ࡱ> %` bjbj"x"x ;F@@GP qlSSS8TD^UV6TWjWjWjW`"bTXb,$h9m^ `9m9mjWjWXiziziz9mjWjWiz9miziz.ѶjWV p }Sp8@0sѶѶ8 b2eHizgigbbbvbbb9m9m9m9m$*@@  Inquiry into the Fair Work Bill 2008 鱨վ Submission to the Senate Education, Employment and Workplace Relations Committee 23 January 2009 Table of Contents  TOC \o "4-4" \h \z \t "Heading 1,1,Heading 2,2,Heading 3,3"  HYPERLINK \l "_Toc220485159" Table of Contents  PAGEREF _Toc220485159 \h 2  HYPERLINK \l "_Toc220485160" Introduction  PAGEREF _Toc220485160 \h 3  HYPERLINK \l "_Toc220485161" The National Employment Standards (Part 2.2)  PAGEREF _Toc220485161 \h 3  HYPERLINK \l "_Toc220485162" Requests for flexible working arrangements  PAGEREF _Toc220485162 \h 3  HYPERLINK \l "_Toc220485163" Parental leave  PAGEREF _Toc220485163 \h 7  HYPERLINK \l "_Toc220485164" General Protections (Part 3.1): Discrimination  PAGEREF _Toc220485164 \h 9  HYPERLINK \l "_Toc220485165" Unfair dismissal (Part 3.2)  PAGEREF _Toc220485165 \h 15  HYPERLINK \l "_Toc220485166" Appendix List of Recommendations  PAGEREF _Toc220485166 \h 20  Introduction The 鱨վ (the Commission) makes this submission to the Senate Education, Employment and Workplace Relations Committee in its Inquiry into the Fair Work Bill 2008. The Commission is Australias national human rights institution. The Commission welcomes many of the changes to the law proposed by the Fair Work Bill including: the restoration of unfair dismissal rights to many employees, and in particular the removal of the exemption for employers with 100 or fewer employees; the facilitated bargaining framework for the low paid; the extended protections against discrimination (and the inclusion of carers responsibilities as a prohibited ground of discrimination); and the extension of parental leave entitlements to same sex couples. The Commission is nevertheless concerned that certain parts of the Bill are deficient and should be amended to fully implement Australias international human rights obligations. These include: the right to request flexible working arrangements; unpaid parental leave; the prohibition against adverse action on discriminatory grounds; and unfair dismissal. This submission focuses on those areas that are of principal concern to the Commission, rather than providing a complete review of the Bill. The Commission understands that submissions have been made to the Committee alleging that the Fair Work Bill breaches International Labour Organisation standards in relation to freedom of association and collective bargaining rights. The Commission has not dealt with these issues in its submission, due to the limited time available to prepare a submission. The Commission would be pleased to consider these issues if it would assist the Committee. The National Employment Standards (Part 2.2) Requests for flexible working arrangements The Commission welcomes the introduction of a right to request flexible working arrangements as part of the National Employment Standards. However, as presently framed, the right to request is insufficient to address the needs of workers with family responsibilities in a number of respects. First, the right to request flexible working arrangements does not apply to employees unless they have at least 12 months continuous service and also, in the case of casual employees, a reasonable expectation of continuing employment. These qualification requirements disproportionately impact on employment categories dominated by women with family responsibilities. As Sara Charlesworth and Iain Campbell observe: This qualification requirement will exclude many of the working parents of pre school age children who are most likely to make requests. In 2006 for example, 21 percent of working women of child bearing age (25-44 years) and 44 percent of women employed on a casual basis had less than 12 months service with their current employer. Second, the right to request flexible work arrangements is confined to employees with the care of children under school age. This restriction fails to take account of the fact that a significant proportion of the working population have family and carer responsibilities that are not confined to the care of pre school age children. For carers of children with a disability in particular the role may not decrease as the child gets older and attends an educational facility. Additionally, older people are a significant source of informal care for older spouses and relatives (including adult children). That family and carer responsibilities extend beyond the care of children under school age has been recognised in a number of countries. Since 2003, in the United Kingdom, the Employment Rights Act 1996 (UK) has provided a right to request changes to working arrangements for employees: with children under school age, with disabled children up to 18 years, and since 2007, for employees with dependent adults. Similarly in New Zealand, recent amendments to the Employment Relations Act 2000 (NZ) have provided employees with the right to request flexible working arrangements if they have the care of any person and have been employed by their employer for six months prior to making the request. Third, the flexibility in working arrangements which assists workers with family and carer responsibilities is often the same as, or similar to, the flexibility which may be required by people with a disability in the workplace. There is a range of situations in which flexibility is desirable for an employee with a disability. For example, employees with certain disabilities may not be able to work at particular times of the day due to personal care or transport arrangements. Other people with a disability may be assisted by reduced working hours, or the option to work from home. Extending the right to request flexible working arrangements to employees with a disability would not involve a substantial change to the duties on an employer that exist under the Disability Discrimination Act 1992 (Cth). The practical effect of the prohibition against indirect discrimination translates into a prohibition against the unreasonable failure to accommodate the needs of an employee with a disability. Moreover, the amendments to the Disability Discrimination Act proposed in the Disability Discrimination and other Human Rights Legislation Amendment Bill 2008 (Cth) include making explicit the positive duty on employers to make reasonable adjustments for a person with a disability. Including the right to request flexible working arrangements for employees with a disability in the National Employment Standards would further the implementation of Australias international human rights obligations, including the obligation to ensure that reasonable accommodation is provided to persons with disabilities in the workplace. Fourth, the right to request flexible working arrangements contains no enforcement mechanism and there is no grievance procedure or process to provide redress where requests are unreasonably refused. The Commission is concerned that without a grievance process, this National Employment Standard will be nothing more than a guideline. As the Victorian Government stated: To be effective, a right must be capable of vindication in a manner appropriate to its nature, otherwise it is not a right at all but a guidelineA minimum is nothing if an employer may depart from it where convenient. Including a process to provide redress where requests are unreasonably refused would supplement the duties on employers that currently exist under the Sex Discrimination Act 1984 (Cth) (and, as noted above, the Disability Discrimination Act). Under the Sex Discrimination Act, women may have a cause of action where their requests for flexible work arrangements are unreasonably refused. This is because the practical effect of the prohibition against indirect sex discrimination translates into a prohibition against the unreasonable imposition of barriers that disadvantage women, who overwhelmingly carry the burden of family responsibilities. Regrettably, reliance on the indirect sex provisions of the Sex Discrimination Act will not assist men with family responsibilities. This is because indirect discrimination on the basis of family responsibilities is not presently unlawful and the authorities clearly establish that women bear the dominant burden of family responsibilities. Australias international human rights obligations extend to both men and women workers with family responsibilities. Accordingly, including a process to provide redress for both men and women workers who have requests unreasonably refused as part of the National Employment Standards would ensure compliance with Australias international human rights obligations. The Commission submits that the introduction of the right to request should be accompanied by an extensive public education campaign. This education campaign should provide clear information that employees may have access to the provisions of the Sex Discrimination Act (and the Disability Discrimination Act) where flexible arrangements are denied. The success and high degree of satisfaction with the United Kingdom right to request legislation has been attributed largely to widespread consultation carried out both before the scheme was introduced and following its introduction. Commentators have noted: While it was soft touch legislation it was accompanied by clear warnings that employees may have the capacity to access provisions of the Sex Discrimination Act 1984 where flexible arrangements were denied. Parental leave The Commission welcomes the extended unpaid parental leave entitlements within the National Employment Standards. That is, the right for both parents to separate periods of up to 12 months unpaid parental leave. Alternatively, if only one parent is taking leave, the right for that employee to request an additional 12 months leave which employers will only be able to refuse on reasonable business grounds. The Commission also welcomes the extension of parental leave entitlements to same sex couples. However, the Commission is concerned that the unpaid parental leave entitlements are deficient in two respects. First, the parental leave entitlements do not apply to employees unless they have at least 12 months continuous service with the employer and also, in the case of casual employees, a reasonable expectation of continuing employment. For the reasons set out in paragraph 8 above, the Commission considers that the qualification requirement as presently drafted will exclude many of the working women who are most likely to require parental leave. The Commission considers that requiring women to have undertaken a certain period of employment in order to be eligible for unpaid parental leave is reasonable. However, the qualification requirement should recognise the concept of portability between employers and also permit short breaks in womens employment history. The qualification requirement should reflect the reality of womens employment, including those in intermittent or casual working relationships, contract workers and the self-employed. This recommendation is consistent with the Commissions recommendations in relation to the eligibility requirement for paid maternity leave. Second, the right to request an additional 12 months parental leave contains no enforcement mechanism and there is no grievance procedure or process to provide redress where requests are unreasonably refused. As set out above, the Commission is concerned that without a grievance process, this National Employment Standard will be nothing more than a guideline. The Commission notes that the National Employment Standards deal with entitlements to unpaid parental leave. The Commission understands that the Productivity Commission is conducting an inquiry into paid maternity, paternity and parental leave. The Commission has made a submission to the Productivity Commission inquiry calling for the immediate introduction of a paid leave scheme. The Commission supports the Productivity Commission inquiry process (which is due to report on 28 February 2009), and submits that the parental leave National Employment Standard should be brought into line with the proposals for paid parental leave arising out of that inquiry. General Protections (Part 3.1): Discrimination The Commission welcomes the introduction of clause 351 of the Fair Work Bill that provides as follows: (1) An employer must not take adverse action against a person who is an employee, or prospective employee, of the employer because of the persons race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carers