ࡱ> ` bjbj hlT|jVL$֫֫֫P& 2t#Pȯȯȯ # # # # # # #$%h[(B0#0#ȯȯE#"<ȯȯ # #Nȯ m֫L(0"$g#<#X(*<P*`f**Hղ0#0#^#D" 4$$.X)ҁ* 4.Xҁ  AUSTRALIAN MANUFACTURING WORKERS' UNION  SUBMISSION TO HUMAN RIGHTS AND EQUAL OPPORTUNITY COMMISSION STRIKING THE BALANCE WOMEN, MEN, WORK AND FAMILY SEPTEMBER 2005 1. Introduction 1.1 The Australian Manufacturing Workers Union (AMWU) welcomes the opportunity to make submissions in response to the Human Rights and Equal Opportunity Commission (HREOC) Discussion Paper; Striking the Balance. Women, men, work and family. 1.2 The AMWU represents approximately 140,000 workers, in a broad range of sectors and occupations throughout Australias manufacturing and engineering industries. The AMWU is a leading stakeholder in the manufacturing industry and in labour market and social policy. Men make up a majority of the workforce in the manufacturing industry and this is reflected in the AMWU membership. Men are 89% of AMWU members. 1.3 A complex combination of political, economic, industrial, cultural and social factors affects how Australians balance their work and life. This submission will focus on how different working arrangements affect options available to workers. Working arrangements and the ideology surrounding wage fixation and labour market regulation in Australia have largely reflected the "traditional" structure of a single bread winner (male) in the workforceand a partner at home or working part time (female) taking responsibility for the care of children, sick or disabled family membersand elderly parents andgrandparents. However this no longer reflects the reality of working life for manufacturing workers. AMWU commissioned research into the working lives of our women members shows that: 86% of the AMWUs female members are engaged in full time employment, 6% part- time and 8% casual 44% of women members earn less than $30,000 per annum and 70% of full time female employees earn less than $40,000 per annum. There is a need for modern working arrangementsto reflect the real pressures facing worker male and female, as they engage in work and family life. 1.4 The AMWU supports the submission to this discussion paper by the Australian Council of Trade Unions (ACTU). In addition the AMWU seeks to make additional submissions regarding the work/life balance in the manufacturing industry. 1.5 Specifically this submission will focus on: Working arrangements in the manufacturing industry that increase the options available to manufacturing workers when balancing their work and life; and The detrimental impact of the Howard governments proposed industrial relations changes on the capacity of manufacturing workers to achieve working arrangements that help them balance their work and family life. 1.6 Working arrangements that assist workers to balance work and life are also referred to as family friendly. Family should be read to reflect a wide variety of caring arrangements including care for children, people with disabilities and the elderly. 1.7 Working arrangements that allow balance between work and life should not be solely devised at the enterprise level. Although there is a strong business case to support the introduction of family friendly working arrangements, relying on the enterprise to adopt the business case arguments leads to unequal results. Large numbers of workers in the manufacturing industry are engaged in processing and production work. Approximately 63% of AMWU women members are employed in processing work. There is a deep seated reluctance amongst most manufacturing employers to recognise business case arguments for low skill or process employees in the same way, for example law firms or education institutions, have accepted these rationales for agreeing to proper work/family rights. Added to this many employers in the manufacturing industry have failed to recognise the intrinsic value of family friendly conditions and have been slow to adopt them. As a result there is a need to ensure that manufacturing workers are not denied minimum work and family rights due to a lack of forward thinking by employers in the industry. 1.8 A proper award system and an unimpeded right for workers to collectively bargain are structural prerequisites for more family friendly workplaces. The proposed industrial relations changes attack these structures. The changes dismantle the award system, promote individual contracting and restrict the right of workers to choose collective bargaining. The new legislation will have a direct impact upon workers capacity to ensure reasonable predictable hours by, for example, preventing collective agreements that promote conversion of casual to permanent employment and by promoting in minimum awards individual facilitation over hours and shift clauses. Such changes decrease the capacity of workers to achieve a healthy balance between work and family life. They leave family/work balance entitlements to the whim of individual employers. The new legislation will starkly limit the work/family choices available to manufacturing workers and their families. 