behaviours in the ADF in the last five years. Figure  SEQ Figure \* ARABIC 5 Prevalence of sexual harassment in the ADF workplace in the last 5 years for those who did not recognise it based on legal definition (by gender)Base: ADF, respondents who did not report experiencing sexual harassment after being read the legal definition (n=962); women (n=464); men (n=498). 2.4 Prevalence of the sexual harassment behaviour in the same location ADF respondents who reported being aware of someone else who had been sexually harassed in the same location where they had experienced harassment were asked how common that type of behaviour was. As shown in Figure 6, overall men in the ADF (70.1%) were slightly more likely than women (66%) to report that the type of behaviour they experienced was common or occurred sometimes in the location where they were harassed. Men were also more likely than women to report sexual harassment behaviours as common or occurring sometimes in the Army and in the Air Force. The difference in the perception between men and women was highest in the latter, with 88.9% of men considering the type of sexual harassment experienced a relatively common occurrence in that workplace, compared to 68.7% of women. The Navy was the only service where this perception was reversed, with 69.3% of women considering their experience as common compared to 57.2% of men. Figure  SEQ Figure \* ARABIC 6 Prevalence of sexual harassment behaviour in the workplace where respondent experienced sexual harassment (by gender, by service)Bases: Respondents aware of someone else being sexually harassed in the same location where they had experienced sexual harassment (n=78); men (n=25); women (n=53). Navy, men (n=7); Navy, women (n=13). Army, men (n=9); Army, women (n=24). Air Force, men (n=9); Air Force, women (n=16). 2.5 Awareness of sexual harassment happening to someone else in the ADF This section investigates the experience of those who witnessed sexual harassment or became aware of someone else being sexually harassed, their reaction and the consequences of their actions. ADF respondents who reported experiencing sexual harassment in the ADF workplace in the last 5 years where asked if they were aware of anyone else being sexually harassed in that same location where they had this experience. Later in the questionnaire all respondents, not just those who had experienced sexual harassment, were asked if they were aware of sexual harassment happening to someone else in any or any other ADF workplace in the last five years. The figures from these two questions were combined to produce a total figure for respondents who witnessed or knew of someone else being harassed across the whole ADF workplace. These results are presented in section 2.5.1. The results of the observation of someone else being harassed in the same location where the respondent experienced sexual harassment are presented in section 2.5.2. 2.5.1 Awareness of sexual harassment happening to someone else in the ADF workplace In the ADF as a whole, 45.7% of women and 43% of men were aware of someone else being sexually harassed in an ADF workplace. In the Navy men and women were equally aware of sexual harassment happening to someone else in the ADF workplace 46.9% and 46.3% respectively. The greatest difference in awareness between men and women was in the Air Force, with 44.7% of women aware of sexual harassment happening to someone else in an ADF workplace compared to 40.1% of men. Figure  SEQ Figure \* ARABIC 7 Total aware of someone else being harassed in the ADF workplaceBase: ADF, all respondents (n =1,000); men (n=500); women (n=500). Navy, men (n=108); Navy, women (n=128). Army, men (n=235); Army, women (n=182). Air Force, men (n=157); Air Force, women (n=190). Respondents who experienced sexual harassment in the ADF in the last five years were more aware of sexual harassment happening to someone else in the ADF workplace than those who had not been harassed (76% compared to 38%). Men who were harassed were more likely to be aware of sexual harassment in the ADF than women who had been harassed (79.7% and 66.6% respectively). Approximately two in five (38.7%) respondents who had not experienced sexual harassment in the ADF in the last five years were aware of sexual harassment happening in the ADF workplace in general, with no difference according to gender. Figure  SEQ Figure \* ARABIC 8 Awareness of someone else being sexually harassed in the ADF workplace (by gender, by experience of sexual harassment)Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n= 53); women (n=128). Respondents who did not experienced sexual harassment in the ADF workplace in the last 5 years (n=819); men (n=447); women (n=372). Figure 9 focuses specifically on the awareness of sexual harassment in the ADF workplace in general, excluding those episodes which occurred in the same place where the respondent reported being sexually harassed, which have been discussed in section 2.5.1. The chart shows how the respondent became aware of sexual harassment happening somewhere else in the ADF. Out of those respondents who were aware of sexual harassment happening in general in the ADF (excluding episodes which occurred in the same location where respondents where harassed, when applicable), only a small group of men (6.5%) and women (6.7%) observed or witnessed the behaviour directly. Women in the ADF were more likely than men to have been told about the sexual harassment by the target (37.6% and 17.1% respectively), and were less likely than men to have heard about it from the media (18.5% compared to 37.0%). Figure  SEQ Figure \* ARABIC 9 Source of awareness of sexual harassment happening somewhere else in the ADF (by gender)Base: ADF respondents aware of sexual harassment happening to someone else in the ADF, excluding episodes which occurred in the same place where the respondent reported being sexually harassed (n=442); men (n=214); women (n=228)2.5.2 Observation of someone else being harassed in the same location where respondent experienced sexual harassment Respondents who reported experiencing sexual harassment in the ADF workplace in the last 5 years were asked if they were aware of anyone else being sexually harassed at that same location where they had this experience. Slightly more men than women were aware of someone else being harassed at the same location, respectively 46.5% and 41.5% as shown in Figure 10. Figure  SEQ Figure \* ARABIC 10 Awareness of someone else being harassed in the same locationBase: Respondents who experienced sexual harassment in ADF in the last 5 years (n=181); men (n=53); women (n=128). Looking at Service differences, men in the Air Force were most likely to be aware (52.9%). Women in the Army were more likely to be aware than those in the Navy and Air Force (51.1% compared to around 35%). Figure  SEQ Figure \* ARABIC 11 Awareness of other cases of harassment in place where respondent experienced harassmentBases: Respondents who experienced sexual harassment in ADF in the last 5 years (n=181); men (n=53); women (n=128). Navy, men (n=15); Navy, women (n=36). Army, men (n=21), Army, women (n=47). Air Force, men (n=17); Air Force, women (n=45). 3 The nature of sexual harassment 3.1 Introduction This section provides an analysis of the nature of sexual harassment in the ADF workplace, including the types of sexual harassment experienced, characteristics of the target of sexual harassment, characteristics of the harasser and characteristics of the workplace where the sexual harassment happened. 3.2 Nature of sexual harassment 3.2.1 Types of sexual harassment All respondents were asked to identify whether they had experienced any of the following sexual harassment behaviours, as listed below: Unwanted sexual attention Unwelcome touching, hugging, cornering or kissingInappropriate staring or leering that made you feel intimidatedCrude/offensive behaviourSexual gestures, indecent exposure or inappropriate display of the bodySexually suggestive comments or jokes that made you feel offendedSexually explicit pictures, posters or gifts that made you feel offendedCrude/offensive behaviourSexually explicit emails or SMS messagesUnwanted sexual attentionRepeated or inappropriate invitations to go out on datesIntrusive questions about your private life or physical appearance that made you feel offendedSexual assault Inappropriate physical contactUnwanted sexual attentionRepeated or inappropriate advances on email, social networking websites or internet chat rooms by a work colleagueSexual coercionRequests or pressure for sex or other sexual actsSexual assaultActual or attempted rape or sexual assaultOtherAny other unwelcome conduct of a sexual natureThis list was used to determine the overall figure for the prevalence of sexual harassment (as reported in Chapter 3), and is also of value in identifying the prevalence of specific behaviours. Figure 12 shows that out of those respondents who experienced some sort of sexual harassment in the ADF workplace in the last 5 years, sexually suggestive comments or jokes was the most common type of behaviour experienced, reported by 56.5% of women and 40% of men. Women appear to be generally more likely to experience most types of sexual harassment behaviours, with the exception of sexually explicit pictures, posters or gifts, sexual gestures, indecent exposure or inappropriate display of the body and sexually explicit emails or SMS messages. These types of behaviour were more commonly experienced by men, with the difference particularly noticeable in the case of sexually explicit emails or SMS messages, experienced by 12% of women and 38.9% of men. The most serious types of behaviour were not commonly experienced. Actual or attempted rape or sexual assault was reported by 3.5% of women who experienced sexual harassment, and no men. It appears that the prevalence of behaviours (from more to less prevalent) aligns with the seriousness of behaviours (from less to more serious). This conclusion is valid also for the types of sexual harassment reported in the National Survey. Amongst men, there was no spike in the experience of sexually explicit emails or SMS messages, however this type of behaviour was more commonly experienced by men than women. Figure  SEQ Figure \* ARABIC 12 Most common types of sexual harassment experienced in the ADF workplace in the last five years (by gender)Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128). 3.2.2 Duration of sexual harassment All respondents who reported experiencing sexual harassment in the ADF in the last 5 years were asked how long the harassment lasted. For almost half of men (47.7%) and about one-third of women (37.3%) the harassment was a one-off occurrence. One-fifth of women (19.9%) and 13.4% of men said that it lasted less than a month. The numbers of respondents decreased as the duration of harassment increased, with only 1.6% of women reporting that it lasted more than a year. However, harassment was ongoing for 6.7% of women and 5.6% of men. Another 16.8% of men and 11.3% of women described the harassment as sporadic an occasional incident or a series of one-off incidents at irregular intervals. On average, harassment continued over a longer time period for women than for men, with the incidence for women exceeding that of men for all categories except those of small duration (one-off and sporadic). The results appear to have a similar trend in the National Survey. Figure  SEQ Figure \* ARABIC 13 Duration of sexual harassment in the ADF workplace, in the last 5 years (by gender)Base: Respondents who experienced sexual harassment in ADF in the last 5 years (n=181); men (n=53), women (n=128).  3.2.3 Perceived severity of sexual harassment In addition to experiencing sexual harassment over a longer period, women perceived the harassment as more offensive and more intimidating than male targets of harassment. All respondents who reported experiencing sexual harassment in the ADF workplace in the last 5 years were asked to rate how offended and how intimidated the harassment made them feel on a scale from one to five (where one was Not at all and five was Extremely). Figure 13 shows that most men did not feel intimidated nearly 80% fell within the first two points of the scale and only 9% in the uppermost two points. While more than half of ADF women (55%) also fell within the first two points of the scale, 22% more than twice the figure for men were at the extreme end of the scale (points four and five). Both men and women in the ADF were more likely to feel offended than intimidated although women at twice the rate of men (30% within points four and five of the scale compared to 15% of men). Only about a third (36%) of women were not really offended, compared to 60% of men. The marked difference between responses for men and women implies a fundamental difference in perceptions of acceptable behaviour. Figure  SEQ Figure \* ARABIC 14 Degree to which target was intimidated and offendedBase: Respondents who experienced sexual harassment in ADF in the last 5 years (n=181); men (n=53); women (n=128). 3.3 Characteristics of the target of sexual harassment 3.3.1 Age of the target at the time of sexual harassment Figure 15 shows a reverse relationship between age and experience of sexual harassment, with younger people more likely to experience this type of behaviour than older people. Women appear to have experienced sexual harassment at a younger age than men: just over two thirds (71.5%) of women who were sexually harassed were under 30 years of age at the time of the harassment, and about two in five (44.5%) were between 18 and 24 years old. Given that just under half (48.9%) of women were aged under 30 at the time of the survey, this represents a disproportionally high number of young women who experienced harassment. No women who experienced sexual harassed was aged 55 or over at the time she was harassed. Women in this age group make up less than 5% of the female ADF workforce. Approximately half (50.4%) of men who experienced sexual harassment in the ADF workplace in the last five years were under 30 years of age at the time of the harassment. Out of those, 34.2% were aged between 18 and 24 years, and 16.2% between 25 and 29 years old. Again, this is disproportionate to the number of men in this age group in the ADF workforce, with 40.7% aged under 30. On average, ADF respondents who experienced sexual harassment were 30 years old at the time of harassment. Figure  SEQ Figure \* ARABIC 15 Age at the time of sexual harassment (by gender) Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128). Figure 16 shows that the mean age at the time of harassment differs by gender, with women having experienced sexual harassment on average at the age of 27, and men at 31. Looking at the differences across services, both men and women in the Navy experienced sexual harassment at a younger age than the ADF average and the other services. The average age of sexual harassment in the Navy is 27 years old, with women aged on average 26 years at the time of sexual harassment and men 28 years. Figure  SEQ Figure \* ARABIC 16 Mean age at the time when sexual harassment was experienced (by gender, by service)Bases: Respondents who experienced sexual harassment in ADF in the last 5 years (n=181); men (n=53); women (n=128). Navy, men (n=15); Navy, women (n=36). Army, men (n=21), Army, women (n=47). Air Force, men (n=17); Air Force, women (n=45).3.3.2 Employment base Figure 17 shows that the vast majority of ADF respondents who experienced sexual harassment reported they were working full time at the time of the harassment (over 90% of both men and women). No respondent reported experiencing sexual harassment while working part time. To a large extent this is due to the fact that about 98% of ADF personnel are employed on a full-time basis and only 1% on a part-time basis. A very small group of ADF men and women (about 4%) were sexually harassed during the recruitment process. Figure  SEQ Figure \* ARABIC 17 Employment status at the time of sexual harassment (by gender)Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128). 3.3.3 Length of time at the location before experiencing sexual harassment ADF respondents who were working at the time of sexual harassment (and not in the recruitment process) were asked how long they had been posted to the location where the sexual harassment occurred. Women in the ADF were more likely to experience sexual harassment earlier in their posting than men, with 66.5% of respondents harassed in their first year at the location and about half of these during the first three months. The situation is reversed for men, 61.7% of whom experienced sexual harassment after working at the location for more than a year. Figure  SEQ Figure \* ARABIC 18 Length of time working at the location where sexual harassment occurred (by gender)Bases: Respondents who experienced sexual harassment in ADF in the last 5 years and who were working full/part time (n=171); men (n=51); women (n=120). 3.3.4 Category/trade or corps of the target All ADF respondents who reported experiencing sexual harassment were asked about their category/trade or corp at the time they experienced sexual harassment. Responses were clustered under broad occupational groupings provided by the Department of Defence (Directorate of Strategic Personnel Policy Research) to assist in analysing trends across occupational groups. The responses were different depending on the service, with men in the Army more likely to have been in managerial roles (30%) compared to all other services. In the Navy both women (30.3%) and men (35.7%) were more likely to have experienced sexual harassment in professional roles than any other role, compared to all other services. Figure  SEQ Figure \* ARABIC 19 Category/trade or corp at the time of sexual harassment (by gender, by service)Bases: Respondents who experienced sexual harassment in ADF in the last 5 years and who were working full/part time (n=171); men (n=51); women (n=120). Navy, men (n=14); Navy, women (n=33). Army, men (n=20), Army, women (n=44). Air Force, men (n=17); Air Force, women (n=43). 3.4 Characteristics of the harasser In the vast majority of sexual harassment occurrences, the harassment was perpetrated by a male coworker aged between 20 and 40 years. 3.4.1 Gender of the harasser Women in the ADF were more likely than men to have been harassed by a male (94.7% of women and 78.9% of men respectively). Looking at the few cases in which the harassment was perpetrated by a woman, male respondents in the ADF were more likely to have been harassed by a woman than were females in the ADF (17.1% of men and 3.3% of women respectively). Figure  SEQ Figure \* ARABIC 20 Gender of the harasser (by respondents gender)Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128).3.4.2 Age of the harasser Overall, about three quarters (73.3%) of harassers were judged to be aged 40 years or less. Figure 21 shows an inverse relationship for men in the ADF between age and propensity to perpetrate sexual harassment. Male harassers were more likely to perpetrate harassment at an early age, with 76.1% aged 40 years and younger and 45.7% between 21 and 30 years when committing the harassment. The situation is slightly different for female harassers, who were more likely to perpetrate sexual harassment when over 30. Figure  SEQ Figure \* ARABIC 21 Age of the harasser (by gender of the harasser)Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); respondents harassed by male harasser (n=164); respondents harassed by female harasser (n=13).3.4.3 Harassers relationship to the target As shown in Figure 20, in the majority of occurrences sexual harassment was perpetrated by an ADF co-worker. A more senior co-worker was the next most common. In the Air Force this was the case in nearly 80% of occurrences, the highest of all the services. In the Army, the harassment was perpetrated by a co-worker in 54% of occurrences, lower than any other service. The Army also had the highest proportion of respondents who were harassed, indicating a more senior co-worker (18.1%) or an ADF/Aps supervisor (14.4%) as the harasser. Figure  SEQ Figure \* ARABIC 22 Harassers relationship to the target (by service)Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); Navy (n=51); Army (n=68); Air Force (n=62).3.4.4 Presence of multiple harasser or repeat harassers Of those ADF respondents who reported being aware of someone else being sexually harassed in the same location where they experienced harassment, 59.1% of women and 55.7% of men reported that the harassment was perpetrated by the same harasser as the one who had targeted them. This implies that 40.9% of women and 44.3% of men who were harassed in the ADF were harassed by a different harasser, indicating the presence of multiple harassers in the same unit or location where they were harassed. Women in the Air Force reported being aware of others being harassed by the same harasser who harassed them more than women in the other services (75%), while men in the Navy were more likely to report this (71.4%) than men in the other services. Figure  SEQ Figure \* ARABIC 23 Awareness of sexual harassment perpetrated by the same harasser on multiple peopleBases: Respondents aware of someone else being sexually harassed in the same location where they had experienced sexual harassment (n=78); men (n=25); women (n=53). Navy, men (n=7); Navy, women (n=13). Army, men (n=9); Army, women (n=24). Air Force, men (n=9); Air Force, women (n=16). 3.5 Characteristics of the workplace Over half (58.5%) of women and about two thirds (65.3%) of men who experienced sexual harassment in the ADF workplace in the last 5 years were working in medium-sized locations (between 26 and 500 employees). 鱨վ one in five women (20.9%) and one in seven men (14.1%) reported experiencing sexual harassment in locations with over 500 employees, and 13.8% of women and 18.4% of men who experienced harassment worked in small workplaces (less than 25 employees). Figure  SEQ Figure \* ARABIC 24 Size of the workplace where the sexual harassment occurred (by gender)Base: Respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128). 4 Addressing Sexual Harassment 4.1 Introduction This section provides an analysis of the nature of the reporting of sexual harassment, the support and advice sought by ADF employees in regard to the sexual harassment they experienced, satisfaction with the overall complaint process, complaint finalisation, who received the complaints, the consequences for the target, harasser and ADF following the complaint, and the time it took for the harassment and for formal complaints to be raised. All ADF employees were also asked about their most preferred sources of information about sexual harassment, with their first response and all other responses recorded. It is worth noting that only a very small proportion (n=30) of those who experienced sexual harassment in the ADF workplace in the last five years made a formal report or complaint. The sample is even smaller when taking gender into account (men: n=5; women: n=25) or service differences (Navy: men n=1, women n=11; Army: men n=2, women n=11; Air Force: men n=2, women n=3). Because of such small sample sizes, the results are discussed in terms of a fraction (x/y) rather than a percentage (%). However, in the interests of consistency with the rest of the report, percentages are presented in the charts to the first decimal point. 4.2 Formal reports and complaints All ADF respondents who reported experiencing sexual harassment in the ADF workplace in the last 5 years were asked whether they made a formal report or complaint. One in five (21.2%) women and one in ten (9.2%) men made a formal complaint as shown in Figure 25. Figure  SEQ Figure \* ARABIC 25 Formal Report/Complaint Base: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128). Looking at service differences, women in the Navy (11/25) are more likely than men in other services to make a formal report or complaint about the sexual harassment. Compared to other services, the Air Force was the only service where men (2/5) were more likely than women (3/25) to make a formal report or complaint. Figure  SEQ Figure \* ARABIC 26 Formal Report/ComplaintBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=30); men (n=5); women (n=25). Navy, men (n=1); Navy, women (n=11). Army, men (n=2), Army, women (n=11). Air Force, men (n=2); Air Force, women (n=3). 4.2.1 Complaint Recipients Of those ADF respondents who were harassed and made a formal complaint or report, just under half of men (2/5) reported the incident to their Officer Commanding or other Senior Officer or Aps Manager compared to eight out of 25 women in the ADF. Six out of 25 women reported the incident to the Equity Officer or sexual harassment contact officer compared to one out of five men in the ADF. Figure  SEQ Figure \* ARABIC 27 Formal Report/ComplaintBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=30); men (n=5); women (n=25). Four out of the five men who made a formal complaint had the issue finalised between their Officer Commanding or other senior staff and themselves. Four out of 25 women still have not had their sexual harassment complaint finalized. Figure  SEQ Figure \* ARABIC 28 How the complaint was finalisedBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=30); men (n=5); women (n=25). 