responsibilities, pregnancy, religion, political opinion, national extraction or social origin. Adverse action includes, amongst other things, injuring the employee in his or her employment, altering the position of the employee to the employees prejudice, or discriminating between the employee and other employees of the employer. For ease of reference, the prohibition against adverse action on discriminatory grounds at clause 351 of the Bill will be referred to in this submission as the prohibition against discrimination. The Commission submits that the prohibition against discrimination should be extended in the following respects to fully implement Australias international human rights obligations and to promote social inclusion in the employment context. First, the prohibition against discrimination should be extended to apply to every employee in Australia. The discrimination protections at clause 351 of the Bill give effect, or further effect, to ILO Convention (No. 111) Concerning Discrimination in respect of Employment and Occupation (ILO 111). To fully implement Australias international obligations, the protections should apply to every employee in Australia, rather than being subject to the limited application provisions at clauses 337 - 339 of the Bill. The Commission notes that certain protections in the Bill have been extended to all employees in Australia in reliance on ILO 111, including unlawful termination and unpaid parental leave. Second, the grounds on which adverse action is prohibited should be extended to include criminal record. Criminal record has been identified as a factor that increases the risk of social exclusion, but does not necessarily reduce an individuals capacity to participate. Criminal record is a prohibited ground of discrimination under the Human Rights and Equal Opportunity Commission Act 1986 (Cth) (HREOC Act). In recent years there have been a significant number of complaints to the Commission from people alleging discrimination in employment because of criminal record. These complaints indicate that there is a great deal of misunderstanding by employers and people with criminal records about discrimination on the basis of criminal record. The Commission is empowered to make recommendations, including for payment of compensation, where it makes a finding of criminal record discrimination. These recommendations are not, however, enforceable. Moreover, at a State and territory level, only Tasmania and the Northern Territory have laws that specifically prohibit discrimination on the basis of criminal record. In furthering the goal of social inclusion, the Committee may wish to give consideration to not only including criminal record as a protected ground but also including any other status. The International Covenant on Civil and Political Rights provides at Article 26(1): the law shall prohibit any discrimination and guarantee to all persons equal and effective protection against discrimination on any ground such as race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status. Including other status provides protection against discrimination whenever a difference in treatment amongst groups or categories of individuals does not correspond to objective criteria. Including other status would ensure compliance with Australias international human rights obligations. Third, marital status as a prohibited ground should be replaced with marital or relationship status, which includes being the same sex partner of another person. The purpose of this recommendation is to provide protection to same-sex couples from discrimination on the basis of their relationship status. The Commission notes that the Senate Legal and Constitutional Affairs Committee has made this recommendation in its report on the Inquiry into the Effectiveness of the Sex Discrimination Act 1984 (Cth) in Eliminating Discrimination and Promoting Gender Equity. Fourth, the definition of adverse action should be amended to make clear that it includes both direct and indirect discrimination, and these terms should be defined. There are a number of definitions of direct and indirect discrimination across the federal and State anti-discrimination laws. The Commission has made submissions in support of a simplified or best practice test of direct and indirect discrimination in the context of its submissions to recent Senate Committee inquiries into the Sex Discrimination Act 1984 (Cth) and the changes proposed to the Disability Discrimination Act 1992 (Cth). Consistently with these submissions, the Commission recommends that direct and indirect discrimination should be defined as follows: Direct discrimination: unfavourable treatment because of a protected attribute. Indirect discrimination: a term, condition or requirement that has the effect of disadvantaging persons with a protected attribute, unless the term, condition or requirement is reasonable. The onus of proving that the term, condition or requirement is reasonable should be placed on the respondent. Fifth, the Bill only prohibits discrimination on the basis of personally having an attribute, but not on the basis of an association or relationship with another person having a protected attribute. For example, a parent is refused a job because the employer assumes he or she will need time off work to look after a child with a disability, or an employee is treated less favourably because he or she advocated for a co-worker with a disability. Protections from discrimination on the basis of an association or relationship with another person having a protected attribute are included in both the Disability Discrimination Act and the Racial Discrimination Act 1975 (Cth). Sixth, the Commission notes that the Bill exempts from the prohibitions on discrimination, certain acts of religious institutions: if the action is taken against a staff member of an institution conducted in accordance with the doctrines, tenets, beliefs or teachings of a particular religion or creed taken: (i) in good faith; and (ii) to avoid injury to the religious susceptibilities of adherents of that religion or creed. This exemption exists at the intersection of two fundamental human rights, namely the right to practice a religion and belief and the right to non discrimination. Similar exemptions exist in the Sex Discrimination Act and the Age Discrimination Act 2004 (Cth). However, the above exemption does not accord with the scope of the exemptions under the Sex Discrimination Act (at s 37) and the Age Discrimination Act (s 35). In particular, the above provision does not require that the discriminatory act be necessary to avoid injury to the religious susceptibilities of adherents of the religion or creed. The requirement that the act be necessary is an important qualification to ensure that the exemption is at the least no broader than these exemptions under the Sex Discrimination Act (s 37) and the Age Discrimination Act (s 35). Past inquiries into federal discrimination laws have recommended that certain exemptions regarding religious bodies should be removed or narrowed, particularly as they relate to religious educational institutions. The Commission has now recommended that exemptions for religious institutions under the Sex Discrimination Act be made subject to a three year sunset clause. A review to determine whether the religious exemptions should be removed, or replaced with a more narrowly tailored exemption on strictly human rights grounds should be completed within the three year period. Seventh, the Commission submits that the time limit for bringing an application to the Federal Court or Federal Magistrates Court for a contravention of Part 3.1 that resulted in dismissal should be extended. In cases where an employee has been dismissed in contravention of Part 3.1, the dispute will be dealt with at first instance in a conference conducted by Fair Work Australia. An application to Fair Work Australia must be made within 60 days after the dismissal, or within such further time as Fair Work Australia allows. If the dispute remains unresolved after the conference, Fair Work Australia issues a certificate and the dismissed employee can proceed to court. A court application must be made within 14 days after the certificate is issued. The Commission submits that the time limit for bringing a court application should be extended from 14 days to 60 days. This is because applicants will require time to seek legal advice, and to make arrangements for the preparation of their case. This is particularly the case for employees in rural or remote areas, and for many employees who may be distressed following dismissal and the unsuccessful resolution of their case at Fair Work Australia. A 60 day time limit is consistent with the recommendation of the Senate Legal and Constitutional Affairs Committee in its report on the Effectiveness of the Sex Discrimination Act 1984 (Cth) in Eliminating Discrimination and Promoting Gender Equity. The Committee recommended the HREOC Act be amended to increase the time limit for lodging an application with the Federal Court or Federal Magistrates Court from 28 days after termination of the complaint by the Commission to 60 days. Finally, the Commission notes that it has previously recommended an inquiry be undertaken into the merits of replacing the federal discrimination Acts with a single, comprehensive Equality Act for Australia. The Standing Committee on Legal and Constitutional Affairs accepted this recommendation in its report on the Effectiveness of the Sex Discrimination Act 1984 (Cth) in Eliminating Discrimination and Promoting Gender Equity. Further, the Commonwealth has signalled its intention to consider this issue of an Equality Act as part of the National Human Rights Consultation.  Unfair dismissal (Part 3.2) The Commission considers the restoration of unfair dismissal protections to many national system employees to be a positive development. The Commission is, however, concerned with three aspects of the unfair dismissal protections. First, the Bill restores unfair dismissal protections to national system employees provided they have completed the minimum employment period. The minimum employment period is one year for employees of a small business and six months for all other employees. The Explanatory Memorandum states: A requirement that an employee serve a minimum period before having access to an unfair dismissal remedy enables an employer to have a period of time to assess the capacity and conduct of a new employee without being subject to an unfair dismissal claim if they dismiss the employee during this period. The Commission submits that the minimum employment periods are too long and will leave many employees without a remedy for unfair dismissal. This is particularly the case for employees of small businesses. The Commission submits that the minimum employment period should be reduced to three months for all employees. The Commission considers that an employer should be able to assess the capacity and conduct of an employee within three months. Second, the Bill requires unfair dismissal applications to be lodged with Fair Work Australia within seven days after the dismissal took effect, or within such further period as Fair Work Australia allows. Fair Work Australia may allow a further period for the application if it is satisfied there are exceptional circumstances, taking into account: the reason for the delay; whether the person first became aware of the dismissal after it had taken effect; any action taken by the person to dispute the dismissal; prejudice to the employer (including prejudice caused by the delay); the merits of the application; and fairness as between the person and other persons in a similar position. The Commission acknowledges the intention of these new provisions is to provide a quick, flexible and informal process for the resolution of unfair dismissal claims. However, the Commission submits that the seven day timeframe is too short. Many employees will be unable to seek advice about whether they should make a claim within this time frame. This is particularly the case for employees in rural or remote areas, and for many employees who may be distressed following dismissal. The Commission is concerned that the seven day time limit may result in employees being unfairly left without a remedy for unfair dismissal. The Commission is also concerned that Fair Work Australia is only provided with power to extend the seven day time limit in exceptional circumstances. The