1.9 In many cases flexibility means the right to directly or indirectly pressure employees to adopt changes to their working conditions which are in the interests of the employer but to the detriment of work family life. A good example of this is provisions for all in salaries or time in lieu of overtime at ordinary rates. In many cases this flexibility is used to pressure workers to change their hours to suit the employers interests or to work unpaid overtime. In many cases as shown later in the submission, particularly when bargaining individually or without the assistance of a trade union, the balance of power in the bargaining situation is tilted heavily in favour of the employer. In this situation a work family balance is unlikely to be achieved. This situation will be dramatically worsened by the new industrial laws designed to weaken workers bargaining power and promote individual contracts. 2. Recommendations Recommendation 1 That the final report of the Inquiry note the negative impact of the proposed industrial relations legislative changes on the ability of Australian workers to balance work with life and family responsibilities. In particular that the report notes that by diminishing collective bargaining rights, reducing minimum standards and further weakening the role of the AIRC that these proposed reforms will create even greater obstacles to workers achieving a work/life balance. Recommendation 2 That the final report of the Inquiry recommend that the Commonwealth government abandon its current programme of industrial relations changes and instead adopt legislative and policy change to promote effective collective bargaining and minimum standards to strengthen the capacity of industry to deliver fair family friendly flexibility to Australian employees. Minimum standards for awards and agreements should include such family friendly measures as the right to convert from casual to permanent employment, the right to leave and part time work for parents for periods following the birth of a child consistent with the best OECD standards, a prohibition on precarious forms of employment such as labour hire, casual and fixed term employment except for genuine short term business needs, limitations on excessive and compulsory overtime, the right to annual leave and penalty rates for work at unsociable hours or on weekends or public holidays and a prohibition on the bargaining away of such conditions. Recommendation 3 That the final report of the Inquiry recommend annual industry audits of the adoption and effective utilisation of family friendly work arrangements with specific attention to the impact of the new industrial legislation on: family life; penalty rates; the workforce participation of women and men; the minimum wage and the gender wage gap (and the impact of the wage gap upon men and womens work/family choices) and; other aspects of family friendly working arrangements identified by the final Report. 3. Achieving the Work/Life Balance Secure Jobs 3.1 Secure and predictable employment is fundamental for workers balancing work and family commitments. For AMWU women members job security is their leading industrial issue (54.4%). Job security has been identified as a leading factor for couples deciding whether or not to start or extend their family. 3.2 Stable working hours and flexible leave arrangements that allow for planned and unplanned contingencies, enhance the work/life balance of workers. Penalty rates for overtime and work outside of ordinary hours also contribute by giving workers financial compensation for working longer or less sociable hours. 3.3 Over the past 15 years, Australia has experienced a significant growth in casual and contract employment. 60% of part time and 14% of full time work is now casual. In 2004, 26% of women and 16% of men were employed as casuals. In addition an ever increasing proportion of Australian workers are employed as independent contractors or through labour hire arrangements. These trends are being strongly felt in the manufacturing industry and are particularly evidenced by the growing proportion of labour hire workers. This is not an accident it stands in stark contrast to the experience of other OECD countries where these forms of labour are only allowed for genuine short term requirements. Casual and contract workers generally receive less pay, experience less reliable hours and their access to entitlements such as paid leave and penalties is decreased. Many cannot secure lending approval for housing mortgages or plan further education. Insecure, unreliable casual employment is corrosive to family life. Parental Leave 3.5 Access to parental leave is also important to workers with families. Since 1993 the majority of Australian workers have a minimum entitlement to 52 weeks parental leave. There is also a right to return to work after a period of parental leave and provisions for paternity leave. However this leave is unpaid. This presents barriers to lower paid workers who have limited financial resources. They may be unable to take full advantage of the available leave. This is particularly true with respect to paternity leave. If a family is going for a period of time without the financial contribution of the mother, it is not always possible for the father to also take advantage of unpaid paternity leave. Wage Equity 3.6 On-going wage inequity between male and female workers also impacts on the options available to working families. As noted in the HREOC discussion paper, this inequity particularly puts pressure on workers to adopt gender stereotype roles rather than make their own decisions about balancing their work and family lives. Fair pay is