4.2.2 Consequences of the complaint (a) Consequences for the target following the complaint The most common positive consequences for women in the ADF who made a formal complaint was the harassment stopped (12/25), Officer Commanding apologised for failing to prevent the harassment (4/25), and received positive feedback for making complaint (2/25), as shown in Figure 29a. Compared to women in the ADF who made a formal complaint, the majority of men in the ADF had no consequences. Figure 29b shows that two out of five men reported that the harassment stopped and one out of five men was transferred. The most common negative consequence for both men and women who made a formal complaint was that they were ostracised, victimised, ignored by colleagues (one out of five men and four out of 25 women). Figure  SEQ Figure \* ARABIC 29a Consequences for women following the complaint LINK Excel.Sheet.8 "C:\\Users\\PUSLI\\AppData\\Local\\Microsoft\\Windows\\Temporary Internet Files\\Content.Outlook\\Data & Graphs\\2012.07.12_ADF charts_CW.xls" "consequences of the complaint![2012.07.12_ADF charts_CW.xls]consequences of the complaint Chart 5" \a \p Base: ADF, female respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=25). Figure  SEQ Figure \* ARABIC 30b Consequences for men following the complaint LINK Excel.Sheet.8 "C:\\Users\\PUSLI\\AppData\\Local\\Microsoft\\Windows\\Temporary Internet Files\\Content.Outlook\\Data & Graphs\\2012.07.12_ADF charts_CW.xls" "consequences of the complaint![2012.07.12_ADF charts_CW.xls]consequences of the complaint Chart 4" \a \p  Base: ADF, male respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=5). (b) Consequences for the harasser following the complaint There were no consequences for the harasser for two out of the five men and eight of the 25 women in the ADF who made a formal complaint about the sexual harassment that happened to them. Figure  SEQ Figure \* ARABIC 31 Consequences for the harasserBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=30); men (n=5); women (n=25). (c) Consequences for the ADF following the complaint The majority of men (2/5) and women (15/25) who made a formal complaint about the sexual harassment they experienced reported that there were no consequences for the ADF following their complaint. In very few cases were training or educational sessions organised or practice or procedures changed. Figure  SEQ Figure \* ARABIC 32 Consequences for the ADF following the complaintBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=30); men (n=5); women (n=25). 4.2.3 Timeframe of the Complaint All ADF respondents who made a formal complaint about the sexual harassment that happened to them were asked how long it was between the sexual harassment that happened and reporting it. Two in five men and ten out of 25 women made a formal complaint about the sexual harassment that happened to them immediately, the same day, or the next working day. Nine out of 25 women and two out of five men reported it in less than a month and 4 out of 25 women reported the harassment one to three months after it occurred. The results follow a similar trend in the National Survey. Figure  SEQ Figure \* ARABIC 33 Time period between harassment and reportingBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=30); men (n=5); women (n=25). Of the men in the ADF who made a formal complaint, two out of four had their complaint finalised in less than a month and one out of four finalised immediately. It took one to three months for eight out of 21 women in the ADF who made a formal complaint to have their complaint finalised. A small proportion of women had their complaint finalised immediately (two out of 21). Figure  SEQ Figure \* ARABIC 34 Time taken to finalise complaintBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint (n=30); men (n=5); women (n=25). 4.2.4 Satisfaction with the Complaint Process Most of the men (four out of five) in the ADF who made a complaint about the sexual harassment that happened to them were satisfied with the overall process of how their complaint was dealt with. Seven out of 21 women in the ADF were not at all satisfied with how their complaint was dealt with overall. Figure  SEQ Figure \* ARABIC 35 Satisfaction with overall complaint process LINK Excel.Sheet.8 "C:\\Users\\PUSLI\\AppData\\Local\\Microsoft\\Windows\\Temporary Internet Files\\Content.Outlook\\Data & Graphs\\2012.07.12_ADF charts_CW.xls" "formal complaint![2012.07.12_ADF charts_CW.xls]formal complaint Chart 6" \a \p Base: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and made a formal report or complaint and complaint finalised (n=25); men (n=4); women (n=21). 4.3 Advice and assistance All ADF respondents who reported experiencing sexual harassment in the ADF workplace in the last 5 years were asked whether they sought support or advice about the harassment that happened to them. Women (38.6%) were more likely than men (25.0%) in the ADF to seek support or advice about the harassment they experienced. These figures are similar to the National Survey. Figure  SEQ Figure \* ARABIC 36 Whether sought support or advice about the sexual harassment that occurredBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128). More women in the Navy (42.7%) sought support about the sexual harassment that occurred than women in the other services. Similarly, men in the Navy (48.2%) were more likely than men in the other services and women in the Navy to seek support or advice. Figure  SEQ Figure \* ARABIC 37 Seek support or advice about the sexual harassment that occurredBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years (n=181); men (n=53); women (n=128). Navy, men (n=15); Navy, women (n=36). Army, men (n=21), Army, women (n=47). Air Force, men (n=17); Air Force, women (n=45). 4.3.1 Sources of Assistance/Advice All ADF respondents who experienced sexual harassment in the ADF workplace in the last 5 years and sought advice were asked who they sought it from. The most common source of assistance or advice for women in the ADF was the Officer Commanding or other Senior Officer or Aps Managers (30.7%), followed by co-worker (19.7%) and equity officer or sexual harassment contact officer (18.3%). For men in the ADF, the most common source of advice was the ADF/Aps Supervisor (30.5%) followed by equity officer or sexual harassment contact (19.8%) and Officer Commanding or other Senior Officer (17.1%). Figure  SEQ Figure \* ARABIC 38 Sources of Assistance/AdviceBase: ADF, respondents who experienced sexual harassment in the ADF workplace in the last 5 years and sought advice (n=61); men (n=13); women (n=48). 4.4 Reasons for not seeking advice or making a formal complaint The most common reason for both men (26.7%) and women (27.2%) in the ADF for not seeking advice or making a formal complaint was because the target told the person(s) themselves that it was inappropriate or told them to stop it. A small group of men (6.9%) and of women (7.4%) in the ADF said that the behaviour did not bother them, that they ignored it, brushed it off or laughed it off. Another reason for not seeking advice or making a formal complaint was that 7.9% of men and 4.8% of women in the ADF felt that the sexual harassment behaviour they had experienced was only mildly offensive. Figure  SEQ Figure \* ARABIC 39a Ten most common reasons for women not seeking advice or making a formal complaint LINK Excel.Sheet.8 "C:\\Users\\PUSLI\\AppData\\Local\\Microsoft\\Windows\\Temporary Internet Files\\Content.Outlook\\Data & Graphs\\2012.07.12_ADF charts_CW.xls" "reason for not making complaint![2012.07.12_ADF charts_CW.xls]reason for not making complaint Chart 5" \a \p Base: ADF, female respondents who experienced sexual harassment in the ADF workplace in the last 5 years and didnt make a formal complaint or didnt seek support (n=103). Figure  SEQ Figure \* ARABIC 40b Ten most common reasons for men not seeking advice or making a formal complaint LINK Excel.Sheet.8 "C:\\Users\\PUSLI\\AppData\\Local\\Microsoft\\Windows\\Temporary Internet Files\\Content.Outlook\\Data & Graphs\\2012.07.12_ADF charts_CW.xls" "reason for not making complaint![2012.07.12_ADF charts_CW.xls]reason for not making complaint Chart 4" \a \p Base: ADF male respondents who experienced sexual harassment in the ADF workplace in the last 5 years and didnt make a formal complaint or didnt seek support (n=48). 4.5 Bystander actions Out of those respondents who were aware of sexual harassment happening in general in the ADF (excluding episodes which occurred in the same location where respondents where harassed, when applicable), 58.1% of men took no action about this, compared to only 30.6% of women. Figure  SEQ Figure \* ARABIC 41 Action taken (by gender)Base: ADF respondents aware of sexual harassment happening to someone else in the ADF, excluding episodes which occurred in the same place where the respondent reported being sexually harassed (n=442); men (n=214); women (n=228). Out of those who took action after becoming aware of sexual harassment, the majority talked or listened to the target of sexual harassment. Women in the ADF were more likely to do so than men (90.6% and 68.2% respectively). The second most common type of action was offering advice to the victim, by 70.9% of women and 54.6% of men. Only 13.2% of women confronted the harasser directly, while men were more likely to do so (22.5%). Amongst the other types of actions taken, the most common was participating in the reporting or reporting the incident through the ADF internal mechanism, participating in education or discussions, providing support to the victim and reporting the incident through an external mechanism (i.e. civilian police). Figure  SEQ Figure \* ARABIC 42 Type of action taken (by gender)Base: Respondents who took action after becoming aware of someone else being harassed (n=215) men (n=77); women (n=138). In the general population, talk or listen to the target of sexual harassment was the most common action taken, followed by offering advice to the victim. (a) Consequences In the vast majority of cases, there were no consequences for those who took action after hearing of or witnessing the occurrence of sexual harassment in the ADF workplace, with 95.2% of men and 92.7% of women reporting no consequences following their actions, as shown in Table 1. Table 1: Consequences experienced by those who took action after witnessing or becoming aware of someone else being sexually harassed, in the ADF in general, by gender (top 6) Australian Defence ForcesampleTOTAL n=215Men n=77Women n=138No Consequences94.7%95.2%92.7%Other2.7%2.4%3.6%Received Positive Feedback For Making Complaint1.4%1.4%1.5%Ostracised, Victimised, Ignored By Colleagues0.3%0%1.3%Harassment Stopped1.2%1.4%0.7%Disciplined1.1%1.4%0%Looking at the different services, the vast majority of respondents did not experience any sort of consequences for acting against sexual harassment. Table 2 on the following page shows the types of consequences faced, with a break-down by service and gender. Table 2: Consequences experienced by those who took action after witnessing or becoming aware of someone else being sexually harassed, by gender and service (top 6) Royal Australian NavysampleTOTAL n=54Men n=20Women n=34No Consequences95.5%95.0%97.1%Received Positive Feedback For Making Complaint3.8%5.0%0%Harassment Stopped3.8%5.0%0%Disciplined0%0%0%Transferred0%0%0%Had Duty Roster Changed0%0%0%Australian ArmysampleTOTAL n=86Men n=36Women n=50No Consequences95.3%97.2%86.0%Received Positive Feedback For Making Complaint0.7%0%4.0%Harassment Stopped0.3%0%2.0%Ostracised, Victimised, Ignored By Colleagues0.3%0%2.0%Disciplined2.3%2.8%0%Transferred0%0%0%Royal Australian Air ForcesampleTOTAL n=75Men n=21Women n=54No Consequences92.2%90.5%96.3%Ostracised, Victimised, Ignored By Colleagues0.6%0.0%1.9%Other3.9%4.8%1.9%Received Positive Feedback For Making Complaint0%0%0%Disciplined0%0%0%Transferred0%0%0% 4.6 Access to information All respondents in the ADF were asked where they would prefer to source information about sexual harassment. The first source of information mentioned was recorded, followed by any other sources mentioned. Figure 41 shows the total mentions. The most preferred source of information about sexual harassment for just over a third of men (37.3%) and two in five women (41.5) in the ADF was the Internet including search engines such as Google and Yahoo followed by the Defence Restricted Network or Defence Intranet (28.4% of men and 25.3% of women in the ADF), and Equity Officer or Sexual Harassment Contact Officer (17.9% of men). Table 3: Total mentions of preferred sources of information about sexual harassment MenWomenMore than 20%Internet37.3%Internet 41.5%Defence Restricted Network28.4%Defence Restricted Network 25.3%10% to 20%Equity Officer 17.9%Equity Officer 19.1%Manager or Supervisor 13.6%Manager or Supervisor 13.3%Other 11.1%Defence Instructions General 12.1%5% to less than 10%Defence Instructions General 9.2%Other 8.5%Training5.2%Co-worker more senior 5.1%Co-worker more senior 5%Less than 5%*Print media Chaplain/padre Annual training Counsellor/psychologist Medical Centre Co-worker Email TV or radio ADF publications Telephone hotline Employer/boss Brochures/pamphlets Lawyer or legal service Divisional Systems Friends or family HR Manager or equivalent 鱨վ Library Defence community organisationMedical Centre Counsellor/psychologist Annual training Co-worker Print media Training Chaplain/padre Employer/boss Brochures/pamphlets Telephone hotline Friends or family ADF publications Lawyer or legal service 鱨վ Defence community organisation Divisional Systems HR Manager or equivalent TV or radio Email LibraryBase: ADF, all respondents (n=1,000); men (n=500); women (n=500). * These figures listed in order of preference. Sexual harassment survey 2012 (ADF component) Good [Morning/ Afternoon/ Evening]. My name is (SAY NAME) from Roy Morgan Research. May I please speak to (SAY RANK AND NAME OF RESPONDENT e.g. Lieutenant Smith). IF NECESSARY, RE-INTRODUCE My name is (SAY NAME) from Roy Morgan Research. We are conducting a social survey about sexual harassment in the Australian Defence Force workplace on behalf of Defence and in conjunction with the 鱨վ, which is administering a similar survey in the Australian community. The results of the two surveys will be compared. Participation in this study is entirely voluntary and you can withdraw at any time. You can also choose not to answer any questions you are uncomfortable with. This survey will take approximately 12 minutes and aims to determine the prevalence, nature and reporting of sexual harassment in the ADF. When completing this survey, you will be asked whether or not you have experienced sexual harassment and to recall your or others' experiences of harassment. We recognise and understand that some survey questions may be of a sensitive nature. If you require support following this survey, please contact an appropriate service. You should have received a list of Defence and non-Defence support services by mail. This information can be provided again during this phone survey. If this survey invokes a severe reaction in you, please be sure to contact Defence health personnel via the local Health Centre or clinic. Your answers will remain strictly confidential. We will allocate your survey with a unique identifying number and will not record your name and telephone number with your responses. We will only use your name to track your survey if you wish to withdraw your participation at a later date. The de-identified survey data will be provided to the 鱨վ. Only aggregated survey results will be reported. Defence provided your contact details and allowed us to contact you to conduct this important study. ASK ALL: [Single] I1. Would you like to participate? IF NECESSARY SAY: Is now a good time or would it be more convenient if I made an appointment to speak to you at another time? IF NECESSARY, MAKE AN APPOINTMENT. 1YES, CONTINUE NOW2MAKE APPOINTMENT3NO IF NO TERMINATE Thank you for your time. ENDIF IF APPOINTMENT ON I1 ENDIF ASK ALL: [Single] I2. This call may be monitored by a supervisor for training purposes. Supervisors are bound by the same confidentiality requirements as interviewers. Do you agree to this call being monitored?1YES2NO IF NO (CODE 2 ON I2) SAY: INTERVIEWER: ALERT SUPERVISOR TO EXCLUDE FROM MONITORING CONTINUE ENDIF [Single] S0. Firstly, are you OVER 18?1YES2NO IF CODE 2 ON S0, SAY: Thankyou but we need to speak to respondents aged 18 years or older. ENDIF ASK ALL: Before we continue any further, I will just ask you a few preliminary questions. [Single] S1. Can you please confirm your gender? INTERVIEWERS NOTE: DO NOT READ IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1MALE2FEMALE3OpenendOTHER (SPECIFY) Thank you for your time and assistance but we have spoken to enough #/males/females/. [Single] S1b. Which of these age groups are you in? INTERVIEWER NOTE: READ OUT218-29330-39440-49550-64665+ ASK ALL: [Single] S2. What is the main language spoken at home? INTERVIEWER NOTE: DO NOT READ LIST1ENGLISH2ITALIAN3GREEK4CANTONESE5MANDARIN6ARABIC7VIETNAMESE97OpenendOTHER98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED [Single] S3. Which Service are you currently a member of? INTERVIEWERS NOTE: DO NOT READ1ROYAL AUSTRALIAN NAVY2AUSTRALIAN ARMY3ROYAL AUSTRALIAN AIR FORCE99NOT DISCLOSED IF CODE 1 ON S3 (NAVY), ASK: [Single] S4A. What is your rank? The responses will be combined into rank groups and will not be used in any way that could identify you. INTERVIEWER NOTE: DO NOT READ LIST IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1RECRUIT2APPRENTICE3SEAMAN*4SEAMAN5ABLE SEAMAN6LEADING SEAMAN7PETTY OFFICER8CHIEF PETTY OFFICER9WARRANT OFFICER10MIDSHIPMAN11ACTING SUB LIEUTENANT12SUB LIEUTENANT13LIEUTENANT14LIEUTENANT COMMANDER15COMMANDER16CAPTAIN17COMMODORE18REAR ADMIRAL19VICE ADMIRAL20ADMIRAL97OpenendOTHER (SPECIFY)98DON'T KNOW/ CAN'T SAY/ UNSURE99NOT DISCLOSED ENDIF IF CODE 2 ON S3 (ARMY), ASK: [Single] S4B. What is your rank? The responses will be combined into rank groups and will not be used in any way that could identify you. INTERVIEWER NOTE: DO NOT READ LIST IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1RECRUIT2APPRENTICE3PRIVATE - TRAINEE4PRIVATE (OR EQUIVALENT)5PRIVATE - PROFICIENT (OR EQUIVALENT)6LANCE CORPORAL7CORPORAL (OR EQUIVALENT)8SERGEANT9STAFF SERGEANT10WARRANT OFFICER CLASS 211WARRANT OFFICER CLASS 112STAFF CADET / OFFICER CADET132ND LIEUTENANT14LIEUTENANT15CAPTAIN16MAJOR17LIEUTENANT COLONEL18COLONEL19BRIGADIER20MAJOR GENERAL21LIEUTENANT GENERAL22GENERAL97OpenendOTHER (SPECIFY)98DON'T KNOW/ CAN'T SAY/ UNSURE99NOT DISCLOSED ENDIF IF CODE 3 ON S3 (AIR FORCE), ASK: [Single] S4C. What is your rank? The responses will be combined into rank groups and will not be used in any way that could identify you. INTERVIEWER NOTE: DO NOT READ LIST1RECRUIT2APPRENTICE3AIRCRAFTMAN/AIRCRAFTWOMAN - TRAINEE4AIRCRAFTMAN/AIRCRAFTWOMAN5LEADING AIRCRAFTMAN/AIRCRAFTWOMAN6CORPORAL7SERGEANT8FLIGHT SERGEANT9WARRANT OFFICER10OFFICER CADET11PILOT OFFICER12FLYING OFFICER13FLIGHT LIEUTENANT14SQUADRON LEADER15WING COMMANDER16GROUP CAPTAIN17AIR COMMODORE18AIR VICE-MARSHAL19AIR MARSHAL20AIR CHIEF MARSHAL97OpenendOTHER (SPECIFY)98DON'T KNOW/ CAN'T SAY/ UNSURE99NOT DISCLOSED ENDIF ASK ALL: This is an important study of the prevalence and impact of sexual harassment. Firstly, I would like to read the definition of Sexual Harassment. I'd like to assure you that your answers to these questions are completely confidential. Sexual harassment is an unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which, in the circumstances, a reasonable person, aware of those circumstances, would anticipate the possibility that the person would feel offended, humiliated or intimidated. ASK ALL: [Single] Q1. Have you ever personally experienced sexual harassment?1YES2NO98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED IF YES (CODE 1 ON Q1) ASK: THE ANSWER PLACES TO Q2 WILL BE RANDOMISED [Single] {Random} Q2. Where was that sexual harassment experienced? INTERVIEWER NOTE: IF PERSON STATES THEY HAD MULTIPLE EXPERIENCES ASK THEM ABOUT THE MOST RECENT EXPERIENCE INTERVIEWER NOTE: READ OUT: IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1In an Australian Defence Force workplace2In or at an ADF work related event (eg social event, conference, mess activity)3As a recruit or trainee in an ADF training institution4During the recruitment process5In a workplace other than the ADF97Fixed OpenendElsewhere (SPECIFY)98Fixed(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed(DO NOT READ) REFUSED IF CODE 5 ON Q2, ASK: Q2a. Out of the following, how would you describe this harassment? Please answer Yes or No to each one of these definitions.STATEMENTS A-J WILL BE RANDOMISED: STATEMENTS K-M WILL APPEAR AT THE ENDA. Unwelcome touching, hugging, cornering or kissing B. Inappropriate staring or leering that made you feel intimidated C. Sexual gestures, indecent exposure or inappropriate display of the body D. Sexually suggestive comments or jokes that made you feel offended E. Sexually explicit pictures, posters or gifts that made you feel offended F. Repeated or inappropriate invitations to go out on dates G. Intrusive questions about your private life or physical appearance that made you feel offended H. Sexually explicit emails or SMS messages I. Inappropriate physical contact J. Repeated or inappropriate advances on email, social networking websites or internet chat rooms by a work colleague K. Requests or pressure for sex or other sexual acts L. Actual or attempted rape or sexual assault [Single] M. Any other unwelcome conduct of a sexual nature IF YES, HIGHLIGHT YES AND TYPE IN RESPONSE1 OpenendYES (SPECIFY)2NO98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED YOU HAVE NOT COMPLETED ALL QUESTIONS PLEASE GO BACK AND DO SO [Single] Q2b. Did you seek any support or advice about this harassment that happened to you?1YES2NO98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED [Single] Q2c. Did you formally report or make a complaint about the harassment to anyone?1YES2NO98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED IF CODE 1 ON Q2C, ASK: THE ANSWER PLACES TO Q2D WILL BE RANDOMISED [Multiple] {Spread: 20 Random} Q2D. What were the positive and/or negative workplace consequences for you, following your complaint? INTERVIEWER NOTE: READ LIST AND PROBE IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1Your employer apologised for failing to prevent the harassment2OpenendYour employer paid you compensation because of the harassment (ASK: How much?) (SPECIFY)3The harassment stopped4Your employer provided you with a reference5You received positive feedback for making the complaint6Your shifts were changed7You were transferred8You resigned9You were dismissed10You were demoted11You were disciplined12You experienced other negative outcomes i.e. denied training, no promotion etc13You were ostracised, victimised, ignored by colleagues14You were labelled a trouble-maker15SingleThere were no consequences for me97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED THE ANSWER PLACES TO Q2E WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q2e What were the consequences for the harasser following your complaint? INTERVIEWER NOTE: READ LIST AND PROBE IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1The harasser was disciplined2The harasser was formally warned3The harasser was spoken to4The harasser was transferred5The harasser had his/her shifts changed6The harasser resigned7The harasser apologised8OpenendThe harasser paid you compensation (ASK: How much?) (SPECIFY)9There were no consequences for the harasser97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED THE ANSWER PLACES TO Q2F WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q2f Thinking about the medium to long term consequences for you of the sexual harassment would you say: INTERVIEWER NOTE: READ LIST AND PROBE IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1SingleThere were no long term consequences2It has negatively impacted on your employment / career / work3It had financial consequences for you (loss of job/ unemployment/in less well paid job)4It has impacted negatively on your relationships with partner/children/friends/family5It has impacted on your self-esteem and confidence6It has impacted on your health and general well-being7There were some positive aspects to the experience, (PROMPT: greater assertiveness, confidence in managing difficult situations )97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED THE ANSWER PLACES TO Q2G WILL BE RANDOMISED [Single] {Random} Q2g. How was your complaint finalised? INTERVIEWER NOTE: READ OUT: IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1Between your boss and yourself2Between your employer and yourself3With your union's involvement4With the involvement of the 鱨վ or state or territory anti-discrimination agency5By your legal representative/lawyer6In Court7FixedNot finalised yet97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED ENDIF ENDIF IF (CODES 1 TO 4 ON Q2) ASK: [Single] Q4. When did this harassment start? INTERVIEWER NOTE: READ LIST IF REQUIRED:1LESS THAN 1 YEAR AGO2BETWEEN 1 TO 2 YEARS AGO3BETWEEN 2 TO 3 YEARS AGO4BETWEEN 3 TO 4 YEARS AGO5BETWEEN 4 TO 5 YEARS AGO6MORE THAN 5 YEARS AGO98(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99(DO NOT READ) REFUSED ENDIF ENDIF IF CODES 1 TO 5 ON Q4, ASK: Q5a. Out of the following, how would you describe this harassment? Please answer Yes or No to each one of these definitions. ENDIF IF CODE 2 98 OR 99 ON Q1 OR CODE 5 TO 99 ON Q2 OR CODE 2 TO 99 ON Q2C OR CODE 6 TO 99 ON Q4, ASK: Q5b. In the last five years, have