factors set out at clauses 394(3)(a)-(f) of the Bill are consistent with the decision of the Industrial Relations Court of Australia in Brodie-Hanns v MTV Publishing Ltd (1995) 67 IR 298. It would be appropriate to retain these factors but instead provide that Fair Work Australia needs only to be satisfied that it is appropriate to allow for a further period in all the circumstances of the case. Third, the Commission submits that all employees should be entitled to protection against unfair dismissal, regardless of the size of the business at which they work. Clause 388(1) of the Bill enables the Minister to declare a Small Business Fair Dismissal Code by legislative instrument. If a persons dismissal is consistent with the Code and the persons employer was a small business employer, then the dismissal will be considered fair. The Commission submits that the proposed Small Business Fair Dismissal Code does not ensure that employees in small businesses are treated fairly. The Commission recommends that the Small Business Code be removed from the Bill and employees of small businesses be entitled to the same protections from unfair dismissal as all other employees. If the Committee does not accept the Commissions recommendation, the Commission recommends in the alternative that the provisions of the Small Business Fair Dismissal Code should be strengthened. In particular, the Code should be amended to provide additional procedural fairness protections for employees of small businesses. Examples of procedural fairness protections that should be included in the Code are set out below. Whilst the amendments recommended below would improve the Code, the Code would still fall short of providing employees of small businesses with procedural fairness. To access procedural fairness, employees of small businesses should be entitled to the same protections from unfair dismissal as all other employees (see Recommendation 18). The proposed Code sets out the circumstances in which summary dismissal is warranted. That is, where the employer believes on reasonable grounds that the employee was: stealing money or goods; threatening or carrying out violence in the workplace; defrauding the business; or committing a serious breach of occupational health and safety procedures. The Commission recommends that the Code be amended to include a requirement that the employer must: clearly particularise the allegation of serious misconduct against the employee; and provide the employee with the opportunity to respond to the allegation. The employees response should then be provided to Fair Work Australia to assist in its assessment of whether the employers view of the employees conduct was held on reasonable grounds. The proposed Code also deals with dismissal because of unsatisfactory conduct, performance or capacity to do the job. The Code contains a requirement that the employer warn the employee if the employee is not doing the job properly and must improve his or her performance, or otherwise be dismissed. The Code states that the warning should be either verbal or, preferably, in writing. The Commission recommends that the Code be amended to provide that the warning must be in writing. This is because the warning is of significant importance in terms of the employers compliance with the Code, and consequently the employees ability to access the unfair dismissal protections of the Bill. A verbal warning is insufficient and is more likely to be misunderstood. The proposed Code also provides that before an employee is dismissed, the employer must tell the employee the reason for the dismissal and give the employee an opportunity to respond. The Commission recommends that the employees response should then be provided to Fair Work Australia to assist in its assessment of the employers compliance with the Code.  Appendix List of Recommendations The Commission recommends that the qualification requirements that restrict the categories of employees who can make a request for flexible working arrangements be removed. The Commission recommends that the right to request flexible working arrangements be extended to all forms of family and caring responsibilities. The Commission recommends that the right to request flexible working arrangements be extended to employees with a disability. The Commission recommends that the same rights of redress applicable to the other nine National Employment Standards be extended to the unreasonable refusal of a request for flexible work arrangements. The Commission recommends that the introduction of the right to request be accompanied by an education campaign that includes clear information that employees may have access to the provisions of the Sex Discrimination Act 1984 (Cth) (and the Disability Discrimination Act) where flexible arrangements are denied. The Commission recommends that in order to be eligible for unpaid parental leave an employee must have been in paid work for 40 weeks of the past 52 weeks with any number of employers and/or in any number of positions. Employment should include part time, casual employment, contract work and self-employment. The Commission recommends that the same rights of redress applicable to the other nine National Employment Standards be extended to the unreasonable refusal of a request for extended parental leave. The Commission recommends that the prohibition against discrimination at clause 351 of the Bill should be extended to apply to every employee in Australia (rather than being subject to the limited application provisions at clauses 337 - 339 of the Bill). The Commission recommends that the grounds on which adverse action is prohibited at clause 351 of the Bill should be extended to include criminal record. The Commission recommends that marital status at clause 351 of the Bill should be replaced with marital or relationship status, which includes being the same sex partner of another person. The Commission recommends that the definition of adverse action should be amended to make clear that it includes both direct and indirect discrimination, and these terms should be defined as follows: Direct discrimination: unfavourable treatment because of a protected attribute. Indirect discrimination: a term, condition or requirement that has the effect of disadvantaging persons with a protected attribute, unless the term, condition or requirement is reasonable. The onus of proving that the term, condition or requirement is reasonable should be placed on the respondent. The Commission recommends discrimination be defined to include disadvantage suffered as a result of an association with a person with a protected attribute. The Commission recommends inserting necessary in clause 351(2)(c)(ii) of the Bill. Further, any amendments to the religious institutions exemption in other federal discrimination laws should be reflected in the Fair Work Bill, in order to ensure the harmonisation of federal anti discrimination legislation. The Commission recommends that the 14 day time limit for bringing general protections court applications (clause 371(2) of the Bill) be extended to 60 days. The Commission recommends that the new discrimination protections at clause 351 of the Bill be included as part of any inquiry into the merits of a single Equality Act for Australia. The Commission recommends that the minimum employment period to access unfair dismissal protections be reduced to three months for all employees. The Commission recommends: the seven day time limit for unfair dismissal claims at clause 394(2)(a) be extended to 21 days; the discretion provided to Fair Work Australia to extend the time limit be widened by providing that Fair Work Australia needs only to be satisfied that it is appropriate to allow for a further period in all the circumstances of the case. The Commission recommends that the Small Business Code be removed from the Bill and employees of small businesses be entitled to the same protections from unfair dismissal as all other employees. In the alternative, the Commission recommends that the provisions of the Small Business Fair Dismissal Code be strengthened and include procedural fairness protections for employees. For example, the Code should be amended to provide that: The employer must clearly particularise allegations of serious misconduct. The employer must provide the employee with an opportunity to respond to allegations of serious misconduct. The employees response should then be provided to Fair Work Australia to assist in its assessment of whether the employers view of the employees conduct was held on reasonable grounds. The employers warning to the employee in relation to unsatisfactory performance or conduct must be in writing. The employer must provide the employee with an opportunity to respond to the reason for the dismissal. The employees response should be provided to Fair Work Australia to assist in its assessment of the employers compliance with the Code.  Fair Work Bill 2008 (Cth), cl 65(2).  鱨վ, Submission to the Senate Legal and Constitutional Affairs Committee on the Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity (1 September 2008), p 105.  Sara Charlesworth and Iain Campbell, Right to request regulation: Two new Australian models (2008) 21(2) Australian Journal of Labour Law 116, p 5.  Fair Work Bill (Cth), cl 65(1).  Commonwealth of Australia, Carer payment (child): A new approach, Report of the Carer payment (child) review taskforce, 30 November 2007, Chapter 4.  See, further, 鱨վ, Submission to the Australian Government Department of Education, Employment and Workplace Relations on the discussion paper, National Employment Standards Exposure Draft (2008) pp 8 11.  Employment Relations (Flexible Working Arrangements) Amendment Act 2007 (NZ).  See, further 鱨վ, WORKability 2: Solutions, Final report of the national inquiry into employment and disability, December 2005.  Disability Discrimination and Other Human Rights Legislation Amendment Bill 2008, Schedule 2, Item 17.  Convention on the Rights of Persons with Disabilities, (GA Res 61/106 of 13 December 2006) opened for signature 30 March 2007, entered into force on 3 May 2008, Article 27(1)(i).  Victorian Government, Victorian Government submission to the Commonwealth of Australia National Employment Standards Commonwealth Exposure Draft and Discussion Paper, 2008, p 9.  See, for example, Hickie v Hunt & Hunt [1998] HREOCA 8; Escobar v Rainbow Printing Pty Ltd (No 3) [2002] FMC 122; Mayer v ANSTO [2003] FMCA 209.  Hickie v Hunt & Hunt [1998] HREOCA 8; Escobar v Rainbow Printing Pty Ltd (No 3) [2002] FMC 122; Mayer v ANSTO [2003] FMCA 209. See also 鱨վ, Submission to the Senate Legal and Constitutional Affairs Committee on the Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity (1 September 2008), pp 104 109. The Commission recommended the introduction of a positive obligation on employers to reasonably accommodate the needs of workers in relation to their family and carer responsibilities. Failure to meet this obligation would be an actionable form of discrimination.  ILO Convention (No 156) concerning Equal Opportunities and Equal Treatment for Men and Women Workers: Workers with Family Responsibilities, Opened for signature 23 June 1981, entered into force 11 August 1983, 1991 ATS 7.  If the Committee accepts the Commissions Recommendation No 3: that the right to request flexible working arrangements be extended to employees with a disability.  鱨վ, Submission to the Australian Government Department of Education, Employment and Workplace Relations on the discussion paper, National Employment Standards Exposure Draft (2008) pp 22 26.  D. Whelan, Introducing the right to request flexible working arrangements: Differences and similarities between Australia and the UK, Paper presented at the Australian Labour Law Association Fourth Biennial Conference, 14 and 15 November 2008.  Fair Work Bill 2008 (Cth), Part 2.2, Division 5.  Fair Work Bill 2008 (Cth), cl 67(1), 67(2).  鱨վ, Submission to the Productivity Commission Inquiry into Paid Maternity, Paternity and Parental Leave, (2 June 2008). See, further, 鱨վ, Its 鱨վ Time, (2007).  鱨վ, Submission to the Productivity Commission Inquiry into Paid Maternity, Paternity and Parental Leave, (2 June 2008).  Fair Work Bill 2008 (Cth), cl 342.  Adopted in Geneva 25 June 1958, entered into force 15 June 1960, 1974 ATS 12.  ACT Community Inclusion Board Report 2004-2008, p 33.  Criminal record has been declared a ground of discrimination for the purposes of the HREOC Act: Human Rights and Equal Opportunity Commission Regulations 1989.  