a leading issue for AMWU women members. Of the group that participated in the AMWU survey, 43% earned less than $30,000 per year and 73% earned less than $40,000. This is despite 86% of the women members being employed full time. Achieving Balance through Awards 3.7 Provisions found in manufacturing awards that support workers in balancing work and life include: Parental leave (unpaid); Carers leave; Limits on use of casual labour; Regular hours of work; Rostered days off; Capacity to refuse overtime; Penalty rates and overtime rates for work done on weekends, public holiday or in excess of ordinary hours. Carers leave as part of personal leave. Case Study Metal, Engineering and Associated Industries Award 1998 Graphic Arts General - Award 2000 Working Hours Stable but flexible working hours allow working people to balance work with family responsibilities. The requirement to work irregular hours, with minimum notice and without additional financial compensation has a detrimental impact on the extent to which a worker can then engage in non work activities. Part-time Employment Before employment commences the parties must agree to the number of hours to be worked and when those hours will be worked. A worker is then entitled to be paid for the hours agreed and entitled to be paid overtime for any hours worked in excess of the agreed hours. (Metals Award 4.2.4; Graphic Arts Award 4.1.3) Hours of work Ordinary hours of work will not exceed 38 hours per week, to be worked Monday Friday. Any work done on Saturday and Sunday attracts penalty rates. Daily working hours can not be changed without employee receiving at least 1 week notice of the change. (Metals Award; Graphic Arts Award) The arrangement of ordinary working hours must be by agreement between the employer and the majority of employees. This doesnt preclude the capacity for an arrangement to be struck between the employee and an individual worker to reflect particular circumstances of the individual. (Metals Award - 6.1.4) Overtime All overtime must be worked at overtime rates. An employee may refuse to work overtime where to do so would be unreasonable taking into account the workers personal circumstances including their family responsibilities. (Metals Award 6.4.2; Graphic Arts Award 6.4.1) Job Security Permanent employment (part time or full time) provides more stable and predictable working arrangements than casual employment. Casual conversion provisions encourage employers to limit casual employment to instances of where the work is not required on a consistent or on going basis. Casual Conversion Casual employees engaged on a regular and on going basis for 6 months have the right to elect to be converted to a permanent full time or part time position. (Metals Award 4.2.3(b)) A casual employee can not be employed on a regular basis (part time or full time) for greater than 12 weeks. If employment continues beyond the agreed time, without agreement to extend (to a maximum of 12 hours) then the employee is converted to a permanent full time or part time position (depending upon hours worked). (Graphic Arts Award - 4.1.4(c)) Leave Arrangements Workers need a variety of flexible leave arrangements to help them meet planned and unplanned non work commitments. The recent family provisions decision will be soon reflected in the Metals and Graphic Arts awards. Examples of other advantageous leave arrangements are as follows. Parental leave Unpaid parental leave available to casual employees engaged on a regular and systematic basis for at least 12 months. (Metals Award 7.4) Annual leave Normally annual leave must be taken in no more than 4 separate periods annually. By agreement a worker may take annual leave over a greater number of periods, including up to 10 single days. (Metals Award 7.1.7) Leave in advance Where a worker has exhausted their annual leave entitlement, they may seek permission from the employer to take a period of leave wholly or partly in advance. (Metals Award 7.1.10) Make Up Time An employee on shift work may take off ordinary time on the basis they will make up that time up at a later date. (Graphic Arts Award - 6.1.5) Rostered Days Off (RDOs) By agreement, employees can accumulate up to 5 RDOs, to be taken at a later time, rather than immediately as they are due. (Graphic Arts Award) 3.8 The recent family provision decision by the AIRC  arising from the ACTU work and family test case will see new (albeit limited) award provisions for workers balancing work and family responsibilities. These provisions include: The right for a worker to request up to 12 months additional unpaid parental leave; The right for a worker (who is the secondary caregiver) to request up to 8 weeks simultaneous unpaid parental leave; An obligation on the employer to communicate with a worker while they are on parental leave about changes in the workplace; The right for a worker to request part time work until their child is of school age; Increased carers leave from 5 days per year to 10 days, with the purposes of carers leave extended to include unexpected emergencies; Creation of bereavement leave as a stand alone entitlement (no longer part of personal leave); and Creation of a new right for casuals to take up to 2 days unpaid leave in connection with a birth or death or to provide care to a family member 3.9 In a number of state tribunals, awards have been used as a vehicle to address the on going pay inequality between male and female workers. Recent state award cases have lead to the re-evaluation of the value of work in female dominated industries such as childcare and aged care. The result has been an across the board wage increase for women working in these industries. Bargaining for Balance 3.10 Currently bargaining at the enterprise level is the only opportunity for workers to improve wages and conditions above those in the relevant minimum award. These improvements are achieved on an enterprise by enterprise basis. Through the application of the no disadvantage test an enterprise agreement cannot undercut any of the entitlements contained in the relevant award. 