you experienced any of the following in an Australian Defence Force workplace or at an Australian Defence Force work related event in a way that was unwelcome? Please answer Yes or No to each one. ENDIF STATEMENTS A-J WILL BE RANDOMISED: STATEMENTS K-M WILL APPEAR AT THE ENDA. Unwelcome touching, hugging, cornering or kissing B. Inappropriate staring or leering that made you feel intimidated C. Sexual gestures, indecent exposure or inappropriate display of the body D. Sexually suggestive comments or jokes that made you feel offended E. Sexually explicit pictures, posters or gifts that made you feel offended F. Repeated or inappropriate invitations to go out on dates G. Intrusive questions about your private life or physical appearance that made you feel offended H. Sexually explicit emails or SMS messages I. Inappropriate physical contact J. Repeated or inappropriate advances on email, social networking websites or internet chat rooms by a work colleague K. Requests or pressure for sex or other sexual acts L. Actual or attempted rape or sexual assault [Single] M. Any other unwelcome conduct of a sexual nature IF YES, HIGHLIGHT YES AND TYPE IN RESPONSE1OpenendYES (SPECIFY)2NO98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED YOU HAVE NOT COMPLETED ALL QUESTIONS PLEASE GO BACK AND DO SO IF AT LEAST ONE CODE 1 ON Q5A-Q5M, CONTINUE, OTHERS GO TO Q21 [Single] Q5C. On a scale of 1 to 5, where #/1 means not at all offended and 5 means extremely offended/ 5 means extremely offended and 1 means not at all offended/, overall how offended did the harassment make you feel? INTERVIEWER NOTE: REPEAT SCALE IF NECESSARY11- NOT OFFENDED AT ALL22334455- EXTREMELY OFFENDED98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED [Single] Q5D. On a scale of 1 to 5, where #/1 means not at all intimidated and 5 means extremely intimidated/ 5 means extremely intimidated and 1 means not at all intimidated/, overall how intimidated did the harassment make you feel? INTERVIEWER NOTE: REPEAT SCALE IF NECESSARY11- NOT INTIMIDATED AT ALL22334455- EXTREMELY INTIMIDATED98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED [Quantity] {Min: 1, Max: 99, Default Value:99} Q6. How old were you when the harassment happened? RECORD AGE IN YEARS IF DON'T KNOW OR CAN'T SAY, RECORD AS 99. [Single] Q6a. How long did the behaviour#//s/ go on for? INTERVIEWER NOTE: READ OUT: IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1It was a one off2Less than 1 month31 to 3 months44 to 6 months57 to 12 months6More than one year7Ongoing (continuous)8Sporadic (comes and goes)97Openend(DO NOT READ) OTHER (SPECIFY)98(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99(DO NOT READ) REFUSED [Single] Q6b. Do you know if this happened to anyone else in that same location?1YES2NO98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED IF CODE 1 ON Q6B, ASK: [Single] Q6c1. And was the harasser the same person who harassed you or was it someone else?1YES, IT WAS THE SAME HARASSER2NO, IT WAS SOMEONE ELSE98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED [Single] Q6d. Thinking about your workplace at that time, would you say that this type of behaviour was #/very rare, rare, occurred sometimes or was common/ common, occurred sometimes, rare or very rare/? INTERVIEWER NOTE: REPEAT SCALE IF NECESSARY1VERY RARE2RARE3OCCURRED SOMETIMES4COMMON98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED ENDIF IF CODE 2 ON Q6b, OR ANY CODE ON Q6d, ASK: [Single] Q7a. Did you seek any support or advice about this harassment that happened to you?1YES2NO98DON'T KNOW/ CAN'T SAY/ UNSURE99REFUSED IF CODE 1 ON Q7A, ASK: [Multiple] {Spread:20} Q7b. Who did you seek assistance or advice from? INTERVIEWER NOTE: DO NOT READ OUT IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1FRIENDS OR FAMILY2OFFICER COMMANDING, COMMANDING OFFICER OR OTHER SENIOR OFFICER, APS MANAGER3ADF/APS SUPERVISOR4MENTOR5OTHER CO-WORKER MORE SENIOR THAN YOU6DUTY OFFICER7EQUITY OFFICER/ EQUALITY ADVISER / DEFENCE EQUITY ADVICE LINE/ SEXUAL HARASSMENT CONTACT OFFICER/ HARASSMENT CONTACT OFFICER8CO-WORKER9A DEFENCE LAWYER OR DEFENCE LEGAL SERVICE REPRESENTATIVE10AUSTRALIAN HUMAN RIGHTS COMMISSION OR STATE OR TERRITORY ANTI-DISCRIMINATION AGENCY11COUNSELLOR/PSYCHOLOGIST/CHAPLAIN12THE INTERNET (INCLUDING SEARCH ENGINES SUCH AS GOOGLE AND YAHOO)13COMMUNITY BASED OR RELIGIOUS SERVICE14OMBUDSMAN15MILITARY POLICE /SERVICE POLICE16CIVILIAN POLICE97OpenendOTHER (SPECIFY)98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED ENDIF ANY CODE ON Q7b OR IF CODE 2 ON Q7a, ASK: [Single] Q7c. Did you formally report or make a complaint about the harassment to anyone?1YES2NO98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED IF CODE 1 ON Q7C, ASK: THE ANSWER PLACES TO Q7D WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q7d. Who did you report the incident to? INTERVIEWER NOTE: READ OUT: HIGHLIGHT ALL MENTIONED IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1Officer Commanding, Commanding Officer or other senior officer, APS manager2ADF or APS supervisor3Other co-worker more senior than you4Duty Officer5Equity Officer or Equality Adviser or Defence Equity Advice Line or Sexual Harassment Contact Officer or Harassment Contact Officer6Co-worker at your level or junior to you7The person harassing you8A Defence lawyer or Defence legal service representative9鱨վ or to a state or territory anti-discrimination agency10Ombudsman11Military Police or Service Police12Civilian Police97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED ENDIF IF CODE 2 ON Q7C, ASK: [Multiple] {Spread:20} Q8. Why did you not #/seek support or advice or/ report or make a complaint? DO NOT READ HIGHLIGHT ALL MENTIONED IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1NOT AWARE OF HOW THE COMPLAINT PROCESS WORKED OR WHO TO REPORT TO2FAMILY/FRIENDS/CO-WORKERS ADVISED ME NOT TO3EASIER TO KEEP QUIET4THOUGHT I WOULD NOT BE BELIEVED5COMPLAINT PROCESS WOULD BE EMBARRASSING6COMPLAINT PROCESS WOULD BE DIFFICULT7WOULD NOT CHANGE THINGS / NOTHING WOULD BE DONE8SEXUAL HARASSMENT IS ACCEPTED IN MY WORKPLACE9DON'T TRUST THE PEOPLE I COULD COMPLAIN TO10LACK OF CONFIDENTIALITY OF THE COMPLAINT PROCESS11PERSON TOO SENIOR12TOO SCARED/FRIGHTENED13PEOPLE WOULD TREAT ME LIKE THE WRONGDOER14PEOPLE WOULD THINK I WAS OVER REACTING15THOUGHT I WOULD GET FIRED16AFRAID FOR MY CAREER ASPIRATIONS17THOUGHT MY REPUTATION WOULD BE DAMAGED18FEARED NEGATIVE CONSEQUENCES FOR THE HARASSER19I MOVED TO ANOTHER PLACE OF WORK20HARASSER WAS ALREADY BEING DEALT WITH21OpenendDIDN'T THINK IT WAS SERIOUS ENOUGH (ASK:Why did you think it was not serious enough?) (SPECIFY)22OpenendTOOK CARE OF THE PROBLEM MYSELF (ASK: How did you take care of it?) (SPECIFY)97OpenendOTHER (SPECIFY)98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED ENDIF IF CODE 1 ON Q7C, ASK: THE ANSWER PLACES TO Q9A WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q9a. What were the positive and/or negative workplace consequences for you, following your complaint? Any of the following? INTERVIEWER NOTE: READ LIST AND PROBE IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1Officer Commanding, Commanding Officer or other senior officer, APS manager,ADF/APS supervisor apologised for failing to prevent the harassment2OpenendDefence paid you compensation because of the harassment. (ASK: How much?) (SPECIFY)3The harassment stopped4Defence provided you with a reference5You received positive feedback for making the complaint6Your duty roster was changed7You were transferred8You resigned9Your were discharged10You were demoted11You were disciplined12You experienced other negative outcomes i.e. denied training, no promotion etc13You were ostracised, victimised, ignored by colleagues14You were labelled a trouble-maker15SingleThere were no consequences for you97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED IF CODE 1 ON Q7C, ASK: THE ANSWER PLACES TO Q9B WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q9b What were the consequences for the harasser following your complaint? Any of the following? INTERVIEWER NOTE: READ LIST AND PROBE IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1The harasser was disciplined2The harasser was formally warned3The harasser was spoken to4The harasser was transferred to another unit5The harasser had his or her duty rosters changed6The harasser resigned7The harasser apologised8OpenendThe harasser paid you compensation (ASK: How much?) (SPECIFY)9There were no consequences for the harasser97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED IF CODE 1 ON Q7C, ASK: THE ANSWER PLACES TO Q9C WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q9c What were the consequences of your complaint for the ADF? Any of the following? INTERVIEWER NOTE: READ LIST AND PROBE IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1Defence or your Officer Commanding/ Commanding Officer or other senior officer, APS manager developed or changed the existing policy on sexual harassment2Defence or your Officer Commanding/ Commanding Officer or other senior officer, ADF/APS manager/supervisor changed a practice or procedure (e.g., complaints procedure)3Defence or your Officer Commanding/ Commanding Officer or other senior officer, APS manager, ADF/APS supervisor implemented training/education4There were no changes within the ADF workplace following your complaint97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED THE ANSWER PLACES TO Q9D WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q9d Thinking about the medium to long term consequences for you of the sexual harassment or sexual harassment behaviours, would you say: INTERVIEWER NOTE: READ LIST AND PROBE IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1SingleThere were no long term consequences2It has negatively impacted on your employment / career / work3It had financial consequences for you (discharged/ affected your career)4It has impacted negatively on your relationships with partner/children/friends/family5It has impacted on your self-esteem and confidence6It has impacted on your health and general well-being7There were some positive aspects to the experience, (PROMPT: greater assertiveness, confidence in managing difficult situations )97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED [Single] Q10. What was the time period between when the harassment began and when you reported it? INTERVIEWER NOTE: READ OUT: IF OTHER HIGHLIGHT OTHER AND SPECIFY TIME PERIOD1Immediately/same day/next working day2Less than 1 month31 to 3 months44 to 6 months97OpenendOther (SPECIFY)98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSEDTHE ANSWER PLACES TO Q11A WILL BE RANDOMISED [Single] {Random} Q11a. How was your complaint finalised? INTERVIEWER NOTE: READ OUT: IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1Between your Officer Commanding, Commanding Officer or other senior officer, APS manager, ADF/APS supervisor and yourself2With the involvement of the 鱨վ, or state or territory anti-discrimination agency3By your legal representative/lawyer4In Court5FixedNot finalised yet97Fixed Openend(DO NOT READ) OTHER (SPECIFY)98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED IF CODES 1 TO 4 OR 97 ON Q11A, ASK: [Single] Q11b. How long did it take to finalise your complaint? INTERVIEWER NOTE: READ OUT: IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1Immediately/same day/next working day2Less than 1 month31 to 3 months44 to 6 months57 to 9 months610 to 12 months7More than 12 months97Openend(DO NOT READ) OTHER (SPECIFY)98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED [Single] Q11c. On a scale of 1 to 5, where #/1 means not at all satisfied and 5 means extremely satisfied/5 means extremely satisfied and 1 means not at all satisfied/, how would you rate the overall process of dealing with your sexual harassment complaint? INTERVIEWER NOTE: REPEAT SCALE IF NECESSARY1NOT AT ALL SATISFIED2233445EXTREMELY SATISFIED98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED ENDIF ENDIF ANY CODE ON Q8, OR CODE 5 ON Q11a, OR ANY CODE ON Q11c, ASK: [Single] Q12. Was the harasser male or female? INTERVIEWER NOTE: DO NOT READ1MALE2FEMALE98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED [Single] Q13. 鱨վ how old was the harasser? INTERVIEWER NOTE: READ LIST IF REQUIRED115 -20 years221-30 years331-40 years441-50 years551-64 years665+ years98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED [Single] Q14. What was the harasser's relationship to you? INTERVIEWER NOTE: READ LIST IF REQUIRED IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1ADF/APS SUPERVISOR2OFFICER COMMANDING, COMMANDING OFFICER OR OTHER SENIOR OFFICER, APS MANAGER3MENTOR4INSTRUCTOR, TRAINER5ADF CO-WORKER6ADF CO-WORKER (MORE SENIOR)8OTHERS ASSOCIATED WITH WORKPLACE (E.G. APS, CONTRACTORS)97Openend(DO NOT READ) OTHER (SPECIFY)98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED Now I would like you to think specifically about your posting location when the sexual harassment took place. [Single] Q15. How many employees would there have been at your posting location in total? READ OUT1Less than 25 employees226 to 100 employees3Between 101 and 500 employees4Between 501 and 1000 employees5More than 1000 employees98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED [Single] Q16a. At the time of the harassment, were you working full time, part time or were you in the recruitment process? INTERVIEWER NOTE: READ OUT1Working full-time2Working part-time3Undergoing the recruitment process98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED IF CODE 1 OR 2 ON Q16A, ASK: [Single] Q17. At the time of the harassment how long had you been posted to your location? INTERVIEWER NOTE: READ OUT:1Less than 3 months2More than 3 months but less than 12 months3More than 12 months but less than 3 years43 or more years98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED IF CODE 1 ON S3 (NAVY), ASK: [Single] Q19a. What was your category/trade at the time the harassment occurred? INTERVIEWER NOTE: DO NOT READ LIST IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1[UNKNOWN]2MARITIME TRADE OPERATIONS3ADMINISTRATION4NAVY AEROSPACE ENGINEER (ANY)5AERONAUTICAL ENGINEERING6WEAPONS ELECTRICAL AIRCRAFT ENGINEER7NAVY AVIATION-NO (OFFICER) (ANY)8AIR TRAFFIC CONTROLLER9AIRCREW-OBSERVER10AVIATION-OBSERVER11IMAGERY SPECIALIST12MARINE AVIATION WARFARE OFFICER - TIME BASED13PILOT-SPECIALIST STREAMED14PILOT-TIME BASED15NAVY AVIATION-NS (NON-COMMISSIONED OFFICER/OTHER RANKS) (ANY)16AIRCREW17AVIATION SUPPORT18AVIATION TECHNICIAN AIRCRAFT19AVIATION TECHNICIAN AVIONICS20IMAGERY SPECIALIST21BANDMASTER22CHAPLAIN23NAVY COMMUNICATIONS (ANY)24COMMUNICATIONS INFO SYSTEMS25CRYPTOLOGIC LINGUIST26CRYPTOLOGIC SYSTEMS27ELECTRONIC WARFARE28ELECTRONIC WARFARE OPERATOR-SUBMARINE29ELECTRONIC WARFARE SUBMARINES30SIGNALS YEOMAN-SUBMARINE31NAVY ENGINEER (ANY)32EXPLOSIVE ORDNANCE ENGINEER33MARINE ENGINEERING34WEAPONS ELECTRICAL ENGINEERING35GENERAL EXPERIENCE36NAVY HEALTH SERVICES-NO (OFFICER) (ANY)37DENTAL TECHNICIAN38DENTIST39MEDICAL-O (OFFICER)40MEDICAL ADMINISTRATION41MEDICAL OFFICER42NURSE43NAVY HEALTH SERVICES-NS (NON-COMMISSIONED OFFICER/OTHER RANKS) (ANY)44DENTAL ASSISTANT45DENTAL ASSISTANT PREVENTIVE46DENTAL MANAGER47MEDICAL48INSTRUCTOR49NAVY INTELLIGENCE (ANY)50INTELLIGENCE51INTELLIGENCE NAVY INTELLIGENCE RESERVE52LEGAL53MANAGEMENT EXECUTIVE54MARINE TECHNICIAN55NAVY MARITIME WARFARE OFFICER (ANY)56ABOVE WATER WARFARE57ACOUSTIC WARFARE ANALYST-O (OFFICER)58BOATSWAIN-O (OFFICER)59CLEARANCE DIVER-O (OFFICER)60COMBAT SYSTEM MANAGER61COMMUNICATIONS & INFORMATION SYSTEMS62COMMUNICATIONS63FIRE FIGHTER-O (OFFICER)64HYDROGRAPHIC SURVEY MANAGER-O (OFFICER)65MARITIME GEOSPATIAL HYDROGRAPHIC66MARITIME GEOSPATIAL METEOROLOGY AND OCEANOGRAPHY (METOC)67MINE WARFARE68MINE WARFARE CLEARANCE DIVING69NAVIGATION70PHYSICAL TRAINING71PRESCRIBED DUTIES72PRINCIPAL WARFARE OFFICER73PRINCIPAL WARFARE OFFICER AIRCRAFT DIRECTION74PRINCIPAL WARFARE OFFICER ANTI-SUBMARINE75PRINCIPAL WARFARE OFFICER COMMUNICATIONS76PRINCIPAL WARFARE OFFICER FORCE WARFARE OFFICER77PRINCIPAL WARFARE OFFICER FORCE WARFARE OFFICER ABOVE WATER WARFARE78PRINCIPAL WARFARE OFFICER FORCE WARFARE OFFICER MINE WARFARE79PRINCIPAL WARFARE OFFICER FORCE WARFARE OFFICER NAVIGATION80PRINCIPAL WARFARE OFFICER FORCE WARFARE OFFICER SURFACE WARFARE81PRINCIPAL WARFARE OFFICER GUNNERY82PRINCIPAL WARFARE OFFICER MINE WARFARE83PRINCIPAL WARFARE OFFICER NAVIGATION84PRINCIPAL WARFARE OFFICER SURFACE WARFARE85SEAMAN86SIGNALS YEOMAN87SUBMARINER COMMAND POSTED88SUBMARINER COMMAND QUALIFIED89SUBMARINE EXECUTIVE OFFICER90SUBMARINER EXECUTIVE OFFICER QUALIFIED91SUBMARINER WATCH OFFICER92SUBMARINER93UNDERWATER CONTROL-O (OFFICER)94MUSICIAN95NAVY NAVAL POLICE COXSWAIN-O (ANY)96NAVAL POLICE COXSWAIN-O (OFFICER)97NAVAL POLICE COXSWAIN OFFICER98NAVY PRESCRIBED DUTIES (ANY)99ELECTRONIC WARFARE OPERATOR100MOTOR TRANSPORT DRIVER101NON-ALIGNED AIR TECHNICAL102NON-ALIGNED ELECTRICAL TECHNIC103NON-ALIGNED MARINE TECHNICAL104RADIO OPERATOR105RADIO OPERATOR SPECIAL106SIGNALS YEOMAN107SURVIVAL EQUIPMENT108UNDERWATER CONTROL109UNDERWATER WEAPONS110WORK STUDY111PSYCHOLOGIST112PUBLIC RELATIONS113NAVY SEAMAN-NS (NON-COMMISSIONED OFFICER/OTHER RANKS) (ANY)114ACOUSTIC WARFARE ANALYST115BOATSWAIN116BOATSWAINS MATE117CLEARANCE DIVER118COMBAT SYSTEMS MANAGER MINE WARFARE119COMBAT SYSTEMS OPERATOR MINE WARFARE120COMBAT SYSTEMS SUPERVISOR MINE WARFARE121COMBAT SYSTEM MANAGER122COMBAT SYSTEMS OPERATOR123COMBAT SYSTEMS OPERATOR ANTI-SUBMARINE AIRCRAFT CONTROLLER124COMBAT SYSTEMS SUPERVISOR125DIVER126ELECTRONIC WARFARE ANALYST SUB127HYDROGRAPHIC SYSTEMS MANAGER128HYDROGRAPHIC SYSTEMS OPERATOR129NAVAL POLICE COXSWAIN130PHYSICAL TRAINER131SENIOR OFFICER132NAVY SUPPLY-NO (OFFICER) (ANY)133COOK-O (OFFICER)134OPERATIONAL LOGISTICS135STEWARD-O (OFFICER)136STORES NAVAL-O (OFFICER)137SUPPLY138WRITER-O (OFFICER)139NAVY SUPPLY-NS (NON-COMMISSIONED OFFICER/OTHER RANKS) (ANY)140COOK141MOTOR TRANSPORT DRIVER-S142STEWARD143STORES NAVAL144WRITER145NAVY TECHNICAL OFFICER (ANY)146AVIATION TECHNICIAN AIRCRAFT147AVIATION TECHNICIAN AVIONICS148ELECTRONIC TECHNICAL COMMUNICATIONS149ELECTRONIC TECHNICIAN150MARINE TECHNICAL HULL151MARINE TECHNICAL PROPULSION152MARINE TECHNICIAN153NAVY TRAINING SYSTEMS (ANY)154TRAINING SYSTEMS155WORK STUDY-O (OFFICER)156NAVY WEAPONS ELECTRICAL ENG (ANY)157ELECTRONIC TECHNICIAN158NON-ALIGNED ELECTRICAL TECHNICIAN159WARRANT OFFICER OF THE NAVY160NONE161NAVY OFFICER UNDER TRAINING162NAVY SAILOR UNDER TRAINING997OpenendOTHER (SPECIFY)999SingleREFUSED ENDIF IF CODE 2 ON S3 (ARMY), ASK: [Single] Q19b. What was your corps at the time the harassment occurred? INTERVIEWER NOTE: DO NOT READ LIST IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1[UNKNOWN]2ARMY ARMOURED CORPS (ANY)3ARMY ARMOURED OFFICER4CAVALRYMAN5LIGHT CAVALRY SCOUT6ROYAL AUSTRALIAN ARMOURED CORPS ASSISTANT ADMIN7ROYAL AUSTRALIAN ARMOURED CORPS ASST INSTRUCTOR8ROYAL AUSTRALIAN ARMOURED CORPS REGIMENTAL SERGEANT MAJOR9SUPERVISOR SQUADRON OPERATIONS10TANK CREWMAN11ARMY ARTILLERY REGIMENT (ANY)12ARMY AIR DEFENCE OFFICER13ARMY FIELD ARTILLERY OFFICER14ARMY OPERATOR RADAR15ARTILLERY COMMAND SYSTEM OPERATOR16ARTILLERY GUNNER17ARTILLERY LIGHT GUNNER18ARTILLERY OBSERVER19GROUND BASED AIR DEFENCE20MANAGER SURVEY, TARGET ACQUISITION21OFFENSIVE SUPPORT22OPERATOR UNMANNED AERIAL SYS23ROYAL AUSTRALIAN ARTILLERY RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)24ROYAL AUSTRALIAN ARTILLERY REGIMENTAL SERGEANT MAJOR25ARMY AVIATION CORPS (AAAVN) (ANY)26AUSTRALIAN ARMY AVIATION ASSISTANT INSTRUCTOR27AUSTRALIAN ARMY AVIATION RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)28AUSTRALIAN ARMY AVIATION REGIMENTAL SERGEANT MAJOR29AIRCREWMAN30ARMY AVIATION OFFICER31GROUNDCREWMAN AIRCRAFT SUPPORT32GROUNDCREWMAN MISSION SUPPORT33ARMY BAND CORPS (AABC) (ANY)34AUSTRALIAN ARMY BAND CORPS ASSISTANT ADMIN35AUSTRALIAN ARMY BAND CORPS PIPER DRUM BUGLER36AUSTRALIAN ARMY BAND CORPS REGIMENTAL SERGEANT MAJOR37ARMY BAND OFFICER38ARMY MUSICIAN39ARMY CATERING CORPS (AACC) (ANY)40AUSTRALIAN ARMY CATERING CORPS RI (1RTB - 1 RECRUIT TRAINING BATTALION)41ARMY CATERING OFFICER42ARMY COOK43OPERATOR CATERING44ARMY CHAPLAIN ANY DENOMINATION45ARMY DENTAL CORPS (RAADC) (ANY)46ARMY DENTAL OFFICER47ROYAL AUSTRALIAN ARMY DENTAL CORPS DENTAL ASSISTANT48ROYAL AUSTRALIAN ARMY DENTAL CORPS RI (1RTB - 1 RECRUIT TRAINING BATTALION)49ROYAL AUSTRALIAN ARMY DENTAL CORPS REGIMENTAL SERGEANT MAJOR50ARMY EDUCATION OFFICER51AIRCRAFT LIFE SUPPORT FITTER52AIRCRAFT STRUCTURAL FITTER53ARMY ARTIFICER ELECTRONIC54ARMY METALSMITH55ARMY ROYAL AUSTRALIAN ARMY ELECTRICAL AND MECHANICAL ENGINEER (RAEME) OFFICER56ARTIFICER AIR57ARTIFICER GROUND58ARTIFICER MECHANICAL59FITTER ARMAMENT60MECHANIC RECOVERY61MECHANIC VEHICLE62ROYAL AUSTRALIAN ARMY ELECTRICAL AND MECHANICAL ENGINEER ASST ADMIN63ROYAL AUSTRALIAN ARMY ELECTRICAL AND MECHANICAL ENGINEER ASSISTANT INSTRUCTOR64ROYAL AUSTRALIAN ARMY ELECTRICAL AND MECHANICAL ENGINEER REGIMENTAL SERGEANT65MAJOR66TECHNICIAN AIRCRAFT67TECHNICIAN AVIONICS68TECHNICIAN ELECTRICAL69TECHNICIAN ELECTRONIC SYSTEMS70AIRCRAFT LIFE SUPPORT FITTER71ARMY ENGINEER OFFICER72ARMY MANAGER WORKS73BUILDING SERVICES74CARPENTER75CLERK ENGINEERS76COMBAT ENGINEER77DRAUGHTSMAN78ELECTRICIAN79ENGINEERING SERVICES80EXPLOSIVE ORDNANCE DISPOSAL81GEOSPATIAL TECHNICIAN82MULTIMEDIA TECHNICIAN83OPERATOR EMERGENCY RESPONSE84OPERATOR PLANT85PLUMBER86ROYAL AUSTRALIAN ENGINEERS ASSISTANT INSTRUCTOR87ROYAL AUSTRALIAN ENGINEERS RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)88ROYAL AUSTRALIAN ENGINEERS REGIMENTAL SERGEANT MAJOR89STOREMAN ENGINEERS90ARMY ENGINEER OFFICER91ARMY INFANTRY CORPS (RAINF) (ANY)92ARMY COMMANDO93ARMY INFANTRY OFFICER94ARMY SPECIAL AIR SERVICE (SAS) TROOPER95INFANTRY OPERATIONS CLERK96INFANTRY RESOURCE STOREMAN97PATROLMAN98ROYAL AUSTRALIAN INFANTRY ASSISTANT INSTRUCTOR99ROYAL AUSTRALIAN INFANTRY RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)100ROYAL AUSTRALIAN INFANTRY REGIMENTAL SERGEANT MAJOR101RIFLEMAN102ARMY INTELLIGENCE CORPS (AUST INT) (ANY)103ANALYST INTELLIGENCE OPS104ARMY INTELLIGENCE OFFICER105ARMY INTELLIGENCE CORPS REGIMENTAL SERGEANT MAJOR106INT RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION) (INTELLIGENCE RECRUIT INSTRUCTOR)107ARMY LEGAL CORPS (ANY)108ARMY LEGAL LEVEL 1 OFFICER109ARMY LEGAL LEVEL 2 OFFICER110ARMY LEGAL LEVEL 3 OFFICER111ARMY LEGAL LEVEL 4 OFFICER112ARMY LEGAL LEVEL 5 OFFICER113ARMY MEDICAL CORPS (RAAMC) (ANY)114ARMY MEDICAL OFFICER115ARMY PHARMACEUTICAL OFFICER116ARMY RADIOGRAPHER OFFICER117ARMY SCIENTIFIC OFFICER118ARMY TECHNICIAN LABORATORY119ARMY THERAPEUTICAL OFFICER120COMBAT MEDICAL ATTENDANT121MEDICAL OPERATOR122PHYSICAL TRAINING INSTRUCTOR123PREVENTIVE MEDICINE124RAAMC ASSISTANT INSTRUCTOR125RAAMC RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)126RAAMC REGIMENTAL SERGEANT MAJOR127ARMY MILITARY POLICE CORPS (RACMP) (ANY)128ADF INVESTIGATOR129ARMY MILITARY POLICE130ARMY MILITARY POLICE OFFICER131RACMP RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)132RACMP REGIMENTAL SERGEANT MAJOR133ARMY NON-CORPS (ANY)134ARMY GENERAL ENLISTMENT135ARMY OFFICER UNDER TRAINING136MILITARY PERSONNEL137ARMY NURSING OFFICER138ARMY ORDNANCE CORPS (RAAOC) (ANY)139ARMY ORDNANCE OFFICER140ARMY TECHNICIAN AMMUNITION141HANDLER PETROLEUM GENERAL RESERVE142OPERATOR ADMINISTRATIVE143OPERATOR PETROLEUM144OPERATOR SUPPLY145OPERATOR SUPPLY CHAIN146OPERATOR UNIT SUPPLY147RAAOC RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)148RAAOC REGIMENTAL SERGEANT MAJOR149RIGGER PARACHUTE150ARMY PAY CORPS (RAAPC) (ANY)151ARMY PAY OFFICER152CLERK FINANCE153RAAPC ASSISTANT ADMIN154RAAPC RECRUIT INSTRUCTOR (1RTB)155RAAPC REGIMENTAL SERGEANT MAJOR156ARMY PSYCHOLOGY CORPS (AAPSYCH) (ANY)157ARMY EXAMINER PSYCHOLOGICAL158ARMY PSYCHOLOGY OFFICER159ARMY PUBLIC RELATIONS SERVICE (AAPRS) (ANY)160ARMY PHOTOGRAPHER PUBLIC RELATIONS161ARMY PUBLIC RELATIONS OFFICER162ARMY REPORTER163ARMY REGIMENTAL SERGEANT MAJOR OF THE ARMY164ARMY SENIOR OFFICER165ARMY SIGNALS CORPS (RA SIGS) (ANY)166ARMY SIGNALLER COMBAT167ARMY SIGNALS OFFICER168COMBAT SIGNALLER169COMMUNICATION SYSTEMS170ELECTRONIC WARFARE OPERATOR171INFORMATION SYSTEMS172OPERATOR COMMAND SUPPORT SYSTEMS173OPERATOR BEARER SYSTEMS174OPERATOR COMMUNICATIONS175OPERATOR ELECTRONIC WARFARE176RA SIGS REGIMENTAL SERGEANT MAJOR177TECHNICIAN TELECOMM SYSTEMS178TELECOMMUNICATION SYSTEMS179ARMY TRANSPORT CORPS (RACT) (ANY)180AIR DISPATCHER181ARMY TRANSPORT OFFICER182CARGO SPECIALIST183DRIVER184MARINE SPECIALIST185OPERATOR MOVEMENTS186RACT ASSISTANT ADMIN187RACT RECRUIT INSTRUCTOR (1RTB - 1 RECRUIT TRAINING BATTALION)188RACT REGIMENTAL SERGEANT MAJOR189ARMY LOCAL OBSERVER190ARMY SOLDIER UNDER TRAINING997OpenendOTHER (SPECIFY)999SingleREFUSED ENDIF IF CODE 3 ON S3 (AIR FORCE), ASK: [Single] Q19c. What was your category/trade at the time the harassment occurred? INTERVIEWER NOTE: DO NOT READ LIST IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1[UNKNOWN]2WARRANT OFFICER OF THE AIR FORCE (EXEC WOFF)3RAAF AIRCRAFT (ANY)4ADVANCED AIRCRAFT TECHNICIAN5AIRCRAFT FITTER6AIRCRAFT SYSTEMS TECHNICIAN7AIRCRAFT TECHNICIAN8NON DESTRUCTIVE INSPECTIONS TECHNICIAN9AIRCRAFT LIFE SUPPORT FITTER10AIRCRAFT STRUCTURES11AIRCRAFT SURFACE FINISHER12RAAF AIRCREW (ANY)13AIR COMBAT OFFICER14PILOT15RAAF AIRMEN AIRCREW (ANY)16AIRBORNE ELECTRONICS ANALYST17CREW ATTENDANT18FLIGHT ENGINEER19LOAD MASTER20RAAF ARMAMENT (ANY)21ARMAMENT FITTER22ARMAMENT TECHNICIAN23RAAF AVIONICS (ANY)24ADVANCED AVIONICS TECHNICIAN25AVIONICS FITTER26AVIONICS SYSTEM TECHNICIAN27AVIONICS TECHNICIAN28COOK29CLERK30COMMUNICATIONS AND INFO SYSTEMS CONTROLLER31RAAF COMMUNICATION ELECTRONIC (ANY)32COMMUNICATION ELECTRONIC SYSTEMS TECH33COMMUNICATIONS