鱨վ, On the Record: Guidelines for the prevention of discrimination in employment on the basis of criminal record, November 2005.  HREOC Act, s 35(2).  Anti-Discrimination Act 1992 (NT), s 19(q); Anti-Discrimination Act 1998 (Tas), s 16(q).  Opened for signature 16 December 1966, 999 UNTS 171 (entered into force 23 March 1976).  The Human Rights Committee has found the following, amongst others, to constitute other statuses: age (Schmitz-de-Jong v Netherlands (855/99)); a difference between employed and unemployed persons (Cavalcanti Araujo-Jongens v Netherlands (418/90)); a difference between people performing their compulsory service in a military or in a non military capacity (Jarvinen v Finland (295/88)).  Standing Committee on Legal and Constitutional Affairs, Effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity, 12 December 2008, p xiii, Recommendation 4.  鱨վ, Submission to the Senate Legal and Constitutional Affairs Committee on the Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity (1 September 2008), p 62.  鱨վ, Submission to the Senate Legal and Constitutional Affairs Committee on the Inquiry into the Disability Discrimination and other Human Rights Legislation Amendment Bill 2008, (15 January 2009), pp 7 - 11.  This simplified definition is used in the Discrimination Act 1991 (ACT) s 8(1)(a).  This definition is used in the Sex Discrimination Act 1984 (Cth), s 5(2).  Sections 15-29.  Sections 11-14.  Fair Work Bill 2008 (Cth), cl 351(2)(c).  See Sex Discrimination Act 1984 (Cth), ss 37, 38; Age Discrimination Act 2004 (Cth), s 35.  The exemption at s 38 of the Sex Discrimination Act in relation to educational institutions established for religious purposes does not include the requirement that the discriminatory act be necessary.  鱨վ, Submission to the Senate Legal and Constitutional Affairs Committee on the Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity (1 September 2008), p 169-173.  鱨վ, Submission to the Senate Legal and Constitutional Affairs Committee on the Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity (1 September 2008), p 173.  Clause 351 falls within Part 3.1 of the Fair Work Bill 2008 (Cth).  Fair Work Bill 2008 (Cth), cl 365, 368.  Fair Work Bill 2008 (Cth), cl 366.  Fair Work Bill 2008 (Cth), cl 369, 371(1).  Fair Work Bill 2008 (Cth), cl 371(2).  Standing Committee on Legal and Constitutional Affairs, Effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity, 12 December 2008, p xv, Recommendation 21.  鱨վ, Submission to the Senate Legal and Constitutional Affairs Committee on the Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity (1 September 2008), p 259.  Standing Committee on Legal and Constitutional Affairs, Effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equity, 12 December 2008, p xviii, Recommendation 43.  Commonwealth of Australia, National Human Rights Consultation, Background paper, 2008, p12.  A small business employer employs fewer than 15 employees: cl 23(1).  Fair Work Bill 2008 (Cth), cl 383.  Explanatory Memorandum, Fair Work Bill 2008 (Cth), p 240.  This is consistent with certain State unfair dismissal regimes: Industrial Relations Act 1996 (NSW), s 83; Industrial Relations Act 1999 (Qld), s 74; Industrial Relations Act 1979 (WA), s 23A.  Clause 394(2).  Clause 394(3).  Explanatory Memorandum, Fair Work Bill 2008 (Cth), p 240.  A small business employer employs fewer than 15 employees: cl 23(1).  Fair Work Bill 2008 (Cth), cl 385.     鱨վ Inquiry into the Fair Work Bill 2008 - 23 January 2009  PAGE \* MERGEFORMAT 22 Australian Human Rights Commission everyone, everywhere, everyday Human Rights and Equal Opportunity Commission ABN 47 996 232 602 Level 8 Piccadilly Tower 133 Castlereagh Street Sydney NSW 2001 GPO Box 5218 Sydney NSW 2001 General enquiries Complaints infoline TTY www.humanrights.gov.au 1300 369 711 1300 656 419 1800 620 241 Recommendation 5: The Commission recommends that the introduction of the right to request be accompanied by an education campaign that includes clear information that employees may have access to the provisions of the Sex Discrimination Act 1984 (Cth) Act (and the Disability Discrimination Act) where flexible arrangements are denied. Recommendation 1: The Commission recommends that the qualification requirements that restrict the categories of employees who can make a request for flexible working arrangements be removed. Recommendation 2: The Commission recommends that the right to request flexible working arrangements be extended to all forms of family and caring responsibilities. Recommendation 3: The Commission recommends that the right to request flexible working arrangements be extended to employees with a disability. Recommendation 8: The Commission recommends that the prohibition against discrimination at clause 351 of the Bill should be extended to apply to every employee in Australia (rather than being subject to the limited application provisions at clauses 337 - 339 of the Bill). Recommendation 13: The Commission recommends inserting necessary in clause 351(2)(c)(ii) of the Bill. Further, any amendments to the religious institutions exemption in other federal discrimination laws should be reflected in the Fair Work Bill, in order to ensure the harmonisation of federal anti discrimination legislation. Recommendation 7: The Commission recommends that the same rights of redress applicable to the other nine National Employment Standards be extended to the unreasonable refusal of a request for extended parental leave. Recommendation 4: The Commission recommends that the same rights of redress applicable to the other nine National Employment Standards be extended to the unreasonable refusal of a request for flexible work arrangements. Recommendation 11: The Commission recommends that the definition of adverse action should be amended to make clear that it includes both direct and indirect discrimination, and these terms should be defined as follows: Direct discrimination: unfavourable treatment because of a protected attribute. Indirect discrimination: a term, condition or requirement that has the effect of disadvantaging persons with a protected attribute, unless the term, condition or requirement is reasonable. The onus of proving that the term, condition or requirement is reasonable should be placed on the respondent. Recommendation 9: The Commission recommends that the grounds on which adverse action is prohibited at clause 351 of the Bill should be extended to include criminal record. Recommendation 16: The Commission recommends that the minimum employment period to access unfair dismissal protections be reduced to three months for all employees. Recommendation 17: The Commission recommends: the seven day time limit for unfair dismissal claims at clause 394(2)(a) be extended to 21 days; the discretion provided to Fair Work Australia to extend the time limit be widened by providing that Fair Work Australia needs only to be satisfied that it is appropriate to allow for a further period in all the circumstances of the case. Recommendation 6: The Commission recommends that in order to be eligible for unpaid parental leave an employee must have been in paid work for 40 weeks of the past 52 weeks with any number of employers and/or in any number of positions. Employment should include part time, casual employment, contract work and self-employment. Recommendation 10: The Commission recommends that marital status at clause 351 of the Bill should be replaced with marital or relationship status, which includes being the same sex partner of another person. Recommendation 14: The Commission recommends that the 14 day time limit for bringing general protections court applications (clause 371(2) of the Bill) be extended to 60 days. Recommendation 18: The Commission recommends that the Small Business Code be removed from the Bill and employees of small businesses be entitled to the same protections from unfair dismissal as all other employees. In the alternative, the Commission recommends that the provisions of the Small Business Fair Dismissal Code be strengthened and include procedural fairness protections for employees. For example, the Code should be amended to provide that: The employer must clearly particularise allegations of serious misconduct. The employer must provide the employee with an opportunity to respond to allegations of serious misconduct. The employees response should then be provided to Fair Work Australia to assist in its assessment of whether the employers view of the employees conduct was held on reasonable grounds. The employers warning to the employee in relation to unsatisfactory performance or conduct must be in writing. The employer must provide the employee with an opportunity to respond to the reason for the dismissal. The employees response should be provided to Fair Work Australia to assist in its assessment of the employers compliance with the Code. Recommendation 15: The Commission recommends that the new discrimination protections at clause 351 of the Bill be included as part of any inquiry into the merits of a single Equality Act for Australia. Recommendation 12: The Commission recommends discrimination be defined to include disadvantage suffered as a result of an association with a person with a protected attribute. '(23h ( ) * + ¼m_V_*B*UmHnHphuh`omHnHuhqh`o0J$mHnHu$jhqh`o0J$UmHnHuh \jh \Uhoh~U$hs hRCJ,aJ,h\~CJ,aJ,h\~CJ,^JaJ,hRCJ,^JaJ, hR^JhRCJP^JaJPhRCJH^JaJHh\~CJH^JaJHhR5B*CJ$^JaJ$phh W}5B*CJ$^JaJ$ph(^  K  *^`gd-Ng^gd-Ng" h !!gd%g Vs^V`sgd-Ng/$d  &d  Np Pp ^gdR$dh7$8$H$]^a$gdRGv+ < = > X Y Z [ \ ] ^ _ ` | } ~  ׳p׳V2jh`ohb>*B*UmHnHphu jwhbUmHnHu2jh`ohb>*B*UmHnHphuh`omHnHuh`o5OJQJmHnHu$jhqh`o0J$UmHnHu j}hbUmHnHujh`oUmHnHuh`omHnHuhqh`o0J$mHnHu!          : ; < = g h i ³¥¥qa¥h`o56OJQJmHnHu jkhbUmHnHu2jh`ohb>*B*UmHnHphuh`omHnHuhqh`o0J$mHnHuh`o5OJQJmHnHu$jhqh`o0J$UmHnHu jqhbUmHnHujh`oUmHnHuh`omHnHu ) * + E F G H I J źӊŁgźV j_hbUmHnHu2jh`ohb>*B*UmHnHphuh`omHnHuh`o56OJQJmHnHu jehbUmHnHujh`oUmHnHuh`omHnHuhqh`o0J$mHnHu$jhqh`o0J$UmHnHu2jh`ohb>*B*UmHnHphuJ K L M i j k l    ЭТhТW jShbUmHnHu2jh`ohb>*B*UmHnHphu jYhbUmHnHujh`oUmHnHuh`omHnHu2jh`ohb>*B*UmHnHphuh`omHnHuhqh`o0J$mHnHu$jhqh`o0J$UmHnHuh`o5OJQJmHnHu!   $ / H I V u ! " Y w 6@QR!"#14@ptuAaŹŵݱݱձh4h?thwh~hBvhx;hohQh3dh50h%hhQ&h9hOh|h$h\~hV/h \ h h$ hh$hajh \U9 " R"/u0Tgd)c Vs^V`sgd)c* & F^`gd]u *^`gdQ* & FgdQ* & Fgd3d* & FgdQ& *^`gd-Ng *^`gd|/0HKRSTp>?EBCDEFѿɱѩzvrvnvhthOJhtjhLUmHnHuh 2hLCJaJjh 20J1CJUaJhQaCJaJh 2CJaJjhg70J1UhBujh/0J1Uh 2h6Qh\?h/ h)ch)ch)chxuWhhjbh$h4h?ths(DEDfgr!"""""C$* & Fgd0 * & F^gd0 * & F^gdk *^`gd-Ng* & F^`gd]u* & FgdT(* & FgdT( *^`gd+ * & F^gd 2!"#1<PQRVahlq  1ACDwdefg񽹽hLjhT(0J1Uh6hI; hzhl hA6hlhl6h{hT(hljh-50J1UhhBuh+jh uD0J1UhV/h}h uDhtjht[0J1U3ghLlzi / 7 A G I U c u !!!o!p!q!r!{!!!!!"""""""""" ##B$꣟򱉅؅h6Hhuh)ch0hkjhW\0J1UhW\hI; jh0J1UhV/hj<h<6h<h hV$hV$hV$hj<hj<6h<jhrcH0J1Uh:hj<hb'jhLUmHnHu2B$C$%%%t%~%%%%%%&&&&2&4&5&:&a&&&&&&d''''''''+(>((((((s)t))))޾޵ޱޱ޵ⱟ{wsh+rhOjhOJ0J1UhOJhjh1(0J1Uh #hAh<^h1(6jh20J1Uh1(h<^ hV/6h<^hV/6hV/hV/6h<^hNN6hNNhNN6hV/hNNjh0J1CJUaJhCJaJhl-C$%'(n*o*,---/0133} * & F^gdR; *^`gdD" *^`gd4agd)c * & F^gd/, * & F^gdA *^`gd[ * & F^gdO *^`gdC *^`gdf * & F^gd))*"*8*k*m*n*o*p*q***********g+~++++++++f,,,,,,6-:-_-ÿû˷Ϸˆ|qfqfhAh[CJaJhAhACJaJjh1P0J1Uh1P h#hUjh#hU0J1U h#6hV/hU6hUh<^h's6h'shghAhwVh^eh_dhjjhOUmHnHu hChOhOJhOhV/h+rh?h<&_-z------------'.(.L...N/O/////000011171E1N111111ȺwsososocohD"h>$5CJaJhD"hjh4a0J1Uh>$h%qh4ah4a5CJaJ h4ah4ajhZ0J1Uh{h4ah{ hh)cjh/,UmHnHuh/,hAhJCJaJ!jhAh[0J1CJUaJhAh[CJaJhAh[6CJaJ&1(2.2Y2[2`2h2~22223"3#3D33333h4i4j444:555555X7Y7p8r8888889&9=9M9̽wlwh`IAh0CJaJh`IAh`IACJaJh`IAhjb hu6hu6h9ih0hz!jh\\0J1Uh\\jhLUmHnHuh]3hLh~ hxl%hxl%hxl%jhR;0J1UjhR;UmHnHu hR;5hhD"hR; hD"hD"*3j455555q8r889h:X;< =? *^`gd]u * & F^gd`IA *^`gdxl% Vs^V`sgd9i * & F^gdz! *^`gdz!* & Fgd]3 * & F^gd]3 * & F^gdL *^`gdR;M9X9Y9q99f:g:h:::U;V;;;<<:<;<r<<<<< = = ==Z=_=`=h=u=w=========->.>6>7>8>9>ȼȸȴ̠wjhy-hy-0J1U hy-6h>9h  h>96 h,K6 hF6h#rhFhy-hLVhh&h~+ hjhSXh#hhghjbhu6jh00J1Uh#h%h0h`IAh`IACJaJh`IAh0CJaJ.9>=>>>>>>>>>>>????????????<@@@@A AAA"A'A]ApAqABBBBZC[CCCC8D9D:DD𪊪~hAhBhujhNh0J1Uh4&jh:+0J1Uh:+h:+6hNhjh)0J1Uh)h*jh?UmHnHuhLVhhg hy-hFhjb h#rh#rh#rh:+hh&h?hy-1??