3.11 Union negotiated collective agreements provide workers with better wages and conditions and more say into the workplace, than individual contracts. On average non-managerial workers on collective agreements receive 2% more pay per hour than workers on individual contracts. For women this difference is even greater. Women on collective agreements achieve an hourly rate 11% greater than those on individual contracts. 3.12 Family friendly provisions obtained through union negotiated enterprise agreements in the manufacturing industry include: Paid parental leave; Minimum notification periods for overtime; Training only to be conducted during working hours; Committee and other consultative mechanisms to only occur during working hours; Capacity to access all sick leave as carers leave; Provision of unpaid leave in circumstances including pressing domestic emergencies; Access to temporary part time with guaranteed return to full time work; and Pro-rata access to long service leave. Case Study Autoliv Australia Pty Ltd Enterprise Agreement 2003 Robert Bosch (Australia) Pty Ltd 2003 Certified Agreement AMEC Engineering Pty Ltd National NDT Enterprise Agreement 2003 PPG Clayton Site Engineering Agreement 2005-2007 Working Hours Flexible hours as well as a reduced working week increase the amount of time available for a worker to engage in non work activities. Hours of Work Provision of flexible start and finish times or part time work for workers with family responsibilities, returning from maternity or extended sick leave or moving into retirement. (Autoliv EA) Early finish (without loss of pay) on Friday afternoon to assist access to weekend leisure time or religious observance. (Autoliv EA) Availability of part time and job share arrangements. Once part time or job share hours agreed, worker eligible for overtime penalty when required to work in excess of agreed hours. (Robert Bosch CA) Introduction of 36 hour week (reduced from 38) with a gradual increase of RDOs from 13 per year to 26 per year. (Amec Engineering EA) Job Security Casual or contract employment should not be used as a cheaper alternative to permanent employment. Nor should it be used where work is on going and consistent. Casuals Casual workers to receive shift penalties in addition to casual loading. (Robert Bosch CA) Maximum period of engagement is 6 weeks. Any casual employed beyond 6 weeks is deemed to be a weekly full time employee. (Amec Engineering EA) Contractors Commitment to the maintenance of directly employed workforce in functions that are core activities of the enterprise. Agreement to consult regarding any non permanent positions that exceed 12 months. (Robert Bosch CA) Contract and casual staff not to be employed for longer than 12 weeks without consultation with unions. All contractors and casuals to be covered by the agreement, including being paid wage rates provided in the agreement plus any appropriate loadings. PPG Clayton Site Engineering) Leave Arrangements Most underlaying awards provide for unpaid parental leave. For many low paid workers the provision of paid parental leave increases accessibility. The provision of additional paid carers leave and additional unpaid leave gives workers greater flexibility in dealing with emergency situations while the capacity to purchase additional leave or access long service leave prior to 10 years gives workers more non work time to accommodate non work responsibilities. Parental Leave Paid maternity leave of 10 weeks for workers with between 1 and 3 years service and 14 weeks for workers with greater than 3 years service. Paid paternity leave of 1 week for workers with greater than 1 year service. (Autoliv EA). 14 weeks paid maternity leave for workers with greater than 1 year service. Short paternity leave of 2 weeks (paid) for workers with greater than 1 year service including casual and fixed term employment. (Robert Bosch CA) Emergency Leave Unpaid leave of up to 6 weeks where existing leave entitlements insufficient to cater for extreme emergency. (Autoliv EA) Long Service Leave Pro-rata access to long service leave to full time staff, after 5 years. (PPG Clayton Site Engineering) 48/52 Leave Employee may purchase up to 4 weeks additional leave per year, the cost of which is spread over 52 weeks. (PPG Clayton Site Engineering) Personal Leave All sick leave accessible as carers leave. (Autoliv EA; Robert Bosch CA) Facilities The timing of a womens return to work includes many practical factors such as the amount of information provided during parental leave and what facilities will be available at work upon return. Lactating rooms for nursing