ELECTRONIC FITTER34COMMUNICATIONS ELECTRONIC TECHNICIAN35RAAF DEFENCE AND DISCIPLINARY (ANY)36AIR BASE PROTECTION37AIRFIELD DEFENCE GUARD38FIRE SERVICES39PHYSICAL TRAINING40SECURITY POLICE41WARRANT OFFICER DISCIPLINARY42RAAF DENTAL (ANY)43DENTAL ASSISTANT44SENIOR DENTAL ASSISTANT (SNR DENTASST)-PREVENTATIVE45RAAF ENGINEERING & LOGISTICS (ANY)46AERONAUTICAL ENGINEER47AIRFIELD ENGINEER48ARMAMENT ENGINEER49ELECTRONICS ENGINEER50LOGISTICS OFFICER51RAAF FACILITIES (ANY)52CARPENTER53ELECTRICIAN54GENERAL HAND55PLANT OPERATOR56PLUMBER57WORKS SUPERVISOR58RAAF GROUND ENGINEERING (ANY)59GROUND MECHANICAL ENGINEER FITTER60GROUND MECHANICAL ENGINEER TECHNICIAN61GROUND SUPPORT ENGINEER MANAGER62GROUND SUPPORT ENGINEER TECHNICIAN63GROUND SUPPORT EQUIPMENT FITTER64GROUND SUPPORT EQUIPMENT TECH65RAAF HEALTH SERVICES (ANY)66ALLIED HEALTH PRACTITIONER67DENTAL OFFICER68ENVIRONMENTAL HEALTH OFFICER69LABORATORY OFFICER70MEDICAL OFFICER71NURSING OFFICER72PHARMACY OFFICER73PSYCHOLOGIST74RADIOGRAPHER75RAAF INTELLIGENCE (ANY)76AIR SURVEILLANCE77GEOSPATIAL IMAGE INTELLIGENCE ANALYST78PHOTOGRAPHY79SIGNALS OPERATOR80SIGNALS OPERATOR LINGUIST81SIGNALS OPERATOR TECHNICAL82RAAF MEDICAL (ANY)83ENVIRONMENTAL HEALTH SURVEYOR84LABORATORY TECHNICIAN85MEDICAL ASSISTANT86MUSICIAN87RAAF OPERATIONS (ANY)88AIR TRAFFIC CONTROL OFFICER89GROUND DEFENCE OFFICER90INTELLIGENCE OFFICER91OPERATIONS92SECURITY POLICE OFFICER93RAAF SENIOR OFFICER (ANY)94ADMINISTRATION OFFICER95AERONAUTICAL ENGINEER96AIR COMBAT OFFICER (NAV)97AIR TRAFFIC CONTROL OFFICER98AIRFIELD ENGINEER99ARMAMENT ENGINEER100EDUCATION OFFICER101ELECTRONICS ENGINEER102GROUND DEFENCE OFFICER103INTELLIGENCE OFFICER104LOGISTICS OFFICER105NURSING OFFICER106PILOT107RAAF SENIOR OFFICER108RAAF SUPPLY (ANY)109MOTOR TRANSPORT DRIVER110MOVEMENTS111SUPPLY112RAAF SUPPORT OPERATIONS (ANY)113ADMINISTRATION OFFICER114CHAPLAIN115EDUCATION OFFICER116LEGAL OFFICER117PUBLIC AFFAIRS OFFICER118RAAF AIRMEN UNDER TRAINING119RAAF OFFICER UNDER TRAINING997OpenendOTHER (SPECIFY)999SingleREFUSED ENDIF ENDIF ENDIF THE ANSWER PLACES TO Q21 WILL BE RANDOMISED [Multiple] {Spread:20 Random} Q21. Have you been aware of sexual harassment happening to someone else in an ADF workplace #/ other than the workplace we have just discussed, /in general / in the last five years? INTERVIEWER NOTE: READ OUT: IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1Yes, I observed or witnessed sexual harassment myself2Yes, another person who was sexually harassed told me about it3Yes, I heard about a person who was sexually harassed on the ADF workplace grapevine4Fixed OpenendYes, I found out some other way (SPECIFY)5Fixed SingleNo98Fixed Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Fixed Single(DO NOT READ) REFUSED IF CODES 1 TO 4 ON Q21, ASK: Q22A-Q22D WILL BE RANDOMISED Q22. Did you take any of the following actions after #/hearing about// #/ or// #/witnessing/ / this?Q22A. Confront the harasser Q22B. Report the harassment to your employer Q22C. Talk/Listen to the victim Q22D. Offer advice to the victim [Multiple] {Spread:20} Q22E. Take any other action1OpenendYES (SPECIFY)2SingleNO98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED YOU HAVE NOT COMPLETED ALL QUESTIONS PLEASE GO BACK AND DO SO IF ANY CODE 1 ON Q22A-22E, ASK: [Multiple] {Spread:20} Q23 Were there any consequences for you in taking these actions? INTERVIEWER NOTE: READ OUT IF NECESSARY IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE HIGHLIGHT ALL MENTIONED1YOU RECEIVED POSITIVE FEEDBACK FOR MAKING THE COMPLAINT2YOU WERE DISCIPLINED3YOU WERE TRANSFERRED TO ANOTHER UNIT4YOU HAD YOUR DUTY ROSTER CHANGED5YOU RESIGNED6YOU WERE DISCHARGED7THE HARASSMENT STOPPED8YOU WERE DEMOTED9YOU WERE OSTRACISED, VICTIMISED, IGNORED BY COLLEAGUES10SingleTHERE WERE NO CONSEQUENCES FOR ME97 Openend(DO NOT READ) OTHER (SPECIFY) 98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED ENDIF ENDIF ASK ALL: Now just a few questions about your current situation [Single] Q24A. Where would be your preferred sources of information about sexual harassment? INTERVIEWER NOTE: ONLY RECORD FIRST MENTION HERE. RECORD OTHER MENTIONS ON THE FOLLOWING QUESTION INTERVIEWER NOTE: PROBE, DO NOT READ LIST. IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1FRIENDS OR FAMILY2INTERNET INCLUDING SEARCH ENGINES SUCH AS GOOGLE OR YAHOO3MANAGER/SUPERVISOR AT WORK4EMPLOYER/BOSS5HUMAN RESOURCES MANAGER OR EQUIVALENT AT WORK6EQUITY OFFICER/SEXUAL HARASSMENT CONTACT OFFICER/ HARASSMENT CONTACT OFFICER7CO-WORKER8CO-WORKER MORE SENIOR THAN YOU9A UNION OR EMPLOYEE REPRESENTATIVE10A LAWYER OR LEGAL SERVICE11AUSTRALIAN HUMAN RIGHTS COMMISSION OR A STATE OR TERRITORY ANTI-DISCRIMINATION AGENCY12LIBRARY13COUNSELLOR/PSYCHOLOGIST14PRINT MEDIA SUCH AS NEWSPAPERS, MAGAZINES15TV OR RADIO97OpenendOTHER (SPECIFY)98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED IF GAVE A FIRST MENTION (CODES 1 TO 97 ON Q24A), RECORD OTHER MENTIONS: ANSWER CODES SELECTED IN Q24A WILL NOT APPEAR IN Q24B. [Multiple] {Spread:20} Q24B. INTERVIEWER: RECORD OTHER MENTIONS HERE (Where would be your preferred sources of information about sexual harassment?) INTERVIEWER NOTE: PROBE, DO NOT READ LIST. RECORD ALL OTHER MENTIONS IF OTHER, HIGHLIGHT OTHER AND TYPE IN RESPONSE1FRIENDS OR FAMILY2INTERNET INCLUDING SEARCH ENGINES SUCH AS GOOGLE OR YAHOO3MANAGER/SUPERVISOR AT WORK4EMPLOYER/BOSS5HUMAN RESOURCES MANAGER OR EQUIVALENT AT WORK6EQUITY OFFICER/SEXUAL HARASSMENT CONTACT OFFICER/ HARASSMENT CONTACT OFFICER7CO-WORKER8CO-WORKER MORE SENIOR THAN YOU9A UNION OR EMPLOYEE REPRESENTATIVE10A LAWYER OR LEGAL SERVICE11AUSTRALIAN HUMAN RIGHTS COMMISSION OR A STATE OR TERRITORY ANTI-DISCRIMINATION AGENCY12LIBRARY13COUNSELLOR/PSYCHOLOGIST14PRINT MEDIA SUCH AS NEWSPAPERS, MAGAZINES15TV OR RADIO96SingleNONE - NO OTHER MENTIONS97OpenendOTHER (SPECIFY)98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED ENDIF ASK ALL: The following questions will only be used to ensure that we have a representative sample and will not be used in any way that could identify you. [Single] Q25. What is your total annual HOUSEHOLD income from all sources before taxes? Would it be... INTERVIEWER NOTE: READ LIST1Less than $15,000 per year2$15,000 up to $24,999 per year3$25,000 up to $34,999 per year4$35,000 up to $44,999 per year5$45,000 up to $55,999 per year6$55,000 up to $74,999 per year7$75,000 up to $99,999 per year8$100,000 up to $149,999 per year9$150,000 up to $199,999 per year10$200,000 and over98Single(DO NOT READ) DON'T KNOW/ CAN'T SAY/ UNSURE99Single(DO NOT READ) REFUSED [Single] Q26. Are you of Aboriginal and/or Torres Strait Islander descent? INTERVIEWER NOTE: DO NOT READ - PROMPT IF NECESSARY (I.E. IF SAYS 'YES' ASK "ARE YOU ABORIGINAL, TORRES STRAIT ISLANDER OR BOTH?")1ABORIGINAL2TORRES STRAIT ISLANDER3BOTH4NO98SingleDON'T KNOW/ CAN'T SAY/ UNSURE99SingleREFUSED Ok, the interview is now finished. Please note that your survey responses about any sexual harassment you may have experienced do not constitute a formal report of that sexual harassment. If you would like to make a formal report of sexual harassment, you may do so by contacting a supervisor, commander or manager or alternatively, the 鱨վ or relevant state/territory based equal opportunity bodies identified in the support contact list that was sent to you. If you wish to report an act of indecency or a sexual assault, contact the Australian Defence Force Investigative Service (ADFIS) or the Police. The support contacts list can be provided to you again if required. Thank you for your time. You made a valuable contribution to the success of this important study. END-OF-QUESTIONNAIRE  This is a simplified legal definition that accords with the definition under the Sex Discrimination Act (Cth) 1984.  Q5a. Out of the following, how would you describe this harassment? Please answer yes or no to each one of these definitions. Q5b. In the last five years, have you experienced any of the following in an Australian Defence Force workplace or at an Australian Defence Force work related event in a way that was unwelcome? Please answer yes or no to each one of these definitions. S1. Can you please confirm your gender?  Q5a. Out of the following, how would you describe this harassment? Please answer yes or no to each one of these definitions. Q5b. In the last five years, have you experienced any of the following in an Australian Defence Force workplace or at an Australian Defence Force work related event in a way that was unwelcome? Please answer yes or no to each one of these definitions. S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  Q5a. Out of the following, how would you describe this harassment? Please answer yes or no to each one of these definitions. Q5b. In the last five years, have you experienced any of the following in an Australian Defence Force workplace or at an Australian Defence Force work related event in a way that was unwelcome? Please answer yes or no to each one of these definitions. S1. Can you please confirm your gender?  Q1. Have you ever personally experienced sexual harassment? S1. Can you please confirm your gender?  It is important to note that the results regarding male respondents are based on small numbers and should be interpreted with care.  Q1. Have you ever personally experienced sexual harassment? Q5a. Out of the following, how would you describe this harassment? Please answer yes or no to each one of these definitions. Q5b. In the last five years, have you experienced any of the following in an Australian Defence Force workplace or at an Australian Defence Force work related event in a way that was unwelcome? Please answer yes or no to each one of these definitions. S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q6d. Thinking about your workplace at that time, would you say that this type of behaviour was very rare, rare, occurred sometimes or was common? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  Q6b. Do you know if this happened to anyone else in that same location? Q21. Have you been aware of sexual harassment happening to someone else in an ADF workplace/ in an ADF workplace other than the workplace we have just discussed in general in the last 5 years? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  Q6b. Do you know if this happened to anyone else in that same location? Q21. Have you been aware of sexual harassment happening to someone else in an ADF workplace/ in an ADF workplace other than the workplace we have just discussed in general in the last 5 years? S1. Can you please confirm your gender?  Q21. Have you been aware of sexual harassment happening to someone else in an ADF workplace/ in an ADF workplace other than the workplace we have just discussed in general in the last 5 years? S1. Can you please confirm your gender?  Q6b. Do you know if this happened to anyone else in that same location? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q6b. Do you know if this happened to anyone else in that same location? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  Q5a. Out of the following, how would you describe this harassment? Please answer yes or no to each one of these definitions. Q5b. In the last five years, have you experienced any of the following in an Australian Defence Force workplace or at an Australian Defence Force work related event in a way that was unwelcome? Please answer yes or no to each one of these definitions. S1. Can you please confirm your gender?  Q6a. How long did the behaviour/behaviours go on for? S1. Can you please confirm your gender?  Q5c. On a scale of 1 to 5, where 1 means not at all offended and 5 means extremely offended, overall how offended did the harassment make you feel? Q5d. On a scale of 1 to 5, where 1 means not at all intimidated and 5 means extremely intimidated, overall how offended did the harassment make you feel? S1. Can you please confirm your gender?  Q6. How old were you when the harassment happened? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q6. How old were you when the harassment happened? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  Source: 2011 Census Report.  Q16a. At the time of harassment, were you working full time, part time or were you in the recruitment process? S1. Can you please confirm your gender?  Q17. At the time of the harassment how long had you been posted to your location? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q19a. What was your category/trade at the time the harassment occurred? Q19b. What was your corp at the time the harassment occurred? Q19c. What was your category/trade at the time the harassment occurred? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  Q12. Was the harasser male or female? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q12. Was the harasser male or female? Q13. 鱨վ how old was the harasser?  Q14. What was the harassers relationship to you? S3. Which Service are you currently a member of?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q6c1. And was the harasser the same person who harassed you or was it someone else? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  Q15. How many employees would there have been at your posting location in total? S1. Can you please confirm your gender?  Q7c. Did you formally report or make a complaint about the harassment to anyone? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q7d. Did you formally report or make a complaint about the harassment to anyone? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q7d. Who did you report the incident to? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q11a. How was your complaint finalised? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q9a. What were the positive and/or negative workplace consequences for you, following your complaint? S1. Can you please confirm your gender?  Q9a. What were the positive and/or negative workplace consequences for you, following your complaint? S1. Can you please confirm your gender?  Q9c. What were the consequences for the harasser following your complaint? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q9c. What were the consequences of your complaint for the ADF? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q10. What was the time period between when the harassment began and when you reported it? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q11b. How long did it take to finalise your complaint? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q11c. On a scale of 1 to 5 where 1 mean not at all satisfied and 5 means extremely satisfied/5 means extremely satisfied and 1 means not at all satisfied, how would you rate the overall process of dealing with your sexual harassment complaint? S1. Can you please confirm your gender?  Q7a. Did you seek any support or advice about this harassment that happened to you? S1. Can you please confirm your gender?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q7a. Did you seek any support or advice about this harassment that happened to you? S1. Can you please confirm your gender? S3. Which Service are you currently a member of?  These figures should be interpreted with caution, due to very small sample sizes (less than 20 respondents).  Q7b. Who did you seek assistance or advice from? S1. Can you please confirm your gender?  Q8. Why did you not seek support or advice or/report or make a complaint? S1. Can you please confirm your gender?  Q8. Why did you not seek support or advice or/report or make a complaint? S1. Can you please confirm your gender?  Q22. Did you take any of the following actions after hearing about/ witnessing this? S1. Can you please confirm your gender?  Q22. Did you take any of the following actions after hearing about/ witnessing this? S1. Can you please confirm your gender?  Q24A/B. Where would be your preferred sources of information about sexual harassment? (total mentions). S1. Can you please confirm your gender?     PAGE  鱨վ Review into the Treatment of Women in the Australian Defence Force Phase 2 Report 2012  PAGE 1 PAGE  Australian Human Rights Commission Review into the Treatment of Women in the Australian Defence Force Phase 2 Report 2012  PAGE 16 Roy Morgan Research " July 2012 PAGE 20 Preva"#67@AOP[; < V W X Y Z [ ŹūŚūūwūūfūū jh}rUmHnHu j}h}rUmHnHu#h5<h}rOJQJmHnHtHu jh}rUmHnHujh}rUmHnHuhkwh}rmHnHuh}rmHnHuh>jh>Uh$ h$ 5CJ$aJ$ h$ h$ h615h61h615 hl5&67@[   ! # aJm@_gdX#gdX#gdX#$d$gd~Hgd>#$gd$ gd61gd61          ! #  s t u v y صƪؙƑxrjrddd hX#0JhX#0J@ hX#0JhX#0J5\hX#hVhkOhljh>U jqh}rUmHnHuh}rmHnHtH u jh}rUmHnHu#h5<h}rOJQJmHnHtHuh}rmHnHujh}rUmHnHu jwh}rUmHnHu'mdFIWb  :fKuw^a 3 4 9 X![!!!"&"'"*"%%%%%n&o&&''''(Z)])hX#0J@ hX#0J5\hX#0J6]hX#0J@hX#hX#0J6@CJ aJ hX#0J@ hX#0JhX# hX#0JH_9=~ !|#%_&o&f)g)*./t0"1C22224B445gdX#=gdX#5gdX#gdX#6gdX#gdX#gdX#])e)f)s)).*1***....p0s011112222224485;5L5O555J6l6~88I9L9L:O:;;U<X<=!=P=S=p=s=========> >>e>m?p?@@^@n@A\AAAB2CCCCDDXE[EVFYFFFFHGKGmGGHH hX#@ hX#0J hX#0JhX#\4666#66K778M9P:Y<@AB\EZFLGcGGJoJJJ2K6gdX#gdX#=gdX#5gdX#gdX#$dgdX#5gdX#HHOIIJ L LNN,OQOROOOOOPPQQQQRRVV[[\\eee/ff!gOgghhi-i?ikiiiijjjDjjjkhlllm m>mCmhmqmmmmmm!o4o~ppp#qƺ hq0J+ hq0JhqhaHh+hX#0Jh hX#0JhX#6OJQJ]^J hX#0JhX#mH sH hX#I2KKLiLLMGMlMMHNNN)OQQ.R.STUU WyX>YYX[@\\gdX#gdX#gdX#=gdX#5gdX#\1]]]^_ab0cpdReeeSfzff8ggghhhiijjgdq & Fgdq$d=gdX#5gdX#gdX#gdX#j*klmmmn~pp7qq@vcvv}y{[|~}/~~/L{e~gdq#qNqqsTttukvxv}vvvv7wwwww%xGxxxyy\yyy{-{@{{-~.~/~~"/?Ln?]Ne}Ճ c~҄ =MTdiyĈ34z-Mkڌ܌Ph hq0J hq0J+ hq0Jhq[!8Mш4ފ <k-k#$dgd{gdq!KUяFXYyrryd[hl5CJ^JhKhl5CJ$^JaJ$ hl6^Jh>5^>6^>K6C>6C6C5C$$!55<UmHnHu hlCJhlCJ$^JaJ$ hfhlhlh{" !K~ $a$gd<$a$ $^a$gd< $^a$gd<gd<$a$gdlяޏ3EFXYȐL# >$ u$1$gd<$a$ $a$gd< $ fa$gd<YZÐĐƐǐȐɐʐ+,FGHJKLOPБёȮȮȮ{Ȯ jeh~UmHnHu jh~UmHnHu jkh~UmHnHuh6mHnHu jh~UmHnHujh~UmHnHu#h5<h~OJQJmHnHtHuh~mHnHu h~5jh~5U09:TUVXYZ]^’ÒȒɒ345789>?ɓʓ˓͓ΓϓГѓƽƽὬƽƽὛƽƽὊƽƽyƽ jh~UmHnHu jYh~UmHnHu jh~UmHnHu j_h~UmHnHuh~mHnHu#h5<h~OJQJmHnHtHuh6mHnHujh~UmHnHu jh~UmHnHu/ZÒ9ϓDǔ [ DBa\ݙ#  $ uH# >ѓ #$>?@BCDGHde”ÔŔƔǔ͔̔ x jG h~UmHnHu jh~UmHnHu jMh~UmHnHu jh~UmHnHu#h5<h~OJQJmHnHtHuh6mHnHu jSh~UmHnHujh~UmHnHuh~mHnHu/ :;UVWYZ[^_ #$>?@BCDIJּּּּx j h~UmHnHu j; h~UmHnHu j h~UmHnHu jA h~UmHnHuh6mHnHu j h~UmHnHujh~UmHnHuh~mHnHu#h5<h~OJQJmHnHtHu/ܖݖ!"<=>@ABGH_`z{|~νάΛΊ j h~UmHnHu j/ h~UmHnHu j h~UmHnHu j5 h~UmHnHuh~mHnHu#h5<h~OJQJmHnHtHuh6mHnHujh~UmHnHu1 @A[\]_`adeƘǘƽƽὬƽƽὛƽƽὊƽƽyƽ jh~UmHnHu jh~UmHnHu j#h~UmHnHu jh~UmHnHuh~mHnHu#h5<h~OJQJmHnHtHuh6mHnHujh~UmHnHu j)h~UmHnHu/;<VWXZ[\abwxיؙٙۙܙݙ$%MNhijlmx jh~UmHnHu jh~UmHnHu jh~UmHnHu jh~UmHnHu#h5<h~OJQJmHnHtHuh6mHnHu jh~UmHnHujh~UmHnHuh~mHnHu/nN›Ûěƛ՛Jq7^7gd<gd<Ygd<dgd<xxgd<Xgd<$d$1$gd<Hgd># >Hmnqr͚̚-.HIJLMNQRdeּּּּx jh~UmHnHu jh~UmHnHu jh~UmHnHu jh~UmHnHuh6mHnHu j h~UmHnHujh~UmHnHuh~mHnHu#h5<h~OJQJmHnHtHu/›ƛțԛ՛CFIJŸ̟q˻˪˪˪ˠ˅˅~˅ud[h,^hl^J jh_/hl0JU]^Jh,^hl0J hhl h2HahlhzhlB* ^JphI} hl\^Jhzhl\^J hd!hlh$Ehl\^J h$Ehlhl5CJ^Jhljh~U#h5<h~OJQJmHnHtHuh6mHnHujh~UmHnHu"%*/} .12L¤01}̥_ VYԨͺؚ،vo hKhl*h5<hlB*^JfHphq jh5<UmHnHujh5<hl0JU^J jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,U h5<hl hd!hl hL)hlh$8hl6hl h$8hl+1t$$Ifa$gd<l Gkd|$$IfTl"# t644 layt<TQ$Ifgd<l xhgd<Ygd<$dgd< UVW^RRF dxhgd< dxxgd<Gkd$$IfTl# t644 layt<TW$Ifgd<l Gkd$$IfTle# t644 layt<TԨj(9}DUgvɬʬ̬,/0}vvvvvvvvvvvo h>Rhl hPphlh5<hl\*h5<hlB*^JfHphq Bjh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h5<hl hKhlhl+K8W$Ifgd<l Gkd$$IfTle# t644 layt<T$Ifgd<l GkdZ$$IfTl"# t644 layt<TQ$Ifgd<l 0խ֭FGkdn$$IfTl"# t644 layt<TQ$Ifgd<l dxxgd< dhxgd<Gkd$$$IfTl# t644 layt<T0189OPQRӭԭ֭׭حefgijnkrsȷphdZdSdF=h5<hl^Jjh5<hlU^J hd!hlhl^JnH tH hlh5<hl\*h5<hlB*^JfHphq Bjh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JU^J jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,U h5<hl$h5<hlOJQJmH nH sH tH ֭ح٭fghjK?7$d dgd<Gkd'$$IfTl# t644 layt<TW$Ifgd<l Gkd'$$IfTle# t644 layt<T$Ifgd<l j}kװذڰ}$Ifgd<l Jkd-($$Ifl"h#" t 6`M644 layt<Q$Ifgd<l dxxgd<Ygd<հְװذٰڰ!"rsҲ .2:AHY.345ƴǴȴɴ^_`abݹݟ}sݹh>Rhl5\ hl5\ hKhljhl0JUhl^JnH tH hl*h5<hlB*^JfHphq jh5<UmHnHuh5<hl^Jjh5<hl0JU h5<hlh5<hl^JmHnHujh5<hlU^J-ڰ۰ "tVJBJ$d dhxgd<Jkd($$Iflh#" t 6`M644 layt<W$Ifgd<l Jkd($$Ifleh#" t 6`M644 layt<t`act$$Ifa$gd<l Jkd,)$$Ifl"h#" t 6`M644 layt<Q$Ifgd<l $dgd< dxxgd<bc4:DISûĻŻȻ̻޽㳪㏪me]V h)6RhlhlCJ^Jh5<hl\Bj*h5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^Jjhl0JU h.rhl h!hl h`hlhl h5<hl*h5<hlB*^JfHphq cdDVQFAYgd< $dgd<gd<Jkd)$$Iflh#" t 6`M644 layt<W$Ifgd<l Jkd)$$Ifleh#" t 6`M644 layt<D az$Ifgd<l Jkd+*$$Ifl"$*$ t 6`V644 layt<Q$Ifgd<l $dgd<xxgd<ĻŻƻȻѼVQIDQYgd<$dgd<Jkd<$$Ifl$*$ t 6`V644 layt<W$Ifgd<l Jkd;$$Ifle$*$ t 6`V644 layt<Ѽ&{QSt$Ifgd<l Gkdd<$$IfTl"# t644 layt<TQ$Ifgd<l $dgd<Zgd<xxgd<gd< ޽žӾ޾1ٿݿ&,ef{ijPQSZ[qrstȵӕs]*h5<hlB*^JfHphq Bj<h5<h5<B*U^JfHmHnHphq tH ujh5<hl0JU^J jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,U h5<hl h.rhl hdihlh@phl] hl]hl hWhl$c^YYYYFQ$Ifgd<l gd<GkdfE$$IfTl# t644 layt<TW$Ifgd<l GkdE$$IfTle# t644 layt<T~"&'()|woh{Xhl] hl]h5<hl\h5<hl6*h5<hlB*^JfHphq BjFh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h5<hlhl VCW$Ifgd<l Jkdg$$Ifleh#" t 6`M644 layt<$Ifgd<l JkdE$$Ifl"h#" t 6`M644 layt<"HJkd_h$$Ifl"# t 6`644 layt<Q$Ifgd<l xxgd<gd<Jkd h$$Iflh#" t 6`M644 layt<nopv+:QRYZpqsto`Uh5<hlmH sH jh5<hl0JU^J jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,U h;=hhl h.rhl hXhlhlh5<hl\^J h5<hl*h5<hlB*^JfHphq Bjhh5<h5<B*U^JfHmHnHphq tH uopC<Z,gd<Jkdaw$$Ifl# t 6`644 layt<W$Ifgd<l Jkd w$$Ifle# t 6`644 layt<$Ifgd<l R:Jkd$$Ifleh#" t 6`M644 layt<$Ifgd<l Jkdw$$Ifl"h#" t 6`M644 layt<Q$Ifgd<l xxgd<-./Qk !"$%v{ufXQQ h_2Shljh5<UmHnHujh5<hl0JU^J jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,Ujhl0JU h.rhlhlh5<hl\ h5<hl*h5<hlB*^JfHphq Bj xh5<h5<B*U^JfHmHnHphq tH u./0yfQ$Ifgd<l $dgd< dxxgd< dhxgd<gd<Jkdր$$Iflh#" t 6`M644 layt<W$Ifgd<l u[HW$Ifgd<l Gkdu$$IfTle# t644 layt<T$$Ifa$gd<l Gkd+$$IfTl"# t644 layt<Tuvwyuu x$IfYD2gd<l dxhgd<Zgd<Ygd<Xgd<$dgd<Gkd$$IfTl# t644 layt<T w56'(kl !PQ!"\]2<=[}Fabnh5<hlmHnHu h5<h8,jh5<h8,U h hl h5N>hl h5<hlh5<hlCJ^JaJ h_@hlhl hgFhl@5p x$IfYD2gd<l Ukd $$Ifl40^#` t644 layt< & F x$IfYD2gdll 56Pp & F x$IfYD2gdll  x$IfYD2gd<l Ukd_$$Ifl40^#  t644 layt<p & F x$IfYD2gdll  x$IfYD2gd<l Ukd$$Ifl40^#` t644 layt<'p & F x$IfYD2gdll  x$IfYD2gd<l Ukd $$Ifl40^#  t644 layt<'(Bkp & F x$IfYD2gdll  x$IfYD2gd<l Ukda$$Ifl40^#  t644 layt<klr & F x$IfYD2gdll  x$IfYD2gd<l Tkd$$Ifl0^# t644 layt< p & F x$IfYD2gdll  x$IfYD2gd<l Ukd$$Ifl40^#` t644 layt< !1Pp & F x$IfYD2gdll  x$IfYD2gd<l Ukd[$$Ifl40^#  t644 layt<PQkr & F x$IfYD2gdll  x$IfYD2gd<l Tkd$$Ifl0^# t644 layt<!r & F x$IfYD2gdll  x$IfYD2gd<l Tkd$$Ifl0^# t644 layt<!"1\r & F x$IfYD2gdll  x$IfYD2gd<l TkdM$$Ifl0^# t644 layt<\]cr & F x$IfYD2gdll  x$IfYD2gd<l Tkd$$Ifl0^# t644 layt<Ub[ PQ$Ifgd<l $dgd<gd<Tkd$$Ifl0^# t644 layt< NOQRS Xc#CgDEG˵襡舁uh5<hlmHnHu h5<h8,jh5<h8,U h5N>hl hhlhlhlCJ^Jh5<hl\*h5<hlB*^JfHphq jh5<UmHnHujh5<hl0JU^J h5<hl jh5<h8,UmHnHu$PQST[HW$Ifgd<l Gkd$$IfTle# t644 layt<T$$Ifa$gd<l Gkd7$$IfTl"# t644 layt<TCFQ$Ifgd<l $dgd<Zgd<$dgd<Gkdˆ$$IfTl# t644 layt<T FGIJ`MW$Ifgd<l Ekd$$IfTle!:! ts44 lalyt<T$Ifgd<l Ekd$$IfTl"!:! ts44 lalyt<TGHIaq"BZ^$q jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,U hehl h5N>hl hhlhlh5<hl\ h5<hl*h5<hlB*^JfHphq Bjah5<h5<B*U^JfHmHnHphq tH u&BQ$Ifgd<l $dgd<Zgd<$dgd<EkdA$$IfTl!:! ts44 lalyt<T tuv}| BCDE۹闐ulu^uOljh5<hl0J5Uh5<hl^JmHnHuh5<hl^Jjh5<hlU^J hkehl hFhl h&C@hlhlh5<hl\*h5<hlB*^JfHphq Bjܔh5<h5<B*U^JfHmHnHphq tH ujh5<UmHnHu h5<hljh5<hl0JU^Ju^KW$Ifgd<l Gkd$$IfTle%N$ t)644 lalyt<T$Ifgd<l Gkd$$IfTl"%N$ t)644 lalyt<TuvwyY}DQ$Ifgd<l $dgd<Zgd<Ygd<$dgd<GkdQ$$IfTl%N$ t)644 lalyt<T DEGHO<W$Ifgd<l Jkd$$Ifle#,# t 6`644 layt<dxx$Ifgd<l Jkd$$Ifl"#,# t 6`644 layt<EFG".j456789)*ylJBjh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h +hljhl0JU hoBhlhlh5<hl\ h5<hl*h5<hlB*^JfHphq Bjh5<h5<B*U^JfHmHnHphq tH ux "6Q$Ifgd<l xxgd<$dgd<Jkd$$Ifl#,# t 6`644 layt<679:*VCW$Ifgd<l Jkd$$Ifleh#" t 6`M644 layt<$Ifgd<l JkdH$$Ifl"h#" t 6`M644 layt<*+AJFCkd$$Ifl"h#" tM644 layt<Q$Ifgd<l xhgd<xxgd<Z$gd<Jkdc$$Iflh#" t 6`M644 layt<*+1AW_JQRhikl6?KQȿȱle^WWWW h!Zhl h)hl h]hl*h5<hlB*^JfHphq Bjh5<h5<B*U^JfHmHnHphq tH ujh5<h6 0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^Jjhl0JU\hjVhl\ hl\ hFhlhl h5<hl"5679SJB$dxxgd<Ckd$$Iflh#" tM644 layt<W$Ifgd<l Ckd$$Ifleh#" tM644 layt<$Ifgd<l 9K,-/{$Ifgd<l JkdW$$Ifl"h#" t 6`M644 layt<Q$Ifgd<l gd<xxgd<Zgd<QU*+,-./Be}ohaaaaXhhl^J h;hl h&C@hlh5<hl6PJ\aJh5<hl\*h5<hlB*^JfHphq Bjh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h5<hl h!Zhlhl"/0fVNIDDgd<Zgd<$dJkd$$Iflh#" t 6`M644 layt<W$Ifgd<l Jkd$$Ifleh#" t 6`M644 layt<e/0234HIJQpˍkUMF? hhl h(Lhlh5<hl\*h5<hlB*^JfHphq Bjh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JU^J jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,U h5<hlh5<hlmH nH sH tH hjPhl5\ hl5\jhl0JUhl1245;Gkd$$IfTle# t644 layt<T$Ifgd<l GkdE$$IfTl"# t644 layt<TQ$Ifgd<l $dgd<gd<5IJKMqyzqQ$Ifgd<l gd<Zgd<Ygd< $dgd<gd<Gkd$$IfTl# t644 layt<TW$Ifgd<l zTUV\pstuv}~}sl h_W)hljhl0JU hhlh5<hl\*h5<hlB*^JfHphq Bjh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h5<hlhl!UVCW$Ifgd<l Jkd8$$Ifleh#" t 6`M644 layt<$Ifgd<l JkdH$$Ifl"h#" t 6`M644 layt<UVpuvQ$Ifgd<l gd<gd<Z$gd<Jkd$$Iflh#" t 6`M644 layt<VCW$Ifgd<l JkdG$$Ifleh#" t 6`M644 layt<$Ifgd<l Jkd$$Ifl"h#" t 6`M644 layt<456789:|oMBh5<hlCJ^JBjFh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J hjbhl hYhl hhlhlh5<hl\ h5<hl*h5<hlB*^JfHphq Bj7h5<h5<B*U^JfHmHnHphq tH ua6Q$Ifgd<l xxgd<gd<gd<Z$gd<Jkd$$Iflh#" t 6`M644 layt<679:VB$$Ifgd<l Jkd$$Ifleh#" t 6`M644 layt<$Ifgd<l Jkd$$Ifl"h#" t 6`M644 layt<             f g i j ̯줝qOBj h5<h5<B*U^JfHmHnHphq tH ujh5<hl0JU^J jh5<h8,UmHnHuh5<hlmHnHu h5<h8,jh5<h8,U$h5<hlOJQJmH nH sH tH jhl0JU hM9hl h7B\hl h.rhl hzhlhl h5<hlh5<hlCJ\^J   h i BGkd$$IfTl"# t644 layt<TQ$Ifgd<l hgd< dxxgd<Zgd<Jkdn$$Iflh#" t 6`M644 layt<i k l     KFAAgd<Ygd<GkdG!$$IfTl# t644 layt<TW$Ifgd<l Gkd $$IfTle# t644 layt<T$Ifgd<l j k      uvwyzrv㼳㘳vaXRXRXR hl^Jh6Jhl^J(hYhlCJOJQJ^JaJnH tH Bj!h5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h"Vhl h(Lhlhlh5<hl\ h5<hl*h5<hlB*^JfHphq vC0W$Ifgd<l Jkd@.