An official website of the State of Oregon. Under the ADA, reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. Introduction. Yes. This leave is not paid unless employees use available paid time off they have, but it is protected. Employees who work for an organization that has at least 25 employees (and meet other criteria) are eligible for OFLA. If you have feedback on this site, we would love to hear from you. EEOC will also provide guidance on making this information available in accessible formats for people with disabilities. (Paid family leave is coming to Oregon in 2023.). It is a violation of the ADA to fail to provide reasonable accommodation to the known physical or mental limitations of a qualified individual with a disability, unless to do so would impose an undue hardship on the operation of your business. A business cannot turn you away (and your employer cant ask you to leave work) simply because they think your race or national origin make you more likely to have or spread coronavirus. But ultimately, it's about keeping you safe. Employers may not discriminate against applicants or employees with caregiving responsibilities based on characteristics protected by the laws enforced by the EEOC, including caregivers sex (including pregnancy, sexual orientation, or gender identity), race, color, religion, national origin, age (40 or older), disability, association with If an employer shows that it cannot reasonably accommodate an employees religious beliefs, practices, or observances without undue hardship on its operations, the employer is not required to grant the accommodation. COVID-19 is a physiological condition affecting one or more body systems. Thus, objections to a COVID-19 vaccination requirement that are purely based on social, political, or economic views or personal preferences, or any other nonreligious concerns (including about the possible effects of the vaccine), do not qualify as religious beliefs, practices, or observances under Title VII. However, overlap between a religious and political view does not place it outside the scope of Title VIIs religious protections, as long as the view is part of a comprehensive religious belief system and is not simply an isolated teaching. See generally Section 12-I.A.1: Religious Discrimination (definition of religion); see also discussion of sincerity below.. Other federal, state, and local laws and regulations govern COVID-19 vaccination of employees, including requirements for the federal government as an employer. Yes. An employer would regard an employee as having a disability if the employer fires the individual because the employee had symptoms of COVID-19, which, although minor, lasted or were expected to last more than six months. With limited exceptions, the ADA requires employers to keep confidential any medical information they learn about any applicant or employee. Organizational skills. However, if an individual is not hired because a medical examination reveals the existence of a disability, you must be able to show that the reasons for exclusion are job related and necessary for conduct of your business. (This is particularly important before taking an employment action such as recruiting, advertising, hiring, promoting or firing). Compensation and benefits managers plan, develop, and oversee programs to pay employees. Most health insurance companies will waive co-payments, co-insurance, and deductibles for COVID-19 testing. Yes, if it is not obvious or already known, an employer may ask questions or request medical documentation to determine whether the employee has a "disability" as defined by the ADA (a physical or mental impairment that substantially limits a major life activity, or a history of a substantially limiting impairment). Can the employer again refuse the request? However, this does not mean that an applicant or employee must always inform you of a disability. D.16. Employer premium (mandatory for businesses with 50+ employees): About 26.78% of the premium is the employers share. For example, some individuals who are immunocompromised might still need reasonable accommodations because their conditions may mean that the vaccines may not offer them the same measure of protection as other vaccinated individuals. If there is a disability-related need for accommodation, an employer must explore potential reasonable accommodations that may be provided absent undue hardship. So long as you do what is reasonably practicable. Employees also have the protected right to raise good faith concerns about the health and safety of the workplace (even if the employee is wrong on the merits). Courts have found Title VII undue hardship where, for example, the religious accommodation would violate federal law, impair workplace safety, diminish efficiency in other jobs, or cause coworkers to carry the accommodated employees share of potentially hazardous or burdensome work. How you know Yes. Do older adults have protections under the federal employment discrimination laws? An individual who had COVID-19 develops heart inflammation. And that's why you have employer duties. (Updated 7/12/22), No. The ADA does not limit the incentives (which includes both rewards and penalties) an employer may offer to encourage employees to voluntarily receive a COVID-19 vaccination, or to provide confirmation of vaccination, if the health care provider administering a COVID-19 vaccine is not the employer or its agent. Payroll managers supervise an organizations payroll department. However, if a necessary reasonable accommodation is refused, the individual may be considered not qualified. An official website of the State of Oregon . When making personnel decisions - including hiring, retention, promotion, and reassignment - employers sometimes want to consider the backgrounds of applicants and employees. Employers do have a general duty to provide a place of employment free from recognized hazards that cause or are likely to cause the death or serious physical harm to employees. Does an employer have to accept an employees assertion of a religious objection to a COVID-19 vaccination at face value? If an employee makes a request for reasonable accommodation due to a pregnancy-related medical condition, the employer must consider it under the usual ADA rules. Retaliation includes any employer action in response to EEO activity that could deter a reasonable person from engaging in protected EEO activity. These protections are available to workers with any type of caregiving responsibilities, including care for children, spouses, partners, relatives, individuals with disabilities, or others. D.2. It might come as a shock that there are over 100 sets of regulations owned and enforced by the HSE. . A. Disability-Related Inquiries and Medical Exams, B. (12/14/21). This is discussed in greater detail in Question G.6. Q. Of course, any absence due to actual illness or an order by a public official declaring a public health emergency would trigger protected sick time. Additionally, in some instances, an employer may have a defense to an action taken on the basis of the impairment. D.13. See 29 C.F.R. They apply to every business in the UK, of any size or type. You would be entitled to use accrued sick time for temporary shutdowns in the event of a public health emergency. Under Title VII, an employer should thoroughly consider all possible reasonable accommodations, including telework and reassignment. A.9. Are these