mothers. (Autoliv EA) Access to contact programme for worker on parental leave (at instigation of worker). Contract programme involves worker being forwarded important notification and being invited to attend team meeting or professional development opportunities. (Robert Bosch CA) 4. Impact of legislative reforms 4.1 A group of leading Australian industrial relations researchers agree that the Howard governments proposed industrial relations changes will not address the critical labour market challenges of labour and skills shortages, productivity slow down, work and family tensions and the growth of low paid, temporary employment. Their research suggests that the changes will decrease the independence and choices of workers including the choices they have about balancing work and life responsibilities. No disadvantage test scrapped 4.2 The proposed changes will further reduce the number of allowable award matters. At the same time the no disadvantage test will be scrapped. This means awards will no longer be the minimum standard against which all workplace agreements must be tested. 4.3 Currently workers in the manufacturing industry who enter into an enterprise agreement or individual work contract (AWA) know that each agreement or individual contract will be tested against the award. The capacity to undercut the minimum standard is limited by the no disadvantage test. Scrapping the test will give employers an unfettered capacity to strip workers conditions and under cut minimum standards. 4.4 In place of awards and the no disadvantage test, 5 legislative minimum conditions are to be introduced. These conditions will be a minimum wage, annual leave, personal leave, unpaid parental leave and maximum ordinary working hours. 4.5 These proposed legislative minimum standards are well below the conditions enshrined in manufacturing industry awards. These changes will undermine the current standards relied on by workers to fix reasonable predictable hours, casual conversion and loading, overtime penalties and annual and personal leave all conditions that underpin family life 4.6 Many current award entitlements will continue to exist in awards. But as they are not legislative minimums they will not be protected from being stripped away in workplace agreements. Under the proposed changes employers will be able to undercut award work and family provisions such as casual conversion, overtime and penalty rates or casual loading. Improvements to family leave provisions achieved in the recent family provisions decisions may also be undercut. Unfair Dismissal Protection Slashed 4.7 Provisions of the new legislation will prevent relief for unfair dismissal for employees of companies that employ less than 100 employees. This will undermine genuine flexibility and choice for workers who otherwise might request access to family friendly hours or reject employer requests for longer hours/overtime on the basis of family responsibilities. Existing award rights to planned and unplanned leave for family responsibilities are currently limited. They will be further circumscribed by the practical implications of the new industrial regime. 4.8 In an environment where the employer can dismiss workers for no objective reason there is very little remaining flexibility for family responsibilities. Nor is there job security. These changes to the unfair dismissal regieme will certainly result in workers feeling and experiencing less security in their jobs. Growth of Australian Workplace Agreements (AWAs) 4.9 The Howard governments changes will further promote AWAs through the simplification of the process for making an AWA. AWAs will take effect upon lodgement with the Office of the Employment Advocate (OEA). With the scrutiny required by the no disadvantage test gone, the OEA will be solely concerned with whether the AWA includes or specifically deletes the 5 legislative minimums. 4.10 The proposed changes increase the capacity of employers to compel workers to enter in to AWAs. Currently there is no impediment to an employer offering an AWA to a new employer on a take it or leave it basis. After the proposed changes, employers will have even greater bargaining power through the exemption of AWA lockouts from any legislative regulation. In contrast the capacity of workers to engage in industrial action to support their bargaining process is being significantly curtailed. AWAs and Family Friendly Conditions 4.11 AWAs are heralded as giving workers and employers an opportunity to introduce flexible working arrangements unique to the circumstances of the worker and the business. Instead AWAs have predominately been used by employers to obtain employer initiated flexibilities through increasing hours of work and removing penalties for weekend work or overtime. 4.12 In WA between 1993 and 2001 the Court government removed the award safety net and actively promoted individual contracts. In a survey of individual contracts made during this period, it was found: 74% - included no weekend penalty rates; 67% - included no overtime penalty rates; 56% - included ordinary rate of pay less than the award rate; 49% - absorbed annual leave into ordinary rate of pay; 75% - had no provision for pay increases. 