$$Ifleh#" t 6`M644 layt<$Ifgd<l Jkd!$$Ifl"h#" t 6`M644 layt<Q$Ifgd<l vwxzfO $dgdExxgd<Ygd<Xgd< $dgd<gd<Jkd.$$Iflh#" t 6`M644 layt</FVWdg} 0:=EIJOPQ`bxEQUlh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h5<hlhE h =hlhlhM9hl^JhM9hl\^J hl\^J hl^Jh6Jhl^J8(EFǸ⴪靏mWP h =hl*h5<hlB*^JfHphq Bj8h5<h5<B*U^JfHmHnHphq tH uh5<hl^JmHnHujh5<hlU^Jjhl0JUhlh5<hlfHq 5jC/h5<h5<UfHmHnHq sH u h5<hlh5<hl^Jjh5<hl0JU?Lkd7$$Ifle# t 6`644 layt<W$Ifgd<l Lkd.$$Ifl"# t 6`644 layt<Q$Ifgd<l BLkd[8$$Ifl"# t 6`644 layt<Q$Ifgd<l $dgd<gd<Lkd8$$Ifl# t 6`644 layt<'()?:gd<Lkd%B$$Ifl# t 6`644 layt<W$Ifgd<l LkdA$$Ifle# t 6`644 layt<$Ifgd<l )+F= s$Ifgd<l Lkd~B$$Ifl"# t 6`^644 layt<Q$Ifgd<l xxgd<Ygd< $dgd<   ypj^Uh0hl^Jjhl0JU^J hl^Jh%hhl^J hl5^J hn%hl*h5<hlB*^JfHphq BjBh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h5<hlhm <hl^J SRMEMM$dgd<LkdO$$Ifl# t 6`^644 layt<W$Ifgd<l LkdO$$Ifle# t 6`^644 layt<?Lkd6[$$Ifle# t 6`^644 layt<$Ifgd<l Lkd9P$$Ifl"# t 6`^644 layt<Q$Ifgd<l           !!,!-!.!/!|n|fY|jh5<hl0JUh5<hl6h5<hl^JmHnHuh5<hl^Jjh5<hlU^Jjhl0JU huhl h =hl h0hlhlh5<hlCJ\^J h5<hl*h5<hlB*^JfHphq BjPh5<h5<B*U^JfHmHnHphq tH u    .!qQ$Ifgd<l [gd<Zgd< $dgd<gd<Lkd[$$Ifl# t 6`^644 layt<$$Ifgd<l .!/!A"B""R?W$Ifgd<l Lkdi$$Ifl #O# t 6`^644 layt<$Ifgd<l Lkd[$$Ifl#O# t 6`^644 layt</!0!=">"?"""""""""""###/#0#1#2#3#$$ϺϷߑɶľķɑa߷ɑϺ5<hl0JUh5<hl6h5<hl^JmHnHuh5<hl^Jjh5<hlU^Jhl h5<hlBjA\h5<h5<B*U^JfHmHnHphq tH u)jh5<hlCJOJQJUnH tH *h5<hlB*^JfHphq 3jh5<hlB*U^JfHphq """"1#2#BLkdHj$$Ifl# t 6`^644 layt<Q$Ifgd<l $dgd<gd<Lkdi$$Ifl#O# t 6`^644 layt<A$B$C$D$$$$$%x%%%%%%%%%%%&&&&Į{nenWneJejh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^Jh "hl^J h "hl huhlhl!h5<hl^JfHq h5<hl*h5<hlB*^JfHphq 3jh5<hlB*U^JfHphq Bjjh5<h5<B*U^JfHmHnHphq tH u2#D$$$$$%%&zubQ$Ifgd<l gd<[gd< $dgd<Lkdw$$Ifl # t 6`^644 layt<W$Ifgd<l $Ifgd<l &&&&&R?W$Ifgd<l Lkd*$$Ifl# t 6`^644 layt<$Ifgd<l Lkdx$$Ifl}# t 6`^644 layt<&&&&&&&E'J'q'r'z''''%(&('(((/(0(F(G(I(J(K(}(~(((~u~g~uZujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^Jjhl0JU^JhKhl^J hl^Jhuhl^J huhl h}rhlhl h5<hl*h5<hlB*^JfHphq Bj`xh5<h5<B*U^JfHmHnHphq tH u&&&&&'(((Q$Ifgd<l xxgd<[gd<$dgd<Lkd$$Ifle# t 6`^644 layt<(((((-)R??W$Ifgd<l Lkdo$$Ifl#O# t 6`^644 layt<$Ifgd<l Lkd܅$$Ifl}#O# t 6`^644 layt<(((.)R)T+U+V+W++++++++++++++++,,,,'-(-8-rPBjzh5<h5<B*U^JfHmHnHphq tH ujh5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J hDhljhl0JU^J h8>??$<l Lkd6$$Ifl$# t 6`^644 layt<$Ifgd<l Lkdu$$Ifl}$# t 6`^644 layt<==>>>>>???????????$%&'(9:ϺϷߑɶľķɑa߷ɑϺ5<hl0JUh5<hl6h5<hl^JmHnHuh5<hl^Jjh5<hlU^Jhl h5<hlBjh5<h5<B*U^JfHmHnHphq tH u)jh5<hlCJOJQJUnH tH *h5<hlB*^JfHphq 3jh5<hlB*U^JfHphq ????&@'@BLkd$$Ifl}$# t 6`^644 layt<Q$Ifgd<l $dgd<gd<Lkd$$Ifl$# t 6`^644 layt<:A;AAAAAԤA1245ʰϰĮIJIJlH5<hl0JUh5<hl^JmHnHuh5<hl^Jjh5<hlU^J h =hlhlh5<hlCJPJ\]aJ hl5]h5<hlCJ\^J h5<hl*h5<hlB*^JfHphq 3jh5<hlB*U^JfHphq BjAh5<h5<B*U^JfHmHnHphq tH u'@=A>AAAA>3 $dgd<Lkd$$Ifl_$# t 6`^644 layt<$$Ifgd<l Lkd$$Ifl$# t 6`^644 layt<$Ifgd<l ABCRCSCUCVC7Jkd$$Ifleh#" t 6`M644 layt<$Ifgd<l Jkd]$$Ifl"h#" t 6`M644 layt<Q$Ifgd<l gd<Ygd<SCTCUCVCC;DEȧE'Գ$<l gd<Jkd$$Iflh#" t 6`M644 layt<W$Ifgd<l nGoGqGrGGVCW$Ifgd<l Jkdk $$Ifleh#" t 6`M644 layt<$Ifgd<l JkdI$$Ifl"h#" t 6`M644 layt<GGGHHHIhJJ|>$Ifgd<l Qgd<xhgd<[gd< $dgd<gd<Jkd $$Iflh#" t 6`M644 layt<I_JhJJJJJJJKL+M.M7MLMdMlMqMwMzMMM\NpNxN}NNNNNOOOOOOOOPPPPSSSSSSTTJTKTTTTTTTUU)U*U4U5UHUXUh5<hlCJaJh5<hlCJ^JnH tH h ^hljhl0JU h =hlhxh5<hl5h5<hl6] h5<hlhl hDhlAJJJJJJJJJ\$$Ifa$gd<l \$Ifgd<l Fkd $$Ifl;&64q4 lalp Vyt<JJJJJJp]GGG\$$Ifa$gd<l \$Ifgd<l kd| $$Ifl\L-''''64q4 lalp(yt<JJJJJJp]GGG\$$Ifa$gd<l \$Ifgd<l kd+ $$Ifl\L-&&&&64q4 lalp(yt<JJKKK#Kp]GGG\$$Ifa$gd<l \$Ifgd<l kd $$Ifl\L-&&&&64q4 lalp(yt<#K$KRKWKZK_Kp]GGG\$$Ifa$gd<l \$Ifgd<l kd $$Ifl\L-&&&&64q4 lalp(yt<_K`KsKxK}KKp]GGG\$$Ifa$gd<l \$Ifgd<l kd8 $$Ifl\L-&&&&64q4 lalp(yt<KKKKKKp]GGG\$$Ifa$gd<l \$Ifgd<l kd $$Ifl\L-&&&&64q4 lalp(yt<KK4LLLLLMpg^\TMQgd<$dxxgd<hxgd<kd$$Ifl\L-&&&&64q4 lalp(yt<LMbMdMeMlMrMwM{MMMMwwwwww\$$Ifa$gd<l ^kdE$$Ifl;0&&64`4 lalpVVyt<\$Ifgd<l MMMMMMp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl,\L('&&h&64`4 lalp(yt<MMMMMMp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<MMNN N Np]GGG\$$Ifa$gd<l \$Ifgd<l kdR$$Ifl\L(&&&h&64`4 lalp(yt< NNNN N#Np]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<#N$N0N3N6N9Np]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<9N:NRNUNXN[Np]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<[N\NlNnNpNp]]]\$Ifgd<l kdF$$Ifl\L(&&&h&64`4 lalp(yt<pNqNxN~NNNNNNu______\$$Ifa$gd<l \$Ifgd<l vkd$$Ifl;F(&&h&6    4`4 lalpVVVyt<NNNNNNp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<NNNNNNp]GGG\$$Ifa$gd<l \$Ifgd<l kde$$Ifl,\L(&&&h&64`4 lalp(yt<NN OOOOp]GGG\$$Ifa$gd<l \$Ifgd<l kd"$$Ifl\L(&&&h&64`4 lalp(yt<OOHOMOPOUOp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<UOVObOgOlOoOp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<oOpO|OOOOp]GGG\$$Ifa$gd<l \$Ifgd<l kdY$$Ifl\L(&&&h&64`4 lalp(yt<OOOp]\$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<OOOOOOOOO\$$Ifa$gd<l \$Ifgd<l Fkd$$Ifl;'64`4 lalp Vyt<OOOOOOp]GGG\$$Ifa$gd<l \$Ifgd<l kdH$$Ifl\L('&&h&64`4 lalp(yt<OOPP$P)Pp]GGG\$$Ifa$gd<l \$Ifgd<l kd $$Ifl\L(&&&h&64`4 lalp(yt<)P*P0P5P:P?Pp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<?P@PpPsPvPyPp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl,\L(&&&h&64`4 lalp(yt<yPzPPPPPp]GGG\$$Ifa$gd<l \$Ifgd<l kdB$$Ifl\L(&&&h&64`4 lalp(yt<PPPPPPp]GGG\$$Ifa$gd<l \$Ifgd<l kd$$Ifl\L(&&&h&64`4 lalp(yt<PPPPQ=S?SSpkkbbZSQgd<$dxxgd<Ygd<kd$$Ifl\L(&&&h&64`4 lalp(yt<SSSSSckdy $$Ifl;0 d!&vZ0!6494 lalpVVyt<>$$Ifa$gd<l SSSSSS||||$Ifgd<l mkdc!$$Ifld!&!0!6494 lalp yt<SSSS TTN9999$Ifgd<l kd!$$Ifl\ Td!&f&J 0!6494 lalpyt<TTTN8>$$Ifa$gd<l kd#$$Ifl\ Td!&f&J 0!6494 lalpyt<TT.T4TDTJT||||$Ifgd<l mkd $$$Ifld!&!0!6494 lalp yt<JTKTbThTTTN9999$Ifgd<l kd$$$Ifl\ Td!&f&J 0!6494 lalpyt<TTTTTTN9999$Ifgd<l kd%$$Ifl\ Td!&f&J 0!6494 lalpyt<TTTN8>$$Ifa$gd<l kd&$$Ifl\ Td!&f&J 0!6494 lalpyt<TTTTTT|d|d$$Ifa$gd<l $Ifgd<l mkd'$$Ifld!&!0!6494 lalp yt<TTU UN9!$$Ifa$gd<l $Ifgd<l kdY($$Ifl\ Td!&f&J 0!6494 lalpyt< U$U)U*U!kdg)$$Ifl\ Td!&f&J 0!6494 lalpyt<$$Ifa$gd<l $Ifgd<l *UCUFUGUHU$$Ifa$gd<l $Ifgd<l HUIUWUN8>$$Ifa$gd<l kdu*$$Ifl\ Td!&f&J 0!6494 lalpyt<WUXUdUsUUUUUUUUUyddddddddd$Ifgd<l d$If[$gd<l mkd}+$$Ifld!&!0!6494 lalp yt< UU V$V7VIVbVVVVVVVVVWWW3WEWWWhWWWWWWW$Ifgd<l WXX XKX{XXNYjYd]XSNNgd6gd6WgdlW(gd<kd,$$Ifl0 d!&v&Z0!6494 lalpyt<$Ifgd<l XUX XzX{XXXXYYYjYtYY__ ``t`}`Ka}a~aaaaaaa˷ˮzoccWIh9h>5>*CJaJh9h>5CJaJh!Yh>5CJaJhJ\hM#CJaJh>CJaJ h5<h>hJ\h>CJaJh!Yh>5>*CJaJh9h>6CJaJh!Y6CJaJh8,6CJaJh!Yh>CJaJh!Yh>6CJaJh>h>nH tH h9hl h5<hlh5<hlCJ^JnH tH jYZj[[\`^`t`}```(aKaMaNa`a8$IfgdJ\l qgdM#gd9gd6`aaacadaua8$IfgdJ\l hkd,$$<F     2q2 24auavaxaya|a8$IfgdJ\l hkd}-$$<F     2q2 24a|a}a~aaaaaaaaab|8$IfgdJ\l qgdM#hkd-$$<F     2q2 24a aabbb cccHcIc_ccccd dddddd eeeeeeeNf|qaSHhJ\hJ\CJaJhJ\h>5>*䴳555C^JM#䴳>䴳5<h>CJaJhJ\h>0J%>*CJaJhM#h>6CJaJhJ\h>0J%CJaJh9h90J%5CJaJh9h>CJ^JaJh9h>5CJ\^JaJh9hJ\CJ^JaJ h5<h>J>䴳bbbbbbbb.$$<F     2q2 24a8$IfgdJ\l Bkd.$$<  2q2 24abbbbb ccc8c|||||qgdM#hkdi/$$<F     2q2 24a8$IfgdJ\l 8c9c;cf?fJf8$IfgdJ\l hkdo9$$<F     2q2 24aJfKfNfVf\f8$IfgdJ\l hkd9$$<F     2q2 24aNfVffffffffgggg8g6CaX>5>*䴳5>5CX䴳X>0%䴳5>5C^5<h>CJaJhXhJ\CJaJhXh>CJaJhM#CJaJh>CJaJ h5<h>5<h>CJaJ&\f]f`faff8$IfgdJ\l hkds:$$<F     2q2 24afffff8$IfgdJ\l hkd:$$<F     2q2 24affffffftt8$IfgdJ\l $dqgdM#hkdw;$$<F     2q2 24affffgggg@hkd_<$$<F     2q2 24a8$IfgdJ\l Bkd;$$<  2q2 24aggggg7ghkd<$$<F     2q2 24a8$IfgdJ\l 7g8g;g$$<F     2q2 24a8$IfgdJ\l Bkdg>$$<  2q2 24aWhbhchehfhnhhkdO?$$<F     2q2 24a8$IfgdJ\l nhohqhrhyh8$IfgdJ\l hkd?$$<F     2q2 24ayhzh|h}hh8$IfgdJ\l hkdS@$$<F     2q2 24ahhhhh8$IfgdJ\l hkd@$$<F     2q2 24ahhhhh8$IfgdJ\l hkdWA$$<F     2q2 24ahhhhh8$IfgdJ\l hkdA$$<F     2q2 24ahhhhh8$IfgdJ\l hkd[B$$<F     2q2 24ahhhhh8$IfgdJ\l hkdB$$<F     2q2 24ahhhhi8$IfgdJ\l hkd_C$$<F     2q2 24aii i ii8$IfgdJ\l hkdC$$<F     2q2 24aiiii)i8$IfgdJ\l hkdcD$$<F     2q2 24a)i*i-i.iCi8$IfgdJ\l hkdD$$<F     2q2 24aCiDiGiHiRi8$IfgdJ\l hkdgE$$<F     2q2 24aRiSiViWi_i8$IfgdJ\l hkdE$$<F     2q2 24a_i`icidini8$IfgdJ\l hkdkF$$<F     2q2 24anioirisii8$IfgdJ\l hkdF$$<F     2q2 24aiiiii8$IfgdJ\l hkdoG$$<F     2q2 24aiiiii8$IfgdJ\l hkdG$$<F     2q2 24aiiiii8$IfgdJ\l hkdsH$$<F     2q2 24aiiiii8$IfgdJ\l hkdH$$<F     2q2 24aiiiii8$IfgdJ\l hkdwI$$<F     2q2 24aiiiijjjjjqqq8$IfgdXl qgdM# $dqgdM#hkdI$$<F     2q2 24ajjjjkkkk@hkdJ$$<F     2q2 24a8$IfgdXl Bkd{J$$<  2q2 24akkkkk%khkdcK$$<F     2q2 24a8$IfgdXl %k&k(k)kAk8$IfgdXl hkdK$$<F     2q2 24aAkBkDkEkjk8$IfgdXl hkdgL$$<F     2q2 24ajkkkmknk}k8$IfgdXl hkdL$$<F     2q2 24a}k~kkkk8$IfgdXl hkdkM$$<F     2q2 24akkkkk8$IfgdXl hkdM$$<F     2q2 24akkkkk8$IfgdXl hkdoN$$<F     2q2 24akkkkk8$IfgdXl hkdN$$<F     2q2 24akkkkk8$IfgdXl hkdsO$$<F     2q2 24akkkkl8$IfgdXl hkdO$$<F     2q2 24allll)l8$IfgdXl hkdwP$$<F     2q2 24a)l*l-l.l9l8$IfgdXl hkdP$$<F     2q2 24a9l:l=l>lFl8$IfgdXl hkd{Q$$<F     2q2 24aFlGlJlKlQl8$IfgdXl hkdQ$$<F     2q2 24aQlRlUlVlil8$IfgdXl hkdR$$<F     2q2 24ailjlmlnlvl8$IfgdXl hkdS$$<F     2q2 24avlwlzl{ll8$IfgdXl hkdS$$<F     2q2 24alllll8$IfgdXl hkdT$$<F     2q2 24alllll8$IfgdXl hkdT$$<F     2q2 24alllll8$IfgdXl hkd U$$<F     2q2 24alllll8$IfgdXl hkdU$$<F     2q2 24alllll8$IfgdXl hkd V$$<F     2q2 24allmmm8$IfgdXl hkdV$$<F     2q2 24ammmm9mBmmm||8$IfgdXl qgdM#hkdW$$<F     2q2 24ammmmmmmm@hkdW$$<F     2q2 24a8$IfgdXl BkdW$$<  2q2 24amnnnn*nhkd{X$$<F     2q2 24a8$IfgdXl *n+n-n.nHn8$IfgdXl hkdX$$<F     2q2 24aHnInKnLnnn8$IfgdXl hkdY$$<F     2q2 24annonqnrn{n8$IfgdXl hkdZ$$<F     2q2 24a{n|n~nnn8$IfgdXl hkdZ$$<F     2q2 24annnnn8$IfgdXl hkd[$$<F     2q2 24annnnn8$IfgdXl hkd[$$<F     2q2 24annnnn8$IfgdXl hkd \$$<F     2q2 24annnnn8$IfgdXl hkd\$$<F     2q2 24annnnn8$IfgdXl hkd ]$$<F     2q2 24annnno8$IfgdXl hkd]$$<F     2q2 24aooooo8$IfgdXl hkd^$$<F     2q2 24aoooo*o8$IfgdXl hkd^$$<F     2q2 24a*o+o.o/o=o8$IfgdXl hkd_$$<F     2q2 24a=o>oAoBoPo8$IfgdXl hkd_$$<F     2q2 24aPoQoToUofo8$IfgdXl hkd`$$<F     2q2 24afogojokowo8$IfgdXl hkd`$$<F     2q2 24awoxo{o|oo8$IfgdXl hkda$$<F     2q2 24aooooo8$IfgdXl hkda$$<F     2q2 24aooooo8$IfgdXl hkd!b$$<F     2q2 24aooooo8$IfgdXl hkdb$$<F     2q2 24aoooooprr&rbr|8$IfgdXl qgdM#hkd%c$$<F     2q2 24a rr%r&rrrrrrttjukuuuHvmynypyyyyy)z*zhzqz{{{{{{{ǾҧҟҧkS.hM#5B*CJ^JaJmH nH phsH tH )hXh>B*CJ^JaJnH phtH hXhXCJaJh5h>6CM#䴳5<h>55<h>CJaJh5h>5CJaJhM#5CJaJhXhM#CJaJ h5<h>hXh6CJaJhXh>CJaJ hXh>5>*CJaJwh brcrerfrjrkrmrnr@hkd d$$<F     2q2 24a8$IfgdXl Bkdc$$<  2q2 24anrqrrrurvrrhkdd$$<F     2q2 24a8$IfgdXl rrrrr8$IfgdXl hkde$$<F     2q2 24arrrrrrr0sssstttt8$IfgdXl $dqgdM#hkde$$<F     2q2 24a sssstttt@hkd{f$$<F     2q2 24a8$IfgdXl Bkdf$$<  2q2 24atitjtltmtthkdf$$<F     2q2 24a8$IfgdXl ttttt8$IfgdXl hkdg$$<F     2q2 24attttt8$IfgdXl hkdh$$<F     2q2 24attttu8$IfgdXl hkdh$$<F     2q2 24auuuuIu8$IfgdXl hkdi$$<F     2q2 24aIuJuMuSuiu8$IfgdXl hkdi$$<F     2q2 24aiujukuuuuHv|9|Bkdj$$  2q2 24a8$IfgdXl qgdM#hkd j$$<F     2q2 24aHvIvvvwUwwwBxoxx y>yly8$IfgdXl Bkdj$$<  2q2 24a lymynypyyyyyyyyyWBkdk$$<  2q2 24a8$IfgdXl $dqgdM#BkdWk$$<  2q2 24a yyyyyyhkd#l$$<F :    2q2 24a8$IfgdXl yyyyz8$IfgdXl hkdl$$<F :    2q2 24azzz z(z8$IfgdXl hkd'm$$<F :    2q2 24a(z)z*zhzqzzz|9Bkd+n$$<  2q2 24a8$IfgdXl qgdM#hkdm$$<F :    2q2 24azzzzzzzzhkdn$$<F     2q2 24a8$IfgdXl zzzzz8$IfgdXl hkdo$$<F     2q2 24azzzz{8$IfgdXl hkdo$$<F     2q2 24a{{{{a{b{d{|9|Bkdp$$<  2q2 24a8$IfgdXl qgdM#hkdp$$<F     2q2 24ad{e{i{j{l{m{p{hkdp$$<F     2q2 24a8$IfgdXl p{q{t{{{{8$IfgdXl hkdq$$<F     2q2 24a{{{{{8$IfgdXl hkdr$$<F     2q2 24a{{{{{{|y||||tttt8$IfgdXl $dqgdM#hkdr$$<F     2q2 24a {{|.}0}1}6} LjźśfMŤś1hvh>B*CJ^JaJmH nH phsH tH 1hM#5B*CJ\^JaJmH nH phsH tH 7hvh>5B*CJ\^JaJmH nH phsH tH h5<h>5<h>䴳5<hXCJaJh5<hJ\CJaJ h5<h>1hXh>B*CJ^JaJmH nH phsH tH 4h5h>5B*CJ^JaJmH nH phsH tH ||||+},}.}6}@hkdms$$<F     2q2 24a8$IfgdXl Bkds$$<  2q2 24a6}}}}}}hkds$$<F     2q2 24a8$IfgdXl }}}}}8$IfgdXl hkdqt$$<F     2q2 24a}}}}~8$IfgdXl hkdt$$<F     2q2 24a~~~~3~8$IfgdXl hkduu$$<F     2q2 24a3~4~6~7~L~8$IfgdXl hkdu$$<F     2q2 24aL~M~O~P~]~8$IfgdXl hkdyv$$<F     2q2 24a]~^~`~a~t~8$IfgdXl hkdv$$<F     2q2 24at~u~x~y~~8$IfgdXl hkd}w$$<F     2q2 24a~~~~~8$IfgdXl hkdw$$<F     2q2 24a~~~~~8$IfgdXl hkdx$$<F     2q2 24a~~~~48$Ifgdvl hkdy$$<F     2q2 24a4589[8$Ifgdvl hkdy$$<F     2q2 24a[\_f8$Ifgdvl hkdz$$<F     2q2 24a8$Ifgdvl hkdz$$<F     2q2 24a8$Ifgdvl hkd {$$<F     2q2 24a8$Ifgdvl hkd{$$<F     2q2 24a Lj܀ $tttt8$Ifgdvl $dqgdM#hkd|$$<F     2q2 24a $%'(EFHI@hkd|$$<F     2q2 24a8$Ifgdvl Bkd|$$<  2q2 24aIjkmnhkdy}$$<F     2q2 24a8$Ifgdvl 8$Ifgdvl hkd}$$<F     2q2 24aց8$Ifgdvl hkd}~$$<F     2q2 24aցׁفځ8$Ifgdvl hkd~$$<F     2q2 24a 8$Ifgdvl hkd$$<F     2q2 24a  U8$Ifgdvl hkd$$<F     2q2 24aUVXY8$Ifgdvl hkd$$<F     2q2 24a8$Ifgdvl hkd$$<F     2q2 24aƂ8$Ifgdvl hkd$$<F     2q2 24a8$Ifgdvl hkd $$<F     2q2 24aGe΃%=jWWWW8$Ifgdvl $ 7d*$1$7$8$9DH$gd5$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24aGeel/݈hik ؋ًڌی݌,QǮǮǃǮǧjǧRJh5<h>5/hvh>5B*CJ\^JaJnH phtH 1h8,5B*CJ\^JaJmH nH phsH tH 1hM#5B*CJ\^JaJmH nH phsH tH h5<hM!_CJaJ h5<h>1hvh>B*CJ^JaJmH nH phsH tH 7hvh>5B*CJ\^JaJmH nH phsH tH 7hvhv5B*CJ\^JaJmH nH phsH tH =>@Glmop@hkdu$$<F     2q2 24a8$Ifgdvl Bkd$$<  2q2 24ap hkd$$<F     2q2 24a8$Ifgdvl    d8$Ifgdvl hkdy$$<F     2q2 24adegh8$Ifgdvl hkd$$<F     2q2 24aՅ8$Ifgdvl hkd}$$<F     2q2 24aՅօ؅م[8$Ifgdvl hkd$$<F     2q2 24a[\_m8$Ifgdvl hkd$$<F     2q2 24aȆ8$Ifgdvl hkd$$<F     2q2 24aȆɆ̆ن8$Ifgdvl hkd$$<F     2q2 24a/WtjWWW8$Ifgdvl $ 7d*$1$7$8$9DH$gd5$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24aƇLJɇʇ@hkd$$<F     2q2 24a8$Ifgdvl Bkd$$<  2q2 24aʇhkdq$$<F     2q2 24a8$Ifgdvl 8$Ifgdvl hkd$$<F     2q2 24a8$Ifgdvl hkdu$$<F     2q2 24a8$Ifgdvl hkd$$<F     2q2 24aӈ8$Ifgdvl hkdy$$<F     2q2 24aӈԈ׈8$Ifgdvl hkd$$<F     2q2 24a@8$Ifgdvl hkd}$$<F     2q2 24a@ADQg8$Ifgdvl hkd$$<F     2q2 24aghikrxxbbbN$ 7*$1$7$8$9DH$gd5$ 7d*$1$7$8$9DH$gd5$d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24aÉ@hkdi$$<F     2q2 24aBkd$$<  2q2 24a8$Ifgdvl  "#%&?hkd$$<F     2q2 24a8$Ifgdvl ?@BC\8$Ifgdvl hkdm$$<F     2q2 24a\]_`y8$Ifgdvl hkd$$<F     2q2 24ayz|}8$Ifgdvl hkdq$$<F     2q2 24aĊ8$Ifgdvl hkd$$<F     2q2 24aĊŊȊɊߊ8$Ifgdvl hkdu$$<F     2q2 24aߊ m8$Ifgdvl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24aٌ~k8$Ifgdvl $ 7q*$1$7$8$9DH$gd5$ 7q*$1$7$8$9DH$gd>$*$1$7$8$9DH$gd>Bkdy$$<  2q2 24aٌڌی݌,-y6BkdE$$<  2q2 24a8$Ifgdvl $ 7q*$1$7$8$9DH$gd>$d$*$1$7$8$9DH$gd>Bkdߒ$$  2q2 24a-c9Î&Sv"PQR[$ 7q*$1$7$8$9DH$gd>Bkd$$<  2q2 24a8$Ifgdvl QR[mÐ   J  ҔFGžųŗ~bŗŗL7)hvh>B*CJ^JaJnH phtH +hM#B*CJ^JaJmH nH phsH tH 7hvh>5B*CJ\^JaJmH nH phsH tH 1hM#6B*CJ]^JaJmH nH phsH tH 7hvh>6B*CJ]^JaJmH nH phsH tH h5<h>CJaJ h5<h6 h5<h>1hvh>B*CJ^JaJmH nH phsH tH 4hvh>B*CJ]^JaJmH nH phsH tH ÐѐҐԐՐ@hkdw$$<F     2q2 24a8$Ifgdvl Bkd$$<  2q2 24aՐِؐܐݐhkd$$<F     2q2 24a8$Ifgdvl 8$Ifgdvl hkd{$$<F     2q2 24a   Jexee8$Ifgdvl $d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a@hkd$$<F     2q2 24a8$Ifgdvl Bkd$$<  2q2 24ahkdg$$<F     2q2 24a8$Ifgdvl 8$Ifgdvl hkd$$<F     2q2 24a’ؒ8$Ifgdvl hkdk$$<F     2q2 24aْؒܒݒ8$Ifgdvl hkd$$<F     2q2 24a8$Ifgdvl hkdo$$<F     2q2 24a  "mm8$Ifgdvl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a"#%&@ACD@hkdٚ$$<F     2q2 24a8$Ifgdvl Bkds$$  2q2 24aDFGIJLhkd[$$<F     2q2 24a8$Ifgdvl LMOPR8$Ifgdvl hkdݛ$$<F     2q2 24aRSUVo8$Ifgdvl hkd_$$<F     2q2 24aopst8$Ifgdvl hkd$$<F     2q2 24a8$Ifgdvl hkdc$$<F     2q2 24aҔExeee8$Ifgdvl $d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24aEFGQΕϕ>Bkd͞$$<  2q2 24a8$Ifgdvl $ 7q*$1$7$8$9DH$gd>$*$1$7$8$9DH$gd>Bkdg$$<  2q2 24aGHQmnwҙ ƻƟƃjQ6QƃQ4h$Vh>B*CJ]^JaJmH nH phsH tH 1h$Vh>B*CJ^JaJmH nH phsH tH 1hM#5B*CJ\^JaJmH nH phsH tH 7h$Vh>5B*CJ\^JaJmH nH phsH tH 7hvh>6B*CJ]^JaJmH nH phsH tH h5<h>CJaJ h5<h>1hvh>B*CJ^JaJmH nH phsH tH 1hvhvB*CJ^JaJmH nH phsH tH ϕѕҕhkd3$$<F     2q2 24a8$Ifgdvl  8$Ifgdvl hkd$$<F     2q2 24a  8$Ifgdvl hkd7$$<F     2q2 24a !08$Ifgdvl hkd$$<F     2q2 24a0134G8$Ifgdvl hkd;$$<F     2q2 24aGHJK`8$Ifgdvl hkd$$<F     2q2 24a`acd~8$Ifgdvl hkd?$$<F     2q2 24a~8$Ifgdvl hkd$$<F     2q2 24aٖ8$Ifgdvl hkdC$$<F     2q2 24aٖږݖޖ8$Ifgdvl hkdţ$$<F     2q2 24aGm8$Ifgd$Vl $ 7q*$1$7$8$9DH$gd>hkdG$$<F     2q2 24aGHJKOPRS@hkd/$$<F     2q2 24a8$Ifgd$Vl Bkdɤ$$  2q2 24aSVWZ[yhkd$$<F     2q2 24a8$Ifgd$Vl yz}~8$Ifgd$Vl hkd3$$<F     2q2 24axe8$Ifgd$Vl $d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a !#$@hkd$$<F     2q2 24a8$Ifgd$Vl Bkd7$$<  2q2 24a$<=@A_hkd$$<F     2q2 24a8$Ifgd$Vl _`cdl8$Ifgd$Vl hkd$$<F     2q2 24almnw<hmm8$Ifgd$Vl $ 7q*$1$7$8$9DH$gd>hkd#$$<F     2q2 24ahiklvwyz@hkd $$<F     2q2 24a8$Ifgd$Vl Bkd$$  2q2 24azhkd$$<F     2q2 24a8$Ifgd$Vl 8$Ifgd$Vl hkd$$<F     2q2 24aę8$Ifgd$Vl hkd$$<F     2q2 24aęřșəљ8$Ifgd$Vl hkd$$<F     2q2 24aљҙәٙ am8$Ifgd$Vl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24aabdeijlm@hkd}$$<F     2q2 24a8$Ifgd$Vl Bkd$$<  2q2 24ampqtuhkd$$<F     2q2 24a8$Ifgd$Vl 8$Ifgd$Vl hkd$$<F     2q2 24aҚ'Woxeeee8$IfgdWcl $d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a Қ9AʞgɟŢHf}w=Dܨ~جi㱪ʃjjj__jh5<hM!_CJaJ1hWch>B*CJ^JaJmH nH phsH tH 7hWch>5B*CJ\^JaJmH nH phsH tH h5<h>CJaJ h5<h>1hh>B*CJ^JaJmH nH phsH tH 1hM#5B*CJ\^JaJmH nH phsH tH 7hh>5B*CJ\^JaJmH nH phsH tH !oprs@hkd$$<F     2q2 24a8$IfgdWcl Bkd$$<  2q2 24a՛֛؛ٛhkdm$$<F     2q2 24a8$IfgdWcl 8$IfgdWcl hkd$$<F     2q2 24a 8$IfgdWcl hkdq$$<F     2q2 24a !#$18$IfgdWcl hkd$$<F     2q2 24a12458$IfgdWcl hkdu$$<F     2q2 24a8$IfgdWcl hkd$$<F     2q2 24aÜĜ8$IfgdWcl hkdy$$<F     2q2 24aV8$IfgdWcl hkd$$<F     2q2 24aVWZ[|8$IfgdWcl hkd}$$<F     2q2 24a|}8$IfgdWcl hkd$$<F     2q2 24aÝƝǝ8$IfgdWcl hkd$$<F     2q2 24a8$IfgdWcl hkd$$<F     2q2 24a 8$IfgdWcl hkd$$<F     2q2 24a !$%58$IfgdWcl hkd$$<F     2q2 24a569AQ8$IfgdWcl hkd$$<F     2q2 24aQRU\z8$IfgdWcl hkd $$<F     2q2 24az{~8$IfgdWcl hkd$$<F     2q2 24aʞxe8$IfgdWcl $d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a#$&'@hkd$$<F     2q2 24a8$IfgdWcl Bkd$$<  2q2 24a'*+.5Shkdy$$<F     2q2 24a8$IfgdWcl STW^f8$IfgdWcl hkd$$<F     2q2 24afghɟ)Xmmmm8$IfgdWcl $ 7q*$1$7$8$9DH$gd>hkd}$$<F     2q2 24a XY[\@hkde$$<F     2q2 24a8$IfgdWcl Bkd$$<  2q2 24a àŠƠhkd$$<F     2q2 24a8$IfgdWcl 8$IfgdWcl hkdi$$<F     2q2 24a8$IfgdWcl hkd$$<F     2q2 24a8$IfgdWcl hkdm$$<F     2q2 24aΡ8$IfgdWcl hkd$$<F     2q2 24aΡϡѡҡ 8$IfgdWcl hkdq$$<F     2q2 24a  h8$IfgdWcl hkd$$<F     2q2 24ahilmw8$IfgdWcl hkdu$$<F     2q2 24awx{|8$IfgdWcl hkd$$<F     2q2 24a8$IfgdWcl hkdy$$<F     2q2 24aŢ8$IfgdWcl hkd$$<F     2q2 24a 8$IfgdWcl hkd}$$<F     2q2 24a !$1G8$IfgdWcl hkd$$<F     2q2 24aGHIOf}ˣףmmmm8$IfgdWcl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a  "#efhi@hkdi$$<F     2q2 24a8$IfgdWcl Bkd$$<  2q2 24aihkd$$<F     2q2 24a8$IfgdWcl Ҥ8$IfgdWcl hkdm$$<F     2q2 24aҤӤդ֤8$IfgdWcl hkd$$<F     2q2 24a'8$IfgdWcl hkdq$$<F     2q2 24a'(*+[8$IfgdWcl hkd$$<F     2q2 24a[\^_8$IfgdWcl hkdu$$<F     2q2 24a8$IfgdWcl hkd$$<F     2q2 24a8$IfgdWcl hkdy$$<F     2q2 24a 8$IfgdWcl hkd$$<F     2q2 24a   $8$IfgdWcl hkd}$$<F     2q2 24a$%()R8$IfgdWcl hkd$$<F     2q2 24aRSVW~8$IfgdWcl hkd$$<F     2q2 24a~8$IfgdWcl hkd$$<F     2q2 24aæ8$IfgdWcl hkd$$<F     2q2 24aæĦǦȦ8$IfgdWcl hkd$$<F     2q2 24a"8$IfgdWcl hkd$$<F     2q2 24a"#&'H8$IfgdWcl hkd $$<F     2q2 24aHILMs8$IfgdWcl hkd$$<F     2q2 24astwߧ8$IfgdWcl hkd$$<F     2q2 24aߧ98$IfgdWcl hkd$$<F     2q2 24a9:=EU8$IfgdWcl hkd$$<F     2q2 24aUVY`~8$IfgdWcl hkd$$<F     2q2 24a~8$IfgdWcl hkd$$<F     2q2 24aܨaxϩmmmmm8$IfgdWcl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a {|~@hkd$$<F     2q2 24a8$IfgdWcl Bkd$$<  2q2 24aڪ۪ݪުhkd$$<F     2q2 24a8$IfgdWcl 8$IfgdWcl hkd$$<F     2q2 24a "#[8$IfgdWcl hkd$$<F     2q2 24a[\^_|8$IfgdWcl hkd$$<F     2q2 24a|}8$IfgdWcl hkd $$<F     2q2 24a8$IfgdWcl hkd$$<F     2q2 24a8$IfgdWcl hkd$$<F     2q2 24aëīի8$IfgdWcl hkd$$<F     2q2 24aի֫٫ګ8$IfgdWcl hkd$$<F     2q2 24aC8$IfgdWcl hkd$$<F     2q2 24aCDGH8$IfgdWcl hkd$$<F     2q2 24a8$IfgdWcl hkd$$<F     2q2 24aԬ8$IfgdWcl hkd$$<F     2q2 24aԬլج8$IfgdWcl hkd$$<F     2q2 24aA8$IfgdWcl hkd$$<F     2q2 24aABERh8$IfgdWcl hkd$$<F     2q2 24ahij˭,Smmmmm8$Ifgdl $ 7q*$1$7$8$9DH$gd>hkd#$$<F     2q2 24a i˭'  ۴xy1C ijsøøøÜøgøøgg7hh>6B*CJ]^JaJmH nH phsH tH 1h8,5B*CJ\^JaJmH nH phsH tH 7hh5B*CJ\^JaJmH nH phsH tH h5<h>CJaJ h5<h>1hh>B*CJ^JaJmH nH phsH tH 7hh>5B*CJ\^JaJmH nH phsH tH %@hkd $$<F     2q2 24a8$Ifgdl Bkd$$<  2q2 24ahkd$$<F     2q2 24a8$Ifgdl 18$Ifgdl hkd$$<F     2q2 24a1245f8$Ifgdl hkd$$<F     2q2 24afgij8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a'E8$Ifgdl hkd$$<F     2q2 24aEFIV8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a° Kaбmmmmm8$Ifgdl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a бѱӱԱnoqr@hkd$$<F     2q2 24a8$Ifgdl Bkd#$$<  2q2 24arhkd $$<F     2q2 24a8$Ifgdl 8$Ifgdl hkd$$<F     2q2 24a )8$Ifgdl hkd$$<F     2q2 24a)*-:f8$Ifgdl hkd$$<F     2q2 24afgjw8$Ifgdl hkd$$<F     2q2 24a۴eԵxeeee8$Ifgdl $d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a Եյ׵޵@hkd}$$<F     2q2 24a8$Ifgdl Bkd$$<  2q2 24aEFHIhkd$$<F     2q2 24a8$Ifgdl 8$Ifgdl hkd$$<F     2q2 24a#8$Ifgdl hkd$$<F     2q2 24a#$&']8$Ifgdl hkd$$<F     2q2 24a]^`a8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a$P8$Ifgdl hkd $$<F     2q2 24aPQTaw8$Ifgdl hkd$$<F     2q2 24awxyݸ+mmm8$Ifgdl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a+,./UVXY@hkd$$<F     2q2 24a8$Ifgdl Bkd$$<  2q2 24aYklno}hkdy$$<F     2q2 24a8$Ifgdl }~8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkd}$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a1Clmmm8$Ifgdl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a679:@hkd$$<F     2q2 24a8$Ifgdl Bkd$$<  2q2 24a:ӻhkdm$$<F     2q2 24a8$Ifgdl ӻԻֻ׻8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkdq$$<F     2q2 24a +8$Ifgdl hkd$$<F     2q2 24a+,/<h8$Ifgdl hkdu$$<F     2q2 24ahily8$Ifgdl hkd$$<F     2q2 24aDxeee8$Ifgdl $d$ 7q*$1$7$8$9DH$gd>hkdy$$<F     2q2 24aDEGHnoqr@hkda$$<F     2q2 24a8$Ifgdl Bkd$$<  2q2 24arhkd$$<F     2q2 24a8$Ifgdl 8$Ifgdl hkde$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24aν8$Ifgdl hkdi$$<F     2q2 24aνϽѽҽ8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkdm$$<F     2q2 24aG8$Ifgdl hkd$$<F     2q2 24aGHKRh8$Ifgdl hkdq$$<F     2q2 24ahijsmmm8$Ifgdl $ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a@hkd$$<F     2q2 24a8$Ifgdl Bkdu$$<  2q2 24ahkd]$$<F     2q2 24a8$Ifgdl ¿Ŀ8$Ifgdl hkd$$<F     2q2 24aĿſǿȿܿ8$Ifgdl hkda$$<F     2q2 24aܿݿ8$Ifgdl hkd$$<F     2q2 24a 8$Ifgdl hkde$$<F     2q2 24a#)foxee8$Ifgdl $d$ 7q*$1$7$8$9DH$gd>hkd$$<F     2q2 24a fo ',дx_xTx;xx1hM#6B*CJ]^JaJmH nH phsH tH h5<h>CJaJ1hh8,B*CJ^JaJmH nH phsH tH 7hh>6B*CJ]^JaJmH nH phsH tH h5<h>1hh>B*CJ^JaJmH nH phsH tH 7hh>5B*CJ\^JaJmH nH phsH tH .h8,B*CJ]^JaJmH nH phsH tH .h>B*CJ]^JaJmH nH phsH tH @hkd$$<F     2q2 24a8$Ifgdl Bkdi$$<  2q2 24ahkdQ$$<F     2q2 24a8$Ifgdl 8$Ifgdl hkd$$<F     2q2 24a6^mm8$Ifgdl $ 7q*$1$7$8$9DH$gd>hkdU$$<F     2q2 24a^_aboprs@hkd=$$<F     2q2 24a8$Ifgdl Bkd$$<  2q2 24ashkd$$<F     2q2 24a8$Ifgdl 8$Ifgdl hkdA$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkdE$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkdI$$<F     2q2 24a S|jWWW8$Ifgdl $ 7q*$1$7$8$9DH$gd$ 7q*$1$7$8$9DH$gd>$$<F     2q2 24a@hkd$$<F     2q2 24a8$Ifgdl BkdM$$<  2q2 24ahkd5$$<F     2q2 24a8$Ifgdl  !58$Ifgdl hkd$$<F     2q2 24a5689G8$Ifgdl hkd9$$<F     2q2 24aGHJKg8$Ifgdl hkd$$<F     2q2 24aghjk8$Ifgdl hkd=$$<F     2q2 24a8$Ifgdl hkd$$<F     2q2 24a8$Ifgdl hkdA$$<F     2q2 24a &8$Ifgdl hkd$$<F     2q2 24a&'(mm8$Ifgdl $ 7q*$1$7$8$9DH$gd>巡$$<F     2q2 24a@hkd- $$<F     2q2 24a8$Ifgdl Bkd$$<  2q2 24a-.01Ohkd $$<F     2q2 24a8$Ifgdl OPRSr8$Ifgdl hkd1 $$<F     2q2 24arsuv8$Ifgdl hkd $$<F     2q2 24a8$Ifgdl hkd5 $$<F     2q2 24a8$Ifgdl hkd $$<F     2q2 24aemm8$Ifgdl $ 7q*$1$7$8$9DH$gd>hkd9 $$<F     2q2 24a@hkd! $$<F     2q2 24a8$Ifgdl Bkd $$<  2q2 24ahkd $$<F     2q2 24a8$Ifgdl  8$Ifgdl hkd%$$<F     2q2 24a  +8$Ifgdl hkd$$<F     2q2 24a+,-.KTmm8$IfgdM \l $ 7q*$1$7$8$9DH$gd>)$$<F     2q2 24a,-.KT,4YZ}ʮujN27h h>5B*CJ\^JaJmH nH phsH tH 7h h65B*CJ\^JaJmH nH phsH tH h5<h>CJaJ1h8,5B*CJ\^JaJmH nH phsH tH h5<h>1hM \h>B*CJ^JaJmH nH phsH tH 7hM \h>5B*CJ\^JaJmH nH phsH tH 7hM \h8,5B*CJ\^JaJmH nH phsH tH 1h>5B*CJ\^JaJmH nH phsH tH @hkd$$<F     2q2 24a8$IfgdM \l Bkd$$<  2q2 24a    7hkd$$<F     2q2 24a8$IfgdM \l 78:;K8$IfgdM \l hkd$$<F     2q2 24aKLOV8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a:ixeee8$IfgdM \l $d$ 7q*$1$7$8$9DH$gd>$$<F     2q2 24aijlmwxz{@hkd$$<F     2q2 24a8$IfgdM \l Bkd$$<  2q2 24a{hkd$$<F     2q2 24a8$IfgdM \l 8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd $$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a58$IfgdM \l hkd $$<F     2q2 24a5689P8$IfgdM \l hkd$$<F     2q2 24aPQSTe8$IfgdM \l hkd$$<F     2q2 24aefij|8$IfgdM \l hkd$$<F     2q2 24a|}8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a>8$IfgdM \l hkd$$<F     2q2 24a>?BCK8$IfgdM \l hkd$$<F     2q2 24aKLOPa8$IfgdM \l hkd!$$<F     2q2 24aabef8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd%$$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd)$$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a8$IfgdM \l hkd-$$<F     2q2 24a8$IfgdM \l hkd$$<F     2q2 24a 58$IfgdM \l hkd1$$<F     2q2 24a569:N8$IfgdM \l hkd$$<F     2q2 24aNORSf8$IfgdM \l hkd5 $$<F     2q2 24afgjk8$IfgdM \l hkd $$<F     2q2 24a8$IfgdM \l hkd9!$$<F     2q2 24a8$IfgdM \l hkd!$$<F     2q2 24a8$IfgdM \l hkd="$$<F     2q2 24a 8$IfgdM \l hkd"$$<F     2q2 24a  $8$IfgdM \l hkdA#$$<F     2q2 24a$%()H8$IfgdM \l hkd#$$<F     2q2 24aHILM`8$IfgdM \l hkdE$$$<F     2q2 24a`ade8$IfgdM \l hkd$$$<F     2q2 24a8$IfgdM \l hkdI%$$<F     2q2 24a8$IfgdM \l hkd%$$<F     2q2 24a8$IfgdM \l hkdM&$$<F     2q2 24a8$IfgdM \l hkd&$$<F     2q2 24a8$IfgdM \l hkdQ'$$<F     2q2 24a8$IfgdM \l hkd'$$<F     2q2 24a  P8$IfgdM \l hkdU($$<F     2q2 24aPQTUf8$IfgdM \l hkd($$<F     2q2 24afgjk8$IfgdM \l hkdY)$$<F     2q2 24a8$IfgdM \l hkd)$$<F     2q2 24a8$IfgdM \l hkd]*$$<F     2q2 24a8$IfgdM \l hkd*$$<F     2q2 24a8$IfgdM \l hkda+$$<F     2q2 24a8$IfgdM \l hkd+$$<F     2q2 24a8$IfgdM \l hkde,$$<F     2q2 24a8$IfgdM \l hkd,$$<F     2q2 24a"#88$IfgdM \l hkdi-$$<F     2q2 24a89<=O8$IfgdM \l hkd-$$<F     2q2 24aOPSTx8$IfgdM \l hkdm.