@:DKE^FGGII'LLL)N* & Fgd|* & Fgd| *^`gdgdn *^`gdi{ * & F^gdS *^`gdw * & F^gd? *^`gd!hv * & F^gd!hv* & F^`gdB* & Fgd? DDDD.EIEJEKELE]F^FGGGGGGGGGGGGGGGGYHHHAIIIIIIIĺĶ~wjjhH-hw0J1U hH-hwh~u.hw6 hwhwhwhSh_h %jh?UmHnHuh? huh!hvhujhu0J1U huhuh CJaJh!hvh!hvCJaJhuCJaJjhu0J1Uhuh!hv6hAh!hv$IIIIIJJmJoJJ-K>KBK{KKKKKKKKL%L&L'LML[LeLkLLLLLL]MMMM&N'N(N)N*N+NOOOڼڪڦަުޢړ~w~ h',h',h', jh~h?cUmHnHuh ! h*h*h*hyEh?jhi{0J1Uhj<hv!6h#jhv!0J1Uh<^hv!6hi{hIEhv!hgdnhd]h6hSh %jhSUmHnHu-)N*NPPWQ R#RR&SUXXX)Zv *^`gdvW< * & F^gdBv* & F^`gd* & F^`gdBv* & F0^`0gd * & F`gd * & F^gd * & F^gd7BZ* & F^`gd]u * & F^gd ! OOOPPPPPPPPPPPPPPQ-Q.Q6Q>QHQUQVQWQR%S&S8S>SFS\SeSSSSSSSSSSSS񼸴}yt} hj6h0hh% dhjjhEH0J1Uh9h96hBvh9hCJaJjh0J1Uh9hhh !jhgUmHnHujh7BZ0J1Ujh7BZh7BZ0J1Uh7BZh7BZ6h7BZh', h',h',hX,SST T T!T'T{T|T}TTkUmUUUUUUUUUUUUVVVVVVVWW>WtWWWXXXXXX+XXXXXXн¹¯¹jh~0J1U h~h~h~ h~hwh',jh1UmHnHujh90J1UhBv h6h9jh0J1Uhjh% d0J1U h]6 hWVhj h% d6 hj6hjh% dh]0XXXXY/YYYYYYYYYY Z%Z&Z'Z(Z)ZaZuZZZZZZ [ [ [[[>[H[O[[[\\ ]]F]T][]]]]]^^^^^^'_V_Y_a__ƿhAhWhqjhH-UmHnHuhQ&#jhH-h~u.0J1U hH-h~u.h~u.h~u.6hH-hvW< h~hvW<hu`jh~hU0J1Uh~u. h~hw h~hU:)Z[\^^aaa ab/c_dffg * & F^gdlZ * & F^gdP *^`gd9i* & F^`gd]u Vs^V`sgd9i* & FgdW* & F^`gdQ&# * & F^gdjb *^`gdu` *^`gdvW<_____i`j`k`l`````aaaa aialaqaaaaaaaaaabZbgbbbbbbb c c{{w{w{mw{jhz0J1UhqAJhd@0hP hFh>VhhPhth8KhMh#h9ihaE;jhPoUUmHnHu hPoU5jhW0J1Uhhd hWhAjhWhW0J1U hW6h~u.hA6hWhAjhA0J1U( c c c/c]d^d_ddddd-e|eeeeeeeeeee fffffff f(f)f1fjfffžžxtplph^jh>V0J1Uh>VhjHZhwNhMjhPUmHnHuhlZ hBhM hBh, hBhD# hBh~jhB0J1U hBhAR hBh@ hBhvlP hBhqAJhPhPCJaJjhP0J1CJUaJhPCJaJhPhqAJjhd@00J1U$f~gggh|i}iijjjjjkkKkrkkkkkkkkkll,lqlll mmwmxmymzmmoo4o5op3qEq|q}qqqqqqqqq꿱hdhjh[{hsjh^0J1Uh^hP jh4UmHnHuh@=h&X h6hhjHZh(hlZhwNjhH0J1UhHhjh>V0J1Uh>V6ggg%hjhhhiLkkxmym7opqs7t *^`gdP *^`gdj *^`gd[{ *^`gd^ * & F^gd@= *^`gd]u *^`gdjHZ* & Fgd=* & Fgd>Vqq9r:r;rtsysssss5t7tNtOtPtQtpttttttttttu uu'uNuSuUu]uzuuuuuuuuuuvvv/wEwjwlwzw{wwwwwwxxUyWyyyz2z{{ǿǿÿhfjh]1h4hFh hi_EhP h*hY~h-Yhz>h'zh[{hs h]5hjhj5hjhhP@ID7tQttttUuuuvy{{{8{9{{y||}~* & F gdgd Vs^V`sgdZb* & Fgd *^`gdP * & Fgd* & F(gd *^`gd[{* & F%gd[{{{{{{{7{8{9{{{x|y|||}}~~~~~~~~~ 79>FNXxsgc\c\c\c\c\c hh]3h]3hhj/5CJaJ h#6hV/h#6h#h<^hj/6hj/hhk5CJaJhkhhQa5CJaJhkhh$5CJaJh$hh5CJaJhQa hh hZbhZbh|h$h hH-jhBvUmHnHuhBv$023CIyف߁MSSTklEF34iŹѮ{{wpwld`hhhg5hg h*h@Ph@Phh?c5CJaJ h?ch?ch?chhS5CJaJhShShk5CJaJh? h?h?hh5CJaJhh hh&hjbh?hhL 5CJaJhL h]3h]35CJaJh]3 hh]3$~3Tl4jPk̉* & F gdz>* & F gd(* & F gd(* & F gdP* & F gd0_* & F gdH-* & F gd* & F gdg* & F gdwN* & F gd* & F gdS* & F gd#* & F gdijy05OPjk̉TUEFGHdfno`|} ͽ͹wsh!h1(hH_6 hH_6h4ThH_jhH_0J1Uh hhz>5h-Yhz>5hfjhz>5 h-Yhz>hz>h&Xhjbh(h(5h(h(hP5hvlPhP h0_h0_h0_hH- hH-hH-h$h5+pUFGn|6͑ΔA&R0gd0* & FgdO* & F$gdz> * & Fh^hgdz>,.67Sz̑͑ΑBPΔϔx.?iyŖϖЖjhOJ0J1Uh1(hH_6 h2hH_ h6HhH_hhH_6 hrcHhH_hphT(hH_6 h-5hH_ h uDhH_ hH_6h4ThH_jhH_0J1U h 2hH_;JKۙܙABg&'PQRSoq LQRWX[]defgŶŮŪŠ}ytym h\\h\\ h\\6h\\jh\\0J1U h]3hR;h]3 h]36 hR;6hR;jhR;0J1Uh4ThGoh[jh[0J1U hH_6hH_jhH_0J1Uh#hUjhU0J1U hChOJhC hChC hC6hOJ*ef%uOcE*qϥ k9LZɩ0gd0gdwgd:+0gd)00gdR; %&uvwMOPu &/46R\acd༱vrvrjrrjrr]jhuhu0J1UhNhhNh6hNhjhNh0J1U h:+h:+ h:+6h:+jh:+0J1Uh:+h:+6CJaJh:+h:+CJaJh#h:+CJaJ!jh#h:+0J1CJUaJ h)]^Jhah)6]^Jh)jh)0J1UjhH_0J1Uh4ThH_!dݠ !(E'9DEFG\CMN*+PZ[~z~h* h*hH_h1(hH_6 hH_6hH_jhH_0J1U hS6h1(hw6hShw6hShS6hShwjhw0J1Uhnh[ 6huhu6h[ huh!jhu0J1Uhu huhu.H`pqrΥϥХ %-@[kl9:_ij+Lʹ|rninanh1(h6 h6hjh0J1U h% d6h% dh% d6h% djh% d0J1UhhEH6h1fhEH6hEHjhEH0J1Uhjh0J1U h7BZh7BZh7BZjh7BZ0J1U hH_6hH_jhH_0J1U hi{hH_ h*hH_ h*h*&LMr|}>Z[ɩʩ 8:CDE}@JK ()bdȺxtlhShW6hWjhW0J1Uh1(hA6 hA6hAjhA0J1U hu`6h1(hu`6hShu`6hu`h~u.jh~u.0J1Uh4ThH_jhH_0J1Uh~jh~0J1Uh1(h96 h96h9jh90J1U)ɩC(`̭̮ݮ*qƯ $a$gdgdmL0gd^0dҬԬT_`aĭƭ̭ͭ Jhuˮ̮ͮήԮݮޮ߮*+qr˽ˇˇ}y}yuhbh^jh^0J1UhH_jhH_0J1U hBhB hB6hBjhB0J1UhPjhP0J1Uhd@0jhd@00J1Uh4Thzjhz0J1U hWhWjhW0J1UhW hW6h1(hW6*ůƯBaefgķĐ{j^W hY\_hH_h]hH_5@CJ( h]hH_6B*CJ^Jph hkhH_h]hH_5@CJ ^J$jh]hH_5@CJ U^Jh'hfjhBv5h-Yh-Y5hZ]hOhfjhfj5h-Y h-Yh-YhBvhfjhj hBv5 h7BZ5 h0_5h3hhH-5hH- hH-hH-*45* & FgdO* & Fgdgh hj9 01h/R :pR. A!"#$% }DyK _Toc220485159}DyK _Toc220485159}DyK _Toc220485160}DyK _Toc220485160}DyK _Toc220485161}DyK _Toc220485161}DyK _Toc220485162}DyK _Toc220485162}DyK _Toc220485163}DyK _Toc220485163}DyK _Toc220485164}DyK _Toc220485164}DyK _Toc220485165}DyK _Toc220485165}DyK _Toc220485166}DyK _Toc220485166DdAAd  C @A(HREOC-Globe_PMS_POSRHlQ$'h5$[FlQ$'h5JFIF,,CExifMM*bj(1r2i-'-'Adobe Photoshop CS3 Macintosh2008:08:18 16:05:14Ҡ&(. HHJFIFHH Adobe_CMAdobed            " ?   3!1AQa"q2B#$Rb34rC%Scs5&DTdE£t6UeuF'Vfv7GWgw5!1AQaq"2B#R3$brCScs4%&5DTdEU6teuFVfv'7GWgw ?TI%)$IJC"j6*]gbǸ쥀'QyQ7zٖ]፞WXK&ǻG9zyzn Np~[\NN[YX̀7l7Kʊ뾬}iǯ31d;o͟g~?*#hʚe)#?W8ĜϩXd04U,;;'~Ρ-w*?krVzUzq3]`?E~A[\ tԠEË6-S?כ(:''{??=}%G$}k?%t澱/3j~&-??԰ڜşAt%մI%?TI%)_'=#ذڲѷ2賦ǷJx,յZߥܰZ搴ꫜ/]ʴ|<3qd?#m, .wz^Y/Mq:GUߏ֛6cR->tòpĝKk7MIdT2J>!X}xp~W Oȑeqot޽:\7ЎqaWYuh}_eaY<ۄC'kY%E7ۉ ㋩g&HY8y űY.Ew1iGUDAwտu Y zOҫ<ݥX5dbבSA?שtOYnC!ٓO<:Y\+8|g<8'i$TXwK$5mNm͈&WCVO, b$k\udq&NwIV]ֿ0%.scGg]_. L9nc姃4D貦m=Z,{ ںz>Per%1NɊ}z`7Zu= ^cpZ]n1ɟ;{{r1v6m;uvrcSŵ9ߢ꽾寉}q 6u16?'[g3=rrqq]*(qZnhfnkx ֭kꋺL?(Ʒcǔun{(?jgkW\cGQIØX>p߸rE.W6~\bHڨp,jxQL0L` \k@I֏s˯Aq33E~7? ?e1U=2 +b6w~-V'##H >5n^ṹ9=&Ţ?+/ݱ>+`_OY'̦ר?<'Z湡!pF'\>r°0ާͯ9KRr?4浘fָ|6k.rϪ؝LH̏5_Υ1Ɓ{G.ྦྷ/(ˏ y10=#'+9c-ߩo]]mʬkkuYߪwy,?j |90ejp|Ɵj5%E1I"d"dJ2v=ah%59]=0bQb6Kn?x$dVHcA>Ԍafm0[\\e|RUu+NU9U P[kw7wsIu%{\H>EeBN3;j?; 01ENŴ]R׏Ϲ~_O8l\5kjY$Yc72ߤ7151;2굻a,@/wL21wCWU^ɳ귟BſAO1syXXvzyU>L~㾋c fY a2NdɲCOWX*BEr&UEUdruM_YY7Ƈrk>{nS(+_ѹQ;Lq=?a쮗QPsvCxk2+?Q D9r>ߣ//8ô7ʴ3.ۨJş9+dz.ʸ,oԼ*u*?c’.kpǛo˳ܓ/Oѕ֝ٱ`3۔?ձij2՞`ʆ,{tßͺe9lul<ܙ'>%9L#1$HݖpG^^l;Rj\OcJl|krl5 nm~]s2gu~zE*.uC[\[ک|H|()>]kxO-}Oj1rmu6w,1167:)tWze~ӘgU 1= b23$qDT.׌f} h {5ow{W]kX=dhӟ4;^~TJ|\r\OX|W?Ts}\piݨ~;zV>,뉕գڷh_ոG7-4ʳ=<~L^Re<%\#-gc_Ƣ?Mm]C_[wL5t}~gZnu~WޜF-'ݏoNb?6!/}ߑJ# bu@驎A2~?ԲQ[ OPʴh&~lgRp"vϔ$L|F8ݷXzQfYk5e_U( d?1Ŋ?$Ld g??"Sqpj7eWֽ%xt}5ZtLC0csl 5n^Dt) %Ԉ_Uu]wK>Dw{|{7٬ӱeu _ :zMZ z:;I`×k'ͬʬuVߤǂ]P+ЫW:M:6A?Ts~XKAzOi+ dƟ¦G/8燁޼ReCcmMhu/O5dbcɦ cV |ȴ|ƈJdbXb1D$,TL)9rɊtȥb:c(b]OԱk?s{6IZn/K7u'86jI#^}yW:\rD~w&h`DOKvIkXE-ah8z{b^n& T_im^uƆ[)oV/1)}CrF,Q?/U1<H ZऒJ|ׯtwAK{%_E'Z@ l 1{Mvc~[uvXlj󎡁򝋔ݶ7PGs{Y[9Z82,xfܮNW'8t15s끑E7r[Y >FN-F\Zd?^Lp5_On#4~侂ۭF(;Iɮxu2RyHr~/0b {GD ʹy V^˒XϠ7#07~VCk;VC#̼0:lo+ @ɸ|-IEٹ웈!9?3/cxؙSplsO%^K?GhHCc/=o13%ϫ a7'@.pY- nOs_??,ϪV_. T}k_?105hUyNt/G3&_ũ?dI,UTI%)VYY揣j'=aYIH6 "QHS7`亣nǷ^ר'm-hBJ+,nQ6ƻr۽ ې±42P!?|#;NF5ԏvۚ{m}51FEo= \^Oޖύ[\~N%͗+_x0e(yuvuv>U[խ@9Q|3K)ZyHt13!rIԾZzM>|j bkDglR?H1gsp/v'jW@6}V.~Rwlʰُ[Z>=Ƕ}Ұ'1ۺ֫p< Lj sDՄWHwVB̌cc_pcmƩQsU~a^[L5M>,Zߐ?G'Oc|,}__ jkmU0W[k@5 i$*I$STIL (n{&,%5csKJiIN]ٴhZuҲ2_MqEn?Q5o5ӻ@ќI c?'X~OMVwDx.ƞ?aZܩIL<+:?J?5n i) Z]'1GL*?SCK\LB]oXFۖ{}$htȍhP$،cQ#G@^1-.b@R :J]$IO=Photoshop 3.08BIMLogo Options S38BIM%"[+ +65>8 com.apple.print.PageFormat.PMHorizontalRes com.apple.print.ticket.creator com.apple.printingmanager com.apple.print.ticket.itemArray com.apple.print.PageFormat.PMHorizontalRes 72 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PageFormat.PMOrientation com.apple.print.ticket.creator com.apple.printingmanager com.apple.print.ticket.itemArray com.apple.print.PageFormat.PMOrientation 1 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PageFormat.PMScaling com.apple.print.ticket.creator com.apple.printingmanager com.apple.print.ticket.itemArray com.apple.print.PageFormat.PMScaling 1 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PageFormat.PMVerticalRes com.apple.print.ticket.creator com.apple.printingmanager com.apple.print.ticket.itemArray com.apple.print.PageFormat.PMVerticalRes 72 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PageFormat.PMVerticalScaling com.apple.print.ticket.creator com.apple.printingmanager com.apple.print.ticket.itemArray com.apple.print.PageFormat.PMVerticalScaling 1 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.subTicket.paper_info_ticket com.apple.print.PageFormat.PMAdjustedPageRect com.apple.print.ticket.creator com.apple.printingmanager com.apple.print.ticket.itemArray com.apple.print.PageFormat.PMAdjustedPageRect 0.0 0.0 783 559 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PageFormat.PMAdjustedPaperRect com.apple.print.ticket.creator com.apple.printingmanager com.apple.print.ticket.itemArray com.apple.print.PageFormat.PMAdjustedPaperRect -18 -18 824 577 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PaperInfo.PMPaperName com.apple.print.ticket.creator com.apple.print.pm.PostScript com.apple.print.ticket.itemArray com.apple.print.PaperInfo.PMPaperName iso-a4 com.apple.print.ticket.client com.apple.print.pm.PostScript com.apple.print.ticket.modDate 2003-07-01T17:49:36Z com.apple.print.ticket.stateFlag 1 com.apple.print.PaperInfo.PMUnadjustedPageRect com.apple.print.ticket.creator com.apple.print.pm.PostScript com.apple.print.ticket.itemArray com.apple.print.PaperInfo.PMUnadjustedPageRect 0.0 0.0 783 559 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PaperInfo.PMUnadjustedPaperRect com.apple.print.ticket.creator com.apple.print.pm.PostScript com.apple.print.ticket.itemArray com.apple.print.PaperInfo.PMUnadjustedPaperRect -18 -18 824 577 com.apple.print.ticket.client com.apple.printingmanager com.apple.print.ticket.modDate 2008-08-18T06:04:16Z com.apple.print.ticket.stateFlag 0 com.apple.print.PaperInfo.ppd.PMPaperName com.apple.print.ticket.creator com.apple.print.pm.PostScript com.apple.print.ticket.itemArray com.apple.print.PaperInfo.ppd.PMPaperName A4 com.apple.print.ticket.client com.apple.print.pm.PostScript com.apple.print.ticket.modDate 2003-07-01T17:49:36Z com.apple.print.ticket.stateFlag 1 com.apple.print.ticket.APIVersion 00.20 com.apple.print.ticket.privateLock com.apple.print.ticket.type com.apple.print.PaperInfoTicket com.apple.print.ticket.APIVersion 00.20 com.apple.print.ticket.privateLock com.apple.print.ticket.type com.apple.print.PageFormatTicket 8BIM,,8BIM&?8BIM 8BIM8BIM 8BIM 8BIM' 8BIMH/fflff/ff2Z5-8BIMp8BIM@@8BIM8BIM[HREOC-Globe_PMS_POSnullboundsObjcRct1Top longLeftlongBtomlongRghtlongslicesVlLsObjcslicesliceIDlonggroupIDlongoriginenum ESliceOrigin autoGeneratedTypeenum ESliceTypeImg boundsObjcRct1Top longLeftlongBtomlongRghtlongurlTEXTnullTEXTMsgeTEXTaltTagTEXTcellTextIsHTMLboolcellTextTEXT horzAlignenumESliceHorzAligndefault vertAlignenumESliceVertAligndefault bgColorTypeenumESliceBGColorTypeNone topOutsetlong leftOutsetlong bottomOutsetlong rightOutsetlong8BIM( ?8BIM8BIM8BIM ), JFIFHH Adobe_CMAdobed            " ?   3!1AQa"q2B#$Rb34rC%Scs5&DTdE£t6UeuF'Vfv7GWgw5!1AQaq"2B#R3$brCScs4%&5DTdEU6teuFVfv'7GWgw ?TI%)$IJC"j6*]gbǸ쥀'QyQ7zٖ]፞WXK&ǻG9zyzn Np~[\NN[YX̀7l7Kʊ뾬}iǯ31d;o͟g~?*#hʚe)#?W8ĜϩXd04U,;;'~Ρ-w*?krVzUzq3]`?E~A[\ tԠEË6-S?כ(:''{??=}%G$}k?%t澱/3j~&-??԰ڜşAt%մI%?TI%)_'=#ذڲѷ2賦ǷJx,յZߥܰZ搴ꫜ/]ʴ|<3qd?#m, .wz^Y/Mq:GUߏ֛6cR->tòpĝKk7MIdT2J>!X}xp~W Oȑeqot޽:\7ЎqaWYuh}_eaY<ۄC'kY%E7ۉ ㋩g&HY8y űY.Ew1iGUDAwտu Y zOҫ<ݥX5dbבSA?שtOYnC!ٓO<:Y\+8|g<8'i$TXwK$5mNm͈&WCVO, b$k\udq&NwIV]ֿ0%.scGg]_. L9nc姃4D貦m=Z,{ ںz>Per%1NɊ}z`7Zu= ^cpZ]n1ɟ;{{r1v6m;uvrcSŵ9ߢ꽾寉}q 6u16?'[g3=rrqq]*(qZnhfnkx ֭kꋺL?(Ʒcǔun{(?jgkW\cGQIØX>p߸rE.W6~\bHڨp,jxQL0L` \k@I֏s˯Aq33E~7? ?e1U=2 +b6w~-V'##H >5n^ṹ9=&Ţ?+/ݱ>+`_OY'̦ר?<'Z湡!pF'\>r°0ާͯ9KRr?4浘fָ|6k.rϪ؝LH̏5_Υ1Ɓ{G.ྦྷ/(ˏ y10=#'+9c-ߩo]]mʬkkuYߪwy,?j |90ejp|Ɵj5%E1I"d"dJ2v=ah%59]=0bQb6Kn?x$dVHcA>Ԍafm0[\\e|RUu+NU9U P[kw7wsIu%{\H>EeBN3;j?; 01ENŴ]R׏Ϲ~_O8l\5kjY$Yc72ߤ7151;2굻a,@/wL21wCWU^ɳ귟BſAO1syXXvzyU>L~㾋c fY a2NdɲCOWX*BEr&UEUdruM_YY7Ƈrk>{nS(+_ѹQ;Lq=?a쮗QPsvCxk2+?Q D9r>ߣ//8ô7ʴ3.ۨJş9+dz.ʸ,oԼ*u*?c’.kpǛo˳ܓ/Oѕ֝ٱ`3۔?ձij2՞`ʆ,{tßͺe9lul<ܙ'>%9L#1$HݖpG^^l;Rj\OcJl|krl5 nm~]s2gu~zE*.uC[\[ک|H|()>]kxO-}Oj1rmu6w,1167:)tWze~ӘgU 1= b23$qDT.׌f} h {5ow{W]kX=dhӟ4;^~TJ|\r\OX|W?Ts}\piݨ~;zV>,뉕գڷh_ոG7-4ʳ=<~L^Re<%\#-gc_Ƣ?Mm]C_[wL5t}~gZnu~WޜF-'ݏoNb?6!/}ߑJ# bu@驎A2~?ԲQ[ OPʴh&~lgRp"vϔ$L|F8ݷXzQfYk5e_U( d?1Ŋ?$Ld g??"Sqpj7eWֽ%xt}5ZtLC0csl 5n^Dt) %Ԉ_Uu]wK>Dw{|{7٬ӱeu _ :zMZ z:;I`×k'ͬʬuVߤǂ]P+ЫW:M:6A?Ts~XKAzOi+ dƟ¦G/8燁޼ReCcmMhu/O5dbcɦ cV |ȴ|ƈJdbXb1D$,TL)9rɊtȥb:c(b]OԱk?s{6IZn/K7u'86jI#^}yW:\rD~w&h`DOKvIkXE-ah8z{b^n& T_im^uƆ[)oV/1)}CrF,Q?/U1<H ZऒJ|ׯtwAK{%_E'Z@ l 1{Mvc~[uvXlj󎡁򝋔ݶ7PGs{Y[9Z82,xfܮNW'8t15s끑E7r[Y >FN-F\Zd?^Lp5_On#4~侂ۭF(;Iɮxu2RyHr~/0b {GD ʹy V^˒XϠ7#07~VCk;VC#̼0:lo+ @ɸ|-IEٹ웈!9?3/cxؙSplsO%^K?GhHCc/=o13%ϫ a7'@.pY- nOs_??,ϪV_. T}k_?105hUyNt/G3&_ũ?dI,UTI%)VYY揣j'=aYIH6 "QHS7`亣nǷ^ר'm-hBJ+,nQ6ƻr۽ ې±42P!?|#;NF5ԏvۚ{m}51FEo= \^Oޖύ[\~N%͗+_x0e(yuvuv>U[խ@9Q|3K)ZyHt13!rIԾZzM>|j bkDglR?H1gsp/v'jW@6}V.~Rwlʰُ[Z>=Ƕ}Ұ'1ۺ֫p< Lj sDՄWHwVB̌cc_pcmƩQsU~a^[L5M>,Zߐ?G'Oc|,}__ jkmU0W[k@5 i$*I$STIL (n{&,%5csKJiIN]ٴhZuҲ2_MqEn?Q5o5ӻ@ќI c?'X~OMVwDx.ƞ?aZܩIL<+:?J?5n i) Z]'1GL*?SCK\LB]oXFۖ{}$htȍhP$،cQ#G@^1-.b@R :J]$IO8BIM!UAdobe PhotoshopAdobe Photoshop CS38BIMhhttp://ns.adobe.com/xap/1.0/ Logo Options S3 !Adobed@7   12A ! B0@ P"3`C79 !q1AQa"2r# B30@$RC4D%57 Pbң&'G(cseuFVfW8  !1AQaq "2B#0@Rbr3тCScs$P҃4DTd5&67`t%u @5a֌Jƽ'9 u9~{ +<.Xͼkv6+.U I4Ű/;^4sW{}2||^Fю.6uJnZ%<0GM6̢\w|zŽAg3Cj׮KYu fVa2صrYD> <<?C~@+х\؞%ﱯn:a|KW>ڽ˵eR=뛖6jn-\WMO>w{O/zMε廜"_"|Q{;!뺿)tZ;dKI5|{֌FDsde2e/_s a4۞3U>}0ckukل]ew+>}%t >:i6 &ܩ!bɽ¢|ùpۙH 5| Li]#u/rXźa\6҉umq63Sv}>e, lîq?3*Cgדwl*.r/ﭟR7"@(|}zaxџmʢ[uweSk>O"dnQl5{/:Oeys:7{vz?-ֹUYȬ~zUNn w=V1|'\:?_oKgmYOjXźcYkv>fnEJÐ]W"AK,]w^䋛ș;uh cx_ySWme-}-K\U lΟ=ybZԹt,|mur9 ,K(J؂mu2,tdmk)Uu[K >=01S|/ݟklfg&漿B]p+ oa䞯sN[HŖ^ݏNCYЕ W!e\:*l]V^BM4-YFIbsxlY&>a{+ n?}y)z?6uQuŨYt3KJ!6G!.SU\áȲoh:S-]^ɞM,*g |BS#=l_P7^RM~EmflP,OiMw_IG*L|XK yY#򋖏|"1sjK-e1._%ׄU/d$ث7{'ZϺ ~_#~e>@Z?t[Y*gZY5ey;9;o|a-}yY1cM^fRֶ`-xeu]ȺjE..K5w9ݔd+|5:;ٯΚ 2FηmD̿ ]?@;czMrld&2aٮmu5r'zY#Aø^5\qާxϢqKz7ן_J7yk~3#=˹rXp5z/yu/49~$~g6.