4.13 AWAs have not improved parental leave arrangements. In a review of 500 AWAs in 2004, 11% made reference to maternity leave. Of this only 7% provided paid maternity leave. The record for paternity leave is worse. Only 7% of AWAs reviewed made a reference to paternity leave and of that only 4% provided paid paternity leave. 4.14 For women the growth of AWAs has also added to gender pay inequity. In 2004, non managerial women on AWAs received an average of $20.00 per hour. In contrast men in the same situation received 20.3% more ($25.10). AWAs have not helped fix the gender inequities in the labour market, they have exacerbated them. Enterprise Agreements and Family Friendly Conditions 4.15 The inclusion of family friendly conditions in enterprise agreements has been patchy. The result is a environment where there are those who have and those who have not improved conditions such as paid parental leave, purchased leave or reduced ordinary hours. 4.16 Without the award acting as a minimum safety net through the no disadvantage test, this difference will be exaggerated. It will be possible to introduce enterprise agreements that contain the legislative minimums but undercut award conditions. This will be assisted by the simplification of the enterprise agreement approval process. Enterprise agreements will not longer be scrutinised by the AIRC. They will take effect upon lodgement with the OEA. There they will be subject to the same low level of scrutiny as AWAs. Attack on Collective Bargaining 4.17 As evidenced in the case studies above, workers in the manufacturing industry have been able to achieve outcomes that support work/family balance through collective bargaining. Collective bargaining produces better outcomes for workers than individual contracts and non union agreements. 4.18 However in sharp contrast to workers elsewhere in the world, Australian workers do not have a protected right to collectively bargain through their union. Not only is it not protected, it is now under further attack. Since 1996 Australian workers have only had the right to request a collective agreement. Where employers have rejected collective bargaining, the sole recourse for workers has been to engage in industrial action in order to support their claim to bargain collectively. 4.19 The anti-bargaining laws that are part of the proposed legislative changes will erode the ability of Australian workers to collectively bargain by placing restrictions on when workers may engage in protected industrial action. Specifically workers will have a limited capacity to take industrial action in support of their choice to collectively bargain. Meanwhile the proposed changes place no similar restrictions on the capacity of an employer to engage in industrial action by locking out workers. These changes increase the ability of employers to manipulate the bargaining process for their own interest. In turn the changes will weaken the capacity of workers to bargain for stronger work/family rights 4.20 Prohibitions on pattern bargaining by workers (not by employers) and restrictions upon acting in concert will undermine union efforts to establish minimum standards that support a better work/life balance, like paid parental leave, casual conversion and increased leave entitlements. The division between the haves and the have nots will intensify and the work and family life opportunities of manufacturing workers will be diminished. 5. Conclusion 5.1 There is an increasing recognition and acceptance that workers, both male and female will continue to participate in paid employment while raising families, caring for disabled relatives or ageing parents. The working environment needs to change to enable workers to balance these family responsibilities with paid employment. 5.2 In order for workers to have real choices when it comes to balancing their work and life, workers need stable employment with fair pay, reliable hours and flexibility to accommodate planned and unplanned absences. Access to these minimum standards should not be dependant on business case arguments but should be available to all workers regardless of industry or gender. 5.3 Awards, a protected right to collectively bargain and an independent AIRC contribute to the achievement of better wages and conditions for workers and decreased inequity between male and female workers. The proposed industrial relations changes attack these structures and institutions and in so doing, reduce the ability of workers to achieve wages and conditions that help with the work/life balance.  Cooper, R, AMWU Women Speak Up: A profile of the experience, attitudes and activism of women members, 2004  Cooper, 2004  Cooper, 2004  AIR, The Fertility Decision Making Project, 2005  ABS 2003 Working Arrangements Survey; ABS 6359.0  Workplace Relations Act 1996, Part VIA Div 5; Schedule 14  Cooper, 2004  PR082005 Guidice J, Ross VP, Cartwright SDP, Ives DP, Cribb C, Melbourne 8 August 2005  PR954938 Ross VP, Marsh SDP and Deagon C, Sydney 13 Jan 2005 and Nursing Homes & C& Nurses State Award, Re (No4) [2005] NSW IRC Comm 88.  M Baird and P Todd, Government Policy, Women and the New Workplace Regime: A Contradiction in Terms and Policies, The Federal Governments IR Policy: Report Card on the Proposed Changes, 2005  Lansbury et al: The Federal Governments IR Policy: Report Card on the Proposed Changes, 2005  P Munro, Changes to the Federal Industrial Relations Regime; Reforms or Shattered Icons? 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