$$<F     2q2 24axy|}8$IfgdM \l hkd.$$<F     2q2 24a8$IfgdM \l hkdq/$$<F     2q2 24a8$IfgdM \l hkd/$$<F     2q2 24a8$IfgdM \l hkdu0$$<F     2q2 24a8$IfgdM \l hkd0$$<F     2q2 24a<8$IfgdM \l hkdy1$$<F     2q2 24a<=@AP8$IfgdM \l hkd1$$<F     2q2 24aPQTUn8$IfgdM \l hkd}2$$<F     2q2 24anors8$IfgdM \l hkd2$$<F     2q2 24a8$IfgdM \l hkd3$$<F     2q2 24a8$IfgdM \l hkd4$$<F     2q2 24a8$IfgdM \l hkd4$$<F     2q2 24a48$IfgdM \l hkd5$$<F     2q2 24a4589D8$IfgdM \l hkd5$$<F     2q2 24aDEHI[8$IfgdM \l hkd 6$$<F     2q2 24a[\_`r8$IfgdM \l hkd6$$<F     2q2 24arsvw8$IfgdM \l hkd7$$<F     2q2 24a8$IfgdM \l hkd7$$<F     2q2 24a8$IfgdM \l hkd8$$<F     2q2 24a8$IfgdM \l hkd8$$<F     2q2 24a #$T8$IfgdM \l hkd9$$<F     2q2 24aTUXY8$IfgdM \l hkd9$$<F     2q2 24a8$IfgdM \l hkd:$$<F     2q2 24a8$IfgdM \l hkd:$$<F     2q2 24a #$d8$IfgdM \l hkd;$$<F     2q2 24adehi8$IfgdM \l hkd;$$<F     2q2 24a8$IfgdM \l hkd#<$$<F     2q2 24a8$IfgdM \l hkd<$$<F     2q2 24a8$IfgdM \l hkd'=$$<F     2q2 24a8$IfgdM \l hkd=$$<F     2q2 24a !08$IfgdM \l hkd+>$$<F     2q2 24a0145O8$IfgdM \l hkd>$$<F     2q2 24aOPSTq8$IfgdM \l hkd/?$$<F     2q2 24aqruv8$IfgdM \l hkd?$$<F     2q2 24a8$IfgdM \l hkd3@$$<F     2q2 24a8$IfgdM \l hkd@$$<F     2q2 24a8$IfgdM \l hkd7A$$<F     2q2 24a8$IfgdM \l hkdA$$<F     2q2 24a8$IfgdM \l hkd;B$$<F     2q2 24a"#F8$IfgdM \l hkdB$$<F     2q2 24aFGJKm8$IfgdM \l hkd?C$$<F     2q2 24amnqr8$IfgdM \l hkdC$$<F     2q2 24a8$IfgdM \l hkdCD$$<F     2q2 24a8$IfgdM \l hkdD$$<F     2q2 24a8$IfgdM \l hkdGE$$<F     2q2 24a8$IfgdM \l hkdE$$<F     2q2 24a58$IfgdM \l hkdKF$$<F     2q2 24a56:;X8$IfgdM \l hkdF$$<F     2q2 24aXY]^m8$IfgdM \l hkdOG$$<F     2q2 24amnrs8$IfgdM \l hkdG$$<F     2q2 24a8$IfgdM \l hkdSH$$<F     2q2 24a8$IfgdM \l hkdH$$<F     2q2 24a8$IfgdM \l hkdWI$$<F     2q2 24a8$IfgdM \l hkdI$$<F     2q2 24a8$IfgdM \l hkd[J$$<F     2q2 24a8$IfgdM \l hkdJ$$<F     2q2 24a%8$IfgdM \l hkd_K$$<F     2q2 24a%&*+g8$IfgdM \l hkdK$$<F     2q2 24aghlm8$IfgdM \l hkdcL$$<F     2q2 24a8$IfgdM \l hkdL$$<F     2q2 24a8$IfgdM \l hkdgM$$<F     2q2 24a8$IfgdM \l hkdM$$<F     2q2 24a8$IfgdM \l hkdkN$$<F     2q2 24a8$IfgdM \l hkdN$$<F     2q2 24aD8$IfgdM \l hkdoO$$<F     2q2 24aDEIJ`8$IfgdM \l hkdO$$<F     2q2 24a`aef~8$IfgdM \l hkdsP$$<F     2q2 24a~8$IfgdM \l hkdP$$<F     2q2 24a8$IfgdM \l hkdwQ$$<F     2q2 24a8$IfgdM \l hkdQ$$<F     2q2 24a8$IfgdM \l hkd{R$$<F     2q2 24a38$IfgdM \l hkdR$$<F     2q2 24a3489W8$IfgdM \l hkdS$$<F     2q2 24aWX\]s8$IfgdM \l hkdT$$<F     2q2 24astxy8$IfgdM \l hkdT$$<F     2q2 24a8$IfgdM \l hkdU$$<F     2q2 24a8$IfgdM \l hkdU$$<F     2q2 24a8$IfgdM \l hkd V$$<F     2q2 24a8$IfgdM \l hkdV$$<F     2q2 24a8$IfgdM \l hkd W$$<F     2q2 24a08$IfgdM \l hkdW$$<F     2q2 24a0156=8$IfgdM \l hkdX$$<F     2q2 24a=>BCV8$IfgdM \l hkdX$$<F     2q2 24aVW[\8$IfgdM \l hkdY$$<F     2q2 24a8$IfgdM \l hkdY$$<F     2q2 24a8$IfgdM \l hkdZ$$<F     2q2 24a8$IfgdM \l hkdZ$$<F     2q2 24a8$IfgdM \l hkd[$$<F     2q2 24a8$IfgdM \l hkd[$$<F     2q2 24a8$IfgdM \l hkd!\$$<F     2q2 24a68$IfgdM \l hkd\$$<F     2q2 24a67;<Y8$IfgdM \l hkd%]$$<F     2q2 24aYZ^_8$IfgdM \l hkd]$$<F     2q2 24a8$IfgdM \l hkd)^$$<F     2q2 24a8$IfgdM \l hkd^$$<F     2q2 24a8$IfgdM \l hkd-_$$<F     2q2 24a8$IfgdM \l hkd_$$<F     2q2 24a8$IfgdM \l hkd1`$$<F     2q2 24a.8$IfgdM \l hkd`$$<F     2q2 24a./34K8$IfgdM \l hkd5a$$<F     2q2 24aKLPQs8$IfgdM \l hkda$$<F     2q2 24astxy8$IfgdM \l hkd9b$$<F     2q2 24a8$IfgdM \l hkdb$$<F     2q2 24a8$IfgdM \l hkd=c$$<F     2q2 24a8$IfgdM \l hkdc$$<F     2q2 24a8$IfgdM \l hkdAd$$<F     2q2 24a  '8$IfgdM \l hkdd$$<F     2q2 24a'(,4D8$IfgdM \l hkdEe$$<F     2q2 24aDEIPX8$IfgdM \l hkde$$<F     2q2 24aXYZ`}mmm8$Ifgd l $ 7q*$1$7$8$9DH$gd>hkdIf$$<F     2q2 24a}dl_}r" # ] N O Q ߸ߠ߈lQ;+h-}B*CJ^JaJmH nH phsH tH 4hh>B*CJ]^JaJmH nH phsH tH 7hh>5B*CJ\^JaJmH nH phsH tH /hh>5B*CJ\^JaJnH phtH /h h>5B*CJ\^JaJnH phtH 7h h>5B*CJ\^JaJmH nH phsH tH h5<h>CJaJ h5<h>1h h>B*CJ^JaJmH nH phsH tH '(*+@hkd1g$$<F     2q2 24a8$Ifgd l Bkdf$$<  2q2 24a+EFHI_hkdg$$<F     2q2 24a8$Ifgd l _`bcn8$Ifgd l hkd5h$$<F     2q2 24anoqr8$Ifgd l hkdh$$<F     2q2 24a8$Ifgd l hkd9i$$<F     2q2 24a8$Ifgd l hkdi$$<F     2q2 24a,8$Ifgd l hkd=j$$<F     2q2 24a,-/0O8$Ifgd l hkdj$$<F     2q2 24aOPSTa8$Ifgd l hkdAk$$<F     2q2 24aabef8$Ifgd l hkdk$$<F     2q2 24a8$Ifgd l hkdEl$$<F     2q2 24a8$Ifgd l hkdl$$<F     2q2 24a8$Ifgd l hkdIm$$<F     2q2 24a8$Ifgd l hkdm$$<F     2q2 24a 8$Ifgd l hkdMn$$<F     2q2 24a68$Ifgd l hkdn$$<F     2q2 24a67:;N8$Ifgd l hkdQo$$<F     2q2 24aNORSl8$Ifgd l hkdo$$<F     2q2 24almpq8$Ifgd l hkdUp$$<F     2q2 24a8$Ifgd l hkdp$$<F     2q2 24a8$Ifgd l hkdYq$$<F     2q2 24a&8$Ifgd l hkdq$$<F     2q2 24a&'*+`8$Ifgd l hkd]r$$<F     2q2 24a`ade8$Ifgd l hkdr$$<F     2q2 24a8$Ifgd l hkdas$$<F     2q2 24a8$Ifgd l hkds$$<F     2q2 24aI8$Ifgd l hkdet$$<F     2q2 24aIJMNY8$Ifgd l hkdt$$<F     2q2 24aYZ]^t8$Ifgd l hkdiu$$<F     2q2 24atuxy8$Ifgd l hkdu$$<F     2q2 24a8$Ifgd l hkdmv$$<F     2q2 24a8$Ifgd l hkdv$$<F     2q2 24a 8$Ifgd l hkdqw$$<F     2q2 24a ?8$Ifgd l hkdw$$<F     2q2 24a?@CDy8$Ifgd l hkdux$$<F     2q2 24ayz}~8$Ifgd l hkdx$$<F     2q2 24a8$Ifgd l hkdyy$$<F     2q2 24a8$Ifgd l hkdy$$<F     2q2 24a8$Ifgd l hkd}z$$<F     2q2 24a18$Ifgd l hkdz$$<F     2q2 24a1256@8$Ifgd l hkd{$$<F     2q2 24a@ADEW8$Ifgd l hkd|$$<F     2q2 24aWX[\{8$Ifgd l hkd|$$<F     2q2 24a{|8$Ifgd l hkd}$$<F     2q2 24a8$Ifgd l hkd}$$<F     2q2 24a8$Ifgd l hkd ~$$<F     2q2 24aC8$Ifgd l hkd~$$<F     2q2 24aCDGH8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24aj8$Ifgd l hkd$$<F     2q2 24ajkno}8$Ifgd l hkd$$<F     2q2 24a}~8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd#$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd'$$<F     2q2 24a88$Ifgd l hkd$$<F     2q2 24a89<=8$Ifgd l hkd+$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd/$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd3$$<F     2q2 24a58$Ifgd l hkd$$<F     2q2 24a569:X8$Ifgd l hkd7$$<F     2q2 24aXY\]z8$Ifgd l hkd$$<F     2q2 24az{~8$Ifgd l hkd;$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd?$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdC$$<F     2q2 24a8$Ifgd l hkdŌ$$<F     2q2 24a8$Ifgd l hkdG$$<F     2q2 24a8$Ifgd l hkdɍ$$<F     2q2 24a #$98$Ifgd l hkdK$$<F     2q2 24a9:=>Z8$Ifgd l hkd͎$$<F     2q2 24aZ[^_u8$Ifgd l hkdO$$<F     2q2 24auvyz8$Ifgd l hkdя$$<F     2q2 24a8$Ifgd l hkdS$$<F     2q2 24a8$Ifgd l hkdՐ$$<F     2q2 24a8$Ifgd l hkdW$$<F     2q2 24a8$Ifgd l hkdّ$$<F     2q2 24a  `8$Ifgd l hkd[$$<F     2q2 24a`ade8$Ifgd l hkdݒ$$<F     2q2 24a8$Ifgd l hkd_$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdc$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a  "8$Ifgd l hkdg$$<F     2q2 24a"#&'N8$Ifgd l hkd$$<F     2q2 24aNORSm8$Ifgd l hkdk$$<F     2q2 24amnqr8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdo$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a(8$Ifgd l hkds$$<F     2q2 24a()-.b8$Ifgd l hkd$$<F     2q2 24abcghq8$Ifgd l hkdw$$<F     2q2 24aqrvw8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd{$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a|8$Ifgd l hkd$$<F     2q2 24a|}8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd $$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a"#>8$Ifgd l hkd $$<F     2q2 24a>?CDe8$Ifgd l hkd$$<F     2q2 24aefjk8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a"8$Ifgd l hkd$$<F     2q2 24a"#'(A8$Ifgd l hkd$$<F     2q2 24aABFGX8$Ifgd l hkd$$<F     2q2 24aXY]^{8$Ifgd l hkd!$$<F     2q2 24a{|8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd%$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a!8$Ifgd l hkd)$$<F     2q2 24a!"&'P8$Ifgd l hkd$$<F     2q2 24aPQUVg8$Ifgd l hkd-$$<F     2q2 24aghlm8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd1$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd5$$<F     2q2 24a+8$Ifgd l hkd$$<F     2q2 24a+,01I8$Ifgd l hkd9$$<F     2q2 24aIJNOk8$Ifgd l hkd$$<F     2q2 24aklpq8$Ifgd l hkd=$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdA$$<F     2q2 24a8$Ifgd l hkdì$$<F     2q2 24a8$Ifgd l hkdE$$<F     2q2 24a  ,8$Ifgd l hkdǭ$$<F     2q2 24a,-12J8$Ifgd l hkdI$$<F     2q2 24aJKOPc8$Ifgd l hkdˮ$$<F     2q2 24acdhiy8$Ifgd l hkdM$$<F     2q2 24ayz~8$Ifgd l hkdϯ$$<F     2q2 24a8$Ifgd l hkdQ$$<F     2q2 24a8$Ifgd l hkdӰ$$<F     2q2 24a8$Ifgd l hkdU$$<F     2q2 24a !28$Ifgd l hkdױ$$<F     2q2 24a2378U8$Ifgd l hkdY$$<F     2q2 24aUVZ[l8$Ifgd l hkd۲$$<F     2q2 24almqr8$Ifgd l hkd]$$<F     2q2 24a8$Ifgd l hkd߳$$<F     2q2 24a8$Ifgd l hkda$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkde$$<F     2q2 24a68$Ifgd l hkd$$<F     2q2 24a67;<T8$Ifgd l hkdi$$<F     2q2 24aTUYZ8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdm$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdq$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a28$Ifgd l hkdu$$<F     2q2 24a2378[8$Ifgd l hkd$$<F     2q2 24a[\`aw8$Ifgd l hkdy$$<F     2q2 24awx|}8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd}$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a(8$Ifgd l hkd$$<F     2q2 24a()-.F8$Ifgd l hkd$$<F     2q2 24aFGKLd8$Ifgd l hkd$$<F     2q2 24adeij8$Ifgd l hkd $$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a-8$Ifgd l hkd$$<F     2q2 24a-.23J8$Ifgd l hkd$$<F     2q2 24aJKOPa8$Ifgd l hkd$$<F     2q2 24aabfgn8$Ifgd l hkd$$<F     2q2 24anost8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd#$$<F     2q2 24a#8$Ifgd l hkd$$<F     2q2 24a#$()=8$Ifgd l hkd'$$<F     2q2 24a=>BC_8$Ifgd l hkd$$<F     2q2 24a_`dl|8$Ifgd l hkd+$$<F     2q2 24a|}8$Ifgd l hkd$$<F     2q2 24a 0_mmm8$Ifgd l $ 7q*$1$7$8$9DH$gd>hkd/$$<F     2q2 24a_`bcmnpq@hkd$$<F     2q2 24a8$Ifgd l Bkd$$<  2q2 24aqhkd$$<F     2q2 24a8$Ifgd l 8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a 8$Ifgd l hkd$$<F     2q2 24a  #8$Ifgd l hkd$$<F     2q2 24a#$&'N8$Ifgd l hkd#$$<F     2q2 24aNOQRo8$Ifgd l hkd$$<F     2q2 24aopst8$Ifgd l hkd'$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd+$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd/$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a#8$Ifgd l hkd3$$<F     2q2 24a#$'(78$Ifgd l hkd$$<F     2q2 24a78;<L8$Ifgd l hkd7$$<F     2q2 24aLMPQ]8$Ifgd l hkd$$<F     2q2 24a]^abv8$Ifgd l hkd;$$<F     2q2 24avwz{8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd?$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdC$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdG$$<F     2q2 24a-8$Ifgd l hkd$$<F     2q2 24a-.1278$Ifgd l hkdK$$<F     2q2 24a78;<B8$Ifgd l hkd$$<F     2q2 24aBCFGr8$Ifgd l hkdO$$<F     2q2 24arsvw8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdS$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdW$$<F     2q2 24a?8$Ifgd l hkd$$<F     2q2 24a?@CDX8$Ifgd l hkd[$$<F     2q2 24aXY\]t8$Ifgd l hkd$$<F     2q2 24atuxy8$Ifgd l hkd_$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdc$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdg$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a;8$Ifgd l hkdk$$<F     2q2 24a;<?@c8$Ifgd l hkd$$<F     2q2 24acdgh~8$Ifgd l hkdo$$<F     2q2 24a~8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkds$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdw$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd{$$<F     2q2 24a  8$Ifgd l hkd$$<F     2q2 24a*8$Ifgd l hkd$$<F     2q2 24a*+./>8$Ifgd l hkd$$<F     2q2 24a>?BCK8$Ifgd l hkd$$<F     2q2 24aKLOPa8$Ifgd l hkd$$<F     2q2 24aabef8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd $$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd $$<F     2q2 24a#8$Ifgd l hkd$$<F     2q2 24a#$'(H8$Ifgd l hkd$$<F     2q2 24aHILMk8$Ifgd l hkd$$<F     2q2 24aklop8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a#8$Ifgd l hkd!$$<F     2q2 24a#$'(98$Ifgd l hkd$$<F     2q2 24a9:=>K8$Ifgd l hkd%$$<F     2q2 24aKLOP]8$Ifgd l hkd$$<F     2q2 24a]^abz8$Ifgd l hkd)$$<F     2q2 24az{~8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd-$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkd1$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a!8$Ifgd l hkd5$$<F     2q2 24a!"%&98$Ifgd l hkd$$<F     2q2 24a9:=>\8$Ifgd l hkd9$$<F     2q2 24a\]`aw8$Ifgd l hkd$$<F     2q2 24awx{|8$Ifgd l hkd=$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdA$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdE$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdI$$<F     2q2 24a"#;8$Ifgd l hkd$$<F     2q2 24a;<?@Z8$Ifgd l hkdM$$<F     2q2 24aZ[^_v8$Ifgd l hkd$$<F     2q2 24avwz{8$Ifgd l hkdQ$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdU$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdY$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a18$Ifgd l hkd]$$<F     2q2 24a1267N8$Ifgd l hkd$$<F     2q2 24aNOSTi8$Ifgd l hkda$$<F     2q2 24aijno8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkde$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdi$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdm$$<F     2q2 24a8$Ifgd l hkd$$<F     2q2 24a8$Ifgd l hkdq$$If<F     2q2 24a38$Ifgd l hkd$$If<F     2q2 24a3489P8$Ifgd l hkdu$$If<F     2q2 24aPQUV_8$Ifgd l hkd$$If<F     2q2 24a_`dew8$Ifgd l hkdy$$If<F     2q2 24awx|}8$Ifgd l hkd$$If<F     2q2 24a8$Ifgd l hkd}$$If<F     2q2 24a8$Ifgd l hkd$$If<F     2q2 24a8$Ifgd l hkd$$If<F     2q2 24a8$Ifgd l hkd$$If<F     2q2 24a  8$Ifgd l hkd$$If<F     2q2 24a&-3_}4Qnnnnn[[[8$Ifgdl $ 7q*$1$7$8$9DH$gd>$*$1$7$8$9$>$$<F     2q2 24a @hkd$$If<F     2q2 24aBkd$$If<  2q2 24a8$Ifgdl ohkdq$$If<F     2q2 24a8$Ifgdl opr8$Ifgdl hkd$$If<F     2q2 24a8$Ifgdl hkdu$$If<F     2q2 24a8$Ifgdl hkd$$If<F     2q2 24a ! 8$Ifgdl hkdy $$If<F     2q2 24a! " # @ ]  nn[8$Ifgdl $ 7q*$1$7$8$9DH$gd>$*$1$7$8$9DH$gd>hkd $$If<F     2q2 24a    , M N O Q fPH$d$ 7q*$1$7$8$9DH$gd>Bkd $$If<  2q2 24a8$Ifgdl Bkd} $$If  2q2 24aQ h      BkdI $$If<  2q2 24a8$Ifgdl $ 7q*$1$7$8$9DH$gd>Q h     & F ] y      HQ߼nX7@hM#h>5>*B*CJ\^JaJmH nH phsH tH wh+h8,B*CJ^JaJmH nH phsH tH +h>B*CJ^JaJmH nH phsH tH 7hh>5B*CJ\^JaJmH nH phsH tH 7hh>6B*CJ]^JaJmH nH phsH tH /hh>6B*CJ]^JaJnH phtH h5<h>CJaJ h5<h>1hh>B*CJ^JaJmH nH phsH tH      8$Ifgdl hkd $$If<F     2q2 24a     8$Ifgdl hkd1 $$If<F     2q2 24a     8$Ifgdl hkd $$If<F     2q2 24a   & F ]     nnn[[[[8$Ifgdl $ 7q*$1$7$8$9DH$gd>$*$1$7$8$9DH$gd>hkd5 $$If<F     2q2 24a     L M O P @hkd$$If<F     2q2 24a8$Ifgdl Bkd $$If<  2q2 24aP e f h i  hkd$$If<F     2q2 24a8$Ifgdl      8$Ifgdl hkd!$$If<F     2q2 24a     8$Ifgdl hkd$$If<F     2q2 24a     8$Ifgdl hkd%$$If<F     2q2 24a     8$Ifgdl hkd$$If<F     2q2 24a     8$Ifgdl hkd)$$If<F     2q2 24a    G 8$Ifgdl hkd$$If<F     2q2 24aG H K R t 8$Ifgdl hkd-$$If<F     2q2 24at u x y    8$Ifgdl hkd$$If<F     2q2 24a     8$Ifgdl hkd1$$If<F     2q2 24a     8$Ifgdl hkd$$If<F     2q2 24a     HQ|fffffS8$Ifgdl $ 7q*$1$7$8$9DH$gd>$$*$1$7$8$9$>5$$<F     2q2 24a  5deghzBkd$$If<  2q2 24a8$Ifgdl z{}~8$Ifgdl hkd$$If<F     2q2 24a8$Ifgdl hkd$$If<F     2q2 24a8$Ifgdl hkd!$$If<F     2q2 24a8$Ifgdl hkd$$If<F     2q2 24al8$Ifgdl hkd%$$If<F     2q2 24almopz8$Ifgdl hkd$$If<F     2q2 24az{}~8$Ifgdl hkd)$$If<F     2q2 24a8$Ifgdl hkd$$If<F     2q2 24a8$Ifgdl hkd-$$If<F     2q2 24a>8$Ifgdl hkd$$If<F     2q2 24a>?BCK8$Ifgdl hkd1$$If<F     2q2 24aKLOPh8$Ifgdl hkd$$If<F     2q2 24ahilm8$Ifgdl hkd5$$If<F     2q2 24a8$Ifgdl hkd$$If<F     2q2 24a8$Ifgdl hkd9$$If<F     2q2 24a8$Ifgdl hkd$$If<F     2q2 24a8$Ifgdl hkd=$$If<F     2q2 24aL`xeeee8$IfgdGk[l $d$ 7q*$1$7$8$9DH$gd>$$<F     2q2 24a PQSYb㱪jI-7hZYh>6B*CJ]^JaJmH nH phsH tH @hM#h>5>*B*CJ\^JaJmH nH phsH tH wh1h-}5B*CJ\^JaJmH nH phsH tH 7hZYh>5B*CJ\^JaJmH nH phsH tH h5<h>CJaJ h5<h>1hGk[h>B*CJ^JaJmH nH phsH tH 1h8,5B*CJ\^JaJmH nH phsH tH 7hGk[h>5B*CJ\^JaJmH nH phsH tH @hkd$$If<F     2q2 24a8$IfgdGk[l BkdA$$If<  2q2 24ahkd)$$If<F     2q2 24a8$IfgdGk[l 8$IfgdGk[l hkd$$If<F     2q2 24aF8$IfgdGk[l hkd- $$If<F     2q2 24aFGIJ8$IfgdGk[l hkd $$If<F     2q2 24a8$IfgdGk[l hkd1!$$If<F     2q2 24a8$IfgdGk[l hkd!$$If<F     2q2 24a8$IfgdGk[l hkd5"$$If<F     2q2 24a8$IfgdGk[l hkd"$$If<F     2q2 24ai8$IfgdGk[l hkd9#$$If<F     2q2 24aijmnv8$IfgdGk[l hkd#$$If<F     2q2 24avwz{8$IfgdGk[l hkd=$$$If<F     2q2 24a8$IfgdGk[l hkd$$$If<F     2q2 24a8$IfgdGk[l hkdA%$$If<F     2q2 24a8$IfgdGk[l hkd%$$If<F     2q2 24a8$IfgdGk[l hkdE&$$If<F     2q2 24a<8$IfgdGk[l hkd&$$If<F     2q2 24a<=@GO8$IfgdGk[l hkdI'$$If<F     2q2 24aOPQSYb\xxee8$IfgdM!_l $d$ 7q*$1$7$8$9DH$gd>'$$<F     2q2 24a #$-jklʱߙ~bI~;0#jh,-QhM#H*UhM!_hl^JaJhM!_h>5\^JaJ1h>6B*CJ]^JaJmH nH phsH tH 7hM!_h>6B*CJ]^JaJmH nH phsH tH 4hM!_hM!_B*CJ]^JaJmH nH phsH tH .h>B*CJ]^JaJmH nH phsH tH 1hM!_h>B*CJ^JaJmH nH phsH tH )hM!_h>B*CJ^JaJnH phtH h5<h>1hZYh>B*CJ^JaJmH nH phsH tH xy{|@hkd($$If<F     2q2 24a8$IfgdM!_l BkdM($$If  2q2 24ahkd5)$$If<F     2q2 24a8$IfgdM!_l 8$IfgdM!_l hkd)$$If<F     2q2 24a#8$IfgdM!_l hkd9*$$If<F     2q2 24a#$&'F8$IfgdM!_l hkd*$$If<F     2q2 24aFGIJi8$IfgdM!_l hkd=+$$If<F     2q2 24aijlm8$IfgdM!_l hkd+$$If<F     2q2 24a8$IfgdM!_l hkdA,$$If<F     2q2 24a8$IfgdM!_l hkd,$$If<F     2q2 24a8$IfgdM!_l hkdE-$$If<F     2q2 24a "8$IfgdM!_l hkd-$$If<F     2q2 24a"#$-pn[[8$IfgdM!_l $ 7q*$1$7$8$9DH$gd>$*$1$7$8$9$>.$$<F     2q2 24a@hkd1/$$If<F     2q2 24a8$IfgdM!_l Bkd.$$If<  2q2 24a !&hkd/$$If<F     2q2 24a8$IfgdM!_l &')*-8$IfgdM!_l hkd50$$If<F     2q2 24a-.18V8$IfgdM!_l hkd0$$If<F     2q2 24aVWZai8$IfgdM!_l hkd91$$If<F     2q2 24aijkl/!{vvvvvgd<Wgd>$ 7q*$1$7$8$9DH$gd>1$$<F     2q2 24a  !"!!!!!""=#>#?#@####### $ $$ $.$/$0$&&&&&Ѹџ{t hhM#jhhM#0JU h~hM#h_/hM#CJ hlhM#jhlhM#0JU h7KqhM# hM#\jhnBhM#0JU^JjhM#0JU hnBhM#jhnBhM#0JU hWRhM#h,^hM#0JhM# h,^hM#-!!>#?###.$/$n$&&&&q'r'(( ****p+++,,+.,. dxxgd<gd<&d&&&&q'r's'((( ******o+p+q+s+++++,,,+.,.-.e....////00E0F0G0I00000F1G1H1I1J1d1e1f1 hwf0hM#jhwf0hM#0JU^J hWy5hM# h)8hM# hkehM#h_/hM#CJ\^J hM#\ hhM# h4MhM# h~hM#jhM#0JUhM# hhM#8,...//F00F1G1f12}2~22244l4m44,5-55566627gd6 $gd<gd<f1g1i111122}2~2222222222444l4m4n4p4444445,5-5.5b5555555666662737ѼѵѮѧѠѧтт{{ h=hM# h7B\hM#jhzhM#0JUhn%hM#\^J hQ_hM# hM#\^J hM9hM# hhM# hF*hM# h1hM# hZ8hM#hM#jhM#0JUh6 h6 mH sH  h}rh6 h6 jh6 0JU027377 8!888@999:Y:Z:::];^;;;f<g<<B=C==9>:>> ??gd<374777778 8!8"88888"9?9@9A9C999999::: :Y:Z:[:]:::::];^;_;;;;f<g<h<j<<<<<<B=C=D=F======9>:>;>=>>>>>>> ? hqhM# hjbhM# hM#\^J h=hM#jhM#0JU hhM# hhM# hn%hM#hM#jhn%hM#0JUF ????a?~????v@@@@AA A"ArAAAAAB@BABBBDBBBBBCCCCCCCCC|D}D~DDDDDEEEEEEEEEEEEEEEEE F˹˨hUhM#CJaJ hM#0J"jhM#0J"Ujh@Uh@ h4[hM# hM#\^J hhM# hhM#hM#jhM#0JU hqhM#@??@@AAA@BABBBCCCCCC|D}DDDEEEEEEE dgdtsgd<EEEEEEEEEfFhFzF|F~FFFFG  !#]gdH h]hgdHgdEh]h &`#$gdH  !#]gdts h]hgdtsh]hgdts &`#$gd8, dgdts F"FBFDFNFPFRF^F`FbFdFfFhFjFvFxFzF|F~FFFNGPGpGrG|G~GGGGGGGGGGGʳʨ|qehxhD5CJaJhHhM#CJaJh8,0J"5mHnHu hEhM#hM# hM#0J"jhM#0J"Uh@htshM#CJaJh5<0J"5mHnHuhHhM#0J"5jhHhM#0J"5UhM#CJaJhUhM#CJaJ%hUhM#B*CJOJQJaJph$GGGGGGGp r t v x ʹ ̹ gd< 7$8$H$gd<  !#]gd|RL h]hgd|RLgd|RLh]hgdD &`#$gd@gdD 9!GGGGGGGGGGGH \ ` f n p r t v x D F f h r t v ϸŬޓދmm^T^^h6hM#0J"5jh6hM#0J"5U%hUhM#B*CJOJQJaJphhUhM#CJaJhM#CJaJ h|RLhM# hxhDhD5CJaJUhxhD5CJaJh8,0J"5mHnHuh8,h8,0J"5jh8,h8,0J"5Uh@hDhM#CJaJhxhDCJaJhDCJaJ lence and Nature of Sexual Harassment in the ADF " 2012 Australian Human Rights Commission Review into the Treatment of Women in the Australian Defence Force Phase 2 Report 2012  PAGE 91 Discover your edge Offended Intimidated ʹ ̹ hM!_hl^JaJhehM#5CJ^JaJhM#6B*CJJ]aJJph!hM#6B*CJ6]aJ6phhM#6B*CJ6]aJ6phh@h|RLhM#CJaJ Wgd>>00P:p|RL|. A!"#$% DpA 000P:p|RL|. A!"#$% DpA 000P:p|RL|. A!"#$% Dp4 00:pH|. A!"#$% E 000P&P :p|RL. A!"#$% DpA 000P:pH|. A!"#$% Dp10:p6|. A!"#$% n"DZN*5PNG  IHDR1/gAMAPLTEȐΐՐܐ㐐ꐐ񐐐Q& pHYs-IDATx+GʂL.%Yd:{4~-˶ldҮ 0N(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~lMvLןߦ?Mշ=Ϩk.5˿/M3=e:#zu!}Nz1/# #˄ i7SubRq|}Mxxg?Tzwqjh8E]g|c]ȦՉ1*kRFexQiJ/A5V=PS#m-)(cC9Vq[yuGm΍WN)y_Qlt@(~ >gv љvچYANoO'7)fS_!f5irE:GsG}88#u:Gq 387]4F~M1DPJ3W[6FNbҸZ((3bѡcD7d7ѿ*vK?)& JXH7LOD+)u)N+تnUz?d^Ւf^+P)c(n4Ӡ\<-5ŷ6J|{H)dR-;_J1]-G9.;Nepֿ\ l/QR?4>W>ʰߟ.s4ȦO۰+{ʍu.Hqw3vy1\v0 輦V)g}hv_G*u3Zs.Eno|M7"PϜ:gO1Ds! Cs:JFYZjξ.}#U^2 Pؚ lxc (WcN1/"K!(|-eKX7Fg Y,p !W`z5Qּ5'aW.u߈|5Y+]pטN1iə WzLJb~+@1]U|e>i_G*xSB/X(Sk0FR.w|A|ǔֻ)FWHG} BƋts4/e&ǪʁF QL:˧lU1UF w" 2ᛡ{>½<0/)_ Q7o}I Z (Y4|8DyR_2TRM̬ Ѕ_zZ!vysRƏױKB%"v`0SYr )G,TJ,sc)޽ %xWk4՘6, 'qI, =s-aSR.fNi5&yt6L߹y8!?Q\~"w(@5)(y1SQh}̈́6N3*!+or_Ml]o< PƱZA˜\t0t,ʼnZ=>뚺၏,b bqcqqVR`3L.)l3}kFsu|箒hԚx=bi Zo>)xcxI'PltvR{u,JD`.`$?!=>|Z>h/T0E v.d''A1uO&hQMA l&BΓk7V۟Me`8XP@OvrRLnJ'1QKv>|5z. :H-)3n.?i>3=DW3m; 03L- Y#y N І9 hZ""SHr;͊oY NB1.+@&)5Ԇa݄`14ܟ)w]Laǣ&+xMAKo1&mBq%Tt5{ ԧbټҷ 'O)j"I"Iuex6 '?}Mw%p R@<@F &_p  .Ł%fb7m|E0Q~J;T;Dq`75)&rNDNNE)fm#caMӒENꮎhcxkISQ>Et# 0OfRQ6a YN%QL#gB,CiMj\>3<&x;1G.cުkK0A_ sq;wL^.ժM~Iͣ Շ6H>[Ycz(n_2vw 'suv?^ňjB/1N=Ɓ #Hch~RRj`)XOj3̊}0Ô[9xQV/lOvRb nWSz?APPxRh&dq*IǠ4N[!b/D9קمp9*v#bLwR"Jgp:۷s]EiH fz U9h''CޛjVvK>ɛۥz1{0uwVDgᛠK0BpGdP7;㵈3ĐQ ٜjgPL^ J r#?ǤGwQw}۽qMm'/s-K{iys|w\lM?['4G(Nij4#_4ׇØ?@qo;@ӕlXӁjO_?1Л .Qh109d5dǦW0"r{tt?!4殻fRKۉ=.tW2sa'sTkej_ѷ "tsNcE܎P @8 !MՒsRΗFO .#̷e Ln-UkG(n) HKc1uӴYto} =n[7\['dUME~={Lko֘2Lw2SREUEkMe>Ym}N͗ꭉ-pgLq;J?i)/SѹYTS+KntQ 38v)Nەm$q+9߫D|ruye[Wt_wT \yL/4&9+i0ztsb6oOگ@ϜT@-9ˣx<W`d]~()EG1q5QcMYq_t]p.#'[GwTŝ݂C?(s"HqƬiӕQ+շ5v6"5MO235v-02F@87(UtQ(,V!hߕǥ@Ԥx5Х,pյ!ȮK+ı!n0F&e,7K17K<)Q\b7E9ַw핛oqcT[;25Nݚ|}>?շɳ5qb(.ŕ:w1۸1fLYX8s㾻 ;KmW<⪁Kn]0bg*wn) qv`\+?o腛uWʼ_}/GzJе-|F{},ž߻Ǩm|s#߷CczxH sZ4uɾ;2s햁L9bɘ?'[šσQ7`Yѳ-^My|eԄZY(~}aZiBq{vsA߰=ܴgV@Pb2눼(N/ȃw(7Gƴj@OžlU -B1&.2^у2(0Ō>b I|H1?32ohuPQVQp@|)όiU qPȭfR&>6GBDGD^x_ ƏX 3 8X`Ţ+8F\ÎQ\>bh76ty 'jJ(.]a cG 7{gyĥT)OƣRcJ=fA#msť1D湌oڞ5N1n)lK`E><ƾwj!,a)u yh;JœvvLlvQ t5KLLq=U_-"Ѽc1xcث]8<V 9'0ë%_.3c] ú5E~t/='Ϡm1`0N1گ+_[8±~ 1~ͨ]<,P‘ ^<=yG q*AS\;\ &@`ւ?6za.pŅ 9tãaE5=džw< }{c]"q-py۾g#?W3$6J K<o9mDhcj Wh6 v>}MC(:ƎA;\ -h/ve00?ku&<ŅT<_i u7-ƒcmv]`ZS,Wh ~za2cc뒀s&1=5(*bS2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6Ql/ؤ_FIb~&2Me(6oWqPIENDB`@=IDXtE=]ƁH,1(T.x՘OhUgl6? )ƐږmWB1ۂ5`ZJ?xuxIԛ!x(J MTz""⡇J/]?fl>f̛7-ə217|fq)'Nl~苛&1D(mtWњ_ vL0@>qH "thxzÇ˫|쫝[sn>k&|ղ= t$)MA0Ȱm  c{˲%#a 5@e8ړHXlF6uzw^ücHO@P,_2w*Xà[R,f.B/ ȣX׶i}8z.{v}g:j/~0v\"7Nݕ󢳠ÕcHE5ώX p-%[a. +(ُ?#<مj.apڎUc.'P_{L$-AoWb2g6TJz*@xm|lxO6Nw5{[ڶߍnۇ^ID:Wo*\eGWn#D>hxj"1qa)[V??i?'P  9oy;Fzՙds|d{ι->Y yot·ty>+}&=;ݱi(ӳѸ;ܳ)g53T/ݿA3˺mavlq>Il=@{!̲A Im$y,d}>Y#t~v{r;|a^Y{h',P=W* j` ग}l ^!aq?B:yq^Ӽڧ}NU"d!r3s4Sww,EgAckh\$j굓1nggo@&pZ4G4N|E4{>{>]k XKiKiU0?W5 ߎg$\4;tn xcmU=lS= An(`|]7쬽F^o5{v'dqfKõ/|cFm_l]k3!*5.ղ]N AžC'}#W>_IA67̕{uNe}س~6ѹ z^w2ԋC^|ҋ:K?[)kI֋wZ/Gp9Ҏz:NΉc퀍c_Nw";A}+T)+@kG~^\G hOljwfvkE*wmܷi ߙO23m~'@~Wyo]ׇ,q{DT_{.&YBZPwSTe0Je~͞N9d2Yߏ~Μn~I]N6~]e潎nc WMƿ?!o߷a$s>&?{\:_WIpКu]~;ӫ?BCu-x^W#Kދy/f0E=rs- 5`OPp]yM(~r0f')yإf q "9,t@=e(PϝB]!Is|!pgqB]_` Xx UyALfb" AA Z-5I֍f]`DISʐ|P3gS3LgI;&i'&i3MjKs;ƴx<޻$I)IuII 'I%ٚ$lI&T-gqo%IْhI:+yV0g5R{ ִ$R5͌P~+mX[3kלl-kP\P-:u*S- y^,W`AUT=9[/s>WĝON \%HqG].sw/q~Yqt=~>zs]*Ǵ+??C}tpC+yTJ]xQZk] ѵړ>ŷ^*W?N0`ѧc̲O.ݧ7T,;ɹ%K{sN&|û\x 0 ¿3 wk}~o௣.+K!ua)\aa|S.&Bƫ Y 1xc< jm٬C\P k[>-P_dחzR۷UN'7bt}IA95)N@[;&(^ߤFvcXήzl(gW=zl]خ\wny[oqFÉ}Hήzl?rvc9]UU_Uw9]rloUsv= i r՜_PU.c_x~PѾ݋MN ^_y[z_lv:9vm3C `uYcAq:P Nc(ۿű̇ڞ5L8BlM,K,0Wme]źn%*l^g[b.kvc]nb;HoknBlmy [virU|ճM~/׀>ڳی8:̣ò;:93ʆ[ɳ烲> <f^!ƶ*bIuvF1vx?BnA>DւhŶgW?G'7Dx-HDmw]|OsXkiQHG"BmkAW~ Nllo"8ۉGL,iFމDV[=} 䄝\G|~|?QlcGًDV7w/g5Įߧ EUd, >fcb"|܌"w.3֯:k4q?c37Wm-=Cj߉GJe}?:+?xVĶįO1(z wG+ֶyY7wr{dړUbu{Wm1fqdx A,˵+'zccsoɈA| ,e13Wm1֧u{FD"Bm+ro~&y=!:*Ȳk> OG"Bm+]Sy,Lg5ge1=x;bl[yθ0s_[QdY޿"cbv4c&)\J:[/܀,ÿ^u8ƶx}?ܫÉޫXG?Ȳσx qm+o|[Nb5& V ߂cfރVAFlזּ{[vm; z_ٿ8uJ3O幾Gsm+kyTgm+kAVmo[Y?Vmˏ߶W6hBUti߶Ӿ}퍰vHci'@(^ e\tEغ9,6q>4@#Ie?]hGiMNרʮDXu,y.v$la""~As6f.ۃغ!~LM1vm}03@kO ?ƾ?xg(NT$őT}bv%y1G:gws%=Fʿ/,ۯ ?('/o*[FpSJٜ>{<|ӿ-dy^\y|Y:{؏q<]c' 7%Wm|xn?Oy!C֤-w{̗r];h}y_8ۑ޾Rz{~.joC*_^Tլf@}oGȏ#yڦT{4qv ^Oqx>lӚ(sn$&ޅ]vMc|_vyE5tڬ&u]RSY)G$U=ԃ|;)] xVڪ>$+SOFz8ZZ|).}8mI.Fv O!+ԶvtEx[uO)7g%G[rJ?l1{ER<⼵lyK|d\w>ߏ祴y>|):Dm |ml>γ̣ೳ"6f=祸g<<>qN C>p|>Mp36 ˼P7U'C< 2Um{/ux_mdt;egk}c%.8eU^qTuy7!ai,t|}'^"?">h7QYZףOes*fy}O6byq{.'a5ٶ׃烛QfS,^Y}{@1ށm9( cljw6r]VϲD'Ң;Xes>w]6ܾl}2x͹}z/?b6_~lK>qZqx:z ̢Ƕ 6(Qݓi{p[r|=_?ns{ N=uTl9IJ1mI~uv%c-/j/=hmD"^j0>/'>i'G٩Z;g$֞}qzN1x͚qn#e8U{l ?#϶]ϟ3>J;V\zZ$ԶJڷ*{>yO,cﳟاnys;ֻ.?> `h[nl{.n۹=;G& 3wh6cHg5yPήhj|m ՗m)߯ñԕr%`n7͗ս 2w_t:kGiJC\eyIp{i#W<^WɏExwG\N;zo.H>ϋ~ː\M{z_> "Fp&}ϰB{ӣ,(XӞJ3]﹮ss~y*pm.:R+sfj\\{ѹd4"X;s[E5 \M? Tnd뻊Lj5]Q!:l>U^YU\ԟ[3?쏌? :'UW@}8Xs6|c%[Rvǎ&K@iOj&y/ْLqb#kOƗ}_߾Wҍ3p|%W\>SkbSq>es1x/iu0hǿPEM@uQMKjJ7& R(l*)f C}D P 2{,R h)W9j1AF4caӣǁH>XDVHDNB/B֣jΝ'eAs}je&T- ^Ǫy2Hr}uAt_ [mtzF05ђ ?6BUeF*@SƳ]Esi:ZosqwK֚[׏'mnپJφPo |]4PYuynp(LD_zUd~],qٺ'Pխ笇 YnR/5?f5ʵroeOu?Zgl4/$tԟE_9 (Yd:c ͮS#皟 u_Y7C;?m(׹o;haͭMBs?m`V)jlZ]GrBqHgC-~S3\W-_>Q04.ېנ?A/.αwLyDj WG q9r }xq9nqpo!|љ?9n&Wb!и")cXg8O9$?]Ecxr'I'1 4.';E9($ʱrVX;̕y'̳z>*4.!F?e:2<]ǧHrrogq9>\'rB~cxiq} sǍ3$j4sf<.ٜ%"uݶ@w)k<}?-=m繯\_xqMLp#ƍxu.-+c.W=mW;C?_4Wb _E2oxZv ^7_wa= }$x/ iTz4^ԗ[0IW.G_qwdadc  oxq6z'!_h/F|VNL48G~F0/CMU$]2&HVk%7?CƼOjm3Кn] 0&"6c؟};}7fy=yX>Qв|Q]( փ9~{`"p`|>&T[jٿ k &d*p^1J` T/:ɺCȩN:0 Vmbr#A-Ժyky~MiEB$z!/K-d曱^{νoYJ)C&\=lK"oD:YՄ~[ӜaI K ['Z NW6Xm:ņ+ld[}iגsqѰ=x~w<&6tCщ y xsG軓4 j9;@_!z֤:ܗt>ϑZo~>z5\}xCa\ik%' P>/,,8zPE0 -2554_dM}5OCZv$-}QyA22_&'&{+}z>G|.:اzE|);QFw6;m@ W ȗw?zG|Gy< }-"M_I7AoE|.j~^㦴*Yv%s_Cͮ)8]팽- Tjc z?χ~4Tk6b*5xuڅFmP7tcs/(إ1O/*xlnbOlv'lwv^:}b[6f},k}ޥ@rѡ\g2sCل\t(:!ʵB)m}+q$v/G;|Үsu7}21; ʧCi;D%Bu>}}Zo |/pa~C/o,6y˼=L=Mǽ|{t宭wiƿ z[GZ5vYv(^uFIs~V3t Pgk2qi Rt}I.eW'=-;;#ie?U|GtWM`[I.m_w&V.e`zO_1g>!~w™It;گU'@^X+~&tN=`Q@[w ΛU{91 -K 9=űjΊU_91 ;A%?Picture 2""r!$,ޕOMksPN3@=F!$,ޕOMksP#pe&8xTU欙J벻csCUkY6MBem5kLDMAQQFOaA%k!}kގZe{9s973sہLȹ9w~sMKV,u.\-:՗U^FʹkX"6F,1Ч1àꛀڞ TմTI5˜(KÐDTƾ:c?X8\a`~zH]zg_ W|[o "[Tmp ?0~65  {}XCW躪gQ9jB`4j4'flF @7˛d,(r5 I[M_{PjMVq3܄WL/ layZ:99vj ?չnb&@:8m8|S?ڜ>sw$|;5q?׈U $v α}R-b)]l}ZPҽ҃l;S˟S0Y o\=A[ s>OyN=YXdӵ3Bq@cokD8 >#x3}2+)=:ջ<Ω[=t`uk'CD=OhfHl3*v~MV/) nxtsMΐ?r|z?z rlJ9nwA-*9o!I/@+XW^?m($ʱ*xQ?v]I$Oz答c% @{(&c=/X+U}5{)gz6I6hϙ\Ozv#ˑ-ݷA(#@vOBvM$YP}ӱ- nd췏`e웬#?OMV/ŮgK&dQ$p=K}/o(lp yBWj{TΓCY'xvMmw#5!JY@1|LyI17K;DQ-}z␯`>Xa2N%;+F_Z!,0/Zag"~fgHW>DDإcj}Hg*_&CjQ 6xĢw:{=b^[Xl}WۊCl ڇ='2S &tO&gcC {:P:ZhVsOՄZWW[b`=Tz ^&o hkaṰ#&7j ݷ<.wS!)ťǯž"g,k3\rLZ)hA>wܥLZt^V͆42.5dX%աeDH$$If!vh#vB$:V le t65yt<TH$$If!vh#vB$:V l t65yt<TH$$If!vh#vB$:V l" t65yt<TDd_#mmp $ s >A$?Picture 3"")TI'1.b^Y3@=)TI'1.b^Y ?rWN8x_TUϬiwlY]ҕtW$]XeM7Q{桇0| z0("($3sEE>;w=º{~wιw)ɹ͜޹-Υ~ğ%J9„.]<dV^82gҶ#!$l+=zmx):^(66-/]tѸfa8T*;ϧ DŽ@+ iVg5/IZkm#J!+- '5L+5Q¾vO6]I⡽L`+2X(ɳ9-`.See$.[{Nh`zl.}ϥ撏%W:?