`@֖Vl?" _4wL}c\ַ!ɲa-M,W"-_x=fc732CyL~oE{ Aӻ=_O+X{_g0`^ȷ Kiu/4օݽYܿU% O\ͤV:k oXK|dN9zQ 0`ݖa6ɺ/M,_&ыB-nHY,G>)sW{@yS{Oq\[bfUv ͑<ҙ-Լ&?**>x_F0}s|^H[팤|Ηm>Jbwܚk{.7bhšCy4,MRuԙM{yb MWJ"y2[KɥMw~^cܞ6w;{<ڻC3lRF z?"pO%kM^S"k1,7$]siMv8U2eJK&Ϥ2[ˢ٤/wk;y!Ee H>_v֖sԵ[mx[z>`NGlɺ,jjD.>IJm^SuԴ*r o%ib$y4D[H!{y[>Wg*H@߿${|*k %Qkm}qA_P55FRL:wiҮG&ԉ\] }%9˵.u=l!B} =ҙ5nf{YYI=tߠ7?@=W_LMdu2c7U۷ןys>9O)tXU6t.@7@9O*efAS^ kU7UnQu;Q]96+/l˔ys`9O_x$W;3{ng^k9ճ-S.ݳ,\;ѷ;İڳ۳tl;&%;,󥳲ˢSs1ѽq$c!)^.ѳ/0y>ɣ؇)K3780(Wﳧ1.ݴ<؜#c3vB\)oc1P8=(icl}v=ZucciYv2`v7e~;#_rrb٘X,ZlNjHzuGb@mp>xAE]oz)M9j*ȼ&l> ;a&鰨?{7Nף<η(ga]}/=~P~Zz̘yz(c7cోcҁWqf {Pl_}k})<D1?v.׃˳vUا]w|KUY 1Wr6jZm{.]Y$e٫mq<@vŒXD67r&neXB:`:oSP +z%_aV`]LtZwހb͵]n&˳-L&9sdݱd ܻ eXAXGz}oն_ߟo\jmeوTˮK%)η} !f*UZٮU^eucciL,:%vŒXD67r&na \_Q)[8K綦3~yoUkK/ .x:*=V6ruσCZ+ŖS޶C`RKrʳF=2W>쵣n0̯8uuz,rznNզdӍeeJƿ_%]dwހ"7v^ծ]^6u!k6/b.-Ye2q01Ցo AZ#__Ro0{ 9 ![8dX 9zY,8 VaB.C\7Y6mzuσE \ٱcnb)Kʡ;-`͔ݞn%F|n:8'71_y[~/7aʢ/ou?f؏q6/`8gqbwxo${3bǶĸww^ys)Zr_ Y.lfagAH"셮9`~V1|~̗9Q{:ڽ)ou*MBJ@|mGKvL[)C9gM˿ '|Y*|VbN֡P2<9i_9ow[;=.z+ɧzQ=s=Fy >(OM63vjs>k eL7 e_ϓo;_p|go2VEm-؆rb be/s.9Sey?x,e9Lx} [IOd_z*g,T^4[oiYnn%퍦eYiCl.n7FCZћ$d\ou$_ֽ6 ?3~~_sWf)Cf7bYe䵐l.ne͐eClA7mh̤l^X[عouY /HmRF #:׽kٍؖYnԴKL"&L/{!6XUZ3)C {k&[/[ ^?G~T<׶z]Ϻ\_0Btu/(s-ȿ"*Yy%cm7-x̨\[ YVgt3qa"нj@bzzzOjXźakv>eѬ(3漟?;=ծ:ϲ7ձǰW7#Žt˥rc3x}|Xwya➗L:\^0S).1Sm~-}Pݺ` D"HuuMK(J@D/. B,BȯO3I8K[pW80Iǟ].k(y b|]$Mv9zoK3`e[lvjbSCx=Y)sqvNzrVĜ7r P 8Í(.1IƇ33[bP +H&/"oyC "yJ)rr_D@ P njn" {BQa r:>..B!İ @D( T A Ihgx\լlj28cly$~cW1uiWkn.=NM}ZQ 1 惙=+Zx_#̉^mXAQr?%؇pC:5NTN9YE߰hc'{M }iΖ{+"t~l?ncǢy~b\z&%`y-H\޻.|ݰ%2,ݭ7cvb^/̯GKDG%q( ,+#<2>ۮ<`6xt~j,-}ݛW6ʾ<9 ] G%q(D|jeh8Eym\se]\JZZygJK}~qc7 u6.8a7DMIr>@tL KD]ᯑmy;L1y|]2=U2_#A= &!OSvm\Miw^߱r9$KP1uoӁ Vv<\fV1R |9@LA|xߚmD5n uUIs V-gV >Uw*j'KI"G %+tSg\=3lVEyo7퍋I mE;w-AAXU(sR]Lʚyiyuʯ0 f|d DUBA8ײ75ߏXB.ɰeߋLʉP.̂Lx>&;Xeo&(f,vǣEzeCBytO#C C}zy2go VK-8MONJ/@b_a G"H(VmyQRȠ]AGsɬ#qVcAt)s6_F O"|'. |y $B$';;r\DN"dEUw[!!)Z-w+wUjTһl$.!z'. 3% ϧ >f_7ݝn:vd%9XGJڹ2"QD#A.kUϮrwP㭲u76%h a ~d~><~ /$Bm} ղvTWX۹qۻIRd/InD#B!Ё81[R~/RL:STRͲfc}K>YGn?GC~}]KVFzUu"j&& ˺.*]@(qO)}#;I_i\5c\g4z\N 1nP 4kkMn(Sl8)LL׋gYSlfќfNW\銫e1$]L rn6%֒_2ìA98v=FQbѕF2JTjٖMZRd% a{A%3p˸aHN 0(atO=;`U,$MVd ؇Ԝ k(&VjA X]>ԥITGGACB]%OS)cքe=-J+#O~l  KNF @D>vd&т&cxQ=1cTռ6r[9^l и]%á@D?$ǤHT  'ϮP _FG aaۆ[%9[<29&L+Af иO/tb\c\N!1T 8. I`F\:pIq8P('SqHNaL. v}kTw*PUK1M)Y^Kwp.7⮆qv̖FPeճ-k̸T7[eK pP\N!1>ݯϖs\\`3&AmkV| 'WR_N<ʲ`bP _"]50]uBWVC;]#?-*6K+~ݐT;BќVC1yP-'KD.1Uq&*kY\[[o--CkWM5ucYhѫ8^N6B`y(Hd\m{ܰ&8&q)0L{zk"3~WSdJ$fNR-2̬J岇o[(#&˓ :劑S2]Pv:kE5m}ȳHMDIMKME @ ESS:w#DAD#>L.ַ2XָUk1y8uRG7U.ý&z%ya$-VbV;TmJ*ґI@\MF-ΚTv. P8t(m8fβݭ +`" K%1_qꞟd_ RH/BD0Q/ +!Q4.mS3*6]%1/\z#Q1/BDDK䮩.\nT{cTr~s#hfg;l="]%1/I|eǪb?p#Dľ] %WTEp)$x#}$0ʯFnln7=I@ľ=%OI.= %]|.'XQ{[3wzoqM6Uij)kk-Ӭ9f+6ꅍp>|zKLAqľI%Ǣa\ACwUFڛs\n|v14/JօcWfg_)ܚd7(|| C`zQF6V]wR}̇ s!.=⿄.+沺N@tL At@a0>ݶ9~%Ճq8-NkYG/Dr00Q D'8| ?)Al~WRodKtG   >AG`P \QĂ~7ie ɶ'R&NG6m .^˟Z] w`@x<&=!sH}ɸWlA&ֿ5_lp亏Dn;cgȴݴ: cO*,ߌ+p&ɨAoO#w9ZhCί81նmnen2zݿyhϳԷgk7W}b}dϝNWƈSeFR3Trv/'KO!D͇ʫ)+ +X%^Nѫڠސ,XW7ĉi'/'apDD_fQ6yfDU.\3Z7UiX*50O ^JZ@ĭS!#Uŏ$_U!c,{m:zZZ9iB|^UCg]W© v[keԐɬW(##> &D̈30q@LL^ܗ6ϳaݞr++Ң1$c!؈&?Mmd^TEkvoX( ;2TDw0_"csJWtXf)S{Ю@!IP##G^:,̌W2"JbK6Jﲋ&Q][T;C".""vL&rtW;tfؔҰ_G2?yC!5w;Ff ?@`H3>;s G#4LP,}>d;3;>;̇C j"PF> k3ϧs/Nw"#2?cqc0DcVG;̵XߜsUk캌*Y1,6i݌o;7Lnov'po3 }ej$p{< !1(.];eY[(}MB1~?xѵ\ٳg#32h7-` vW(BbQ \"G 1NM3=)``5stg'zcG `5~5me~_/.(ĢA1G!.Z8olx ^sYeڛcG!rc-f%w&L2DĢA1DxD:&.=1-gV~d~3ffkk۶fU0L|J0LO|Og#{BXw8d&=Ј|+`ZxC+;t9MfסLʖN{ @& @M_XYT[gFϕЌj7&#"u4'D$x(&)ϥ֭wy80S3"d'>Qvt5Myѻ"~Hf !1(D18]%L\똚ɼ9gj3~8 WEUiUS.jJ9q1T=&qMD|֩k'ԯ̐Ö߾f9%ItLJ0()tLzz#x " @ijj(u=/׸Wڨvak߹/T.כ5ݽs @'x(zz#x `P]\};6\flBNQE[Ym֭ص%F\4۳.dZ=CBDu.) ($:+8+.\1sۿR>m5\ =|8qc юsY,GO'i._aU-M] cKxDAA 9`2##8'B{c4E%*NDiT0Df]Sw& !*\`l?CwlO2L߄yѝk;AA]J)1 WR+,FV_aͩӼ&vݣ7QCq=̩\mSB+&%k0^7Q&n ˶W[VDD 8 &ͩl0+5s>M"< LBzaDS*Q<Z[YXI"QP(&)0kujE=4Lvm_yn/M[s;Yz8'm`4F9fMHLbu(B`!b=QoR 6b^}g{EGH٫52jT<B`t(&BDA( !0' 8ğ>;{<(D5vX^; Ldhx"TռTpA0tOR G D|xD<IrNS!ٌwӆI۠9y(O/K󆽅ʘvNԬ-$h6RkiԸQDq Q" =ۻ}|u]il]q8o.ׇp}SXl H'O 'sÝ㍍ùLr4 {B=G46gUyDq Q" >AE*DO;/d f8j Ɨ2mlu†Of9{] Աpu#iVl%9k|) 6S=)9$'A lKjʛfjkyZqŻDJBˣzus6hӽ7S)8E|r L2j%mT| AQPh^5-ͳobR0僮"յxb\S~ɒ"Ո^vE{ poܻ#E>D} Pj+7{ ,\y;,?zaS*7߳Ұէ<|c&>ي7\W]x۰w< l߿YHLJ ]uUfȳvAܳ{GE|-=7O)E}r :6}3ϖ B_B62Gg۾oŇkuVW)>GѺQOx 4d+I>Y }t@cZMeM|ϸaXro7]B"= l**JY4O1pCPP߹~)3\ GVϖsnPw\(P=7)cuw v0[للɗW΁]o[-ϗuz++3gߢ#Р BiRf/Ӣ~2͛6x(B8( t(Kc90LSԠ~_Ba1("tVv+Nq<<!RGС/ 1L:&tLa1("]mlѳiJ3)ɪz ) @PDŽ 蘧` ?D DǢ#СGMU[SzΖ9~MsL8K)HۦcB8&ˡA>Т':9c:Z 6dXc+ئN?S1by_m]i:Ձ~,%s\zwc+%̠A1(KDDtDq-YZ ]3 t{'Jd[ș&wM2gt뺭]& 屖{4˰3nqJ6<-u NDo;쯦d򫖑kpzsujB=~$v'7EsteYSo%&L\Pjvi< klAyt4Z4}vopw>%0糾-հKպݰ`Az& z$ϹDc0(w0Qt(:KJ\6lgsƎA1@]'bQ L  (궶?l.3q]xˡȂb %&'DJ%Ǣ`PࠏTGOڴ|_xٹՓ}uJ.n!(@& PLAǢ`P:$}qwUu-:s0.Ow?ܾ˯SD3t tL *A1 BDu( zyS]f]eNqA6%_'Vr`qjaOv} DX:%o"ֱyhNg;1SGWG4`] DBw_Zsz+nA,.VI/-Wq]o Č)nC u:I6Y6Jy^e:UQWJb]vǀURUC,s-%ivTGC𝸥؍Iw݄mpN^dٌ*&cl+p0~ZAXj:u:yc(jv-ðt.dt~^Hj%kرFGW!p53c0@?.sk/j>dǺXF&\LCP1# }wwuze8{NXreSiS!|cEx+>;ڛ5.cm=ZϡDO(w/ڜ#"}B؈OD[:Ѕ>>aR ;=ױТpDxO/;I/b1؁o;ð;÷wde""ػϰ#;CCA';!"c]c0D;˸ۡ!ؿs؋Lv!܈wI>1؇b@;LS2>S}=c"nB)iqɹLVnj]܊ =m[ݖAF׾]Ls,}BGc3כVwѴ)}-8q$DZ/`,gf\閶 ffa]fJ}kq_e{tE[90p}ֽVsN}fekR;%\q8ήYmc~=SϓU'3>lƚ?q0P8x׬|Ӈ#9cua|N 2>zx>J3ԟd9zi\7QwXL)7qr&d#@=t28Ό]lwxl .B  fDW%b|i-#Ź__ 1fcifP0y0pzᵹT^Z^N^[;27;.Y3)jhq0q_%GGʹ/QTuGr󞛾6wS,Ԝym~F8.0yT x 5juܾDj>X7cxW.Į'* LUEzׇ_k-.8nn::䍍-m%2A&TqB>T b-lE_k~ro[i$B(<ۙNU2* aQPEu,QTJ47 w{fhO~8m05 fא6$>tN)T=f{} q0a@f}pzY>SS=.e鮩3^%J_9,ݳvq:%>},S>Ӌ` zάq3Yi>^g‰h^u߰T?X80`ppS!QP'G-7{ݿr1GWSv/u/s'ؕ{n2ђm73®X80qWLSQTf@UeWC}c>LWo wniТY6Kp&v>zۺ , 8~ 2|* Q_\]己G]ri&{i:ۏ9*77k8߱,<,+bd:O L>KŮ.AZC.|z"USԗԘFo50=N5n=XB0[7jUv7b~`MPQTO q!|ȻL>KCNwĸa?ϿuAp176 8{J3Qc@Pp/}|L|RϞO-z"ק8v2Nm$ āg|+\D(m fr{֗^{J[Y@AP!KpO^HFL˶v1G0c7eq>F<@* 'ŃzĞW+Ջ.ƞt*gL-%Bުz/\8ѭ;{!}[g|]o ̶s&[-&Q))^e4m3[~wwǂ5V_N~p P쏻)]nwW"'Ϧhgj%6z]1=m㝸;+YYS@aQ {^^vZL WގCs:NǷM".B?F!~ Cl%P5Č5b2wɤ| P̋W"pn]{| ;H~<1}lޮbǛu{P]ˉA¢ਬ<P([BfH9(dnw+P@PT?5@+Cf[Cšelk8㻼sӏ]̝kbSWt= Հ6VؽT8 aq >@:*'<@Erx5-}_:ϻTcݶJ[?x8*dtQxK`qĴ߸&MDGNk1U*a||p.<C8'ҖAOQSroq~VK@2=cW=Hx-L# { 3F`>D* 'ȹ.TD!|NBclc3 lK'>6(Ɋ;4&Y8辴(пѡ%/?;v.<;NUMMYM^mPfp@¹x8A@xuoe[ˏOm,$ޜ~MgKgeutTմ;_YR)$6[Y,# ݀#)>̹.u 2=N+G ^ 8no O#=Ng֗Ap!3D* AaP8>Z&MkvVc[eUWYR MMC~}l{1]ؕu5َ^h+隮 f}A\DyϦoFm-Qq%˘81b/%6ҝYc 3Q0%p +W%@eF} <qTdG|>-vk-ճW˶Ӱ.ѴDZ촳^ rXW+0A\/8C¸8dGq\4׵aQt;7쬾mVCh%kDeñ&V͈Iw}myy[yJ-QTL*%a\N=ˢrW#WB|UРȠp0+]<1(/m'wܷ@}SNO SžfpyOS[]R'K?Nא^a}Ǣ a\Ǖ+ǒW"0+QĘ#2gzqɷeM ,ݞ2>|ܤx44v 'E=N146Mb.t'A4+D]n#^3/XˏT Y*38TLy_q TD+@8b]; HVjxͳi^qW?ц} aֻvGA\H.&Os"鎽n5*PQtT]{kOC7AO-v e}m7K1wnYd L+4/T=cO齄_/ʸ (Lp\B/>0+$1=C/f߃;پɡ@2>O}?Ey:. B*k GtH@ACAhmʄ^}}مom}?H1ȾY; e[2]I^.+>¸+e ݳ}=b|jw<g&EAq ,_7f!6+L۾ț͡+7 tӦXEsZeůzP@iA8߾ ^?:A^>??`0ޭ|&~9+gw>MBd:L+>Ֆq-cٍC M⨗%egߡp0jgrT P?}]#¢a\ߨ᳚uMp'baaQT|*W_E@*J!q p(L<*'ɘѿd~Ķ<Bb1?^¶7~klt_0*q\ ,3p WE a|. GFi_MĤ@TӪKa9R,ؓ(b;PX8*q_ 3\ *|D*'\,&@X4?mэtn>֪e'}W=ɸ,7Kѳ۰β¡eؖ&$qvmXW&ə.|ȆP]ẹ$CՇPމ͔d[Is.'*3 cWIWEp1*'*-Ñx^{3uJ? Lm퇰-kvq^}}jMM5o۫#bm\7{͔cth.$;K݂|z̆ސtO_AH7we~l"p p8WEp117̓UMK{OG;]B6tl6lVw0CV_ݽZo!|bӏܰ쩘O0ݳ*̻圿i͞wTz¹/⨔W\z^ii pqc/00y>TU(*'q8(+JC\`%L'G[8r |L/ 'AQ pT /TT`%fO ڒap-M~^k_ @?TUA\Dy>'C̯/^W\?oV yxO]0ng_Dy?N" T_)L(mjUSx3$o+^}xzWC YN] 'MG؄ %;M-86ʧGj)Ѫ[:;]R`ŭ3}e1}Ccʦ U_lu~7{fY3>+!֖̻:Ǚ뽩긿L2i#,븼lَ!4W|憳ձ?$"(5;e#q;رc_ܳ<9_tܯWQ  io }rAAAU*Y cTlݑ"A_jndzUfV{:jӗ~r#@3= 8_=n-.?o[Kxw ⫙QqM՟H ܵlU,̧K3`} IBˏa2ꔉ}"Il`is?+ZeCB@ " |{#>2rvUaOPt7y2) W*1.FH+KjHg$ܟ3" LئT<ȧV pQ#!Qv2EMd*o!PQ 2T:##<ヮuVӾn|*2-%NYɗo/sIx;&g3~YiI6dJs;Ү`RTWHS2bAPgQfG,$?HȌ.X\2I#N3Tg>B}*mj6UYVBƣ*Kqf* Pi-B 2CJѨLƝX, ZD%c"!' 8D)!LRE3Ba fSBMbZE5Bʴ[Iږ)흄!OBbMJ%>D(0I0R0"(DiiJub3[slNlwZbsGY}Ic20 w[#H   l^[ JeY2DE%DR$BKtJD'̫9$K# 2 r HI~H9h0t*oIfJL.̅X]PSvY6SbX6j APc=&??@ #&A4A-idGde%,%(lR"ʐBH&DI%*T) HI_8x0}nۿ>|GG.ݾ;w ??aK**+TlW#R J(Skڕ }Q[Xi*a[T/%:DD.?VIBeY$J׏Hp72C&kohϯ<. o@Sgc|o7-f{ЁŰy݈IJq5SɲFG#ל:8)LA?e"l+շ8h!+$cJ´Džշ1/̴ը*9"P?4ͦU滶Eā}̚("I쑰R0Ɓc*!α͞j=Eϸ8R5X=ѰWǬ;!ХN)9,&89o#p|n8mJ[k${7p0I#ke7:+KTp6缓H}ciP/WIcT' af zpFjŘ8`lb<KkDh⇸*꺒3RF}Cm5n ř_il/i3뒱*@HQv$\R2clc=寗"2OG 52tgRA'̈65!V:sVcB3)Ȏ*.+oWri#*cXOJIR $N6PAv|)U?b;F N f@|҂xI~mYI APOx%zCv|O(bAϑAlR{pv"Je`y!BiݬsA1PaKTM9 k>b4{*%*fc-Z"ibRO~Ѱhi&6ŸȔ)%M*̼8}"4,F`)0}h ${;b'A9-Bin")%k\kEYBD;j'!9vaFFܲ?G8HY`>ocvѰz(p6'>_/В Wԫ+E Ȃ3b:*пNx+VH0j<4lQIZpȻPZcZ!ѴKhg?g[‰ޕu:5t4`0*w2Aƀi:Z-2Z ɦuvVHб$[iH.nA평>/]Oט@;3K$X D@$I5=>>+(r #g_ O]!lǦ$qBtf?Ivl4_W]JCDtEhF-m-2ɹ@-hEg=b.mONzVxX5{Z+m.A o;d%# Yq]&x-cxavppSx1lF.Y-FGFՁ ND0$C9cG^H|65ʀY,YᶶĎT f4U$[]}D*!8STg/u&m^"(v;'#$?fh9+-ZHiَ6%{R"PT{y uR h"oŴlo 7z#o`6u q5bKxLq^*QD \VaP9$-bMm%hFɑԕe#O~oQPGh$f!% UP(TPٻ,6^Ưf.?ڎV_j"J{eALU(ْ !>̫C'g$ZfQ\}ec=Az.OWPޡʴ*jQ115?8gsA*,)wFDі0Çb->]V :mn2\ɔPF.ԭPXYd]nn73?i6w LzWF${N*k!q"S6VrP}b_!n?L!XDȇs#G tfV緐)n1h*˜rS!"8 㣮>i`F;ɐ 9K_ \ a5xP8D ۉem;Qjk|9<Ӻ?,<3éڍYۜr7)ʙ${l}:{[3Ichڝ02{]4.%܁E>ih ׿4wV&+ 'F3# &gnGS!'UHTifˎx1CP]Y6yaaco:*㈵kX(J̤0<08G(X5;n-5a0oa5PW$/r*e I:{nIա?5J\Ϛ \ vˆ^9za Qu* GqkDx"oRCzkt)$x ޿[i309g.9H?[zJ}l(m) X,!,9#_ 6~s kNe9>8+qܠSFgS kPpHGS$ubIo)V1{nwCOp(g)plzj8g}gjg/<2j(qY[ٓPoggp?B[|bք3,u$x^UmHUTUQE2 0uPUqhG˦H}g)b;| B1ʃ,(Jc_°ڲѱh°紡wg8>ɳҰʹT_߹걨⳾ڧʰ'fu˷1津lǴհհn7Lܴʑ@q

2I_\S?Wv[^+H&3Mk_:&KӠ(4@1^8 AuLz ʹ+֙.A CNo0KAQH8/͇&h( N&7&McClMKHI~T;aFRM M(́Fx3]A! ~,78>\.˷e8‹*5<*6_"G i]F+E 5+ʡkMՠ Vof7cv8SFaơ ,nxSE(½Ҽ1HF*O63cb9mQb 6\ic*taPxS" VezG ̡5R0ܭn5 2H/ aND8JAnPHw}ETs5I#pѰ FY~ p;F诎%vazx,7cx`vcVj<^fr:|=3 ?٠wxbޭX[֒WGaf1>(4CږǾHu_S!27hRJ}(J6!Պo-J3^YGg!ph~^Ŀ.ݫzC 7pp2YkȔQ19Y <T=.hW9n49шpjȂ88b]UiiKA+}͚ dk\G-#J/RJ7JWھ /%vG0.Cc#A$fI'p2wv\[_D~t:o{-BQ\>Y#/x!5 wHJ͝FFxe%Xz6QdaVf0pA\K\Y8$PEx,80! 1-Dݒ3&f)G,kMg"Qڧ2"LAVAA^D(iyt۲$,$C3u.mHN/Τ g1p08zv5<6`PvbVtȔCE:9QVc$ Ih~8{1(0LƐbBmL$hNb}v%f%8nc)f{)tpi rJpmld*`GkHBPSw`m8Xӡo""hAAuҚL")y,ʛ1#$"iuv يmz>=;FƣŬl7*_$cļN}p\JDt4t\ V)JxC 6?_Hl˳o;fԯbU4QP; ҋ*|XԩŧU|rZi7-5dy{;;t5 **U 8`~4}V5;1*rHO1otԷҪZ%,Շ7 5ʇ<30 E+y/l̰y(Va~Y܎S5! P7ӗ@R%GNs)Va(7lIgx\#aH#pQsLqwQaS_h^F\Z˫9RhY4 4SVhq=kec冡I>\0\qk8Gܴղ8Oѥ;H҇۲ѳS,7 KL S$3Cۈקn*G:Tt-,tpƱ=T=8l;4۵SoB*- dW̦HwpAdA<),*,w,h, e+ .; a;/4^Á'Px&DW\HFnjs WXG!۔w:Jv?9}q}dw!p6MQ"x`aLd9o )W0E;bh$S 7)n1LpϘ!f kL )4Oy2W:3<ٜvyq>ńo,{"5GK:kkNλ尪Յd<XÃ.5`IՅ82%Ou0OEB~!ګ&<~}9I4t&jԪ❟/n׊ؾW ၴeُvʃ0nCKְ5=LdZ{S*~a_kg߅zEj՞;?&qQU=\Җ9WHC]q5|=a0۩75ğ8+I?qפa7l;>\۰,iP]lZkCܘeG8;LyHkG3a2̆0=b$CPVJn##"C"=SudPё@(#$މEsyΎ27s3ᱼppFVôݲ02ؾ#`7կDRx-4 j^bhY9 }I!l6Zŵd_*K9U5F TT$TO)YcW/A/tmsm R*2%Sح6:G0%i?#9ԱcMo[~Jbl㿆o/x`ma)G/˷iFぷoҽ1h5?$yL&J-X1Q]{^W{tO5,1NXc @(fB5Sңv9oķZr?SlPbcļU +څ 9N$}8_-PYB1nxHnGMӰA'#)#~2[\1VQJHy.tL|kCr8;w-pF|6obvHapiՉ=gQMU4^I.d i:+v,UbC-!]a08T:Z]T^VrjrYP1%a木EdC԰\1ݖD.[o?ڟ/1ざ$}GIXO)kLWsb> 7q g'` 1=F;[4+XτX1۞A#z ]ѳ cΪ;h ܧ b %ń*M+_ӋP;ۓ!GmnRZq;`mmmhv 7G[Yہ–Er7b{7?]kNB&!~UʁXo/mj*ģȴSZ*1z\Vz}TyդsL٘M'$S0S^_Tq~捪?6 >C)ȃJF;s b vu8."D||~ġpњq )BONÕU ߾KY|sx}Ff3Gjf c~zoD/yh}W}eaPGȟ6 (pƑ,Į %WjEtj1hT567ڍ{{8dEuo9JxE>nfew2;Xg1Ҥ/#&=ώ7콌?'"?>L.Չ!٧w./?@c=tgƁִǚ]!=ʣ7յ<%Q~s-N<xѫܲ' u('.D~~*s9|aM)_l'f_/^9ah?X1v-"4 .+vXu!3YK N8:s4pg#lTo&c6A98 gYhyR0md[i2fI)8sE65ƭv1#a΢(:UBCƾ%Txiۊp0?ɎxLEȓ^5%-.jbJwgl88oAXOGc~;Fo=.kG;xPx*ӻ GUOb _F!3 lo:?8>wI8QN 0N^͆Ḥg_Kw ɤMÆXo  n3aY]?Ά^ẈĈ9unAJ6S$..MR<-T>< ԑkjk ~ aβs~LP'R%fMkHnOV8>Է_\LIJ`mo,,I+;NdRI;nFYcZw֝,!#$B G՗WfV{38'>{{ YKD?=x8mQQ*h) `cW.ivN4b˴/<3;1,_Iddh;끰>m_ c!i6WStuڴ]2S #Mȸ2veS<958&nfF4 {; (GE 28pwwp#bb))uO!e=e{1-3Vm #*{qŶ\,s(ee  ASAa|=O8r_,N)m"0ljp> JX$m {W5Vsξ]Vњ@hvts) *ETlh 2O|WI@38;ix~= moGikVFHԻP\K}IhsĪ"@#w u-r問%!;8Ek5G' y$ M߃7ǯa|}?^`x!zG`p>t5,*31 d.:?YzXO8QA[pFbw72¹VI"E+hW<++}LX\VDI!w#ůas,>T 4[T&7WsS@=iN] }~Ӆ=u5VRc}"G+@YQIĚ^9A5OEVW}zQhyi^Wcɮdl(5UT}n;Xu" Ip1!V,S:.Rt}g 8SEn J Yj|kdRaPx݅ fF EswWQr\ZHwRhM9$6<+OPJ 'h|v;ՏXóՇl;O?Kimަ-5jIr#eREFtFKPI;[<;ߋclRaJeiU$ }5 v5T|H(zV#HFDr #x<-o$qR#r8Oɔ{CpEyNX⹴?VDxj{H`w'JK99+$G_57S/1)›N`;հ>i(mUGTEf!@yI&x2^d "*xCp4M.DC.@ yCB T[^ak) ]3My 972dLwat}H5Դ(G=XoHe'xBGyP{xi?9#8n6*hCw#ѻvwŏ^-~ôx熓Xm icWe|Yz;I'tS߇NKDkH(H=>ײѶc)9;Tw!ڝV%W=a泦<!a~〽5CJPCQp7n\!9F5`@)f5[|O@9dːEgiӶSOxPNq8fLb73ʣ-;[I<hO8fJd"h{=#x8¾`2]K]#!zvyn.iRa!+Ƨ&8S6mqO-߿q.C5YКe\uEZ˜Ss19պdJ_MFto蛸~1A{UmC:]k݆/a;M|9n wƒ;iАq+;ׂg_UgQ0μn־c?G7Mz)} gN9"Ȋeֆtui`*3Sn&zBq9JJ #Fwthm\ʩG< b1Sղ˘vc͔Z!~zVK͸|^`05 ny^rz~iNSLaJ 4rkZMHyg5= ʣ%Ph`+)+) *;Hʚpj̊?!H ]}X?+L4sFn=>G?[Ȉ7†ۿ=:bs9O|AGVf5(^u6}}o7Qd ν >:|(&f9xg7g%ď ӿtz\[5| NT|Ƿѷ:{( eYTo>?(?,9|򌻪~,M\ gݿ 04 Gq6|`#xPX [Nҫ 0}ߣug 3tU?>!Aw dS2\AF"9`5摸pQm[qa MYXa_ޜ&$o! bxWL=d_Anw!E`d2\w}ImI#U{`$4SnxH+$ne 4EYPѐזHp7PwXn(HGqQDz C>F2cv?} ;F 0VRN@Vzn6{N.U?N`}fS_ & DHj}`mu&̱jR2dq0;>N/݋l/Ӵl<^tG^f3_j&yCt s}o2,` 3i@MpCesR+t% [:W]Oq08h<ѱ?7 ؾ;NѰ `2R0"*hVb]]csCsJdY.5U(֎Eֹe^aU,c|hAq!z,Zor CyOp<on.,%; FirOFa⁋x `l?ha[ 5;N$yV82@U@;L:u}7 {TP8D_:gI&w)hr¾ΌĠO˻Ui.x !Oښ] M|U$g5( i)Pzv9c@摀8"^^c(*XpqYtmvMNœ؟.PYئ]7/w/[O{M 0v HE9Zquw|j8o09:#~")Fxd7>Ӥnq0߽y#J1A2uT8$ w8o 7DFfgxi_taTXq㋝'zSP շRWS2~3\FhLRj/qz۫FH{(ZgVj$& ?J)Ybp8209:uuV 9ہFHʴɮ 'UEÅdG<U?4>t4Q{i,/~fĈfI;T~qC,R s2P8 }XݓOVM+za"ҔkkSYB }~#[Q=o>QO_? οĜI]ԶÚ6:&^ Sن?@݊K} 䎿}}pmԵ 2M)<D_qV9c45}i\Ԯ,,SyLNn+ Gns;9IC{Nu縭E &.tRUU wT UE((;)z}3IӍU䍉U}8®|e0",G )ng<]܌[v"d:frư{&X{pe!FD_$@w*Iom  BA m?͙"m֛z8o+K3NKM+m%i5=R#O!e5|ou{9Z cݕ)ϛ?UՌW? &l"-?x8¶U^hDeW&ЪFߝX#M34HLZncv7`x># __1ݭQȪHsܡ<1$=9jWCsgSCL ݉mƭikFJ^c3e[IIO\TkͱY@*1iz8UѺ*Nht8Xm61Ɔ)1TYaWmd;E'&daB*DKҽ8Sa|"&;$T$V'>q\' xWuiL&yz8j o4 Ïܸ`ZX[aooO>Zfx-:)]q+^4=#$M-nK`JJGLIqu;IpK1=I'ĒqW@cP}F(F* GޔPF~klݎxenH? "֮.M ,Fo E|n渔sn%ݛIR1߀@uǫfCmNG SnxͳY<=ShPzYc3f6qd1ec3d1h1W\T,gnF38xqfoCv>okyّd1^+\~8c,o'׌?