*wrfl10{O1ͅ=u{Zr>BЛ-[*/YޓΩ_ qM0کaa,F8}U~p°3eڮ/ُ~{w ^g ewF~ƪsa8clwdˠٝ"[?wKA؝4q!k}>_s^ϿkUKV[:GI nl_5{_1:6黋rdl5s9ƾ$l>a;)`ɡ{e'1p?7ܕG.n m+WO@\Mrkx2a71ÔY%߲՞s9,!r}=E?NOxs\ ػT}R5ÐW[T#F9B>к+ƭ"7陹96!P'ȳ9oȯG䟤x"3%ѹԳ͞ǂ$<ҙ|@t  zHns_:)@\t%ȾՁջ0_,~5_B7^#k&P:X$Mxֱ(Ns%[&;ypDUuBK:pϻ,v>w_v b=rmk,5){/6%-=@X\ʝقߥ;wUgMc ~[mӣ=;=QP@f7^ζ&;#C֜_+>իիLt"?.wj@u}Wu[X- XhT cۏj$ׂK=vs'.,w~ dUޡg3.Ipk)l$5|+X5`ww<7}T+zfYEkA*:qčSŭ,5MŪ-Lݽ[Zh/RmQH$$If!vh#vB$:V le t65yt<TH$$If!vh#vB$:V l t65yt<TS$$If!vh#v#:V l" t 6`M65"yt<S$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<S$$If!vh#v#:V l" t 6`M65"yt<S$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<S$$If!vh#vH%:V l" t 6`V65*$yt<:DdB2g%ihp # s >A#?Picture 6""vy:A kNR*3@=Jy:A kNe1ap|(\x lU{)_R vtRHY#  fԏMtF#16q}$ӑ,ÏMqqKt29J$ yǞܗ}=<^2ιJUZ͹;:͹Kg^\=Ĺ}Ci)rs3VkE7܍`\q Ȗ<]fVŇWg/BipL}PWThQ݈xrxp 㝵/V&G%َƩεRZ71q4h.l*٨MF%o5[:տkJ͏i+C}î a 'EoF](ʶڊhXw:vFp`~.˿edyѧU@gѧqrֽէ# Ц2ﮟxicQ.|XOqg{nu3{C{{٪Q 9|SK_iZZ(gL޸iE'nL?FGbzգzGW=_ӫ+V[ZI|=j܃Tp8 ¼Z#;f1pGG}qR10ߑO m~(ҽwo@}#_A>ǽ=4tE4X&< 9iki 6vfX3Ic#Qo#"8~ؽ'tpyxkS/n0ڐi^C(ǡ$7k 8rIM`;[ tE'q܀`9HڿB<qEY-tEwŭ=Fx<]qX* ܚ.WXͽtm֞{t_<58g7Oxet:/Ic? GʧSi^yy9{J^S'%󦤱z_#_q: enti׸8)_8V^,zܸscӥqQ8+ȴk،Dzӥ}ʦK㸆'q3|zN ӗӑ؏ʕw"?BLy9g7缌܏'|m6]ߓg5o+'pu?Dٝ\f+?ʦK㸆 NZ`KQIcGLǿNy?!6ε2;tKn,qnu2X e?;@ ;Ubm4FEǥ5.w42><9/ +ydg\xs/nHC5O`n @v7q[y}oh '¼u(ǃ$mYt z#Vr5FTl^ 7*X+isSEctE4hғFh YERXP{%_Cd w1PȴXx>6aX `%2t5[C׌Ů]N;˧_,8O2k[/WFvi@_׃ZF˱S|= e:q_.t=o$sZ[OE.bd}r5t_gtX.%5cpO5bZX/X`dν&Wwɹ/q~ı)%@dOKc*%@S$$If!vh#vH%:V le t 6`V65*$yt<S$$If!vh#vH%:V l t 6`V65*$yt<H$$If!vh#vB$:V l" t65yt<ThDd3*p " s >A"?Picture 7""]f $t5X<3@=x]f $t5X,'h}=Fx]lTU.-,Ea}PPXlۀ( "bY B ~HHU%'c⃾hL1JDM0&Ҙsf̜9%>K;nF\2rl\-_\2UE^4ߪ\4ꖥ?l!d6 ن|Z}~f_oΧ]%ߊgDakAW l-!;8\ ,f2 p֣Tk]±X# IM tд'5ѼlIIvg`#ZnOƗ}_߾Wz|P6- j#В|?c:k~"'#^yd!m#ɷ1:ڜ|룀Z|4oQ,>}BX1(%J )2Cއ % ߃.{#B/BrO  m qGՈK ؟3P&&vYu/:@?,^n%f1 zyFa=sOIj o?~([v7:f d:_<ũs]M5H\y8ߋ5apf]빚QpbTϽ-`3d@r`۹ts/W5)HKjGCQ*~6!M|S|_:-~Wo$zM_5]1>?V3blgCUX_(=gV6/7'|#cGmP:cYc t%TkiW\q Z'ŭ43DUHgC-~w:f.W_$'!n9ޏއsl㖩{jxJ>k>:pQ}LXg4):'9x9:%h9U+ƞn&x1r{ x9n:j:z&x7r5={!x9^EqrM.WI9%rC/9zqr z\E DNfEc%Xm*ʱz?8 s6D7-/9ǭRﾄ:ǍN9:{4, t;pEҫ;=xz(-=bt2v22R !PK>Ccy6^R>݆YPۤ>OWq ׀l %7=jt>ݰaP_/jk%=InA؇ ,25-(:[`ܣ.җa_z}ﲓˇb PM@9оm zpTF`/8KoprNgTg%3CwTUEP{j &d*p^1%cupŪW@RtNAW\[e::|{'9U U9ijbz쳟DޙJ9_x y #-6@:P>u=O>kkcYE@gE_sKNJך:ZΗ0|\- )N$$If!vh#vB$:V le t6,5yt<TH$$If!vh#vB$:V l t65yt<TS$$If!vh#v#:V l" t 6`M65"yt<!Ddr ! s @A!?Picture 51"" rzJ،.O IF3@= rzJ،.OF&RL@'/ xZ @۟fRJDW](Iik2M$[lN*;ٗk Yҕkwe-=̼I}o=l=o: %zR(u; e>BӣB!<(J~o,shтB} (Q[P`(eo' ewҏd%qr>ˉEPzpZ+*`D 'MS,O@ӇK),"2 6COrx^.%R_DexfGR52ǥX,љBa3L.pb tX*tW$z@@JM<6<@5 ˤ8\ "aq>G-K*WBsx[$D5tB`9t@e'ҹ^=O͢AM5TAk1|KDP'c'""D aPFO-˧"y ! IQdZ 3/1Owl!2ė U.$(!"Rpi&ES9q\|P*Y|52χBj.$aq,WX"GEJ,0ʉDŽX DBsaVȇH㫻tMB:b :ʼnC"KfjqE`782қA:89N|SU)!ǫFKqYtB}"҅pPSl jgHeV7ML%N`Yq1|fF! `%йl(G(A~BK +wهM tpb|.]@KBZ : hi | | Ҵx)\ȂTy)-qa1f3V Yfij\qXo:#Aq.ְ)+ .`ah/ՁϤI0AԾ+}!"}fxr+=~Mn7mAr$X "iG pE3<3 B­Sn'*ـS D4)Mܟ'K& IF &XqF>OH]tAE!R K i .B,.N&ūo dq\:< &$"|x dž Nxyy:'a''H%KQdB05&%rL#]:ZHOdN0rQ'FjBK ƌ؄0Fƈe2MOKF ?Ïϐ2RC2F ÓBrFCˆa3| F<ÃpPY蕐,"2Id`C!ɐR,b~vp900#ZDG{YsB,nZ uPheݮkK˴[v۲Ya{ͻ`nx+t};m'ZjonL+~+lBDnv]1j|*ʦ:"x?}w9ÏOp1!+=OF ۶fKM ^vu)g3%0TeCݓ49J^64JG٥KB/YT'S"Kbg]~(c,f?⦤cFs#nl<3ɱﲯ G$ڜej/ԄI~4sqeǮ.[n;wzu|w,6Ǽ鎳 ?&ۘtt$DxQU1=uވ'&Gژʃu{=(?UXoN{JK~Oz{:WFTVI- 9(a}ú=◧+ɴnpӵvxֱ&+_seEK-:>(=SaѴZikiݱ}wΪvrNڞʟбuY-ئ$[;vm ]{X-?yL^MƦ=XLtc|~Cgvq0jmqYfYgߤX_]7}:R\~̇r)Ke]a^{w63EOKzz_1vm= ^evyإԠc䅅m-9i5Lc4v*ma}>/ă;v_z}~M@!\7`މ-K:Nu|硅SrL=ģ=]:,'Os{qWyxw~o[V2;z/*~蟹wkDjŸSοoKbέegOʮf\jia[ ws/ gے9. ?rkg19stm\;/Ϭ0WE$wnd \[mրEvC6f%'OI۴<( m)k\?ч >Q~|葈;y% ]Y[P|wί"sm;/q_.t:bՓyy9m]-͋ne"k)c—T7M|ױGMގ߼^E-FEvޛz;-t`క!n9߱Up:ɔ|߲f z6ʛŽ|^|k|Z0X}A t/Lr?ɿEbϤW%3{q })xVS:2j|]Pb\3xv3ikOp)I5STQJI_[f+h'O8^"oW=LKМ,_L |Uԓf[41+b}]4tU0ɑЙl=ưjm̗>&"IN &\-u09p)uAQѽLw@`QnwO,魏wp;cE{t^׊47qUCns(npգϫ.פUxZ0uml7LxbrT,n$5c6;s3'VXSV#zPuQk^ F}=?#0vs⒁>k }0݀YlH#8 p(ݱg:p]>0ÈZ;ΠҐ {'N3RpVφ8SH]MWm孹aWF:W-OZURU/p2["¾y9۰Oز𷡰;s⑰6>6-¸ݜYܸҜkv=:6gHΈ҃ԴJ<5ofkSkߟ&2`]ol vVZ89֯ ٳ3yS1+ˤܞi[ֿvuӦ \bӾCzc}m̊6X>Z:~SZpֵ3O^ K>ګKNiVWu-54Vl\>. چΖz):W*X%xl Ǐ[ ڏ^^_㕎u.őƽS'+~N+쪞]@5[<1˝?86߳z#-}'?9ݖ)?Ŵ8s[S<"EE#t-8zB$Lvy8sЂ#; 8zH  :'/k OW˨OauhB">`É Akd,UT8$!rp l·@&w*F)/"M't8L gR+:N6%{3 4Ǘ:Q{›oBj^Iퟚ@698]<$3X5>FA8x˕GJv`i:Kp,jp@B:NH |W+Jd@X(%y0$*oPt*c`B A;ep`HҘeqD5[_ }߸ TK؎,f&Mb4)[LN&hA2y =Vg2cd$zFϩr), h`Ս8ZN(V߻r)|#X\*/XHJ2TdfiR>>NYp+^قBѐ˄W}_#._Ǽ Dt0AB.$f0D},ASw@j =pHbbŒX [ R)q=Jp}4s(-]!+!X|gQ̀ȫ%T̀R( 𞼌bD~ߵ:XR]ʭ̀k T7P:.6@f@5 *(/vloD@pB}/h/ډ׿,/bc؂1ȋuP>| +.y1!+ߒl-"ZBbA-EJ4e22Nꁶ8J1:zzkjpvz6b4e.j~k==MڠN!t ѷ5C2(E oNVbѼuߴBkQdۜNE:5Щ6p\|j{wKF2-}k0dLSMŭy_&yD ؖ&5hNT'bѼNNH2]B9lA s}F½L,"KEq ;\<`CM8\{$i\1= 4iDi hę2:1w`Ӥ$ocf͒toc gE~K6Im">۔{7pGws8t?Ѡ>N ?[cJ`m*iQ&{^' *j Ql+h} A?FɁ9A^.Cҥ?ENI>ORGe}Nv{@:0H 8HmA,0vשּׁ,`EBA7>;`@Pf)qnATʽ1ԏ{JB? ̠s*O2 0qʘ WB\nNm|4zn3np鍝c ƌV>:8+0?w(kıF;+6c_zr>BIƿU .5FpCTJMAPS^|(CY%uvzQ(SSv'Ը}E]oqjFB ,A#QVc@9J_(Q.76 n.ԗ 6%FpOq5 '3y݃:;e07iC\Fp;^Yj;g4b?qΆh'7X]L %uxMyvbc<m#`'o%x@ڬXS&(aZbi\ԧ X!pvƚ3R5ގFB ;ǷJV4 yh{S]q4}Z >5 \,pO^v>O@j܃gmb)IU'6Cs^3|`.cOGҔGfQrz_~HuTa~ʟJ >GA2@q|O APy)B( h 1{!^xxl>?;@k_.܌l?E ?6g sjOm0V,Droy x۬Bf=PSy/}xlKQ@0n k%H ˜icWc1ø?'=u(~TY`Oc(@}]pox9RNcL>PG=c ? 2_=Gzjл^%yCmRQ`_w, &mh}W @7 Po aPk4z[5"{ĚeC,]}2a,|sXQ? l%Tc MUMzB.YklLɟ 090/BmP6Ģ ӳIOJI9dEĻ eCyj<0I069,1 i_Nж@m@ʆxjA ?Picture 9"" ȃ-ra,_p h3@=h ȃ-ra,_lH4)0|haT6 xlU{)P~_S:V  B1[vh:\ Yh5d.8\G2iҹ%b3\2-3Qnu99xO]{O}yl9 cf^Vl|9s𰫉3J1FGc`KM^@0 ڥaTD\=ʅz/G :PN: qlv-ar2:GNso̮[[J#Hk:5"8azu}`l}C9 )\0 \t6I ɯߗ ouM}WO}r^Su,. x,iLkj].t bѸ]h| gX=>q?N x|N2||6.rmyIXIWܓb|mɼ?H ?/9ElAsI|K(¯w|[_E_VY #8 9V[q_8?>jҳҳ%-+ʽ8."読⧱ʰ±-ɔ"?%-(ܫVC"g!ݱڸѱ𧁮篭ųհڵk+_8ύð=-š[%%-88ğ/հ(~_?%-/w{ߪ/+*ׂ{jkKJ޲DZDXҵѵO<P̲%Cr5R@yn ,-8֡ygjp[f;o}hg)Cտ}굿q;t7Cu#4,_ňs3 k_I6^v瞎U?#~$!F۲Ͼ#ٿƷouʄ]H7$#ṵ)ީ$82?}i=<sG0jOb)u['"'^/+__-1[ct\T{ LQ׊Pg:>.<+V{>ߛ lZϩo9'p[8 -qkq R/vK.k#~Prb8i@54'Y? ~qB96[M]Q*Cpv.8> Ep96[6 san i?׹#q܉ 1lUVF WOAr}݁Ap'6>~heq=V#wor}(:[@~skᶲK+ .Hvrp݆ށsk;t)sWqt#WY96[]5_p( *w}͖ͱ+ԓxWcjXnI897WQlU"ׯoi3jh[=xN#qݿ 9##y\ 7\f̤ݎ8g_eϪfE~.l[D4^;|z_>%-ۿ"?6WFo.lY[zcս!oe/#?^¿ٲ7w͖?$ɯٲ/ ? )֟6jn$I{Vƶocd/k \H=o>%Ɉ4Zɏ4h!d;W&2jrv֟.w{wd\b 5*"S9G1)]Rۏr1-bW|X~GyA"$#"VX+/īCw:n51eF0#~.b. 8U̲V9꣹"i$O!e4*l3O@{վfoHf=ja#o=H;_wZf9<-o +٦F8e1Vgԯ!n4*FŠT`UG5ߖkl`lw05Rv1sTOb9]kg,T뫭zJmS\ocҾwШnl #l\y_OnAl꺗J`؂V4^\Yl#mei #V3X- /L guҹKw9~F52ۥNl g\\ Ӹ8Vƫr( ᬎG"D5h?}|T5f *>;62v[:ת>c4ٙzo(橈bV Q_mqq #mY]lŴ߱X]Hl=ޛQ^ syſ[ν9z7B A,km`qw49?޹QߏeEZ>})zkDT?Š{d:C_V~Ko6jz/߈.5\kv> 8sD?hP(/P5ƹ!jft&iEњkD_hXş@hqk]!߂fecV5ZZCoEYCq:q9hvhP| ^nW3$yQ˕k6q;F7d{x] ܽ\wn/sLW>\ \78{m^m8eLEZcMBvBzH>S֥羚${徱N3ٮn?pr|}>峦ϳՊϷ+?񿌬=/\Ԣg԰$󱹱t?>ܵ%p#CF;<dZvmʙ[-L6r/u˃xW0! c`}?3Lq@_ɷ5_"1> }Z(ǯ w3W~W(7sLgZ[2{5$PW!W\xrVsLڝ L|އ=k n߽ЧևW;gosʿJfz8/5/\;APj1P~r>|XƝxSxX.o66?5-߀xA]z\NKɨXeiٜlsFmƻ8k+P)fuoB~D$_m`'8񪙏EkFU}6V.v8 |q>50,*;ٰ貵´)`؇8>>K䰭Kհ%!K%/+ذ]Կ[3l|(4,߳ݿ?|<ߟ9:?2g{Z<~(>빯tٜNWll?Ձjo2X \-jBzWUU2VX:Pn A7ΆAu`r` '7,P&&0sxmEblyS[ˏ-1mp ][gt*L&Tz:Pԃ2А*6}гڱqp/v >UW|?A`{KLDF3OZm(SRudkc'W6xݸQˮGS`}d,f)}턨}p!Iy6ڴ'혫|м'`N)Ei67Cfv쨇CFs5]9 gkvoG`p[pﱕd li?®<3B9¥f#o'ńCF8f?z|Y`ߓ/b+$-_;zr˗wsci"y0E7v8{ gЛv_ `,m䅇ٿVhO8k jwcWM,ܷ? A8Za/}E1$4i؝~^`'y*&`+IG'^5s6i2|@h;]b~LUJ$W&sAA9nU[VIYeBXUH㍷G|ix;ac*$H\A kcpCO!Yd˞;;\FxUeMvG'V:r)O}7WP"gAđ@pi4͌Jv>"ʳ{ \Bzdr$Zz-ޱ >[ rq{ QrB[-_| >rq6ZB絻nmS-E@M\ܾN^˭tA.n[\_#!Mۑ:q;aRg>$"8o;;Qݘޛ?/‹~O22K뀛!DKw4/gg96so]Ke[-8yp}n4HwBNU> u8u)j (=rt4 U;qدta윇)=y6 g2.S})?_|d/f/]>[?_|OVo0XF26S1Uv^{H&묚D F!Ãn/7֙/;d5kn_ӊEs hSP^Z,Vpךī9$/}kQ}YϭfK]+$=N1jV*UqP]%_k6 mIGzQm݃.Ff3-/e6Ylߔ1}=BmK$^ƸGivxXS¦1 җ36j(Ç7GX,=Q$`q,85ZOv 瑱wKtvIm{6!jy@1Ye< ӪS ꔴS7!}J$$If!vh#v@":V le ts5:!alyt<TJ$$If!vh#v@":V l ts5:!alyt<TM$$If!vh#vm%:V l" t)65N$alyt<T&Dd>/r  s @A?Picture 14""` :u1OZxʚQ<  3@=4 :u1OZxʚQQs/upu8 xlVWO_ BFIiT~Xd2 "1[-EeM&BP#!c!GeNi0XѺ%fdb!naQ?=-Pe;w=y9ϯ[s X9*9O:ɹ68WluLsSE'9 TLr pKs-՞m!{ |ɳ6ư|. U(=&K>s硡!W?:+~nqCڦïVLƟßx! IpBd ,J&Q/%K>Jjީk)f5=K_~_ܳ`=Bpژx9;aq4).c8T"j>W{PޣbӒR~rz}lkA=OӲJ:M|?2` /߁)N; # |"GVX?E^G֖L7,ۯ]v_Pٯ~py]v#U7y܁&0eٯf4oeKK3Q]f;C%KͲavpN°#o9a0_u_6w j#U7y,۷"vٽ5'ymG<*?a0_uȜ\n| .eqhe~qw==HtOl,%gf5ew_z| .Kf0ael."tav,%v!ϳ7LxgE7v֞Fz) %S,6(~0kt^p}^cj+m<2l#UC\>첆kGv-`.g9XߏNGlӛ#S7g[?#Y+jgơi/nXy |4O9x5OiƝL 'lt~-.''1k |ꊝ7S|}}8_u\;6: 3xJ62WNU[R|}~ZՕʏ=SMɍw{)W{)GmBoiCv&"G2!N\MѴ_kc_m}u$hWN+7A]mV_i.{`ɴm~!5Vڭp+# (E2W#}cg>Jt$Ϣy?x\b x cɗoɉrY/;΀˳r2s^w hoa]넷 I5ekdQ̔9SVcazoBGmЬrsp-xY1nZ|7^~('֗`9O:w$i{U~.+އWn<~x/++Nz5-A/]e"UB+Nr7"4+Ʒ""r黊bVV1p(f8 eo~s+^?@IfDnTxٹ'YMX}Iw6hV xY1^qawZD#~;KhZzԝe3ԿZV IwO@weŻ~23`YB%^h,ӝ5ˊ\!?aftE񾳄t1cڗBV~7t= ͝9Y MY-n͑Xc}՝6hCn9r;bJ}r3JwSPYuNEɊw3xYob_Q7KH~kt4tJcl_*ZOY(sF!]q bnKH' 8 ͺr93x7DvHo\'YQƴg?T(j/Eto Z{uoCNG{5[*{hc eS%~NMѥ\SKѴ_&u۷P|DWK~G֎<}wDƓn}t'=zuA- ˗7gˡ)|} 0C/猟9㷗C&-nhV?2~ dS;93s?P{9b|XM!P6@mm8oAIOOV(լJP~r]}4\Zˊ}zxYՍyǖm ܙ'3zbzU*;Ia&y.b<Z[YtA-iƓ͡q5Nkxo?Qd|e%'a|Z%QM`Nƫп-~ Oxg1P/yI+ws&6N%R {n۠# M6^V7+I Ze >r{9K]sjM~hxߓe2ߢE_Ic԰793D3ItoL^I+3Y @}L/CMX[ƫ>/.՘.鷡߱1,ʴڟO۱+7ơ1^;+E?7t.餱5ͬЎ߱.ྱY0E'6;(=';+79^e޳:KջErr姏?@<vY'gy)xΛ #.􋩒]1cG|G\Հ] x$6#Itѥt:X褽I $m@-P\ Z(@ LM$$If!vh#vm%:V le t)65N$alyt<TM$$If!vh#vm%:V l t)65N$alyt<TS$$If!vh#vB$:V l" t 6`65,#yt<Dd&\ r  s @A?Picture 15" " df5Pt1 93@= df5Pt1XQxH`pXF x}l^Uӵm:ۣ`/mCacFQeuV eؠEQ^ !\ CacELp E`BLD{=mvs|;{Ӧ)z<Ŕ<꺦x+[^c<*@sR琯E{ۮ@ܚbҼֲ02mX}}kC!S:5za~^fvA~vz'^5(5Aܡ\u+%}}j/;Fuد X- ;+~Ҝz_>K/ G)Tq嚓տ5^w\qs1u?E@P_~SSS.W BK( wڨm1z}ON\ +=վŏŷ8&]WWט,.vD 70Hi\h{9&.SӳE 4x]>uF뤍MXźۘ5,lLe.*/K] ˲ix~OWHg> Af<A& xx {( d  [) f\R+/$s]S{Sއ}[OP_ܹl/M2jI{2_6.z$/OCywRp0k<$,+g7ûH 3ea+\as^7c&~;ea-\=_ $,M2jbBuom-?M 5+ύ:fZ.+u./ 3%WUla?DY(+ e'4P2o@;'4S ۳~aKY W/7唅v,Lx/3) pcdx]syj;m@ùO=?Bi"h}Nuk,KA%7%JtA&U]}%#Lnp<hebtG畵=ۨ#cC~o5ĵ-U3TVou?LAEV[Vw< nQT?z-Nޢ/9:7S]Ͷ0!FNIOUvʻ~]ʮ_kŽ֎IOׯOUvqWusWD*"~]}޴-O1O#_pؚỤq,O8¼rmdjJ:s@qiH[Ưs>n Dxԟq8c=oPz[~$c]7nۣ]7]\tV{tVkX) g"jtA+c7WLJ&}%y D#+7Ƹ1_2iOiۃE xVaښMe:lm=`k_1\@$s8 \WB}~^Uj~mPw86.ړ_&i̅jldqa>p"5މH Y$w[,&<͗q|kyo`_w0mSP2iB}`Xz]W>ʺ첵<ϼu[˻ot<3%@!$ !;L~k?{ﾊw-y}aԏYm[>I݌]ͷt%z˱|eb.(uWVqhća%8~5#@c``]|* 5_z99k=p~W[%i{Fa8j?z=mG Ip~ ^WKL]Rطo@ kwm I|W[%i7m'\4z{96= {)oͧsd%pN*=sc)eAAvp+˻gSj8F#y^ DۄMx>y>ú/If}T54a'J{Tۊͧq7/En~'ӞXwVVzwIxTDA|I4aVϹׂ= Il/|#6;}w߉҈s6]ͧmOlj,&|IɈk|*؅$_'ο'c1KҸ~cMb_ *cHත[<&~S8 lc?o]WBJے^>7>Ko\Fl.vuLc_{j3.l>;۰|=m>5N|z~U6yXښW-?]W go7ug火ϧ/kꌲ8{u$c=ܶG EcoŦt~zX>6_4:ŕպJшSٍGc哴 5\mWLtv݃;.| {A߀7ATA^In _W[S¾</\  yp!m^Mbxû{ Ox&/I[=WuLa籞n7ݠtyxN.nf>'32tm|g\j![WmBm|I7iƠoh|I7iPо[|I7i9)>hKjIm-N=ƒou~il|z,qY04Gn|%p}:?[n_}EK}ɗW3NOg:gG@}E}ɗܗr%ਯg@/j4y}=}ɗܗ楿&Nt׼.yɗW?knW]K꫁˃yFLgP)߇.U=+x[/=՜ě19t]>y`GlԏWqgFw,&XL ?h't"b-Nt:.0NP||IU?n(h6@cʵVu0^c!Fr:WI×vl@tO 8BAZ]+ IA_ C^Z5N51^cqׄQ5IZ7Ө`$knxZ0_Қ`Mz= Vi~N ?{ьKX-|`IԎ}6j#l< Fs\ oZ3CE! uP tMQkf,ʐ*&\SS$$If!vh#vB$:V le t 6`65,#yt<S$$If!vh#vB$:V l t 6`65,#yt<S$$If!vh#v#:V l" t 6`M65"yt<q Dd,r  s @A?Picture 16" " LjJc\aN w 3@= LjJc\aN w4co=M xmlTUϔ:PH[Zj@A(VDd "4nAc"*D?(&.|1Fc]I\3X9<9ywf8v+qj:߹9q;W?͹ 6LKܧn4*PיAzd_;i"Hv+mu3,Czk]m=c^msacΉnNT?:+ @[ԇxFY`d9 +&ke'` /7*"TLF6x6dJrkaן߷%ہ⡹LwwwQ6#gWQuAٴnFb>=K G_kKm鷶m[&_oS䜊!>BNǜעܞ9uik{ ٢~[ʣKrދS([Uк#FX:q?!54?N[}@o04?D[8 _8'߃=~g*"[|+|_`DX1mkʬД!#,߇zP~mA> 仐y - 'tž/+{C;b%^sg~Y(>CV1p4OrC, 7#Wb7x\whغPlQt?9.(v_.x(ɲ@y dB]\G07f#u5 *k.ݘgSc4nʏ/>n+ڝP.GlhѸPѴZ]< OsևCˡFc >2t$j|}BWJZx[}X,>D/1^mӯ%j$j}jL>Y)ϽZ#&K:ʻ ]ӣ9/[ގj'k Nƴ3*J(F0^-}}/}An.pK E-nu0%TWYsv+:o)'`(t>_AO*e"r[uU̵[ mbmCw[=KWSд^An>skvgPrr)%[,^ Un5^gmV=k%6IvAj䚐 ]_|jw&v<ћ̱ 4- ȍ ρt5^Zn;jn_%sv 4-}CnϭrszVuO!ېBZ?Km7]YݷįV=yд}w:?@[3G%syI\MWȿ skܮ[bJV?73G t?Tnsr;нP?ƃUgx3zDRh|gC|/}{>&I |\mBn#۠~>S~:s@J$gIKӹSg 4.s)Jw9ֵ i8IݑG 5^e}7zd{u*]dW$#һ^=ޗ#ok4={Θ {v*R`/}uPgn3b΋5 ~ΠgFAO~bZx;Z8 Z5A`:ͱپ9Zܵ<+Gi,4Wx ͵vmo{OZМQuQ}! ƶ.Sr.P]%fM^|9QRN1 _h׀]o~hc- JOgX%>`qҤrLwvB{h_|>{^B&v7:@9 ,к}=k\[Z*=Wc51ZAښ`iM<kxiw8MeL|Vu :(-: Ao+(:8ցΆ u)H㥝 s6o*&0sʬ$=v9JlL1|6;J]gs 2/zn+AA;YoأBL5d䷠᳐٨3LYl_S$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<D$$If!vh#v#:V l" tM65"yt< Dd&E#!r  s @A?Picture 17" " X52G==y;1ְoB3@=X52G==y;1ְod.tk_@=7xOlTUoKRe&Xj[Td(@\Pڠ*hV X 1ga"Q&.0!.HUĘD](1,p%`}oy\^X4s={ߛ2%ι`R6XϹ;[9ϹkWu9W8 3*A+iu0xL/s=|0Zr(M}]Bw@MeJ}GeԾ6( lee7vLde.jb ccc&l_@=+lU*@S8X*)`t5sKҭǨZ8~0It4nKfkI'iםκfq&מL->zPx ?_hQnA/ Lp#F2<I_[20sZtnG=RX_d˾K4j6/|_;kʯfȮdMZSMᚖl9(=aPHqxIXK:~1m0/߅o=/܎匿nq6ڋ񗞿Nd6I_ x뷡s o/t][MܲcwP7[4n|J_k;zoq̮39L9:qqQ~qαo~w;7=5Y.(<^Jm/\,.K@ }b⧭&e6z1߮y%á DZg_V4TTzÉBWˊ䏃 nLJ^tFiSl5UWyRGEYǫcbe v{A[9)H`iNU'?ۏY(g׏}| s}\}_~ &WߗW߾\-%p?b71&WߗWtR Gm3&#ty6pYdwl/B7(vִͦo?i\ppiCIN/~A5s巣KLVX7";iNnoWЖj\ *3DmJ՞ [Ԁj _ ۊb/o>dWضۅS5?Ql 8[I@v该ckrƓb9bSYAz+> tOb܏|/8QdWR{Mg_;fgf~lMV(SwO&FܵQr}pj]Idn^6u7{y~u7 t7Ÿ/Ap16Y/ٷS2j"cosh}.㏀dby3Q {JpQwb|@~KOS5Yy]':zV[>Z~JQ_Cd3]΢|/X=Mk2ͧſL([- nd籿9L&+dIo?ad/MߏFCu/ ohV rakdlm {vg|R߫AFhKdy59݃n=:3bWmW] .^0.O l OpVo '.k8Z_>׋@>} L6$~vm0&jv+|>ď3ĭo9ϸ<b/ wc{Qj={r_t ';5?+,c̠5U e1-Fv#c#}X {(5?UlrdvAO9tWvɫxzlB?;,nȃ\Ay2ʃ]U AOypd%ZdzF\P̜nzP3KY3 l_#~^.]2]Lj-@߳|ӮP\_YikNH)rwFj_d`D$$If!vh#v#:V le tM65"yt<D$$If!vh#v#:V l tM65"yt<S$$If!vh#v#:V l" t 6`M65"yt< Dd*r  s @A?Picture 18" ") ,LiCh'GD 3@= ,LiCh'GD073j= xlW-mM[-RGl@ -mDFl MHR#Wagbܖ(akퟙ5AN'Yb%j⏨}޾^jr|y99sy߾))|sKY˹Sun6ows)2*RZ1JL.W8r̀鶦 7QO2{8w@ܖJƾ9?W̕-ۻoysQ}-sؘua}ff5uapM`h [> Ƿ.4_1F&X+8kCkHq֤b}̖8־5#Jrdzٷ~[%>olEw^L5 ઠo m$06/_w9F/ lkk>5ŏŷ8'Z%6v1m*y=KJaS1VLbS.M#6mb>(J U-_>~/vN}d`bIזH B[O9w94m] uGqp<~/m̿?zGkWyoiQŇֈrP rkiLmH m']cڧ\ ǟ-L07b cyvx̯^B{vhA9mE>U]q!jbUYP dB ǟ-L07QxO3b-(9~m".DVx?6A|mb2(-CV:Vփ4Ϻ wrH3 #H^{0RW9aww>Y^gWuRH׎|Bޟ=9C{[ykpm3 K\{o8W?ZQ?RZfj2_ ;:>Ӽ|-Ss6*2i_b^IAVd\rt^x9gAˡסj+w0W׿ӫ?ھ^{1Wq*s4lƫmkObz}]1ھ>v~-]{rh\յbw 9ydXf-ݩw CS`'{{o8 ĻPHߵ8{oj@.3 2)/5w QM.w#9*ػ>"-Qoz'I9CC96]R{8n{9%qIEr o7rlwr;ȳ]{'XsrU )-pm@eFws)cFjo1s} 6."LཎstI9r=sL(%1,,2)_7)~M]]!Imj9 \FDtI9,~&t%9oh\G&??oc%;x)帚\'O;B&#-ϱs<&vgI=$2)?w/7'.)]l3՝~W5ԉ-G^7mjiJ_[ +J~=T}q#FJRxE|(Gstϕrr3r%C`'@܆|'rV /1[Ldk^ m-%ꞣ&^d ]d;#nw?A7Ls_>J߱ >I۸'&p_g11ߏO3~+?oDK+!t7j3]߁k?jZ,&}FE O/AtX >Ooߞ/fo]*&_/sɫbT lL!_Cv <:etVg9dAh]rc@k1t2NގNu\cGI󳕺-e~U k*|WW՚[ߏ5V`qPGw6BFvlwc_N/1_,On {~w$u@9;AJg2gNtۀSgɠs#3$- Gc# aEg@e>13ry<#@9̸=be_F),o >Z>(ߤ}*j\I`iԲ>0]b p/X{W̞/3R_mQֵ:>D{2%+i`e>coaP>7=k.5 T||kPS$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<H$$If!vh#vB$:V l" t65yt<T%Ddr.r  s @A?Picture 19" "_˛B^o@a;3@=3˛B^o@a̰3sdIx Vy._YYpAeGu"!-!-@%A$i 85S-1Nmj8MnRkLj8eAGM}{]ػ;sy{99AX:Z,`4AA.x hEwT(st AQuf0>ʳ谿ٵ!^ձt<|{ շtAt\Ι?~<91<`zXơƿK=Juc405PоHPd6*KgגMRgF)~\G]OX+?R*oCײ[ZZ <&CT+\’vJcqjdp5v`#T걼S~^[^썧W|~kkVFA= ǹ>]Wٯ$/VǴ/ȴڲܸڥG¹񰿳#e="+4ס2'7$޸nǗf/6q%9s)3ij697$ڰ7ijڱܴ)ǰ҇w>rJŤ⨇-J0"ⴇ:Aܭp|AYŵEQU6Y&m*6kj06 ŶM=u&622wmSꗿwYCf/;}.os|\2a~ryyЊ}}YEn&▪"negmv/Ҹ{9~7{qC]mHV9Tįf/nd7R܊ Enũ}i܊W[TܮAu&ǯf/NHV^U>O>✳ܰĭ1%;8<8܊Sq+{Vr̵V8F[zȡcȭ87n!}p,Vƭx= "T޸ZX6J|h;N^6\%;@OǙqxY_/x+rqǻr^H_ 6,ڈIKGk_cؕx&8#~܋_ XZCI|w>-[K*|XkX0)%oW8kA{Sƈ ׷+tv:t5߾ϖ!N1Wz}1|WׯZ+6+?+5G+˾bqR+o+O1~BLcύ3$ŨBqtL'ג8Һes'Ylry.}$[#}ׯEC/g~Ȝu]yf)g=6 ӱ`鍵سaA R*gwo;Hۍ悔tr>blszN#>Y:( 9O9-LWAR'Bӥl\&Y$^O&&iܥ1Km8=^qX䧠,cӥ8[N؛T1P,48i|'獜{HM|86]8Ο)}i'i>ޏ)ti>n>c7^`cdp@8Hg^|OZ73sz" m Z+yt>gokcCpYڒL* wi#MQQўE=A #h&g?S`{$B|/Ad2;YIs"4]Xfͧ}n1s\k|6{. EjUgѻBizўE,KݳgIjN|=ȁYvc=˗=}ܒ$KYImoWڳ r {g Kq3gz6p.A=x. G_gYlC;/g<t-~giCosɡ*sѾمٶسٚ׳$芰ѷsنǮ<ti㷙3{H]8Ikc_]RXs#&.m,M "):־q:*$e&kpmE[hK9n(ڲXzRi^z^LsȶtT>,i`_Uj q2΍ϗ.i]a̛I~M*?Njx? |mlad'.vӜgNI94>ǝ}=ڞܲ<촧^Btist?=|*d2mzV"H߷KYg$N|=HO]Pwq#{jӥ,~׽tR7#fd^ZKN{雐Dz}$KYo%|=בS߆_CԦKq>ӫҵ,&DW]>ҾAd:,vD摾Mc71q|!Nz2=X})\}h}h׬ ʡFwއs&X`~ֻi~~?qd9'ڳnH|} y܌z_0ϟuν Y l4?gH|W8GKnd)jm~GB~|kYO>ރ^O@އ RΖ߳gŵ9TRIm? F^Dq݉m-YƓ˂:w d 9`3hG1*v UKW5(\7+tɮkuYotj[ҵT@;]c/H7cӵZtџ:Qj 0RV \`V}~|~aL%`+w>cPR5[w>jUq&hDU\kQjϠ.w}}G{EՐ׮JkH &wh{eTV,5>Vvsxl WM!]{d}2=/_k%k_ٱ6yA ApoaG~EKٻ9uyo?t86Cs;UVAvo%/?~WYe]5خ7~_xWY%o:w >^3Prp~}Ҙ> U-iE x?9/G.txQH JT`;XBlњWW長x>ݡ;(ԛU8:±cٿ鲟d5ᏑV`6ܰ.ѵ-mɴ?7Oof}44հ-ɱ;Feӵ?6龺]6m@8ϫ\ɸĐ;!߇SIRJW7*ֆI*91/ዡҴݳ?,̰印̰w8'Gڹ2?ҳ;ʼ%$?g8t낏2ҳ崡<-孿⽔GQ/. Nw*oAmx^+)V4ŊC L%X1I ]>fhm 3_:R>(~,!Β/${KwzN{+FqR,NUPk-fI?Dֆ6^uv1#GӤFYRވN%SӴ\luZ~ܾ|޽bL%($-L|X,Zl\KΓmmV^yuޱQ23@Q,ֆI!yUy5-^^͝Iދx u#F xs+.vDaq`57Gt/k Mw)PWhD)_\md~-Lmt-WW=zl\=NE ދ-jċ_/:lP tNY{oɺ&T tʣ}H$$If!vh#vB$:V le t65yt<TH$$If!vh#vB$:V l t65yt<TS$$If!vh#v#:V l" t 6`M65"yt<Dd)r  s @A?Picture 20""ERN\3@=ERN\&Mg?wxhU~z3sls/'p*:AB9Z5-VXP0dE?BQDF("K?P#X{zr߽ζ`g<9y+q+o:Z;+}s%%έEHP맣ssEx2-/Ax(M}rAvHD]P_ϴ_ZQB}:lLMXt>:+TTb}Sss'[Rr ^aZ)T2tEkR1\[pdTV0_lMV]qkDקe@\9v};ˀ, d;˃%YzḨ_GNKcm^-֖|-@~Wر ~9'9u<i˒g5[o8Z$gy|ۧ~Qֈh9.]X*BėC<8}/T>7_r\9rt`W/_lo-vemWeWjlfF uc.N٘o-lFVhf{wN*vNf=92(^ Kf]w:bADw3Dj8W|~8?2^mӯQj[WVP91I1qPWF+(OM洺?F؞a5,^h3>-( ;=F(ǖ7+o ~ .:[\ktwӆB:j>gU/fФ_@ PP?KqSUC%}ǿhCg댿|y?KZo[GM_ue`&7dv@/)Mn-1n ɳzc|:Ubrbgq#q^}ϷŹ +p;菻suӍ+s;[~g*ѻD%] Xwۣ>+Ucc^&#g SATr`UW{7^7eKҿfq_xI[bů_(xe oBYN3`"ؒƟq{ex 8 wXq;vuܐx;x/FT !U};lfdF~텷; c_52zHq6[c2֣ UWB@M^&/+)|@c^B=yL_%-bˉ fFZekx,dgJ'9 (t'M4^3k{?n Z7 nӜBj1屿ȑѲE|Pw[ismsyC#@Rt2N!9bA;~tyFh}FhHGLʃP<$A/AN΁hMyS k>vѳ=sY|/sar3'LNsXw-{%_u- ;GܮL9;[ X؍ Z VCs^y\k<SښfZJ /^S$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<S$$If!vh#v#:V l" t 6`M65"yt< DdO+r  s @A?Picture 21""J O:𦴯8& {3@= O:𦴯8?lkD xlW-в*mȰEP~:p6qD]alL 6cNgaGF'B`4uN˲%D635.y9ͽ]-ޓsy/Gg5.L nlϋx鼋ژ%a}bb5:p, (7~#b2ܥmAZ_6:*5m~l.ɔ[pdTc^{Ԛ.{}ʭ҃_WCs\.Wv}[˂A~} i S ve+r z-F`z-}뷥ڒ%o~~WW|Vο6v:_g0a&洘eNz9pN]ʶNlQJ)/Y+vQv}Z۞:| r70H>FX)Gc^.00|5#*-BV.ߋ#`$pYao|O|$-r_ϟ115l|-=u_ }( M}5B&k*Ch C+g:maYaH~r YaW [ CVX3#mY[r[r/J:a |5|\;%4!+-?b|\?C[c™"{!w!¡K:KPio7vN g_b{RKxZJtF`[c=ة<arhu\ =_<4vA^hrWk8ws{b&Ͼ}sυkf~s|ٺ'+Q(UN yΚlKN'lO ο=j_j,ǫ+>rǷ_B{+&Gb|}1>_WקvP#%N3sx/W8յ.w6 >r+-48/mCoR=ټ9[,tt1Ty TyQX 1WlxK0l~!"=9֭c=UQi~+Ù$~O+gc+aF΅k PTlu!ׂnbkZ6x\;b j:a( ;2헠CbrFN/.@!QwVcr\]+X,/'k#hR#0rB/)>q3Lt;&b $c~)<'&zT3m.|G )F|[%6^=w%+?'I1԰00س1ũW ^{c~:! Ykޅ_[4{`w#/[%Ŷz?OyA?M =?[|xi*[ޟ=4mGǁ;Um?1 2ibknG σ:gޭv]4~"4)B9> 16^R1P[K~b([ r?blwo'7~0y4huQ=>Q _G;=`I>Txy_n| zC{k<^i4@w\{-qKQA_WB*Tm/I a Kҿ~ِ۳ɖJ"ptOό3~Œ[oܳmn_GZ"muQ{4bljl2UU.hb杬=`>s/ɞvʘ=CʱH!Գ޳?ɶĸKg'癰ٳ.2h.*62!ű*<3j@kܒ)yU@c^Pyj7ձ>.ޖ<5l.QV xݏ0ɿ?4"ˆNfZ_v=nՇp*rB>?'Zg"'C92]iF^qXrb%*'yI91ĸN0*}6e\_pS]Uc' Q >5Y̧"ѹr%rhl:,[P&?:I9*N:?FN99dȕˡ~xȗ=GFreΚ|-nb*Tm|@eE#uRy4^_vByLf&+]]u1mLܨ\kR4&_f^C{S&աS$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<S$$If!vh#v#:V l" t 6`M65"yt<Ddr.$r  s @A?Picture 22"" 7Dt"R1t!83@=7Dt"R1t!8dcV3s8?[x g]YBfXXXEkXD|P."DMX UHJJRPH_ 6j_"Z1T|4mg kr}9s|.WYOJ<`߮ƽiWv79lclԕzik;C>6^]W"Uuc]i{}zEV{>5j+Uưm6}lc/8վ#q/ 񵜆Msf6KgǒMqs\%ۜL[[w5W4(:9qUI'AY0օоd/t¸b=FWc}_/֗}/{~n~5C8*`ɛO>:-:ծXEV%;cԭ8"8'%ƈAi |iPmc˿vگFg#Q Ƴc{^xi_դ K˼4-U]:3yFu/wz]; vLwzfvW/Jwkz]joOiMO{l\_?ЫoHw%_Lw:/w&. O<8-}9Z fzո0n3]{caRTeso]Qi.me]SSuJ6GN)ơiݸnIk-34_%+݇&N&?Cd*ڶ7jks,-ƶ퐳Z3 Ag:sk4nkᶺȭ9گ\Z=9y\7Ae>hz6| \ ܚ.ہp;mJ1T@HvOI?D\q:1mam=܍sd-F~5]p{^ۂ_ojyx)2[NEHḒAEn *VVal[ӥ_wquW9 'j@r`z/6n+|[ƻ z8nBlփf't'uwpp[Xn^q; :p|bnMƭC"v('z5#{#qyvyKH>1+sw0rƪ6z[ȵ[CdZn+OHḎ8]sƹXkC5d>k~5HḎJw-Tw k' [N$;sk4nu{ |kȟ4noFu x5]oX*3 p(b'nG>J6<'bmv!-Fv|:tes]ou\H1xzm@L>~zHD|.1ǭoϿot_2MaR͏!1Ǧ+e,y܀N/.^ ~Woq{PLr+]۶q'<nZܞLr+]۶lѻ`7Hv6oO&.[%~[Tz׮O [@1ܚ.[{Y䶰G~";|i>E. Y!Y|Ϭt|;p o q܄^swF"t_s'\܋Ҹ!Dܚ.[}s%[=^q5m3:'F^t5]zSc{F؟rw5[|8=\>f:ŐkN&: O `2к/ZǓ~My+?z՗ Ց-Pҿ _%ӥ_+9Jo4_,MpPd~FD7]ֹ[".y?1ӥ?/-7]!Y-ŒoHms΍:["]Wdha|99@\lFw2?ʣǨ SȮ;3śtis|+n6 *0|✘N;WN&a~=K]8ax]N\λF79%0ZWcA(nb΍Ulh? wm%QN93pϳA3XZ';[7Զ8dl{^rsitc;FN2kt:ƭ-);ˁląuzY^tkS0Jw#U4ʚʺX C3^-LΜY赎*+#x^h]įr]l.ڦqŹ/luZ>Svʕţv2 =GYHnĠ)sS y|q]cki=d:#WL u, 07ʟrcT_|Yߵi@i:=劳ϕ|sjLѩқ̕?;ţg=0G#73?7.706񴡳~@װPݶļ~;/#8+:+$7ڟ2Z󸿵3Ҝ$<2NFrQs?5rb!-V/C[25(:UvݣqtڲyjydZ@52&kt'b3Br uw2{^S}ft4r6qPAuDSAUЫƤjM>YsʽxyъEShK~՜3j.Ƴjn 2w*vd͙.%{ۿnkLZ=IshדVhB^z`K~&zΪic]1'}\kX 5l\7Yzѳi}:ҵ;Ɏ@T_~k3ۖ> (ZlIU zhlNG^r-P:-$_ؼ^Z}m;}/aA@3qFB'`C# *) J7=Vw5*9S$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<H$$If!vh#vB$:V l" t65yt<TDdb*r  s @A?Picture 23""$㬶4b4p R&^# "JDQ‹&hb"V ODLH|Q bGj4Q|9{9%iKMgvwfgfwfw9\']ܺk9jvMwvΕ έAW$Ȗ9aPro9٠nV S@i2 !vH>SQWaLi[nI]fL+ϸ^3%y79_ ֙>C6__5b2 vNCZyֳ`3\/7*9;xfK2>+#15sou*6כ/:Qe8lV0Wkޭ`+6KѦrw[hfP>:M@m,rz#c z~\j/.Qz/ʟ仑N!+tBnF] ]}䛑HЊl}4wm}V$bk=cJH֊?CW}*m} _V~& U'ѧ-W9)H'J.yu6=<:Dy[x?f0!Mbc|id}>_m_'Oƫm5P WS{PĞ]>(&˒Eu G6/5|~> )z/0~\Rx~aFg清zWC:jw W%عH]~O?!c,b`4ygs%z\ ;SOhMCv#4=B}l7Fq#~ס98UAbː+G^{ۏb1kG~"Hc WhR_Cr=PH&eoعOuthRA0r# cl/ ң1}{x3:M3mC@}l7Y?=g >7;q G-h3x1YޛgpTs*w]0@u@k~̌DZ\}w=ؐB@|Ӹbr s`G+h55C'Y`<+C<}Λ}-%&fvwْ>ߖl Oڣ5B;guQ{vbgs pW) j:$+j1yd57biL@*`Yh=W6c*1|T}_V0_,oo?@3xDb0,GF'&,&%Gk9ٜjqfO+;BյVC2KI8KgI}fj&ߘL[]*4VCJ||_ wvv-1UA_ m'5B93>vk˞mٷWj_v2喝 WTrr۩{eAih{uVkAF\kjgJXZS> )Ym c矀 'OFp9axa?i p |=WrOJ?Zxb*xXPYv )5ӈkȉ(e1Fs)9N# ma0W KXA ->^iRlǪ7,; )X 59:Efi %αYG"!¡~0Wk-e-,+Կu޹εRG'.ŞOkP㥅[Cs.io*v~~^<vPSW.Nwk3.Ye^MkRc˿jݦ9g@ێWknv3Ս2T̵/޼wZQsjf}u}ϓv~v,G*~GϱT4s{TFIjN ⼱%Gg`h?ٍ ry?khjFjcz}^m_?ӫbz}}#񏶯9WkgB{*W1}>z;לjcz}ھ>gռRh,赎5Ǭp:yVY9b{]A}V1];b-Q4Bb/!!{i lݭv8 Qˑwp]o_st|࿎|rlw9&pe5lZOޅ%2)= vϑ~M`w帚$ik 9@?^rHDMWI_vdX=9eMĢy>O:.XA#ȍ:0p>QN::E"ܚb]CnWskq."r{7QNABB8 Q tI{sSvrXKLMh$_"r<x/#_A".)79oc#y:Ȥax_AtI9^ɧ:95>u9\suiHF`;~M|; s[l}G볘&FC& "ڣM[;˹n$9=JP,zgгbo[%$ѹ}Y,W[DN!#\`k װ@v_&2ntIvbvƦqj߲ڗ}%ۗ?Ǿwy.~a_Ǿw?ͤt ߞǾ} ?PltO=e:Rl;D>\=lFES\ ntn;ܭnǨIQ鵭@w6\7tun7;V3B^l0_rO:p(.{՞چ*C[{"ַ? |M5m+r1#7dW0l\}UwL>G:k_k>?~|M'~K1o[b>B> P1-va^/O /tPG%KaBp,Ko3h1泭*lO'isLql+#N_?w:צYaR4p$GEW]7bZ:""] t9πGg%K[1\^ܗ/KBq+(28r,g_%MG m^Kz9g69[֠)9'Rk3#اbրDbZrkpTsD#d8#Z9b:=m~!A\9E>.0(ǥٙş>(5`찿bÖСoh)R6tEkR1\IZhlT3G=TmMV_~WZoc6h9\c,k> M:w#x9{qNע9-igi{b%eg9N֚I*LRez{оpB3 Jwio}sAW8s-d^ewf}m8E]ހWuMYܖr(iN OZbqV|3t5 $mu "#n5%-Ѽu=:}4:ݜzH!755Ry/!*F98wв]V?Ƃ׹HxlO8  ު98KH]BKu1{6}W_jEl_m_\;Ư _8m 0Wy>9S[˙ӂ*Krk}s)MsG? W3t.r6K Ӆ;~[lQW,DZjxl^tv9VY~GJ]q}eLbwќV'oa>@ՠ=os":ԳѴ/^g[<=Vr6}齂*Jո?B"?Or bۏq! u5]@O+Zb9z4\q#Azs7c+vk!V\gtO(c<1s׳ۑ=Z1g"v[!V 8c}εg˕>o}OW@w匪bϐ;(cOH?~ӼIVt6 @]~s tZg_ <+U<]ofSſ9ލm>w?\&N4az>/q/A%q7.ll$N2{;?;ٌq'i_I{;A"y.Gc x}Q<`)/{ΫkeU? 1z5 w񙌽<毁|2N'y/[{wR[iB怕{?VX^ ?ͣ26W,91bȅfSK%Ta.W$$If!vh#vB$:V le t 6`65yt<W$$If!vh#vB$:V l t 6`65yt<W$$If!vh#vB$:V l" t 6`65yt< DdE"Qr  s @A?Picture 26""Rp A <6g#.83@=&p A <6g#(lU(4xTU;Zu)%qukѨu5%ɱȲJͨ`5RTe #" ?k/-~IA;ϻy3 ^s97fsʓ Ε3rn*玴;gswùi ֲ:g`Pny%Rρ?hX)ddۊn:uy)q}:PltW/(NyEg̉###5πDu&!;Ro*b2 v%}iPVss%CwP4'QlI&mK1QIڝ]\iNƗ}_߾W\er(}tӗz2Wqr=Xy7܍ͮ:Ԟ'ifP>t@-øiٚN[ӛS%ЌЅPźD 3%z凑ي)h(?L[8XaȝBp,?H[808Jݴu XP6F@->(V$v p.h K(!A(?D[/ah|?rЭAdQ;bϧ-t#+ӽ5ΝkdP|\%K;Z]r_+yr$N.rH’_v'ܖQƼhhjF6S>_m1W翝NZK}[[}6GT7|}_mOm_ 箪,!ZsŞG6Oc^Әvhsi>0f2[hax{_Ugu)%+ ,n;VQ]Z>^Io#kV5{, ~A_jmg5^j.udwrYV^'r{L!$iZ/Ck'An/BV)n9o"z6sn Ͽ s' 2{r|5rː gT]8a*[3Ǻ7md#+Tw90ƻ&8d|}596^#ix+=<{$g>;?'-zw"~ޅxb\#`vT߆E_ɘb#Ys@Os.cOx /%6c1|ToX>QP?Xl~CǓ #-~}6{q/=ƫOz8v`j48Z_ZzX0Vh.Uh]ȮUrQ>˭m-A0ǐZx $ׂ o*|;`=fփua95>H|c봥ʩ$ГܧX}g浶:3Upx= x}l-R^n "KTupi2%Tt"KqZ%d/2 e2ąlBɢ>y~xTCwιϽbsfl{]Mҹ[˸m7:7HDsZ8=ɡee^@ 5'-A. ٶz7Ž\G]hZ;.-;\̍###9OΊuVڢ9dG*Mw%}I QV"& C%t䓚hLˢ5Q{)~؅J>_[_v%IK]=&9Ǡs"m=U\ ?g&{g SgnA1 ߽P=&kZrVS駱š=P'X' e/?uÌì/ߋ.2v#+ɷ#w5Evdvgj[5syo eCHF ˷ :\\oZOo= b,T=G`+EWy$_`, #+;ۊrw2z:!wy$XhGV7wjVZ{p_c_cZ[C2obNUR[ )X!{Ӻ2'kԖo[jĦڒ֖my(_c?=|gc|}_c_c=s>3+&žia} A;hO/Sp07@@?9 YQ_Ƀ05LNڑ_s擞װys<9!IZ_rGNGvg,r &õ;z|$g5d>]=?0K˭Nu܎{.973r@B!0KZrq$G_@Vϗ cJP?K{ r z@G߄NE t8cxe[1+r@>>_n A{96^zss0ᛐ<*Gˡi9~m96^zNc>*9:=MS?"4jӳi-2̗!)36k3guM{39$:н.68n^ݱ"w􈨴41(g?N5CPO]|nUӽT}=PXM5ُ޻%TʝkRir=ZyھI{5ɳ P?ƛ|RӉ-= G]w }j?qewvXsP83,Y;n>Aφ?~]u`1hg=1yIZ+QR]PdElk?.ޅl9vbP%g,gP}! 0=sV9"?g̗^컃cW$$If!vh#vB$:V le t 6`^65yt<W$$If!vh#vB$:V l t 6`^65yt<W$$If!vh#vB$:V l" t 6`^65yt< DdE"Qr  s @A?Picture 28"" tҷ478Y|dE P3@= tҷ478Y|dE.lU(4 x]Uf|ä: ;x0x-0-M1(WcC6&}xD"4iRcIH[hJ>gx=#fZ{Zg{N97jq^s܋++u`s%5AmR%\Ms^G0V2ܪKw_^Ɛ HW[VW`Zj]=Yk%n6gIܟp]q3UAoCw"7yf:YtaTs=cO0RKoړoKfkI'o9QK{}=\[_~zKo C'q`6gҗX guV0k״:fۛ\>gՔ;w2*[uTe,l/Tvg??jYzZ݊r'ֺX,=.4B螅F gK8ՠ??3DWn_rB]a>IΕKej [ 0IzB@&vBqn_Ýl)70|7fj/}؝?X*F鞓_n^u:s8\st?މ㍷oTjkp/v^FKeUM XKGgQU'u;a3ˍ䛐r;?kʟI5H5oSrC<q(_kU|]ۿⵈx(V.gE|-ڃ-ھ:߹v{snǧږֶm.tnB9Cơ\P;%8kCc;;ӟ͌3hJ%@Tx5_{"nvo;gK`vv`2o`U\`qܱgW+w +v0>&M0V.,̥dr&ˆωjG/$u\rTry=T녹L\NpH.o ,5h\ u0&kK}mm5VP=.VW[/zN?oA:z?Tw1?5!dU2L!9C߆6˭w Brk緟gwm38I:HNBТ?!^ꞆТ(k9ghzx٩qMssUfN>Sń?](oWF~(dE9oc}ﭡ M%}>h?}z:dZ7݆t/, mdg]3p}_ٯvcMVd&?adEMm}_3웬&/@dE74ύMVdc|ΰo"gطz[MEZw*bvZZb m~uƬc?sY|h=;L4lڃl;a(4Gzи 7N_4\d[{VVc|Su黪a; Cj`|ޅloG+>ښcZ2hz>qxqIC0S4_Ȅbb=i_i,io l0&녟T~6E\QfT`τZMbj_iX~Lv=⼸#k~)*-aj$_a[cUιՐ(&6j` & YѓLIޏ!I>`M,! Pn̎^8(=&+7;6u ^{Pp3Qa5:WK}@5um:-ҷ:%T:a u`6arv͇NGMhfOW8(IA?Object 29"" '}5p y|iKm \3@=e '}5p y|iK<L*eHY3 xlVWOKRQـ!u (GH`t[X5 Ƞhdt "d԰L0D.d˂ɲl41N={Lzy<9<=hsnks>3K͙wsĝ]F_dls5c:Nkc7Í/x$2PXvtu!d,)ruoe k) >st̀HWT0ư>r:va䐰TŠ"l6}еó5^(T_]8 X} R6ʣ.i6jdlr;ym|LsdzoeGOclcWa0r |Lж'PV0@ؓ 8 n h=8fuo벷<]M~ɯ9םķgOޘ8ʜuo-j8]Ż|Q]h|1嵎_` PL/X5,L/[ ,*fٷF/|\%珯"W o`+e_].V8e 1~;ua7,7B,VX88v0ȾPPe?ٗPF`+dٯ D寧/x/Ftcp{,ilBh؇W;'.fݷn>/ۋ-r˰ձ< JwU6nyֳ򖗳-?GaSRqPwATR'~KFWRUK[ N\+PZ#ek'PH#~6LB;|~AW47*U/3^ eAA6l+N,Zsɸ1M t^uqgz}?1~V|Iwu_WW1꾾8W׿CU/1~SL?Wk/ٚi_SL?ӫ 3|Ӿ}GZf Q$q4φַ'}` ZCX|)\Gsl^f 9Hv/4N*@ʲ9ne?+\qvUy&~-|_)0K/4;qVP%&8xEJ7 θi}Z!Ѻlkvg[> v NW~m!ȇ؉[=">n3gߵh߾r{z~ Wm^B3q<݆h[SjNLw&u ?BEvou#R+VQp[mp%#vVy"}z䌇? ;vzqz :q+u2noD޶}n{‹8yYdWnvcWO qLJAwfŐY&#ḙX82F}/Ee˃͂=bKw2$wGY:>},˓[B'ysOsdҖxgg-֞DGgtO@=hBCǕNg3s{0폯{?c|r0~:ǿ?9Kՙ~yƕ9Ɨ.ts8Kw_Rھ|lIX73W4܌Lv[\RA7V"r˩n &S1(AHGkg 鬿:@C)3Wthŭ X+yy'3l&-h:_V,"PY`EqJMώ쭝gN/]Wl?ؤBtx=q&@sۼ4^p;ͫϟxEJ'(:_S3_شeUt̯9 W]?P?ז4iG<-R~Knų3Ȫ~|4M90nm}ﾍ%0:s2Ww푤8סOTډH6-Vw(|_Sݤ_pj#QxE~JT$?SZ8칅J-lK@ ًZU_g&>To#> ڧzܴʴ#٨<țbN6#)W`-'7-dqgc>Hփo_#_=: uh35']IuNuSC?H*m )'Z? c2+~=YMAVSʥe0\[Fz|]W+0D% 0x' ,-` 3B2;*;,V\kgZ{|o,>=7`9cNs bގΏv>Ѯfut. j&_Ӝ=+NkEq #_atoAZ2)m[u)~P%I{pQqcGů-;,6?I [_EKFt:'3pˉX՜|2_7I{ _f!o&dXղtjo}\- 쭍oEK*ʋʖ/-l%-_Ӿphxu{RV~t)O-*0#7+&>/_=}9yb|Vpu8h'Mju%T& ~*O@NƇ{γ@߿aw g{kgb5qzν{- kt>7];:02DH t:Gt+v]M{4q5Jy 3(HPԧ㬻r _l&W$$If!vh#ve$:V l t 6`^65O#yt<W$$If!vh#ve$:V l t 6`^65O#yt<W$$If!vh#vB$:V l t 6`^65yt< Dd)"p   s >A ?Object 30""I `<AP% M[j9G% j3@= `<AP% M[j9G<5gV xlUWkWJ\ ; :ϊ fKq 8R`h!f˨Iefqeb4#.3Yta!qtCQ6%1|s{}5ws}罗rmv)suf Υ?ּʹ;̹?ï0Z\Cʹs C;ZPi)k(WNյHvvCkfب|%:,ЕY #^E>r6uS䰬Pc lq𫀮Ӟ??v>}dgS}uIQ j m|l, }~G2͸|>_[YvJ@X"W6at?JP/6.[oB-T罴U9aVd82Ɨ|.y`+__J|Sq} Ri99x <is_٢vt%9Ǩ+ioD1  c?k" s䧅ی'#+|A"ԅcp"&PwМO"+CVx2&D(H א ;z:bȽ;"Zd fĦHp5BML~r+9/d;˄+.W&Gs4l?v(`}*5@k yҠ]%[>a[(C)uHkq-ld鹸6} *?1}v[u7n\j> fZ)0FvfgYH@fp39r wc;n&-՜$]eu<2E~Ξ!M<<'X> >_sosǷ_B)&2>_uӯw'|U |}_u'W4W;WߛoKU|}|}~2ŞjuϷ&K82)vϷ"MƴP{^Lo,0S}9!3ܫן^)wT\SZ7dE'w+1T”rQYrخ<a0_u_)'@PnbU5˕[݇ݠ~9~+VFr[{!08>屹ⴥς77Ցugb%W)9%)7a$ǹپ<_ȓr<w#_xr|H_ 9,Ou6"i(i'xKE{#RQ䴎&sN^=Rr9h2xx$#䥆C t+U#X ㅮN G;qTK3!={EmI}htesfcf6Py]Oّ?wqb(Tiw#s쇡9(Nj3LrIYyIg[VPAu) @sus}~@g8HOzˑk"͹s0w_/~Jѿl&'W"W:~Jѿυ̣_R/`{o0-֙s'k}f$? xnr.hu wΊզsЫϓ4ӀW>X<}1BP4^;nGƯ?&[mdh1>=^=ⵂ-Dl衯b% Йә4h!bϻ4߂Nj]KڈV/&lR>E_UM>OHD euWZ[=5 ?/@!'!xBv_9,͵N&7Klfp.Z[QA~O_ɩ>c}E-⣺?Td>('xT(?VHPZ݈]`h6G+ʍ 8z(_' } l8 Yѕ3!9#j+ߞ~GtV,,חuc/hz x$q&n⸒|B5ӻ"b`ׄKƵ%'/}N+ZC^G3P?@/{gڭ%&[M6e38>*鯸g qb#n 60܃7zVų`=9yk_>۫y ߒ|U7k֖1 tJS0.R(.Zwh=fjʎC Z! OOZݹ޿4*v?F Ȟfox3B쁗 "n5Vɲ^ՠeq4P Ll4өF]3úo~Se}"O-ZP~h8i@ Zk3T[=P]=Tzv&U߿K1kbC1'hu6&׭*ߑ.(hHf6p]LUtZ箤y7_eU@}M weW$$If!vh#vB$:V l t 6`^65yt<W$$If!vh#vB$:V l} t 6`^65yt< Dd!r   s @A ?Picture 31"" 4Mš{gsl22-\f_Hg;YylE'# 'V8Yd"~N`+ھW1ھ;1ھs1ھ~oL;WӫjgY)[-,ԕs.nhM'OޟY4hv_{J]?3\p ,QNLWE@KrµsT#(VS3⚁cq'o I^ԕۊNJCv!ktƱԗFt9 >4`[Ayr#v/.,˟`'.s)]ɻ pE7q.+s9u\~!d)\>f:$辶S%qG;V/ӌƢw+J>b=#?qѸT'0nM'>2Aٵ(B 9s?!5]=I['@-s|96qǧp}02αteCΔu@3OEA?,c'A"(te/=b d黀O!K]@x~³+[y?J_ r'2g{?v?GnG"(!ǦK縣mr8~Yww#85z9vgkJȱ95˟yI9!."!8~;Kk rl4Wdί Zfos䇮W<ϡx|݅ϬTW V3鵀?Jȟ*Y/9^]o<))2}=rdya k&Z12]Z%!k=2LY˸r|˟FYֳ7$1tyx;fjY9he];Y܏q5M 7>EA>k g2>Gq0o%Ӧ{+=IAw[rn>Jfc}xH^m۷٩.V[$UѓחХ݋W;&h#6ʆ3}?T˗$~5G^1y|mMnK8ŭ ?!iiM -şH28~)r.|_{>rOg՟[;A. @ʯ#}LWERzKJ5Z#`;8 ޓLDZ%0~ELYڟդdvJZӧߚDFgeO}^K ~tU{(-~ AoET> :bto?)c\ڍ纮f{7W˽搿6/?Bb$?oA~$?