¸%M 8=wk}YZRdeEKo sOe31A8ףt;rIwʯqqKe'˖ey%7qvXfqP!70#PĒr$T+cơuG*sExno_>+><{23ATk5no5>ZMq4Meąn߄52⧴'NA&0s)ߒywfpZ]QҖt'T91ΐI-gMIbꎡYu[nY*d 5{Zi }9G4M^3rʢ*@4t5S3}5Σ3Y]gw,Oi$"eMӷI;̂BQO~%\K[jkEj6$/1F֑To J{"|$ s&&1kjwRhzԊQs#SJ,9VY#pѰj"73o_ugYjr,PyQh " 2jj:˺26Kc+TSLK<ҳY,jK3I$IMN38:gtӮD*@2 M#0%2xsW4n>}Txg,ՑñXڴܟɨT*H11Ʉ-/ǫi=P>Օ2>ϯ< 5I9-访fs +K'B% 9ֺǪ/a WwTE˚IqݕFgč:نvГiH"*#=IozNk@G2=nbfU::(I Hz5t[ȇs)"Ve37-ȴ-P|'s'#캖G`dке0]FF y#$WYwh$Yf#qmWn潀vXjq"qIELjbXExFGZ]LRv w.^HED5gr2S-WGO#x`UZ @J02֬ȏyC+W[[+,maUTHi<w⎣x姓/J2(DUA\袹oSEicE@}GA5hY$tԪŏ]Kp7 8MSMKPyZpT(&E5A_ïi #moIɖ.d;UT.JMS]\D;$MDA}#״ F[M^@Ku#) JseתSC|POAY ~5^h,~Պu%aebId]o?i)SL9UYun5Y DqGSʵ,Igviݴ]N%~^ܹLs5E'{쥄_Ԣw%?5%ya4 G=Ϋӥ79~LR*2*2[uN6|c=Y-ڃ0d-"=mbԬR,BPJTKXL*{@К,Q$1$'Zfn7+ݔGr29!>YDo&kS4@wqs 2e*dG6YFy0̀%A WЂg7)VVZ0e A5/wW Gmt-Tۖ-Aq,yԚiSSpJCO/+Ԁx^>v'˂8̳8tϼǛ3#)k>jxgW:Nml3o";K*  _+:N^RM̽9gڮT8skRQXU"Nm Zِ;w1m*ֹAnɦ@T~ 5  1ّSZd9yEW4^4AoRjR_Jх(`OK egZC\Y8D/K8`FN}ךe_06cm;F iK׍o$״dU@du,'BT.yc_Z@,czY:ݦ`J5CbpOf[}o.G,p]CN B HIC# V@ â>0_Eg![;kVۢ!' N)v  U7;w,<`>LHKr [HmwВ.mPNj9J H؀wJ}`m>NÁ toupxwZ*'N+W|P#,"92_JIۘXCUxC+)`A{i]N;yM*1#B˷ڞrL#$1wwcRK3I$灅6 YPs}Q7eQ^h @ l~莢ePer#uDyBE<=+[.5}O%OY|0SNft(&\^,ԋdŤ,iݮ($⺍:taVV0}^ѴaNÁ1Qt[ (i._(-"{XF#ʨ"2]1iv(~[ &jVΖL7Oٿ6NG7W >rԖG\Pݎ˔"M7RHaVHdRwjZ HKT  `j 1oVlP]ۄ@{þeI,$ն7j|sI/*2*G>Ga\tuAؗ1A4|1GBjڂǺ[:r49Fsˮt-ly@.]fkD{}|]Gߗ~_Ll;NÁ] oqH V~LU4^0CbӅ_JP?#@ğɏ/ci-m2K$aQVʺF)RBDT$dHtҾ3փmGi V%"wՖW с`b+;2+ ̬ qoij2 ywvڕӏudW}=?\ڦ qs>Զ([ tƽg[i+Z6`h$`lát˗3wL&;nwS:EV KQzo.q6Sw\0ğ'Zd6<9o񇅽N|ic߁鍇K{hIUAfc|1 ӿ50PeVbA$!:Ŏy-,fԣt,2"dwP @ ;"3;3݅RN!5>wuաzSi_qyT3T br 9\j\Z¢*=Ã3rE++(5ގ{1>۴2Ct9'3QK2ZTgr]Z"9W2 MIP /+ lSjQO5C*^&WèkVՊr_Brh&-AJ݈a뎅sIg$wQ%y{K|G]`bFnHO{GWѻՔ}\6ꎊү?^{Xd#!u={q#sXNĒַW B&9^XV?;AtGt$Vwe\h}{ܨqnOnq;out3y*{ǻ9gA^4 .>޵9TOwY+*oaPF@[}\EDP9EIjqr[uVXjrxҮkSWH`Moc4Q0){^9j0YT!1n 4fꀝ^hL`{{ XO}JS.>g~.\kl^K,ҝQ7\[&m&z3?U yY,Ql>hp]B4XBGCpwwk>ht%%H?t2k[ff&X$v bH BA8SPK/6{oǀ @7 t N au-y  RIaiЏ:ᙂSsip;1 WHkMtR!2Z][IȠu9|hI *S5#; *#S $xhVEe;=~=u ̾i |{Q2\3ImNkvw4w =k)FEcKOX݄C61\x%׻"xМW.u[ ?hZ>%~%/1Y.-3{J8ԁ)<k*i+vkS {,spE}L0΀o߉ [3P*e.FGrң $ou5wd88aټS FMPʒ0=+ltk.k Z|,MpogpS-SMzoydC31h6tM^ܷp+0&@󜨷021ڵⲵ;Yϵ;1=4΢ݱ=U<EC)]IFXĻHA&:]ZcC$B@ǕG+:{/;:8hC#}_RmO.yۍ&1$U p%&6*+B L zzh6 =3}'Eoەy0 j((:~}1m5/zR܀hn}RGoe ImRYI 1I#u„1tWt޼!ck~ۆ%+@U 3څ:Z@c.VIrC)4_=iZ樌rG,<E=l}鍃f=.,Y.OIܥJw1ԗq]W@Ět$`TOwNu݊>nk=IW^Y?ժs g0~Iu΅*!(!'FK((/!Mz ,hO RH_} =,c6EAPDq֩ӝNn{XkgUEn07:>e=Z 4F|7m8p6zHؐ<*I$̒rfN.ʯƮuOMӛ)`jJFt"sU/ U7 Ȳ(֒5ndu wA+k| ^[d=R2;-ԍƇ1\ ၍.tj#jVfHڃ7 H/ƽ#jVQmA$v -߈ތ+MKIl?+oAUs݋˾f>XYb h])"ԓq}AHEV1=sr "ĺGSWz~⸆Hd<*2"7`zq=Ns^j7*E1=DPK0Cu7_=n{m4iʑ Ā ZS.{bS$1Lw2UETE"+lݵvbV3^>^V Hci*o֡w!kyܖcbOñ06 zvJѱ?)dp&R1SխZr[Şnvxz[Ʊ 6~//GJރi=UZkw02E9H݌a@]'s{Tj;7;@ZR\t׬wC=8ZlSJǀ=ǫ:bMKs_1T8< f H6iN5֡!E 4;p 17SZc͒3pTҀռ Vv7m4F렭y'&^kPZ0s^P3VWԓF.jYfbkRI=uCZ39~U2,*om:vKf}(exېTLZ.т;plк}.0GA73½<\s8WA s\i$BwWn]o4ܵ1'OB卤%c4q3e`T7P-gŔ;\#H,o[[{B"('l$ W+x`3Bv^8 ;WTG]cMĜҮEY]5eF9J҇-m8ӏ^ czs@9-fFG &y2C`݋"GSR#׾/AmPcnƕ1ԳL'x<.t/lg)#MMACV{V%#'(,Hi`)s6EY[oi:)F W4*F@:zg7IܻKD+S1ƃVV<ҁ [0p} < Fzw6䃽ܼ O΍N"+X_Z7۰kS0cGU;F+W װb/tإzQ.Z^,5j ~`A)y^qfw0N5 X'£aʹ26SՂdCqB)LfԵ'#xsgݖn"Xw2]CL)Gi]LqY|wꮥεw\*ёN*Ec-n#4<2h ei|C~C'ӳ%>쇐ܴ/"7f*3M?ޤHTi>+nݸ?}PM:"+xIT@߉9U &q+a\#Wz $8>ѳ.Njܰ5m%ݞ=å%hiǤp&ͽb:{"ѳuE<,ٍ26Wa蓨YBPon+U*E 5FG,j> i>yҐy,VMdD}*Cjh}^{5+%w)3n4jFW~]@Z9Ć DZ΍aOD2({mcO꽵KDŽr (7}#z=֨e +A=>&Y!'t!zOQQA.C.Uj@"8Ya^P|I\$j*K$0߶zFa\F@V190":ב\L7-7֔b2s48uz[W xۼ74xaӦ7L]h*mF{$!oif)X^wjAķW.j噘bItՅ&C@w/: Z?]g\(}_k2,UDΞљ88"VT #Fh}`g_o-GfiSLӾ%k R=BEh(@x_5VQ.y:,wy_!.MZoa }f ̣9WZV=nyÏi<Ґ]kuo% ~ͼv1ȽpXծP 6=1yj9FBHд22T̅?;, >;Op}!^ ů} 5XH2@Iy= *b?RZIb?kAsF:-*.-%{Ke>IPԅp]@k QǕ.A;$9Nm5"OI2V хO+NjAzmP9ilԞUvcs k\!REGѳMFO?VlxW/mk\>;O݆={O6]uW^#m/s{%T`+nj1 YQ$zV>6ZU#(--mKT"* }$SzfCXt;"#rY޴&PCM?M}iAkaAʏ0@(cHph\cQQg1\jˢ\\IB3"}?/`v [ZtXqJY(ܑ@m,<{N":m@7Gm'wq2SrQm KBnyK{%KOk{Z+Rv e^ӥ$qE*mEc3 $tns泸U~^XNz5-1@i 1EVARA G=!gMNk l#Ӓ%W]԰iLK$H"o:ǻxw]^Տ1 s4LaC$B*_fkROE!"EEFiRI96A6p|ǸwJG[nᯭ&њ6\Y]RYNdb>]Ěee`H*AF`#q~"M9 ^((iF": b(>"|8RsOLTRᘭӮMח`־44=CCml4gfSۑ W AȎ_[eKx͜4W],43Ժ)fEtZsn5&i:_tF%58QB^4i  a\Z􇠟G7ѱx?Jb$w)QѭI\p_5YrAo8$c_iɯ@Eҩt#BNJ4 r!݆n9d?N+HP^/p;^'ʽڷ]ѱ-)%ҵ֣>oTvsL*Լ)"pW-C$TΙ1O+94."?2)MhZ ̱J OZFn.nӸ*hcl+R-iJo;MZ-sV r;PԘ﮴KDI M.[%y&,wQX9fF$@kfE#KqQ[ͽbA}x3L^ﬖ̂ )&:W䐣(Oxf\ nݮ5` iJC1"tF?qe'#w[j9kSհz-:[kSrCu2EN-s)}*1]u%wi C%{HXn2I ,2Kzvhj8S͕ &ztKC s!#=e.iOiiZsKhүݮT]݁葪trP @败'0?})N5Ĺ/Ȱ_7T<R-bo^֜):gFiViO*= `yuh)Abevp~kqK_9"iCMU%bC=q$R xbHOlRriĄZ=wnđuŭWZ*LE?.F;%k5gf%&a0|vh];i_z2i0|jX@ƨpTP=@C5($ mq`8̒F;X2lM2XU:U 2{iȴMy9K]kn$vWβkJuIJrwW^ZgJsVur?Yřy$S,ք д+dD7>HZTX;XՆv}i!c긭Mj(.+Zhz%FwUr9'P{vv?bOǏ3vv,|zEm\!"IQ]eei1JyѲx2Lu.-e3G4R#WBTG`ǫ }!մ``xl8>rCY\EK^2G4`ڝ MZV z~:G.o}yd*DԚ(xKWu z)ME5#QmAb~=Xoh>>ptm6&wq1(J}l~tJXSl-#)Q@y۽JHq.u~tU'̵}V$f9RWbIgFU:f:}bx2Q59|$o8`aôF1z+eeo$rDDRTE$@1m]}j 9lM]#!}YTΪV+ o8Rr%XiRuu*Mޟm)ci)O4.sj_ӖDZ^ Fky(*9Q(]-^n`p8]B:Sxa6`}^=|6gMZŴ2AҤ"<"5Zs$2_mp9y䮝{sWG,v/|l.3;O ?]^IƜ7HKv r#^1{bEѢ{KF;5ŧ*fnfo]ԴKo"Ƞ5nSTqutHCqsDr+!w']iEƃ=O=;m2 V&^ӵ{AR@&kv#qf >QSտ5;[d4#50miNꌳ gGN?fwN\܃֑|X:H^E$[ƪ9by^PZWu+L>JKK8)U>I>k(7ƒuVO5펖ws4Ĺb$A:es u*eaFA"j%-u9#ݍ`,kWz%R<шK3UZ}` y\);Q# [|O}fP~[[΁M؈IsZvڍ,ҊHXg+ A0A zU<_M,W8˞bIzgVմyyUeKeRt3e22ߝ%IԡQPrr[S Wkw+Zyw- dSִ݇K&q*Gӳ .8JCD$i$cتWDZ6޿$KxeHV]B]fs1h2$~b~t wB VjXDFY̩mك"0}`ڡԙX3R {8[ɤTBb@gS4*Zy.ad˙c@g\Hl۷f4w(*aTY+j6$%$bᱷܭ0ϤܻT2™e*Cu:0?p?ϸE2ͮλ<+j:tmB2ඥH24EpR֞tI3CÍq4X&M,iFYN*W=:viOg'iؾc %Pϩ/Բ_&dA= +%'yj_ 'Yq=GjE<4+H{I P$οælyӇ]P[W###s#L4[EI"1Qx;ٍK1,ĒIq]BM$R)WGSYIvbKKX䗡ytRyejSϷ2dL ijppsV*ÆDFYdpMaMDb᢮YM#Fw H!uqii&V YMiLO5NT71H۾]ybdMw\"? #sš S~{I+\~Bpv&z{5˞kz \ITwȚoƕl"ʔe~k{'xև,)SyrݘP>v#Ko8Fgh*}70 @@=[9`$0hEAdA2k kM"`-QDVܻW@imL7Tnnt^-yvTIpǔ~ Ux&Hkxh+&Vy2I$=KZU(U$Tb}"0^ɩ JD +I@0V莪-epUͷA!$Y#'wt/K:ޗ1hfPU O%,4zzH7!@xl#hekpv 4o$yϻdl `Hu"Wٚ)I!qp3p=  `Ov-Kr ,)rgVT?/<{A_,VH`>ܠHGhmVzkE0 R?Ӊ闙# 1q)nb{jTPn"Q"]9BKFOAvCЯH >6 6ÖKtwQUIJ׋VT_nUa/~-uiT5 %RG9\o|1苋ZY"ԕ/.%v<`bV^s@#oߊ֟,Iq %fT%O"&º LM7Wt#CorNMŹf5ݗHķ 7tʺ;w*~*/{yd,tjqT;lK~lfCUïVtF('۸82#u\{Yl>6 h/%Ú**f=@$0|?ٿQhnLl?W'8mcĭ3Ic+v=ɶ#*Fa [0܌= LVMBHʳ+ Q REp4~T)70Uߛ}Wr'.':GQ/s,U~ݞ8ᶋqOWg pzFۀk}$x 0&i%T -Dsq0薚/#Zz8>]>M@{ejvZn ur%_^[ڰ]-K[r:̑,%Ē9;ǴI; 7m9\,sV+Xy#eLp17ZkZ⮵Y xPg^e4RTDI_\^Zu+,7S9I#߉^%MjyPڊYgcfBi=wtu*""va%VIWs) 3SHm@5wH`H KndXI|@'aFx^{Fn`ȅT'1K;*JnzVlw>0Tn>qC]ں|YE2A-UXdR2H@ 7 f6d~lv2kdn|P<$SHֈ].^,qˀ;擦G !(VpPڙEφkh[swc/h8e~kW9lnPhyM ᡸRÔ+303~FeM-rSg_ uTb"QBˎTWJ#?HMrewm`}*WWGgpSM3\SÎ#ߢ!\eYSx"DTE;T(>?f2lgާimx!ͺI5(a^Es߉=9ksW}j]z#H%Ƒ?gVr%*ƛvn{+'iʔ㲃ng8ߍcv7mݖ+mqf3v7mnKv7c,f11wÎ?cټq猇b?jZyK^ ^C$ p zG,Tofb(4fäCrJ”(nO?CQKv!nٗƴԣ,; jJԢ0h)9Ć,;;It hջTeu*i  G `1795oYL#6]lӤ8iR 8pJRRpy қO `-)~4&X*I^Y `_Wn8D<[ 3uQ*1ZqŨ\⬀v "&cPd+tѪ|( pҪׅ}%4]zmoCK!`M@eZFwPJ!l~G \D+J1f5hj֘PoQi}j$ηuA'2?)HgNibPRTnj_J/& P"! cjbw%DԧMTeËڔ\ՠ {YOty\ڍzj|h#bY9WP b]vUtϓ2鉦)fĤ۶E;K* TU%C_eiޝ"[V)؜kR徧&T9n.DrR[KQ'(8Po IeY)mN^jcܱFjj8SnT2hZ* {2R@M>A-Q(ky̬Vj𣲕/*q\-!n&jCs7OYM;WU)ġٕqzJV ɯ.\*TV2_puKqמuEJRRs'3׃uNB_XwE@[a%_'lv6LEfR9eOU4jѼ)LT[RʖjvBC}Hһx(ŪS\QTyM4ʤ'Ebq)~$}đ&=Hi5&XbԸiE jT^Wڐaԭ\Bu"K~ɾ:mڑBt*+L:v s2i ilFCn88;iۄt?0w{pz_ۆy#>ˊi^eiuu+m֖RF`⑦i:խ6oDiώAIN SWiJ$R5Jo%eWZ.S)>8);:~==Yj9`֗&mzd#hLGLO:۟hKQ"E뤕=qPT/U(CqQuZRB;MhLc:v66aQ%@LeT["+Qt[Pu? 'iڧ]rt+KgOUC2#ΤKz>O΍ *JclszzycMvꝗ7Z-#\a t&BIb:3L7lgxv:h߃vV};6t&Fi4!iޣmrO–d3py&5pQfT4x!!/"u"JG 7P 0(!)NR6%huVEm-]O0!51Clc -*΄(kTu. -WrHIRO DbM]b\22(WuoU[F~ $Nhp$i!I$I۟6ӿ0Nۄtn⻰z񃎬[w5^ϼjj -utƳFhZ3CejiJؐӨ[kRM/HE*F؆)mgZ͸E6KMfQpq? :z5 w ^nCĚ;k %^}t{fʘב!J1\QqVǎ߈"ޣ㊧ۖ=Nem*Rֵ-V8[3mZ{jPpfT2Om+2[! {')Y1T1v]56t m#Q]RR+3A< !/DZ nN1wru`V0;Oxɓ"5\e JkVz]g϶NCѧVжÕCӋae(qaUI^GjY1fն_\kfBfzZ5wD&>= 8Yݪ-J-ƑjU3'-ڭ^_B)QMJv%;q.V&9 Iu-<%'2ZW-tVY }W P(qRW 2KrMzv22 $vU`a\"ap.y(up#<63yU{N(tmىك-1Tj3EЉ+P P'e{u`o81H2ŰQԩҞPT!>P@mH2$n)$-.e)4Pj jiG^R#TpڊR yʾҚSTubƚj]CIWeZUq`iK>dTʼn-Ũ)$éIFISisB_TY{"C_KiP>mB'9IJD)$66)ZU fnVrU61($)?ʔ]|Pkn[տ+qiV+*w-RL$i֝zZn!d(**ZҼŭtP@ӥRM3fC+)!C4䤐S u`=}<;Ս9Gf!0~8)~ڬ ݘぼcc 0zy_civU{Yk4*u[R!Mg76S둥s6FyV VF(:k)W =Gğ]zƎӕ iR^FlL7ivz#NUxbFYT%I>Fj-D!PJ,F*InSJg!ѐF@?{q6DNVh5jli/&c-&D\mԕi I Q^kjR:IF-.ս Bf-ְZl].t٪$w A$pq˟. vډE*,RxdjaT`On\,T[f\E:n2 *Pr척reVc4D34xysgѳ1a9_v"wy8N`wc?duw#S[`qpÁo8:v`v{7ύ#~s3Qy<~$9ʕ ¤KRI I)O'22ʑ}4BBZiDs5Uo9w&Wq$*m=yN~4_|N~vلt#G1K/q/Wn7vPZ.>  .BȜ-K-fѨRkqJ Enٔ4_lX!<|zse>W\ӭE\}z C&8森#]{zO%46^lnQ<`TyrNe4j$Tx&].e2OIWN)ލ.$~<\AJ$}8INv+uwruw'rn8yӎ0>ʻ07w xQ· }}2+~5 ߦS]^2:%81مG!n72!@Ui$tM2LPÂ6B$wtu"n*SI9ۿ|jMdEf˧T DsIzȒP[R#KߎJڕAI;AI.XZiEdu5͸3ՐJ&ɼ8Oط>/=vy| FmFzSipH97riiߖ%5>\T\Ll5! ͬi;cǧ_͉.ƊX7uNZJd\.ћ])O oWSC$f'ىRRu K*( j"8[b$P.pmN#0@eI鶮AkŏCjR :GGpnY@=;r4bWrΫm-\Ԉ v@ldInRvstus}p7w ǔtru ǵ8<]}XMASMt1 >+gK}Y$f~CbRH1zf 䩥t#,JZF,b܎J}}JW Xj(1*r^a4&$:#C EI'MIͧ.Ytyҩt^X1lVi>&QiQԇL2soݏOs#0S-G΄b_K6-}Jua9%D(owW2%ːHYvDR]CGa:uHmYm%JZJR ',jHLh\$fr&Xǁ*̹f6zI!08rHRvLMZҽ(hYxR1*tɍ&#Qۉ1\;fSxݪXZc`^6E6{bkiG:7Yہ?nE}Áqp}:pт}_W8qطee1kzmc{Tʇ9Đ}Վl1%fv2fd! ~ݸߘ3VsRV3IYtZe(%^{JzXUSCkG7xͿˣT(oq-]"Щ_* gJBRNXUU\ũR'E@ؗ ףTsՎa{y#7F4yV=nUqY=.N$GӨ^D>M+ؓc_W]=)R@ITTv mNQ%x[BJiҜ wy'eBBݔ{[ͼB* `+iwKO0R (AKEĥx i8G)O1{S(~uu"XLxAEoߜy_ V)ZA=}m(.@uj $ NJ Hiҕ vjj6 QC~3M6%| #nym_w.bhUM@ JR2)P>R8賢u[¤L:ճ)ѨĥP"#FVYĶĖֳ.<9drȌTO,^`*ˮFA\xx Jm߅}% IM/-SK"ٲ. x#)'bpحm= ȸP48Vl-(pZg5%^ U*{`.n F9ULw1$aZջr׫P,[MmNEV舌L NN.ۧaDq ) T*EéuuVZEVԧnGDw>,iű&%3">ȡ<:;WLj>WIʳܴS"6&Ζ㲥ʰ-ũ܎dyCӎنy#>Ë<˭ۭJA16_b(FڑaƫKiCMZH@m[PՋF𷖲V7 $ŢT#-ިNKڷR!ĩ*fEEHJ-=04Y#ñYR$ 멘]iaڜaKqT_y_S,}?_$iT?QH,!řp'BПLZԶyfH0*?ꑼWhWM \nnNq\ ChK:yuvX8=>8W_h9truO`^uUJ3ZͳP@W,RsHQgSಯŃS-EVn&*6F\Y ,_:_ xAr)q:%)P/)iW)u)W1m:(K;|@bHyA.GMoQ;.!ui< "xpqlۅjܵ2ډĥ=*< .HBsJT->ֻ긿ݲض˴*❳պ׳յʰx'ү.6+.ܦHnǷ!&9U)ܲ/8›Ⱐ<=pׅ{˾ܵwȟY6kdgww!}:y:z61^+R(}<=LΨ EaMDv ̸&R! 66UN^F՝_w.fyM@'4Hm"ӝL)p߈z%u+Y)SRR%5Oh7Ӯ-)fy !pBmaje'|yVNC,maƼ4蓜m DŖ KjBW=U-L{ngnR N)l^W`uruCw`}NNC֞}_ӏ)U:1ǀCSɄP PCjZBsRuu^^(.,|wOpjډ}UZMFK*p$-M 5Cea22!6T|?3Maw~Wvcفwq;W-6nAY­۵8j\Ԥ32" 8Rf-mP8Aji2-MHRnH-jehи.m( dOu@*[% @v3P5\'U듟ԥI%kW\?1CFٺ횃5Zv:9BiY:ۈQm֜ e攦JRc[a[oRi)^ Kd]isdT W"&jNq| g}r~OL+MmNP&S氯y%M: fLw@q(yRVUu+I~uCKSb8Aul'oS<*cݫT\u2aN9=\9LTI1S2#Iad0JV@#n=܇y:';f:n+ٗf:ՁجyWnN==:{wCr~aͿg^|PU:j˨aĐ+a-U5zδ)n/! BJEt$* P'ٟ.~V^|8}rmAG2trTԈYRBҡ ҢAg ԫ#WԘEffL k]Upeqrst12YSlYu RXMHWN4_-N 6Զ-MXxe1*n31Ж6ҡ5O̙gGfގ\qOp>>yC0wcq":G!YǯxƐix̡UnxU%~[o"yȑ#n2$e/$:S-mSU+0k-Ćh",j2׋㋚cHTU^_BIO4;M5YLc\Q5ր U@ye'FNlъEU5oH!PvSk.|-9ٸ)PIKt!(fS -ZA{nZC(E\异NR|p <)}Ԏ6ԶYsǐoG}/!.2.ƝmaHq9T.-> Ou=lŎ,6!v$")nĢ:uX4@?& -d+Ƭl-$H)km2'^o^\F\pݏy!Of^7!'Ƀ__q9:0==|`88;~+rHСG~dɏ$H8Rd8ƌI[H}儡 JQm8SݍϷ M4ʼHCO/ 9JLLt/zBWSuRjP9v r;%YB’sQ DKit.[d)iH͇!$ϥC"vtFx.mva-5%AmNy$0w|>8n_vLӈW"#V-$)l*4E?B=SuɈjKZ9.qr7$QùG.+m|&nԙ"qN2Ts\iM?i?&щJ;f)׍5Qz[oը"ծ*yU1̈K*'9YkyiT͝~*)rYEL%Mo%(/f5"hCV,Y*aёCIBӑI mzzgyO!;aWy1;ێۃ݃}_q9:Ձ=]q_!;ǐO'GO?7^({v )J.M 0`DJJFhZ VUh`8 TJ"U[O*[)kۑ2Ρ( bJg]7X[+S %#>8i=ӥ8=]]{LokĹ#dWjr]d+Q&;f2Ã4r׽^kQ9ZUO QTRɅN^4!)?OXRXZʣ~zIFk]1ɬzF\[zcZWFwP)uM8 "358SZS^k TKFZj-8=iFw"UᰀJR8x_a&֪3yխ5oܩe99*ݻJs̆N0f T4YCQ/ joHCUNdMaa$KRvF>=қ+Pуݏv㓫8<ð`8>8;~oG>׳-r՟Lj]lQ5JB%}&\/1[mDaZ6ϔ0Fn* DBo&D1ɩsG6 ]Я45V0^^i.M;2^B[hF`Yv< O:!Ң\W%^_֧H+ujUjFc~TBc˙.K*[)JR$uc?N,IZu"6GݶSVT!AldfvT Z R)M"Eӥt)ҔYLȓǎsRTTvls۫I)CV5v- 1Q* Ʌ(hQpZ\mhJq CZB)9IRN9d E2H m*-N1 ʃ5Ho ITR,ڴ&sj*[Q(]qJ99܏79:A%.36K6mJ(G:1O@ćm q2x[ʔ*i>J˛3}A5jډūM.'h>ee 4G?d2<<)++N H#..$=cyn۞r+p0m;wwN݁Ojq;NOy:N3?/>H-:u/mJ-*!$'8X$Id׬oFR n*W<8>[v{i@ K *YKJxډ_̑* m)Sd>B{\{6lt-BMOOj=QO^-64APT`?nx=qۂ["BuSp87nZ4D*Hmo!)]Vj80:ٷi*kL.)jwj+id)- JO1^%%/:ե0T-mM Y%!SL(`Gfv:݁u OVrt^j2t*u=Yn #Rm*-9dgk&S! .{[~[>a„ ֕?vk;R*FѮb.s F-K~WCEVMWI${Cn8a ťj2|Ft m@{Nya'UuJJE>mWȣR%,$+n\)+:xN:`E.9*)%>cKcl(_/C64vi + fHG>znzM~eq5 kߓ1@ޥy^Tan=OMJNKr5RJ#نO^KК]tBX!<|_>|;py|VmxB59> I?i@c:ZEwTGRB,7t(t u+Amĥi]+4 :3aR>0)!' C?Jvp5ONVyaβ+2#VM+< kB١UX@o A*̂1Z~kT )WAY-/V7VTĭ'R @aVBnM=ǧS4nα:HLgWKv Di3GiSNt Zz K.jEuCU$R:4IRV&ԫ쿮yd&E~*Y=~>*T@l(! $9:{_!ES,zye(`9>yimiI*!T) qk'$z>~$.Ɠ<ﶦa m^mE*BJH;+Zj"l8UKG;&nq?&`0ԥRP.E2M*BТ`iQ Iڕ$sp7 ǓWxW8{y؜'շg"VurZu>ڮS𷡳**#²%>Т4۴ѽ"3ձKw!˳ҳ/Ǔ&޸<.sFc4C0ejRڋ \It5n׷r2JƴԀv6}`\< uwNBP\SNY-! e fP9d,E Ll-<+UoQY" mhзrj &8 mW%)!IRҒ3 aP1.+fLg[}NŴJ[n専Fz|Y>1U_çÑ^)T-3ъt\O61f2x8OsI gHc@eȤ[(ak U3m[| ~2N_[",2A9~n 䤽^j%Hr&BKH v$́{~^N0vldzX`n\j閧DrQjzoٗ5>]V-hf%jW.fӾee t6i絫lmKLM;&XTdRkt)ZQ'بBz~LUH ۉj\u6^GФ^j SGؽ]2* f5M5i,*ի!oשγ *WgƤ\0Z/``^yer?&G_N:hp0}:1;ppzqǧ>=գذ'9ܱ0=89䐻fӲ۳4K[ɸ豫E%)L9H侱ܗ_o)󍭖u%<4ZqJ% c@9J{r&뀱r5W2&tF3(bIDXJlMư۩JBtVCMIӻb9d ȯY#1R8N|MC-ۚ$Qnz<,I}12U ($£J3nKJPb-AuQsuOUP0ʄٷ֘Ujo#iΥ2ԃ`9͚s}\8>>=}cvCNwz~y:: ]=]:Wn>?wSnOQeyZ%Nz}q"HtmR,-~aP}iTeCRcF|"L?/6MuFfDSe̷^3)s/ u$$:؎J~l^CL 65T($%^' +0rfȫ|!,)E+JsBAJA:۾ߧvwuA/*\4{j|O[mL%-ZHOQ[jAQÓ ţTq뀖[-Ko%-i/Jz%rK.-wd܋YT(? OK>!(G6u9+B6zT%2׳ĩ޳մ>%6'6޳<5,tR)6i!KC˹ը-$: !* f72:YXǧc~O'~'c1;U9'^_fN><ӧwxyكс]܃f1*ӛF.UkRj-uaW(kRR /24j\(_.vQNEh5TAƨ) ].2  㶚}oQ-JDӽLx4bR)u{S0xQO02Ji2/E]GS4:%9$~:\[_q\H@*RQw !Pvp{<Ǜ7z|ӜoN!MVmH^Į" 5f)rfI;s9Ŧkޙ׬ZrMl8%ˢ\ > <)Hbͽd)*si(.fUdzsA'=r1&N}SL%R.J==v$!W54 RpH2&v:So(PI\ڕ,:ۘV` R-~պSNUtÍQp vx"؞YChmO@iw}]RIH0F5- Gϼ~}9ss=9'wyXWсcvrNu}yNwueƍi&"=DPMKHURi(j)d|ٍBYʫ,:JZL_V36ceN5i{SXѿt׼o71k%8O@7]JJ]V[eh̕Q KRu_WmEE Ux".ZxboQc[ Bpqj#xuS}_4҄HOϪbkE,x ҟ6nܛ+tT<)Gaq>=GM*-p\y,,t)[ pwN+ӧdy#<0~;8̼ڒ]mĂPb,Zn,r=XBP2Ȍs! d6f1&c//W\\qCh]'\|xRGtMT,+/KR,dNGȖvAnV)[ }2Dgg&#bdI(-H)G}}fa䭧V[BwyyӴ͐Tꖥ1?>dIXr-ɳdᄋ H 9fzs)dQo{}maOG \uE$ NeR_m[3Jj=k3$ZxRFҗ m7Rt2 .×B)T؁iU*ՠTPrmȭG" 4ɻa m-ɜe%a X䨤9cf̱r+p<ӧcyPVWh:^Rhט$(ţ4$uqC jd!Ԭ+h<>U~=ԥC|\tÛ 1x IҩjLkK:$li5Q@q;qg,G}_rL;T߉l$ ᾔ},̸fidq%eEpīRڳ~놗hۏ}P x +'>#d%Xӿ.:N$tT7[EAsjmBsIH HSΫ!t[1SY-QJ&\wh—=݃#)Y@n.+'~麢.J]FgIp+M۩٨4z*UM%ͫJ1$2МRyWhǧs{qz!6qڃn &JmJ6>)3lﴖ˃~Xu.,  K{/l*Pwd[ô2rPv +r!/ap7}8'wyǧӦѩLh jo^:P_3Pl'fMј,!7p߶=4m͙5+UR%%J'r b;Z׮S[ʭkp9"K > xM%nSX,9J _oЮ*3y5xrW#wxWOF`LiRp )c,Ӳ/  E%hum)c$Y^ȳ#|!wM75i#<=^юnܱ >!d5$662󾱰)j$$NԼhq߳zϱ<44':fRQ$%d5xL^/M2>'rBt/I+W=dmqֵFJ6)) )!j *I9$mR٨ lэ L5GÈa^rҤQ˵2u1*#lkK|KSYY+zZ, P-Kk"VGcST+A-j׽q ꖠO@P='.-Hl龝1LN{8]NX}X={㎡9󎿧~yt`OV: Ǵcӧ'v_9W/'ȭ;NF}:07ыVĵ*s^Է*mnǤ@(6ZG,7nxk鵓oڌm59T{,O3ľ uڠzcNo>q q J)!iZ8T!YIRND[:t?P%USq W5!@qDE=/)J+w Tj7bC^NiruiWV7ݰoT <-X8qw{Fၸc׃N:`;: {pwOW(;|'C}:y_b1׃dz{1ܮô?d`o<ӣ%PV)L95R9FO@Ҧ͙%Ķ-Kqj H$G2hSS.ű$*=FHhW? o(S>)EluzmCa؉0AyNIn4X2[Y+-,xUݻ=?WN&T6=/qWe.rUR0[U/;ǧA~B2KڮVQ]f4c o$,72ERSI*IpTҐRJZׅUQQf%oZP?Ozs GE'i\D`w;F_v07 ǻ'n887w{o `nOwcp^pw|ܮ'Np>WZ-d˫E"37%S,;9O\+8QҒK^idW&K.CS leJ*!Tm3w^g!\ZzhTJ5:Rg@Ӛ =N>aӬ**RK9.dWZ;΂\7Wt *yn=0=sRz^muTǞQ61NڦޛqФ̢LP-WnUNtKƋaQZm$72հ<5J (J^\LrzDMm'hC4'f`m_QIj L=ۋvkՊslpldiƶ-iA M{2mb8հxc};9J-ՅNSa`8p2u)!G"S~[ч_.):C}%T\uVjCRʋE£yZm[%<1ڣݔ) ̪D[ެOZ9̄W z]駎>(=^\8mGjiI^oKmu.QAqIJfm?KY <ǖ`eaذ˷׃ɰ'qՀv󍞡,0̲9;ӫֲFົq=<}X-4Rjas$Q+HRs!{FY1FkgKo=Kz}SDq**w!T31<6-9M+2> aي@O#峾:ǥ3,³᩵mʝxFݍ[筶.ճ^ߨ[-k"հ±,`4ʻ0*;(6(/vJ<#KScں>2ۯ뱴5Jɵ<#''69tLp>nո ]*_K > gpZ4)t[ٖJAZpH'g!\!! $ 5fiH&KA*G|lq}uf yv֪k B*u+L蒔98P#5g4c~?SY8ՈxJrS&>20أg$5҇[e$)JH^ ^n½dNLxv  &/,iZu1nj @it9T#,fym:$?uUkMIu~M}PKA"azmԖ j͇ᧈp۫ϧ|(lN$3NzcqT-un5$3_(tj. gaʃBrj2␴p-dW(C%OykHMmSOkO-߃X9FK[b"bG9-qKZqEkqk!<)'HjmGIo7Utx-& ^ hV%*Cmj\e ]ea[>1cfnmܝ}vO&R beKB4 C!D0mO1:H 7T@([NhӪrJ9J94ҥj֦Xe鱬QV:m¬PjB鎐߼(WHS)Y2`^/-|_U! ]XL$;6YIYQnS5 pj_:-tbA/~@scQm?^{jů)]' UۄE#'<>2O p"!ԸF֪@,N)?0.RH BS!J)PqfL?3:^{[*lp/ 3eY;g rg/su&&rSΞ‰ZIR’#kFTm~Ϙ r5eġ9sRvϣn:3>I,#f֤G}?VYyRӭ:i($t taUjb_+K:, .Z χ11U{PN⡹5ʒF`eca JKSms- 9 #g:9rY9ǷpȇTZ[6ޙ)>RY]P$ Vm6hRWL꒑\G[ZE'>:3ۓ9Е婒܈oNhʰ‰(ȃ!ԝ)$";8Hʎ<_o$ ^e5jT9iReT6).f+0(ϳaH͝*DْS%}_uYq8)nJ'/!;?p_q݋gO: +06߉2SCK6O*,ݒ%.j$"*ؑLmWpnZ$*TVvÐaЦ]q ifA-Χ,ʢWc![}ŊeB}# B VHC9dzX{7dz|X}8;N˳i6`ϯn񃷤8;=:p7wU{;uz{}=x>=ոmZ<4-!N:PJiZ Hλ5/IM&5ֽ#*LFւ/+άWF `)jEp5D; /mz҂gKOM!5>J8_eJ.v[yN>HϣUa/Gy qY(%ahN:v7mǧxvzy:wcp8^ۅ{9߃pwӃa[ڜ yU#~==]xV?1N;u-$Zўi.@K㉺Ctne˛Tڵ&ݎu44HK.)NCb֞\r2kgB9MQ&nQ-ZQdyB҇R'كӁ;F:ONG& zRD?_UZa[T;kh4hu׺$uUck^\e5w_@aۦ,VQ?XblG:J&tˢDQIԘ>sٞYr1vN_w"}:FӎpwNWvُO^gn'yy]y g߷iFW B]eȉs=tr)hH$Hj]4#Kv$j޼T׏fiHe FOa@yM'ʮzyV*P6i{T:o“*2 OdpŒ5 ^Lɳlzkޔ2 CvRI~S9F#J.>cǧ9*VhY%R.ztm{88jFL 8$A3Gud,t{֕MDHi괪##狛?kQZ6-Y7dX$©٫U#/U?a;Hm,\uzL}(_Vd8qA#,}X}ǵX<;iQ8W==cyW?B{qJ2QXW̔j4XrC-JJF]SSAMMZT|?BR#2^kЊCAn%(J]Zm)MmtqFlZYoV/j7R)T9/Jo{`6s7]RIwCϩ _jFUKJ7!%P4  )Q¡m"+?οWwd9_cIJR |Jr (MXUq972Sek$aPBexUQj)4ƾP F@fBx@>yBATzm~*Ko2Ry@t9rսtjmrgZx-ES l$'+%f@#A*5#×kݶ -r3d@!J•tyx(F\0j"ٔWZUaPԹ-FRR%'LICNT3Ac8N' '\!0~8_tp=;2rϰn?Wק 5^ |GL.ϋc6?$ͨTRy|S^7kel-1×]k;Qo]u{T3Wշ* lPUAQ+aK*M&kh@5qnx6<."gYm2"Vݍ"kH*A[R߭)[!֥$ {2[t=1ׅzcD;IMRT:>ڟ,8yQi$:UIĸ:KoEy.%#Po6y@pp]0W+fĕqg. ZԛQXxܕJjMb|RNLCLlJF??i}{XW]cMbMJNu)}h*,JNQW7:#Gim6e2϶=,GWjl]OqT+(m!r$-e -6em??)VoZ|b{OxP$:֨ﴧcZA~Sh#%Z}u[qy&:oS[Xˍ*kP+v4fF]im}^½sZHWfֹh)6AWWr"\=7ql9i{E Mڔ}d6}`l6m2zCHf-zZX< ShsY %-rVY/[~R VfXPO% ;JN6yS9c`ìSX\f%Nyъ7,Jiָ'TυDsr{5Xқt.J‚Ґ#,Oק f$SS))H *t2 PP'#xZ!*/Se )W: SH)$'0RIBZ 5&[+_^QR!A$pds'dԏ?Lz4NmP BBf\ $xGfEQ+oU5J6!!栟7n2sCdGO-۟c*^ۖX8 N@ ;'I4#*9Tc[Vm%\3Oi C%g8tftn2z%pP*- k \ٱ׊FD'h.ꔤּfzeWWXJϗ6$M %3Q>%5ͅ4PCShQNj)R8К.:k }xjfE2\tK*39TRߝ:[)IzT.:{R˟`Wyz G9݆*E̴Fj5ħ(z{omNd0ɎT }SI뎲Y\W%5 ٖEһ.yrd9 OS*Tt*[x>7~sm80rf[z;9>wY Z\Z5.hK%.כ]RҔ#?!-'ψMiQʌTe{D@zLr#e)KH9ITKԠr,}B3CoFB\IJ%C"*$)^r;)I(Qm攇Tr#0r?uY4Ԗ)z8[H^^#f)ci>SCٻ|^? gO,S~Z/Y 5:.NkS܃o)ؾ ;p*> qNfq+m^P]CәTA9?h>xRh*>1a(9dr)رTcи:"p+?x-#-f3ʊzyq)/}ifz /MCWT%FjW<a4/LiO2jˮ͗> uјA6Z)ΆI&B[vg]% qu>KBT2 u k4;n;jTkwO4)Hm:}RKy RHYP8q̾?)ڃq[׀PC~m.mR6@X?1+UjAI!S59jVJ5#]'oɍyL tMji%K.54y糝oH3jј>8/z#M<)(]Ø4 IШT¥U2#)Xb$8d6a:}دOn6{qϏW۸<}a_?>9/=^`OFusc> =Yُr\~}Z?1\iWdp7wU%U֚d*K%0ړz ?[:όT-5oR in`$o--*ķ.+z:.xGa2[ʨGf;1g`uztAv}C, #g?8齃v޲dGt[)(XIIa@5!ƛH91etx"|^ O+o(c[, 5e hbYV:uRḛTm)_M5 m>&հ'08$ۏ!6,0,ٱ!N~=,|3׀lۘ˱>9n'.,|6m#yۇ߾ЮN^X]y/pQNy}xY)J-KqMF(OX tuvf܌7!ukjy&5rW?^RQå ((CQ*u)Cx ySxͶk1 ; ([y JND}Yt}fmm9JTٷYd{]8/VoW>3G,ǯ}р)U?m74xw9f!~]Lamq(5v`J 0xiUVUAO }ڌ'4ٷ`"/͗/XR}Z4:}vk/E0,H􋚤NuR)qtۭ8Bju&,:]:Q)BJ(c #5;19۸eў|ob={sn6oFj=N}N}{:~l g0=r?.{=;~l͗6>G۳,:6ڱ?=0:0gӱ>#<+qˣhX#o1}?ɃџfF}X˛f='nVݙ89I9`OImтvym0'.}o8<||c/=#5egڬ_NE.6a@qd3-0r+p[}@WC%q'0p,ϗN:\hJR/q<|yih ٖP8j -W !Yfv#)!p?  QҟdtqxG7>Xۄmm0}2r=]NEYNѷfe[:6ў\]#vYm>n O[3ϛ.c{31v2qp3$s{:Fs6`tmgOnWٿ9 'wcgx=]!zGr>1ӟW˃8 ϟ2w}}y`ͼs;xFGFC|}Þ^;p}!׃~`G< 8?2#?>?g>_Flϫ~g.ludaP>gc[,F|p Ͱl.o}W@ؒy kzw`dzpNϧ>7?F2}'~N6>Ճ?OftA_oXnIg>YzexSigӖ>3;:>#>Lf|g#3c/ 9->ݳ,2n?uѷn2z?_@OGͷ-ȳ׏gsٞ636{?rV?rV62?Gh8;ٖrϷ6s{3$?l#z_ OF8IeCat| s6| ϛ?9d6e{`{eGHYt珫zmoN]]N>{mg6ڱ͗>Լٲc9e8>ޝf669Ϗ}F gS-scbF]]2;F6!$={Xv@iIt}OQLlie$m9ݏe@Ry>ӌ3?͘ް>pҹݝ9#Ӳ>g˟¦xٍ2z`矧>n:,l?ݴ??c,?_O> mL Char Char3CJOJQJaJ4 @4 mL0Footer  B#>O> mL0 Char Char2CJOJQJaJP@PmLpTOC 3 o ^6PJ^JmHnHu<< 4]0Placeholder TextB*H@H  4] Balloon TextCJOJQJ^JaJBOB 4] Char Char1CJOJQJ^JaJ2@2 %gpTOC 1 ! h 54@4  \pTOC 2 "^56.@. ~U$pTOC 4 #^6U@A6 ~U$0 Hyperlink >*B*phpp yp TOC Heading% & Fd@& %B*OJPJQJ^JmH ph6_sH tH <+@b< 'y Endnote Text&CJaJ4Oq4 &y Char CharOJQJ>*@> yEndnote ReferenceH*~O~ g Logo Type5) B#NJd&dPgd+\5@B*CJ ^JphtH fOf -NgNo Spacing,Submission Normal * & F B*phnOn $Style Heading 1 + 18 pt+$$dha$ CJ$^JaJxO!x $Style Heading 2 + 16 pt,$dhB*CJ \]^JaJphO1 $$Style Heading 3 + 14 pt After: 6 pt-$dh56CJaJfOf Y\_Header & Footer.$d8a$gdPB*CJ^JphtH O R Main Title,/$d  &d  Np  Pp  'CJdKH OJQJ\_HaJ mH sH tH >@>  2 Footnote Text0CJaJ@&@@  2Footnote ReferenceH*> B!do s!#$%'&)h,X/U3868p9:Z;8<I=?AC%DD'FHHUIKMNPPQ&RR SUWjXXZ []\]^~_|ag4g  !"#$%&'()*+,-./0123456789:;<'5xi=u U 9 .fv*v$X`* O R QI[\ a  Vp    !QI[\ a  Vps      F(^K "R"/u  0 T DEDfgrC n"o"$%%%'()++j,-----q0r001h2X34 5778:<K=^>??AA'DDD)F*FHHWI J#JJ&KMPPP)RSTVVYYY YZ/[_\^^___%`j```aLccxeye7ghik7lQllllUmmmnqsss8s9ssyttuv3xxyzT{|l|}4~jPḱpUFGn|6͉ΌA&Ref%uOcE*qϝ k9LZɡC(`̥̦ݦ*qƧ*7Babcdefghyèڨ /3JKXerstuvƪǪ,-ЭѭѰҰ()ֳ׳|} EF˸̸޺xij4500/0/0/00!0!0!0!0"0"0!0!0!00 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0000  *0  *0 *0 *0  *0  *0   *0  *0  *0 *0 *0  *0   *0   *0  *0 *0 *0 *0  *0  *0  *0  *0  *0 *0  *0 *0 *0 0  *0% *0% *0% *0%*0% *0% *0%*0%*0%*0%*0% *0%*0%0 *0r0*0r0 *0r0 *0r0 *0r0 *0r0*0r0 *0r0 *0r0 *0 r0*0r0 *0!r0*0r0 *0"r0*0r0 *0#r0 *0$r0 *0r0 *0r0*0r0 *0%r0*0r0 *0&r0*0r0*0r0*0r0 *0'r0 *0(r0 *0)r0*0r0 *0*r0 *0+r0 *0,r0 *0-r0 *0.r0*0r0 *0/r0*0r0*0r00 *00Y *01Y*0Y *02Y*0Y *03Y *0Y *0Y *0Y *0Y *0Y *0Y *04Y *05Y *06Y *07Y*0Y *08Y *09Y *0:Y *0;Y *0<Y% *0Y% *0Y% *0Y% *0Y *0=Y( *0Y( *0Y*0Y *0>Y *0?Y*0Y*0Y00s *0s *0s *0s *0s *0s *0s *0s *0s *0s *0 s *0 s *0s *0s *0 s *0 s *0 s *0s *0s *0s *0s *0s *0s*0$ *0$ *0$ *0$ *0*0@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@0@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@00@0000O @0X00@0X00@0X00@0X00@0@0@0@0@0@0@0 @)0@)0@)0@0 @.0 @.0 @.0 @0 @0@0@0@0@0@0@0 @0@0@0@0 @0@0@0 @0@0@0@0@0 @0@0@0@0 @0 @0@0X00*00*00*00*00*00`*00*00*000*0 *0 *00 *00*00*0 *0 *00*00*00*00 *0*0$ *0$ *0$ *0$ *00*00*00X0-0G( "R"/u  0 T DEDfgrC n"o"$%%%'()++j,-----q0r001h2X34 577:<??AA'DDD)F*FHHWI J#JJ&KMPPP)RSTVY YZ/[_\^___%`j```aLcl|}jGOcELvƪǪ,-ЭѭѰҰ()ֳ׳|00/0/0/0 0!0 0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 *0 0 00  *0  *0 *0 *0  *0  *0   *0  *0  *0 *0 *0  *0   *0   *0  *0 *0 *0 *0  *0  *0  *0  *0  *0 *0  *0 *0 *0 0  *0% *0% *0% *0%*0% *0% *0%*0%*0%*0%*0% *0%*0% 0 *0r0*0r0 *0r0 *0r0 *0r0 *0r0*0r0 *0r0@ *0r0@*0r0 *0 r0*0r0 *0!r0 *0"r0 *0r0 *0r0*0r0 *0#r0*0r0 *0$r0*0r0*0r0*0r0 *0%r0 *0&r0 *0(r0*01 *0%1 *0&1 *0'1 *0(1 *0)1*01 0 *0*kM *0+kM*0kM *0,kM@ *0&==@ *0==@ *0==@ *0==@ *0==@ *0==@ *0==@6 *0'==@6 *0(==Z00Z00@00@Z00Z00Z00Z00Z00Z00Z00Z00 0*00*00*00*00@*0000*00*00@*0@ *0@ *00*00@ *00 hh+ J  gB$)_-1M99>DIOSX_ cfq{idLdgϵջ.dghijkmopqstuwxz{}~ C$3?)N)Zg7t~ɩƯdhrDz|4elnrvy|f  *=Y[\^~<h*FHIKk   4X%X%X%X%X%X%X%X%̕h!@  ""@H 0(  !T(  N  3  N  3  N  3  N   3  N   3  N   3  T  C  T  C     N  3    T  C    T  C    N  3    N  3   N  3   N  3   N  3  N   3  N ! 3   B S  ?Ego"%+-7?A*FHPVY^yes@ @ T@ @ T @ @ T @ @ T@ @ T@ @ T @ @ T@ @ T@ @ T@ @ T@ @ T!@ @ T@ @ T@ @ T @ @ T@ @ T@ @ T@ @ T _Toc220485159 _Toc220485160 _Toc220485161 _Toc220485162_Parental_leave _Toc220485163 _Toc220485164 _Toc162769295 _Toc220485165 _Toc220485166  %%r0(FYs  / %%0Ys7s:07j17F27w37T47D57J67Tw77TG8797V:7V;7\V<7V=7>7o?7Lo@7 oA7nB7nC7LnD7 nE7mF7mG7LmH7 mI7lJ7lK7LlL7 lM7kN7kO7VP7Q7R7 S7LT7U7V7 W7LX7Y7Z7 [7L\7]7^7  _7L`7a7b7  c7Ld7e7f7g7h74i7tBrr 9"9"$$44l5l5M666u7u7;;;S?S?WWyy 22èèڨڨbb))      !"$#%&'()*,+-./0132456789Ptt!!!!B"B"$$44u5u5V666~7~7;;;\?\?WWyyDD88¨¨٨٨kk22  !"$#%&'()*,+-./0132456789=*urn:schemas-microsoft-com:office:smarttags PlaceType=*urn:schemas-microsoft-com:office:smarttags PlaceNameB9*urn:schemas-microsoft-com:office:smarttagscountry-region9:*urn:schemas-microsoft-com:office:smarttagsplace; *urn:schemas-microsoft-com:office:smarttagsaddress8*urn:schemas-microsoft-com:office:smarttagsCity9"*urn:schemas-microsoft-com:office:smarttagsState: *urn:schemas-microsoft-com:office:smarttagsStreet F:9:99:99:9::9:9:99:9:9:9":"9:9::9:9:9:9:: : :9::9 _9b9AACC D#DHH JJKKUU+X.Xqd}dvvG^adf"%&),.BMʌˌSV58iloq37'/ћԛ/257]` 258:Σѣĥƥ giǨҨ&.uvmpu{<<.?5?JJ(J*JiYkY``llmm}}s~u~́ρGp{ȌʌC%QVwTW)kmΝѝ;JNY'ΥΦܦߦ)uv#% qs333333333333333333333333333333333333333??)F)FFFKKKKKKKLLL L'LLLkMmMnMnM~M~MMMMMMMPPVVkkFG|~uvөөrĪĪŪŪƪƪǪ٪%%ޫޫ++,,-?ϭЭЭѭ-<EyyаҰ'(()ճ׳{||},,<<CDEʸ˸˸̸hj35??)F)FFFKKKKKKKLLL L'LLLkMmMnMnM~M~MMMMMMMPPVVkkFGƧggssvөөrĪĪŪŪƪƪǪ٪%%ޫޫ++,,-?ϭЭЭѭBDETT-<EyyаҰ'(()ճ׳{||},,<<DDEʸ˸˸̸hj35|m;}$ڲs~> a"vb+s*ӢLiwDw)r"khZ|+9lP0 @R1M' 6 |Q톛 !RnH .4b^7ZZ/47`Xd. FxszIfY MLZtR4kWS4X稶9lVsw,0?*xO{6^`.^`.^`.^`. ^`OJQJo( ^`OJQJo( ^`OJQJo( ^`OJQJo(hh^h`. hh^h`OJQJo(hhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHhhh^h`5CJOJQJo(hHh^`5CJOJQJo(hHh pL^p`LhH.h @ ^@ `hH.h ^`hH.h L^`LhH.h ^`hH.h ^`hH.h PL^P`LhH.hhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHh^`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHh  ^ `OJQJo(hHhVV^V`OJQJ^Jo(hHoh&&^&`OJ QJ o(hHh^`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHh^`5CJOJQJo(hHh^`5CJOJQJo(hHh  L^ `LhH.h  ^ `hH.h x^x`hH.h HL^H`LhH.h ^`hH.h ^`hH.h L^`LhH.hhh^h`OJQJo(hHh 88^8`o(hH.h^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHhhh^h`OJQJo(hHh 88^8`o(hH.h^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHh ^`hH.h ii^i`hH.h 9L9^9`LhH.h   ^ `hH.h   ^ `hH.h L^`LhH.h yy^y`hH.h II^I`hH.h L^`LhH.hhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHhhh^h`5CJOJQJo(hHh^`5CJOJQJo(hH 0 ^ `0o(()h @ ^@ `hH.h ^`hH.h L^`LhH.h ^`hH.h ^`hH.h PL^P`LhH.hhh^h`5CJOJQJo(hHh^`5CJOJQJo(hH 0 ^ `0o(()h @ ^@ `hH.h ^`hH.h L^`LhH.h ^`hH.h ^`hH.h PL^P`LhH.h hh^h`o(hH.h 88^8`o(hH.h^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHh P^`Po(hHh @^@`o(hH.h 0^`0o(hH()h `^``o(hH() h ^`o(hH .... h ^`o(hH ..... h ^`o(hH ...... h `^``o(hH....... h 0^0`o(hH........hhh^h`5CJOJQJo(hHh^`5CJOJQJo(hHh pL^p`LhH.h @ ^@ `hH.h ^`hH.h L^`LhH.h ^`hH.h ^`hH.h PL^P`LhH.h^`5CJOJQJo(hHh^`5CJOJQJo(hHh  L^ `LhH.h  ^ `hH.h x^x`hH.h HL^H`LhH.h ^`hH.h ^`hH.h L^`LhH.hhh^h`OJQJo(hHh 88^8`o(hH.h^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hHhhh^h`5CJOJQJo(hHh^`5CJOJQJo(hHh pL^p`LhH.h @ ^@ `hH.h ^`hH.h L^`LhH.h ^`hH.h ^`hH.h PL^P`LhH.hh^h`5CJo(hH.h^`5CJOJQJo(hH 0 ^ `0o(()h @ ^@ `hH.h ^`hH.h L^`LhH.h ^`hH.h ^`hH.h PL^P`LhH.hhh^h`OJQJo(hHh 88^8`o(hH.h^`OJ QJ o(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJ QJ o(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJ QJ o(hH.szIsw9lw. F|+ .4w)rswsw00 4kWSkhMLX,xO{,M' ,|Q,swsw~}|swswswswswsw9l/479swsw^7sw !swswswswf                                                                                   K        K               d                                            > K                /Kx +~%!6!nBX7Cd"|j{ Sy<Dav%qMyn { D# P ] I; ~+ l z   ![Fi]~akAC'h4&Si{KIKaeOJFP8 L {:!I`!v!4" #Q&#OW#$V$,$>$|L$~U$ %%@%xl%i{%=%&b'@(0)*0+:+,', I,--H-y-~u.a/j/d@08\011*I1XX1]1l1 2823h53]3^34A~4{*5u6|6[E7E78*8x;aE;o <6-<vW<j<n<==@= *>M>z>@^=@`IAXBD^D uD-2EIEi_EFQYFYFc@G6H"8HEHrcHhpHP@IqAJ0}J8K,KMQMcM\ OO1PNPvlPRARS+S4T"CTQTpT TU UPoUVh V>VW/W3W;WxuWX&X=XYYZ7BZjHZV[\ \W\\\]4][]<^Ad^0_H_Y\_N`u`4aQa +bZbfb?c5_c% dhd3d>dT\dme^e'fg%g-NgGhNhijWj`Ijfjkj^mqm ngdn`o'9E}+!cpz3ձ/ʗgj5<#z$gjbgszz!%WkD@P~\?)";K4U" Sr$U;_\bQ&OJ0h?!NLVZ]dF-5{%"1\}/,t[A7$@X\Q}e!G<{@ L#0}KQoyFG!@IwN|Pg7be]u-&SX[ew[ @ %3$_dq-Y#2Al?uR;]1(1Ow>v"#yE (`FMd]dx 5g|BHFGabcdefgJrsvqŪ+ϬkЭѭҰ&(Գ}F3 0qM a0 0 3 3 3 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0@$$<$$@Unknown Gz Times New Roman5Symbol3& z ArialCMArialMTArialMHelveticaNeue-LightFoundryMonoline-Regular7K@CambriaG5  hMS Mincho-3 fg5& zaTahoma?5 z Courier New;Wingdings"1hѦѦvF0sE0sEx4d 2qHX ?\~2 'G:\Templates\Commission\Submissions.dot Julie O'Brien Julie O'Brien                        Oh+'0  0 < H T`hpxJulie O'BrienSubmissions.dotJulie O'Brien2Microsoft Office Word@@:Xz@. }@. }0s՜.+,D՜.+,@ hp  Human Rights CommissionE'  Title 8@ _PID_HLINKSA0;,F_Toc220485166;&F_Toc220485165; F_Toc220485164;F_Toc220485163;F_Toc220485162;F_Toc220485161;F_Toc220485160;F_Toc220485159  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~    Root Entry F` }Data 1TableBWordDocument;FSummaryInformation(DocumentSummaryInformation8 CompObjq  FMicrosoft Office Word Document MSWordDocWord.Document.89q