Ѕ~,.u-Vnɺwr{"7Oe@^m>oy1Gc ~r f:'e |VPl4 uxfNP]gmh ̉Ӓf/Wdޗh.K<0"buljK[{Tb|mۀgoGh+x <l-:#ن|Ƈ7ӫ隼>=E9nMDhO6_U߿ȃڋPۀrB뚯kuO0^eoy](~ q?NyoUa6s?| `NDNW ׆ȉ75|*⒴E}N`~ͧ.r[s72V} pk7YPpKui @c*G-58qW$$If!vh#vB$:V l t 6`^65yt<W$$If!vh#vB$:V le t 6`^65yt<W$$If!vh#ve$:V l} t 6`^65O#yt<: DdE"Qr   s @A ?Picture 32""t M LQ0߅e~P y3@=H M LQ0߅e~,lU(4 xmlUo۩Xq,nY AK_Ȃ h& ZB\52/|1jb6FWw>h0J"&h٬&Ua78y;Ot6M=s9s}δ97mwXg#Zq2ܻW8w 2#"&26X8PX:!<~g}e=$ϸjqRt|._uaVvN~J]okkfDRڢ֨VFsȖML&ڮ/MvJ6-#5~/WdM{R3͛}̖d Z#)5d|ٷ ~KE 0DldFr}s{yԙ[ٴ:fbN3qMKjJVӷ&ap| !fNx|J_v|2]w1#+t9_=55ok/iEr̽ ZYP$cndH^{*GV߂X~ c~- (e ]~Cn=a?^5fwj-Q>Żd|yVnX$[6@SA۫Q[vފgLWJ0qݒ=mv掜(1tl:1'Yq?ƾ?yp!T[VПv Ԥ r$\׭lrc94Bʝl '|BjV;xkvtPPs ֹT;6kGŖV;9Q-7\&sB&kM5|C~64tJ6Aw8d^WgjzdsK0h;oxLg!P~hK)~+/rD: Xv|p3Y}5{>\?XHb mc|TΔxgcxO52O"-t?T^LD'sol%DO6c;{90:Mى}8I"-:zZ .Bh;x̌vf.Īng|N$66Zyг:̱OZ &א?5/o0@N} $s+^LQ-`ޕ1_ߨ1I*Bۀ|I{VskFr[~*z*&8v~?"I3I /AZ9>|rM/2ƫϙN:O7aE_^-:_π0z 4̟>}ԣHz/I>ξ\:w 7^-] Mƫ{y&cZVEʩ>dt^?3=@ϩ8]ڢZz =x1ٳ;x-vyVv~wf>61w&Ƃ͉oc  1= 36xJ6i3Km 5 8]Lt>|]ȶ|ќ`~/%S.p /oƓ4zɯ;G}n~p>Dn "Q>lWGWlaN63] wOH{Ont>Sy xB|?;|laH";ndV6-hNyl@~~O^o5m&vo*[c [ eOTkIZ"&c10j1_w TO` }6|=pʞ%?}vs4=nq=iZZw/-'?XE[2%1=2gڟ ` /_G~[q:T>dk @o"L}XMՒˣN]۫ڢy=w-:5 TZu0=ȩd:XOiMa ,yFM(74_-yaV{B9=75>'x̅fg{X_.cQy ؆^ef&Ϗ<[1Բ@甑W$$If!vh#ve$:V l t 6`^65O#yt<W$$If!vh#ve$:V le t 6`^65O#yt<W$$If!vh#vB$:V l} t 6`^65yt<7 DdE"Qr   s @A ?Picture 33""qrH)Č6&/>vM3@=ErH)Č6&/>vT*lU(4x]lTEǧ6|m#E T0 j AA B( Њ %&^PЄD}@&h(>#A4>%ѠFѐ1s; XJI:g3g93sn˜sʆrernlOra^|\S٭Rr.^@x w=hZiP{u[YtKt'Rnu>[F,r.#>.WWLՍU`BnW)i`t1KًQ҆cO`& 'ShN*#/%O-Jt#Η5?W\f`hlf?}1+Xoy``1c؏cjUfP>x@moø,q9>p0>gWYtN +d/T=J@r_zXgjP m@3=;QhAp{}AA=ma}AAm!0Ob词 ۅѸ12(v]Kk Pe dW4Or ҠN[JZSNye:\(q鞚\%FUhVQO8TM#ܐ̱ w<sԩZ8Ӵ'tUg1Zu4k Oh0Fyu`W9)H-J:W{Zo?fbh 2_bgھ\[쭿SG_ [)hH= ~,1Vr rC:Zohl|r}ھ|ED/vD?<Ms4]@lH1ۏ_ _c^#p':;4cVd>@'B+LE%2A[6[UKq (1|SlX~F[Dc)Yr,epNɖ3)ZGǝ/y~X#{Ja_Nܾ\5u:zܙ}| ;_Ja,)7&/ƶqLקg.Q94)z@@!BM}#.??=u^q>I1~ } =bl7s#OJ/;+"ñUa9)c,6> Ȕʡ!4r.}) WSr|gI0 = 讫S[F*i!]$$If!vh#vB$:V l t 6`^6,5yt<W$$If!vh#vB$:V le t 6`^65yt<W$$If!vh#vB$:V l} t 6`^65yt<" DdE"Qr   s @A ?Picture 34""\ ˏzT%F.8 3@=0 ˏzT%F.1lU(4xm +Šdvw$APM( @1qkk0&mL?j5hK&&Ɨ&شf}';.d.s={9̒qmVn:7s{V:򗯻¹;ȹ"E GO`P.yRo>԰X$Y̹f*M|tXtyVuy+g̉nV\?:3TAg܇h}+&=jPVaoqւ}]%CwT&Q/%jk_Jrީka&k~pЮjk=ۍ~09LĜ UBouv0O sa8U4F|n=圖ZNodLh'@uGmap…%d|YT! e.Rd.gE,*},^zv]rm.9<#g:"4gByyu5-.aBaJȿ\?L[xYpv ,pY@B^>-Tȷ#o-t!+٠ }oxjsy|>xV G#tejIZڻS'eTPi/KnK_LaS'+%/T3cUmneslӕGp oO5iO= wI֊FWpS6~4r4)H#[BUN ڛ-4tl5RU[;bh;|;p[Wn?LWkXoW;?w%jU !%Wijsw|Q M%9@uhNc@;;Ynsg8_`%T06yÏQYOWOk#Lqvobgxg ȧ kh{D w Px Trb%Q,W!z3r)<sv ROikc۳/"={,ڳ?' =xލ{(2rWZbIt֊_":_@x/ u8{gp{6=|t@ ~ I??icP=GC(~/-Kxrᶕ=:1^A?yP+ƛi&pE16^Qț2@W/^JP΍gl"8_CjGWϡbdzl7?%8OBkV =  B5^ټ(g3;w<.9>M!8(cl/e/߿ eDMд+{(cl/ i!wc=Ho }~MwC/-K)?Ƨ ~VJHM"cg sHzuN$Oj=o/4AXGo45`ѲMo4FѯKdȍdK9h#=]2.\Ǡ\렿Z¿nS^j~wGynjx,w;m#vD5)xNd$C.EOcnT:G }bW}o6IxCCӺ|+.O w#xѰµv;mv ܓm֋E޶ecf ȶ>(m3YTۮ,ZOL7dmv4l S4>%~X/`NE3r{J扊f ~# ̎oQ˧X*fNs8]4f7 0ccYڲQ%W9e$YQI͝wsg؇@NGΌW}лilO[/_K;q+`T-nc5y\ 7y0Vhs%('4Ur~*y˃gA?Object 35""| 8Js&uiX 33@=P 8Js&ui0^rhw\N8 xMl\WǯC'R]vm58Y:USrJFi "ɇ2 V*Ć BM%$Dł( $)aQAX@r7?ygc#*s=މ WY OmjJSDܖQiaF1x[C/kk{;B5 ;v1_.j0I<y-}w:G<*u7CړZm땷W'%?CkY~Zq*`dήFg$8 OS~X'q_/~i5=/zZ) +mPa.\HuO5ⱡ3?cz~_>_{y2XUL y|w7[ɵ=̏}v7of_ҏ̍1 ]X;vb'yO.GQfY;7ee癴M>0bmnjMcy]99x4>޷yg1we2 d'z@0ilx cLP͚>d6~.VR|Fy:捯ts?G M+qa7]7;7 x8: '%hX"(.y7 ;)F|Wӊ·qΆȆ;d"uuozcӊ}\ǓxCc3`$mB4Ly<sZ3(Hiӊ7in87kN=|~zçu6M+0zxSކYvhQ}7UzNI)ybX ;*}ѷ|T7ֱ<&^͕}vmyv7Мs(¶0#XX_E !۩۪Q`yVd|Zgн!08$_3MitI!t9O@;O>5fiI~O$Jϴ>9Y jV_2mvĠlkyo ζEp<*?)WţL۞3^<>1y§4Ơirqﵦ!ŲҴ.Οơa˲*紥*"O0,݉İ<4H }5oeC6ۥa˦*j|d^|E?d^XO?7 ҲnkMۣӾo.zV^>}oAd޷i7 Ҹu,.^`poн`xYχo2ֱt_eW yZ >s,ŇbtI~Ğu 660F+_xsgYt/-z#ޓbHs]V3!&錓{*ڃmܯښtO5Jkө]N8(W$$If!vh#vB$:V l t 6`^65yt<W$$If!vh#vB$:V le t 6`^65yt<W$$If!vh#v#:V l" t 6`M65"yt<.DdE"Qr  s @A?Picture 36""hu;6譻z DgDD~3@=<u;6譻z DgD!lU(4 xoheǟ]ܝ7h3m6U紒BJ\Bq˥#R(|M^HDd. ")E#*~sݫ87 y9ys=owV9Wȹk{͹=r81i7?44uV<~Tg.|i"Hw'mոBl?l׶e59W7b4EB}9QpP Z#R:`t5KKҝQ͵v^#`& Kvд'5֗֒N;9Q;u>|=\[_~%aK C8d2kث\2Ia` k>>k{6Za>r@-w=øXiYMjz;s@{`d.PG,VGNAC~) N7/HW{(Ac(cz+P)c?k-gE1}NPҚl9hv>=h A@g{QA0Iz[AAS^; Q[^rqwnk?T8kYהȌ?>mZftS O\Vǹo^qҵ&ilYnUbXU5"{aW5)HlU-֭I6d\c}ƾ\2_/5br}$__c_ZV?c6H(c56=_c/.!)UM@wњ'667{;[a%K}A;B7Ag~h &K>cvZV%܌PQ71gwjvWn}߷BOB⌏?Gq'z=ec*"orLxOyb}&I_2> Z)C]BP-|MV)+jr}9|=DRցKM[_K7Y%Kطnx&_x^zgp H=-|?0p΋ȶ#?wܰkvGT n74Й壆o2_BW5b:}?3 d}2i/Ȟw½Cj7忿6eg~yx<fOrQ}*_ ƏDZ y ;:AUHb>$]+\{ÒT 4I 1{쯉|Tw ߗr0ְs?~nX!}wQDaAU to?\3? =X'٫jAq2ja|>.T_jYTZ*YҷZ8BTA潎j#KȞ>{1.U=ua9^͞biTĭAS$_x)k{?l_-MNj[6@[x4BmG9չE @-r&TW$$If!vh#v#:V le t 6`M65"yt<W$$If!vh#v#:V l t 6`M65"yt<W$$If!vh#vB$:V l" t 6`65yt<DdE"Qr  s @A?Picture 37""5Mt1i> Nu-3@=5Mt1i> Nu-\'lU(4sx]lTUOB[jbZe[T@lK&,&!H*6%(b`hjX11ɘ&&>*/O?A >B,9g̙snKs}ڎRr%6rnCν\++q9aWa2' B[Pp#(M}eHvX$ے)w5՚2U\t|{[ޜVg\_[o}A%h ͏6W ?LFhdPv؋x{df27-}AF2jQӰkaFۓe7l?W^b.(; YL_a} @`56;hSgnM`꘡N7Qۀ0.jZrVS︚Țv(X:aNIY\D<ԗd,g0=c.T߫ ]U ]Zm|mZ|4oQlI.uxV \g,zκ#O" Y?X/^W |^B5  ] F±{'[ulbkvͨ(ʄj_Y @ug-)E@9h Z mwG|F0 #%aG0 T *u|G?~ W/WU9:ډk3qn N4]-v &=<cm؟ʪ>eN |^դ Wl*ԭ26dSn_F?8'8W-_Tq 1^cӯ#|_0?ƭ@}<ϒ1?(&K }a=G67?/bA7h^!F7,@v?+iߏyÿtԤ-b]E_8W8$ 7QCи~CK xU]r[r%fQ wbnqw";'Crw{BϮr,O \rsT  _AWK@r| % J(xI9pҩszE$K)P=96^R{wT \Qi>Ʈ&>W(س9ֽʩ?ʲgV!况9>ܱ޶!4?ưʱ<:(xIj:އr܄\(xI9b*qqcL1O }Ι<]h=vn]ݹzYpHo5^2qz<|^dK5ش@/IQ/}v 1|NW w@w*'zy磟K }l}+qgv:lof>{l6yᲵAa<,<4WO뙟ӞlVX귂0rm_yGw͛b'YIr A2sQk6(aU}0][@ ^Cĝ#Yy֥3Q < L z 0^hVʹZ_ͷՅ^%73X%o}?T }ANpDkxB'Kwy0}zV )v?LDMܬ/w8_8#)및;TyNW3}rSxDsO|^v3k7.e3~=`p_kA hMiy:P_ O]$$If!vh#vB$:V le t 6`6,5yt<W$$If!vh#vB$:V l t 6`65yt<S$$If!vh#v":V l t 6`65!yt<Dd#*ggr  s @A?Picture 38" "xs |V u[3@=xs |V uh]xMX^hx{{e aAJ@A6"&l`0]+F#J|E%@,5PJ?QgN;ӚJM3{N{gvvS/Cxް 7i祼3=oS6j}t )[(Ҁ0JTnB3@mѥ^;ʺ.ϖ{чW.b4Q=Feul3ZKXd2^!,+=@3l6- c᎝8{u58XTlG]lnKgc(.~=7nZ+.n/Yt| J/GsٚXOku YFN{0\{rKĩ1Ofy6ןKE}=flN]윞=@ .;]M]xsbI][ad!Td˩ sb?@ -Δ]ןu3;R6.edJ ?VXcvٔ&`+_״~KKƗwscY7 LJ34Wdg)a9n}@lskAgԅ $vT`m9kA]x[] .Pa+wŮ h .VcN6c9ٜʱ>əS̚+'S.Jum~]~CfKJ؈!bc9?+=%,Vc"vVs6^"VNs -1\s kroS H.ˁt' {;+MB}ru!x+^M3oMcζw~n\AG^_ )k~ؑs^Ov5)[Fma$0hxڃ1J*Q=jN 9W8;s=r:\"z]Ո^uW/bUw#z]{=Y4)HsStA@¦HB 85wn(oVdsS6nJ¹ߌWOUw"z]_uW%WѫES"z]"z]^uW3_u;磵gI0@j>^sБ-kt}yM9g1~4|/'@gdb7&^uvT֓NȍH8m=6ooOUES%(\yH|RW˙!Kp>xt4Ȯoqߓ_\#r HeߐyI\:$$_\vIXv,mhU(pyܯAl9g`ׂWp^JZ);/ pfL(3i̞:?葉u>,t+Z^\ BPS[U*AYiIeWRkIz/.PS[ˆ"Bx{ YlZ ^\ҝM5r:A8hJCY{~\:W!xzՏ:W*^\ *ￊ*9hR5"!Vw$v/" tn'}Zgp,ڣy𒂟p:#K@yxXnxY/;kpKېZ-N8R丅8~^΂wU 8~ >/p$+X<9n!:0<;G!}Dcn=OWz.>G'4=b& qpzrV[j@!ní6?MI!p{=zG  d(+˭tP+ĭtmEX܃,!_u+ݟV^ .rk7y{|}*omWt%,Lq[z*d!nb7 \.nZ!nPqOn=y |}돐" q{ v'ՠp+]jI='7>s}H1nԳؽ|y p0SzYCs~?ix /!,یs" 8&HZgrp_ĮGG"-v}[b^ /僕 8~ {}r&p,8ύ9nu /]Xr,]?XߋU~|Z3:М.w;kݙ3t\@ې.mAjWcd;P @SW$sjY;3WQS_oq%o $O%?.By.I_D#]ETKҿֻtL _Em }֤RJUrlI/ r=Ryt ]qko-Ro1VyKݕzWys9'{i~ x.BXK}6w@|y,RvK kojFtfcjԁۉ7ȇ"1Kkbq1@7hVxWlJgո_a* [H1ȸqhKRFW,>Yk6yJ8ސxҝȸnA7J\3[jQio`$i!ڠxoƋrg67 ϗ[W{=H^\Aޥ{tqy]B?~ ^O6b/][F0 4/"MZtcH;vb%Eھ!U_at|\y伈q~.C7—x^x|^{56m3)e+sb;T#ypgǁ8W,ڙtNkww_[fv?%,gʖ{)Z `HKqLG7XjliڮcIw;Zqc-C7;"\k[揭ZMQDsg9l햣8 : on8ס-S{_pfkIzlbRfuGPl]m+VۏX/ ~ܼHw7y9 ΃y@'VCn,n"y7b|Uš6tVw>ݶj}WLj 2.ztZ b:]\ς`t陲cqg:W7g[άŸ<#`pcn.1꾸g=ƖI/~\q>D‚=1{*쏝)u`j^*f#[~h.0K78Pds ;oRWo%!#0VR S07dI>5<wNG}Q߭-zcRPr:2l{󙣍O}ɯp*;/YecIWv]2"ψu )rq6=/%_3_ZWa0,XDGUs`ha4kvj*{ȕGJg}gZ#'UMSG:g_=]SeqNs|Q6/HE k|ʮSخCXͅǹAsPh.r4"sA:ͅͅ%xi8ݽ8l9X?1'/w?y5sX]g =(MLr6Ov}{soy(w1Jh(랮螒с/TߏRt[R7S$$If!vh#v":V lA t 6`65!yt<S$$If!vh#v":V l t 6`65!yt<W$$If!vh#v$:V l} t 6`^65#yt<h Dd?+(p  s >A?Object 39"!" fAƀV0~yE 3@=x fAƀV0~yEp:@EkЎdF xlU-QXeMĻnn` ܀5 YivbpQN#t!@H"QG(J`bd&H;9+=Y/'8V",/ "/F)`&?\z$<0\%9rO͙奧Kfd˫K| Y\dRbճ>ճ>'욘<=W˟lQL[hJo uфU^CVld Ւ}#Rȏw>;<|̾?휹}g+ÿҰif$wd}ij;cטּY$tgAl?vCqgЫ="H] M~tzJ;qήyFuՏGs|c~91 W?櫖b?ËM흈?5b֯991x?c914W?_UÌ3ǹO|,fmB_un}thMcE_OP'nx99@/BŸWq`^#c@|q&\. +%+J|ر”_z󸞱^ܚW/mVNdMYn g ܚw"l:>,Jp-#s8 6^Yn;.)ɭ'FV*MrO33/6^n_Bu~} rk^ܮ~;}&gϬSv&+{ȏr{z"} 9|nk='Ov}T>'Gr ymzh:851^xKB';wYICWB.@Yh'4αyr4h/q?%U&ʙ$i3n93}߻jw}4իJzͫW;]{zYz3M9"$?%y: oyWQ+j7!ͫGRo^=5g4=Qe;J~n%7ֽ=X~x5̽|[ aAEoS[7\5 Hn݅l^R=hkB,yOdz:ŗ]U!, ߼xE eE)cz&2Wm]1eԖK!|&T7+1Vd>xqe%y[J jgkb(ܙJ[LQ.~yLp|^>s;|菿Wh?%xAyeq4OEq ul#>aqlZcݴ} xekMyТw*;T?GOõdH]~Ǧv#P^lc,y J%lʇ/^h-]KcΠaPA<3U5϶.iمσȺVelq,̳>xHT+srXC|Te'MR_#Gq:clpMmoLsy+?{J!zWG(ҳ {kCP}v\^3VxkO e{x ,7,>Ѱ&߄u."zmJ_–}m\Շ9@k}eޥuWLKT?8レ0T 3G=L=mj9zL>׆SKפfK|gn[F򶫛vA,}uqV'V[eG뽎 8*qml> ~'ʲxŸ~3 n1ea^F‘]=wjy[^l+9iRh] 4gC g?:w:vb-(|(ֺ&),p7W<(DzA{{GgP}_<Ҽ&6t0g;ء}h/g}jS|=5q`zrddY#3د{|ng͘dce`!\.Ym7ԯ ۚ3iBcwjXW$$If!vh#v$:V l t 6`^65#yt<W$$If!vh#v$:V l t 6`^65#yt<W$$If!vh#v$:V l} t 6`^65#yt<dDd*$p  s >A?Object 40""" 5Al}0#oK=| 3@=t 5Al}0#oK==Y j[B xkU*HeTlQ^Kad|@Rjފ42cGEàJIchU~1XZcm4}ؚa?{g{^8K%uWp\ui!< t5գB謄7 h PUY'Sn-m? ]:${=HvjgkGYה1Ytt%х)\yTk Yy"\9^ BS`j fmc_LjnHv JA|iP(.˨$Szʏ{Z?f>]]?NeՋ\;ݷDZ2NƳƶ)[ܳeIq7K%8Oϛ+%Upl:G)l<;7wz5W=;W=ر~c~WzOtlVk[N^+W-. ʮqtarܓ́=۹YY _!UU}91_?.W=bTU91azirʭ:> o$i !rqx le 2__|ܚWsY#khs&sl>I+O@(˭R5rk^Yn'sGr{sLo,"3|ܚ/?CInrD߂vrk^Yn/`ݎ69d{r9gв\{H[r;vCn 9gסv-_ t4έyi/z{s%zyJ98]B/Br|2rˑؼkw`$;^d͛ȕm-}8x.o_r|$_.g7!IM8g\^ ϰzTҫMWYmѫeY謐}:+΀S?10\,lO6o^ؿC~||+ߑwiGš-`je_4gʺteŨٻy(?2/'G>Λ-Z[և[?{u?T-Wk^|#aMHtS^Hk5\Bң]~5p :YTs#0ď!pu]8jNU'yV &}xh^Ͽjuq=AhD ٮ"[VmY^ <*|2͛C[[dwEj[2CY@l8ڊ oҪO36zXM3by ^ù:_J 'ɼu8T=AkXwA2kdޚ̄*#d}B9sLm|VٹPY2k:O}KNJ/B TBn|7\bVF)z=(]3Z(Z}m [Z3۟P\1wY P͓_V Ru7cZv ͢dЌZn.y(2C"NTRfۍY9?9w9~' RiX4W}kԟi 'y,{o"b[?ئ|9]FٷcC4/ޅB2̛M[})YfSHO|Xn#l I:'n˸,!s _!SP`[A_N];-%^k*{6eG/ͱ쳭Hmy^<'3_ur/>4°ƾ7"垄ϳ@ΕuJ#Eڱݦg9⼪Fմ7ϷcX漸騁;Ǹ9<zx[]G+{ͮk@sU@ӞW4uf;Оq7 Q^ 4Jhi;bb{u#CuϑyX_^ u4@9 5MBd T<Ø\ +iqTkk`^6Y_<ˡk 'W~9ylaoXglc~Sۀ:2)˦«/;6t:L3;yBy"'PY}&6>--TTOP _[O]$$If!vh#v$:V l t 6`^6,5#yt<W$$If!vh#v$:V l_ t 6`^65#yt<S$$If!vh#v#:V l" t 6`M65"yt<Dd)r  s @A?Picture 41"#"'zѷNU*lu3@=zѷNU*lu0!sgp@xohUϽӫEBd[߸nN HalՆ3EFI ]"5XA ^ w!"^Eُ?ms<9wW3ι`ìs26rʹoq.㊭}?7"L58Ww%sr|-u+2/_W߳.Hs3-*Mw拥lj[yckij˕\ԟ[3??:' -Cvt`d=kK]Rv >"`/W^ AOj&y_Ҵdzǒ8H忭+'ٳܫx9,7;}/5ң}ﯱW=ձ<^cӯq}6]^MCkϨ݂HZi}_Ͱ ]5PҽOwGkY8t1wy52 )hLví& nc!YP͎Doj|V{#I=MQ"wZB/-]NrVXG%S$"㷠zr|Ƚ rlx wt'4-ː+!~c帛vuO[Ksr $QA93L|_w+-G={ k<}^Izgu^7[y"xi;0~ G~| QCcPɋ'Ŀ;?ɷ%z{k7^k30j KӿF| 0d=qx`y'zn7wӌwOϸ&dts!͇zcKNXt}x'=z Vu=5rkr;`^؇8` ^1yaw3Z3P&P-/@7 p ̞8ϷK{ٻEO&[,Z_ͷ$ͿC@2yxAzξtιjDGwX_1}yljE~X](j5ܙK;/Xp!jkMA.zmUg]`ꤩӃf签L:/IpG+l$U jOGJ܆6xoU3`Fna3Ŀџ0q~U1ך&[0YZ:vS$$If!vh#v#:V le t 6`M65"yt<S$$If!vh#v#:V l t 6`M65"yt<S$$If!vh#v#:V l" t 6`M65"yt< Dd'-r  s @A?Picture 42"$" 5`tOd6m 3@= 5`tOd6m2p L xl]eu+slel:F[VW+wkٺfl]VQcoC ?"XF фQK[].?99}ឞ.Yb~}~=.q99=-۷:sAv\$蕘\kO'xZWz|C4ԭ!~KvGM`'ls-8?B5ж5My12t5ˣ~\v QQW]jskkWӗ& 0!_*&LFxd|_]#X.UZ_߷+W׃O@Z=տ(XAQ.-b,͍2;% 3'Xm,X׮5W 8LǚgNךGִ呀-U-_:Vݧ~m0PG`05, |X~-d#@C#3%8_rX~(P|'r!3d,DVtOJmБZ<5oDUOlCX1 }͵AF]oK#y,_6Ө[Z!Abc,pž~(f|?caYB KWB&B'B9TVSyA3 V ^rvOIn;vѿ9>>*:ӕ3O4 U},q.ɑFDL{%8Ǘ&Yk%<`sުSoDT |{~fds5{^դ j s]vtznU=C՝~^ k'& _cZV;97#&& >5}~J>;`jMχc83 5Pھo?x\+(/wfxsu6Iq6 3L>-vN*W{+t29. oȱx9vn&*r}zЬFr߄ xY9^[?{{{jxE^؞ >W\l݅_Ar rDy($vxr5<|4+_GK3xY9^=Ʃ={w*7-$j/q;rC;П@y96^V7c4iA'e)ǗCyUXϬg{ /Ь?܋ :ϱr)٩C[EwD_xMuP3ɖboVT7vaP;bqf7zV#>wtrZ/9{ aUP^msiRŸփf׈wYfo*|}ƾ.p l/a0rr`Mg}i^aelS_$L_ 8|]t+Y ׋}l4$sY˝d)g6D5~ ~wOc>-7;lX}_ϷOC=_x1l2+oCtߥRLf^&#+_^#wx3OŰ1TAhRƴk^9m,_X~W|嗲q @{^,d״h9}5Zs s͞)+‘]eYԇ{~vɘ| }Z-3$ Q4 \u:]Yp&bPԒs|+b~4ShŞ~ݛݠW]+>q`{T2@7uplVZzo kJ!dy6.VYu뾅>ͷ.Զķ=r85Ϊ>ܰ?<;r[w_M666>6666>>6666666666666666666666666666666666666>688666666666666666666666666666666666666666666666666666666666666666662 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~PJ_HmH nH sH tH V`V 2Normal$d  CJOJQJ_HaJmH sH tH X@X X# Heading 1$ Fd,@&5CJ$PJ\^JaJ p`p X# Heading 2$$ & F@&*5CJOJPJQJ\_HaJmH sH tH n`n X# Heading 3$ & F@&*5CJOJPJQJ\_HaJmH sH tH Z@Z X# Heading 4$ & Fd@&56PJ\]^JJ@J H Heading 5$d@& 5PJ^JF@F q Heading 6 $@&6PJ]^JP@P v\s Heading 7$d,@&5CJ$PJ]^JN@N Jv Heading 8$d@&5PJ^JaJd @d @& Heading 9 $@&'6B*CJOJ PJQJ ]^JaJph@@@DA D Default Paragraph FontRi@R 0 Table Normal4 l4a (k ( 0No List VoV X#Heading 1 Char"5CJ$OJPJQJ\^JaJ tH VoV X#Heading 2 Char"5CJOJPJQJ\^JaJtH VoV X#Heading 3 Char"5CJOJPJQJ\^JaJtH \o!\ X#Heading 4 Char(56CJOJPJQJ\]^JaJtH To1T HHeading 5 Char5CJOJPJQJ^JaJtH VoAV qHeading 6 Char"6CJOJPJQJ]^JaJtH VoQV v\sHeading 7 Char"5CJ$OJPJQJ]^JaJtH PoaP JvHeading 8 Char5CJOJPJQJ^JtH L&`qL YFootnote ReferenceCJH*OJQJ6X`6 Y0Emphasis6OJQJ]F*`F Y0Endnote Reference H*OJQJF+@F +>0 Endnote Text FdCJJoJ +>0Endnote Text CharOJQJaJtH NV`N Y0FollowedHyperlink>*B*OJQJphF @F Y0Footerd!5CJBoB Y0 Footer Char5OJQJaJtH ^`^  Y0 Footnote Texts^`sOJQJ_HmH sH tH HoH Y0Footnote Text Char OJPJQJ:: Y0 Normal Indent!^:)`!: Y Page Number CJOJQJ.@A. >pTOC 2 # 8@8 >pTOC 1$d `#>W`Q> Y0Strong56B*OJQJ\phJJ@J 'YSubtitle& &B*CJ$PJ^JaJ$phXoqX &Y Subtitle Char%B*CJ$OJPJQJ^JaJ$phtH XoX Y0Table Normal 10pt Arial:V((OJQJX>@X *YTitle)d,m$$5@B*CJ4KHPJ^JaJ4ph\o\ )Y Title Char05@B*CJ4KHOJPJQJ^JaJ4phtH >U`> Y0 Hyperlink>*B*OJQJphTVaV qPIntense Emphasis56B*OJQJ\]phO >0Internal Title AHRC)-*$1$7$8$9DH$^`'5B*CJOJ QJ \^J aJphmoptH R@R />0 Balloon Text .dCJOJ QJ ^J aJRoR .>0Balloon Text CharCJOJ QJ ^J aJtH L`Lb0Revision0 CJOJQJ_HaJmH sH tH lol +>List Para Recs 21^`m$5CJaJmH sH tH jo"j +>List Para Recs 12$^`m$5CJaJmH sH tH xO2x "J Recs Text$3$d7*$1$7$8$9DH$'5B*CJ\^J aJmH phsH tH |O| oh0 List Para 1.,4$dR*$1$7$8$9DH$^S`B*^J aJmH phsH tH oR H0List Para +5pt.5 & F 7d d*$1$7$8$9DH$-B*CJOJQJ^J _HaJmH phsH tH hObh !0 Quote +10pt6*$1$7$8$9DH$^7B*^J aJmH phsH tH tort +>0 List Para >7d^`-B*CJOJQJ^J _HaJmH phsH tH non $ 0 Table Text8*$1$7$8$9DH$)B*OJQJ^J _HaJmH phsH tH O v0List Para Margin #09$ Fd7*$1$7$8$9DH$^7`B*^J aJmH phsH tH tOt oh0 List Para a)$:$d*$1$7$8$9DH$^S`B*^J aJmH phsH tH 4a4 _0 Quote +5pt;do z0Endnote Bullets7<$ & F 7V*$1$7$8$9DH$^`VB*^J aJmH phsH tH BOQB +>0List Para +10pt = FpOp 790 Table Header>$d1$7$8$9DH$5CJ\^JaJmH sH tH pOp 790 List Para +0 ?$ F *$1$7$8$9DH$B*^J aJmH phsH tH XoX &Heading 9 Char#6B*OJ PJQJ ]^Jph@@@tH o v[No Paragraph Style]Ad 1$7$8$9DH$-B*CJOJQJ^J_HaJmH phsH tH dO"d v0 Heading 11B$*$%B*CJOJ QJ ^J aJmH phLLLsH ZOZ v0 List Para i)C$q*$^`CJOJ QJ ^J aJPOP }Z0 Table BulletsD F d9TaJC@R F%}0Body Text Indent(E$q7*$1$7$8$9DH$^R)B*CJOJ QJ ^J aJmH phsH tH hoah E%}0Body Text Indent Char%B*CJOJ QJ ^J aJmH phsH dOrd %}0 Heading 10G$*$%B*CJOJ QJ ^J aJmH phLLLsH 2@12 >pTOC 3H  T`1T lTOC 4,I & F T" x@& ^`5>> lTOC 5JxT" ^~`*6@6 lTOC 6KT" ^ CJ6@6 lTOC 7LT" ^CJ6@6 lTOC 8MT" ^CJ6@6 lTOC 9NT" ^xCJL0L l List BulletOd^S`a$ZoZ lDefault P7$8$H$%B*CJPJ_HaJmH phsH tH POP lFigure HeadingQd 5\tH N@"N Sl Comment Text RdCJOJQJtH Fo1F RlComment Text Char OJQJaJF'`AF lComment Reference CJ^JaJbj@!"b VlComment SubjectUd<<5OJQJ\mH sH tH ^oa^ UlComment Subject Char5OJQJ\aJmH sH tH horh l0BaseWd *$1$7$8$9DH$)B*OJQJ^J _HaJmH phsH tH tot l RM Heading 1X X^`X#5CJOJQJ_HaJmH sH tH o lRM Heading 1.1"Y X^`X*6CJOJPJQJ\_HaJmH sH tH o lRM Heading 1.1.1"Z X^`X*6CJOJPJQJ\_HaJmH sH tH lol lRM Heading (a)[ '6CJOJQJ^J_HaJmH sH tH VoV l RM Table Text\OJQJ\^J_HmH sH tH >> ^l0Header]d!BoB ]l0 Header CharCJOJQJaJtH PK![Content_Types].xmlN0EH-J@%ǎǢ|ș$زULTB l,3;rØJB+$G]7O٭V'}ʅ$I1Ê9cY<;*v7'aE\h>=,*8;*4?±ԉoAߤ>82*<")QHxK |]Zz)ӁMSm@\&>!7;ɱʋ3װ1OC5VD Xa?p S4[NS28;Y[꫙,T1|n;+/ʕj\\,E:! t4.T̡ e1 }; [z^pl@ok0e g@GGHPXNT,مde|*YdT\Y䀰+(T7$ow2缂#G֛ʥ?q NK-/M,WgxFV/FQⷶO&ecx\QLW@H!+{[|{!KAi `cm2iU|Y+ ި [[vxrNE3pmR =Y04,!&0+WC܃@oOS2'Sٮ05$ɤ]pm3Ft GɄ-!y"ӉV . `עv,O.%вKasSƭvMz`3{9+e@eՔLy7W_XtlPK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-![Content_Types].xmlPK-!֧6 0_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!!Z!theme/theme/theme1.xmlPK-! ѐ'+ theme/theme/_rels/themeManager.xml.relsPK]& ӥըr^~NDB4*/s4f  ,/& } U##&U&f((w,.l.1425$8P;l?K?xj 1 g U ;AYIt7^z(_%I1 !g!!"x##$ %i%%U&&W'''+? +. F{P?1 1@ 1 1ƾ 1 1C 1 0 9;;;;;;;;;\\4447 ])H#qYѓ mԨ0b޽GE*Qej /!A$&(8-0z49=:ASCIXUaNfr{QGi,}Q &f137 ? FG $&')+/145789:;=>?BEHKPRUX\jnptx{}Up3q?_42K\j֭jڰtcDѼu5'k P!\PFuD6*9/5U6i v).!"2#&&(-)+,X./12}4n6u76::=?'@AVCnGGJJJJ#K_KKKLMMMM N#N9N[NpNNNNOUOoOOOOO)P?PyPPPSSSTTJTTTTT U*UHUWUUWjY`aua|abb8cDcddd]eje{eeeeff#f0f;fJf\ffffg7gJgGhWhnhyhhhhhhhii)iCiRi_iniiiiiiijk%kAkjk}kkkkkkl)l9lFlQlilvlllllllmmm*nHnnn{nnnnnnnoo*o=oPofowooooobrnrrrsttttuIuiuHvlyyyz(zzzz{d{p{{{|6}}}~3~L~]~t~~~~4[$Iց U=p dՅ[Ȇʇӈ@g?\yĊߊٌ-Րؒ"DLRoEϕ 0G`~ٖGSy$_lhzęљamo 1V| 5Qz'SfXΡ hw GiҤ'[ $R~æ"Hsߧ9U~[|իCԬAh1fEбr)fԵ#]Pw+Y}:ӻ+hDrνGhĿܿ^s5Gg&Or +7Ki{5Pe|>Ka5Nf $H`Pf8Ox<Pn4D[rTd0OqFm5Xm%gD`~3Ws0=V6Y.Ks'DX+_n,Oa6Nl&`IYt ?y1@W{Cj}85Xz9Zu`"Nm(bq|>e"AX{!Pg+Ik,Jcy2Ul6T2[w(Fd-Jan#=_|_q #No#7L]v-7Br?Xt;c~*>Ka#Hk#9K]z!9\w;Zv1Ni3P_wo!  Q      P       G t    zlz><Ox#Fi"&-Vi!,.27?EG %(*,-.0236<@ACDFGIJLMNOQSTVWYZ[]^_`abcdefghiklmoqrsuvwyz|~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTVWXYZ[\]^_`abcdefghijklmnoqrstuvwxyz{|}~      !"#$%&'()*+,-./012456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnoprstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~@O;WY  YÈƈ+GJЉ9UX47ʋ͋ #?BdŒŌ :VY #?B܎!=@_{~@\_Ɛ;WZwؑۑMil̒-ILd8OQrƬȬZqs&(Yps !$ Qhk}    /=?2@B/ F I ###&.&1&o(((()),&,),.%.(.122s555566777'899;9;1;4;.?E?H?? %%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%                             8 8     8    8 8  ,36\cf'.17!!!!!!\ ob$DZN*5" "$IDXtE=]Ɓi "$\%usQaIzAy "$e(PϝB]!Is|! "$˪"tؾx "$:Տ۫E4%*6 # @/ .(     TV?"Rectangle 7#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!n~drs/e2oDoc.xmlTێ }@gmGbkn*mU8Fŀp&my g83;Sh'F׸1.Ɵ?Gs|Sefuo+16Q\8 Wq̳Vt_+48:tی;zqO8na{xFiHn-iuԶh`QԊ opLL "%Zrx{*!kL&iځFjTo@X ž죋z`Y%n3}+(VE.DQ9T}E@IDz $|Fhu>C糧<=%Z* ,C; 1o?S:k ` wD_Vcߍz:ȚLF,+9)j=,HJ΅~Z[ 'aI͇zdØ4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!ĂKoZ drs/e2oDoc.xmlVے6}OUA;cj-_T&Vv2K$"T=- <^N.;[yD}}wZȤjO|9\ R{w 5P^Vp:OL9vZ6*ԩO ׬F􌃱Le($a].F!^)owܙ˒Ïe؀ԁy-M*Iɧ0Dцávt([uM.pn!ʲəU6R{KU 鋷x|/QS i52"L48c_%s/{i3Q`^\0~/ ؏a9[@djt; (1&ăJ`^DTV)z &yMkiefق&TN M=#ކ臚JifDџ)ZoQ5~3≸Rf/艂j-W@L4Mt,.JMoLduض=R[qf¿rkvB/;7 m:TCco>\E.ٓ#oz8ġGb$`l2&X2z1Iz$fek.uVg'fi2Цŧߠb@ݶAOR@AaP Fг jEU fBȁpiON ޑ1ˋz "+R RhB.} /<^ITխ%rHK4uK~I0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!3/A9drs/shapexml.xmlQ(K-*ϳU23PRHKOKU qӵPR(.IKIKUL-VPK!tLdrs/downrev.xmlD[k@ })Q*m@)E_ٓ fVwBYm:S`4@gVW\(85֖Ilֽ9"@ŨtYI6mkRxpSqͤB %%eïQpNwD]%4Q}-Ax|%~PK-![Content_Types].xmlPK-!1_a ._rels/.relsPK-!3/A9)drs/shapexml.xmlPK-!tLdrs/downrev.xmlPK=B]   rcc?Text Box 13#"ÏPK![Content_Types].xmlJ0*miG]`Hm6 Xwt?. g#Wi3E).+7 >ON ޑ1ˋz "+R RhB.} /<^ITխ%rHK4uK~I0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!3/A9drs/shapexml.xmlQ(K-*ϳU23PRHKOKU qӵPR(.IKIKUL-VPK!_drs/downrev.xmlDOMk1a4QJ("xR[ofܬ&em}s(x߫詋M` A\p볜,@Ąl& a0ԟR-r5ؔBXY%5tS]-M+.=6,TORߎ9,9{TN]H4`4Kr PK-![Content_Types].xmlPK-!1_a ._rels/.relsPK-!3/A9)drs/shapexml.xmlPK-!_drs/downrev.xmlPKQ=`:    s >A?"Picture 23"  H?"Text Box 34#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!drs/e2oDoc.xmlT[o ~xO}Ve]v?00 j}.46p߹|r$qV5R dD1"5~_._Znd"QM[M$#Lh[I%=w2t2c5hˈ4MGƐoN Rm,14?d xV jӍ?Ktc PMT}K @s9?Xa"j\cH=k="7{~s9̝_R%jï} p39:kq44 ̓v @܄\(YQ`` !u- [>ݝ%rZ RƍݬoE;2YgMt6"'#m"j6b:)/$req̊qu'?H0+0"D=jOGXd )EWщT7A٤DqL?=8|cW =(d#j  ,Zmad}1H+*F9nEwe}j!T=FƏ5VlZ4Y+c#Tڋ/ִS>GPK!5drs/downrev.xmlLN@ DHH\ݴi ĵ$nFm=lh&NSg||".]rm ;dB]iFyj%!S4ЄЧZ!~zbюndj] 8J"b>*'k=>6cn~6)ŘLJT)/ SN\yHb4YƠj.B8A百-PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!.drs/e2oDoc.xmlPK-!5drs/downrev.xmlPK    H?"Text Box 35#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!ݢ`drs/e2oDoc.xmlTێ }@g})؊KSU^~18F@V8ɦV3fay9tuB g)F\՚ dT1*~_^Xnd"QM[M$nyG݅6\Ѷv0K{@d,e;"~h=|m7aLVKZn-5aB'[)Y T'jnED7ygܷ ǙS?Z$X H8zGz@>q%p1Wgt!oZZݷ2/ '# fpyvxP㉛K 2Sj0bFZ;&@};C0_GlPK!; drs/downrev.xmlLN0DHH\upJӆl*@qm86Q68̛b;^icEvf{DŽp!йq%sІ0R% ;H3)^$YI; 轥gǯy3U햫7e ͯ/ / Wed܉=BbAmT / Du ,/PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!ݢ`.drs/e2oDoc.xmlPK-!; drs/downrev.xmlPK   s >A?"Picture 5s"*  s >A?"Picture 4s"*  s @A?"Picture 12s"*  s @A?"Picture 11s"*  s >A?"Picture 1s"*B S  ?بaQ? *;t XH j `x;t@@@_@@Hk  tHt^ _Toc206826342 _Toc206826343 _Toc206826344 _Toc206826345 _Toc206826346 ReportTitle ReportDate CompanyName6ClientAddress1ClientAddress2 _Toc330453261 _Toc206812328 _Toc330453262 _Toc206812329 _Toc330453263 _Toc206812330 _Toc330453264 _Toc206812331 OLE_LINK1 OLE_LINK2 _Toc330453265 _Toc206812332 _Toc330453266 _Toc206812333 _Toc330453267 _Toc206812334 _Toc330453268 _Toc206812335 _Toc330453269 _Toc206812336 _Toc330453270 _Toc206812337 _Toc330453271 _Toc206812338 _Toc330453272 _Toc206812339 _Toc330453273 _Toc206812340 _Toc330453274 _Toc206812341 _Toc330453275 _Toc206812342 _Toc330453276 _Toc206812343 _Toc330453277 _Toc206812344 _Toc330453278 _Toc206812345 _Toc330453279 _Toc206812346 _Toc330453280 _Toc206812347 _Toc330453281 _Toc206812348 _Toc330453282 _Toc206812349 _Toc330453283 _Toc206812350 _Toc330453284 _Toc206812351 _Toc330453285 _Toc206812352 _Toc330453286 _Toc206812353 _Toc330453287 _Toc206812354 _Toc330453288 _Toc206812355 _Toc329798520 _Toc330453289 _Toc206812356 _Toc330453290 _Toc206812357 _Toc329798522 _Toc330453291 _Toc206812358 _Toc330453292 _Toc330453293 _Toc206812359 _Toc330453294 _Toc206812360 _Toc330453295 _Toc206812361 _Toc330453296 _Toc206812362 _Toc329798523 _Toc330453297 _Toc206812363 _Toc329798524 _Toc330453298 _Toc206812364 _Toc330453299 _Toc206812365 _Toc206826347#.IчއƓƓjjȳȳ&&ppvyyy++99MMVVzz  ++1!1! ' 'z*z*y/y/222999HH{P?  !"#$%&'()*+,-./0123456789:;<=>?@ABCPDEFGHIJKLMNOQRSTUVWZXY[\]5".-Jчއԓԓ99CCzz@@ppoo  EEQ!Q!6'6'***//33399HHHP?  v Y8R֥ץrب٨ɬabZt)Yt %QRGHEF78Ql-.23}78ij    >?@BABCD/ J   ####&2&X&Y&o(()))),*,z,{,.).o.p.127282s55666677:9;9<9>9;5;S;T;.?I?o?p?=(>2>?o""&&,,??CCFF?^C^S^Y8R֥ץrب٨ɬabZt)Yt %QRGHEF78Ql-.23}78ij    >?AB/ J   ####&2&X&Y&o(()),*,z,{,.).o.p.127282s556677:9;9;5;S;T;.?I?o?p?=(>2>?3333333333֥ץب٨abQRGHEF78-.2378ij  >?AB  ##X&Y&))z,{,o.p.728266:9;9S;T;o?p?=(>2>?-軬=A9 !zjR?>"O4hy 1>h K"Pb $ r08<86 #! {"X2 ut4*$71 Z8|u.s9kܨ9Na>Xk@ SA,l`2A uyDgndJ5GK 9Q"4Q !Vޕn^?W8-|=~Y B\|(]K`& v72&a i(wc8V7JcjM@#heH:_H%k>"qeq gs:t(9V?u1I}{r|8Vv|:Dao&hr 7V^7`VOJQJo(@.@..@...@ ....@ .....@ ......@ .......@ ........h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(2.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(......... ^`OJQJo(o ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo(  ^`56CJ$OJQJ\]aJ$o( Appendix : ^`56CJOJQJ\]aJo( Appendix L.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(3.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(2.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.t77^7`6o(^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L. ^`56CJ$OJQJ\]aJ$o( Chapter : ^`56CJOJQJ\]aJo( Chapter 1.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(2.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........77^7`6o(^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L.7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(3.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........7^`56CJ$OJQJ\]aJ$o( ^`56CJOJQJ\]aJo( Chapter 1.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........h^h`o(. ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo( ^`OJQJo( ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo(  ^`56CJ$OJQJ\]aJ$o( Appendix : ^`56CJOJQJ\]aJo( Appendix K.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........ ^`56CJ$OJQJ\]aJ$o( Appendix : ^`56CJOJQJ\]aJo( Appendix M.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.77^7`6o(^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L. SS^S`OJQJo( ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo(h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.  ^`56CJ$OJQJ\]aJ$o( Appendix : ^`56CJOJQJ\]aJo( Appendix K.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.  ^`56CJ$OJQJ\]aJ$o( Appendix : ^`56CJOJQJ\]aJo( Appendix M.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........ SS^S`OJQJo( ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo(h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(2.7^`56CJOJQJ\]aJo(...Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(......... $^$`OJQJo( ^`OJQJo(o  ^ `OJQJo(  ^ `OJQJo( d^d`OJQJo(o 4^4`OJQJo( ^`OJQJo( ^`OJQJo(o ^`OJQJo(h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `.7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(3.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(2.7^`56CJOJQJ\]aJo(...Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(......... ^`OJQJo(o p^p`OJQJo(o @ ^@ `OJQJo( ^`OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( P^P`OJQJo(o  ^ `OJQJo( ^`OJQJo(o ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo(h^h`)^`)8^8`)^`()^`()p^p`() ^ `.@ ^@ `. ^ `. ^`56CJ$OJQJ\]aJ$o( Appendix : ^`56CJOJQJ\]aJo( Appendix N.:77^7`56CJOJQJ\]aJo(()77^7`56CJOJQJ\]aJo(() ^`o( .... ^`o( ..... ^`o( ...... `^``o(....... 0^0`o(........ SS^S`OJQJo( ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo(7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(3.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(2.7^`56CJOJQJ\]aJo(...Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........7^`56CJ$OJQJ\]aJ$o(7^`56CJOJQJ\]aJo(3.7^`56CJOJQJ\]aJo(2..Xx^X`xo(.... P^P`o( ..... H X^H `Xo( ...... @ ^@ `o(....... 8 8^8 `8o(........ x`^x``o(.........^`o(.^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L. 7^`OJQJo(^`OJQJ^Jo(o pp^p`OJQJo( @ @ ^@ `OJQJo(^`OJQJ^Jo(o ^`OJQJo( ^`OJQJo(^`OJQJ^Jo(o PP^P`OJQJo(0gsNa>#he(]K`n^?WH%ku.s9ut4:tdJv|uyDut4k@9QO!VSA$ ut4aoI}{87JcB\{"X2K"|!| Z84Qi(wcR?u#!2Aqeq~Y*$7y 2&a=A9>hGK86t--.        Rν        r:        8JH        RT        !        4i^U                 N        I        DY         $Ha5I ; H JvK=1GIiIXAsPxyR~PNl6 ,a"M#]i&(g+]$, -,8,a.161 2-2~34*5J:n;D;<5<w<+>C:CwE2$FHGHaHLI"J2K8^K|RLm$M&OkOTQ; S$V%W3XZY(rY}Z([Gk[M \J\M!_E~`ajbWc$]c{7deGe_si}mnQoIq}rv\svav>Mw6xywy]{dA}E~6#7_^Pr9D9MUz^(,Y";a=GG'("]_>X+0!G_t6 IV>ts!X#79%}jE$ 9A6^Mb 8!YU?eDY"q}qV9vT<T<2~/5mW_P iK&oh?{Viv8._ I+>Rp`g-}.+Y%z% H=vH.; @#xE>^>>{6$ J@(>??@F UnknownG* Times New Roman5Symbol3. * Arial7@CambriaoMHelveticaNeue-ItalicHelvetica NeueK=   jMS Gothic-3 0000A. Trebuchet MS;WingdingsG=  jMS Mincho-3 fg7.@ Calibrik HelveticaNeue-BoldHelvetica NeueC  PLucida Grandea HelveticaNeueHelvetica NeueiHelveticaCYPlainTimes New RomangHelveticaCYBoldTimes New RomanKM Times-RomanTimese"HelveticaNeueLT Std LtVerdana?= *Cx Courier NewA$BCambria Math"17hGGO O 0JHP>2 !xx0 ,Jo ClarkMatthew Bretag-                           ! " # $ % & ' ( ) * + , Oh+'0( px    Jo Clark Normal.dotmMatthew Bretag2Microsoft Office Word@@Ras@Ras O՜.+,0 hp   Jo Clark  Title  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      "#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~Root Entry F#'xsData =21Table!F2WordDocument ` SummaryInformation(DocumentSummaryInformation8MsoDataStoreO%xs&xs0DJOESY2ADG==2O%xs&xsItem  PropertiesUCompObj r   F Microsoft Word 97-2003 Document MSWordDocWord.Document.89q