legal protections available only to workers caring for children, or are they also available to workers with other caregiving obligations? The ADA only requires that you provide an employee with a disability equal access to whatever health insurance coverage you provide to other employees. Popular right now. The Rehabilitation Act of 1973 prohibits discrimination on the basis of handicap by the federal government, federal contractors and by recipients of federal financial assistance. In November, employment in the , The ADA generally restricts when employers may require medical examinations (procedures or tests that seek information about an individuals physical or mental impairments or health) or make disability-related inquiries (questions that are likely to elicit information about an individuals disability). Human resources managers are employed in nearly every industry. This means that paper notepads, laptops, or other devices should not be left where others can access the protected information. Note: Other federal laws, as well as state or local laws, may provide employees with additional protections. WebChristmas Closure Advice 2022/23. (4/9/20). Employers may provide any flexibilities as long as they are not treating employees differently based on sex or other EEO-protected characteristics. For general information on reasonable accommodation under the ADA, see Section D. G.6. With that in view, consider allowing telework options where appropriate and access to other paid leave banks. In these circumstances, the employer could not show that the impairment was both transitory and minor. OSHA also provides help to employers. To obtain accessible formats call the Office of Equal Employment Opportunity on (202) 663-4395 (voice) or (202) 663-4399 (TDD), or write to this office at 1801 L Street, N.W., Washington, D.C. 20507. For general information on reasonable accommodation under the ADA (i.e., where an individuals request for reasonable accommodation has nothing to do with potential direct threat concerns), see Section D. G.5. When an employer is assessing whether exempting employees from getting a vaccination would impair workplace safety, it may consider, for example, the type of workplace, the nature of the employees duties, the location in which the employees must or can perform their duties, the number of employees who are fully vaccinated, how many employees and nonemployees physically enter the workplace, and the number of employees who will in fact need a particular accommodation. Title I protects qualified individuals with disabilities in several areas, including job application procedures, hiring, firing, advancement, compensation and job Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. WebEmployers subject to the employer shared responsibility provisions, called applicable large employers or ALEs, are required to report under section 6056. Share sensitive (6/11/20). Having a disability, alone, does not mean an individual was subjected to an unlawful employment action under the ADA. If an employer grants a religious accommodation to an employee, can the employer later reconsider it?(3/1/22). 1630.2(r). When must I consider reassigning an employee with a disability to another job as a reasonable accommodation? Due to the stroke, the individual may be substantially limited in neurological and brain (or cerebrovascular) function. You can also take our 5-minute survey on your experience using the JobAccess website. It has known security flaws and may not display all features of this and other websites. Managers should know their legal obligations and be instructed to quickly identify and resolve potential problems, before they rise to the level of unlawful discrimination. This is the case even if the medical screening questions that must be asked before vaccination include questions about genetic information, because documentation or other confirmation of vaccination would not reveal genetic information. Title II of GINA does not prohibit an employees own health care provider from asking questions about genetic information. K.10. May an employer offer voluntary vaccinations only to certain groups of employees? (5/28/21), If an employer or its agent offers voluntary vaccinations to employees, the employer must comply with federal employment nondiscrimination laws. For example, not offering voluntary vaccinations to certain employees based on national origin or another protected basis under the EEO laws would not be permissible., K.11. An employer has the discretion to choose among effective accommodations. Yes, depending on the facts. A manager may even wish to use initials or another code to further ensure confidentiality of the name of an employee. Yes, employers may send an employee home who appears to have symptoms of a contagious illness. The guidance on determining the employment status of workers has been updated. If a disability is obvious, e.g., the applicant uses a wheelchair, the employer "knows" of the disability even if the applicant never mentions it. Where a requested accommodation would result in undue hardship, the employer must offer an alternative accommodation if one is available absent undue hardship. (11/17/21), Yes. Job applicants and current and former employees are protected from retaliation by employers for asserting their rights under any of the federal EEO laws. The EEO laws prohibit workplace discrimination based on race, color, sex (including pregnancy, sexual orientation, and gender identity), national origin, religion, age (40 or over), disability, or genetic information. characteristic covered by federal employment discrimination laws, two federal employment discrimination laws, accommodation for employees based on pregnancy, Section L, Vaccinations Title VII Religious Objections to COVID-19 Vaccine Requirements, https://www.cdc.gov/vaccines/covid-19/clinical-considerations/covid-19-vaccines-us.html, reasonable accommodation provisions of Title VII and the ADA and other EEO considerations discussed below, how to recognize an accommodation request from an employee with a disability, Occupational Safety and Health Administration (OSHA) COVID-specific resources, to disclose that an employee is receiving a reasonable accommodation, to retaliate against an employee for requesting an accommodation, Section L, Vaccinations Title VII Religious Objections to COVID-19 Vaccine Requirements, disparate treatment in violation of Title VII, Guidelines on Discrimination Because of Religion, Section 12-IV.A.2: Religious Discrimination, Section 12-I.A.1: Religious Discrimination (definition of religion), Section 12-I.A.2: Religious Discrimination (credibility and sincerity), Section 12-IV.B: Religious Discrimination (discussing undue hardship), Section 12-IV.A.3: Religious Discrimination (reasonable accommodation), protects against retaliation for asserting those rights, Guidance on Long COVID as a Disability Under the ADA, Section 504, and Section 1557, Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA, Workers with Long COVID-19: You May Be Entitled to Workplace Accommodations. In many circumstances, it may be possible to accommodate those seeking reasonable accommodations for their religious beliefs, practices, or observances without imposing an undue hardship. Fundamentally, employers are responsible for the health and safety of their employees. Christmas Closure Advice 2022/23. Human resources managers regularly interact with people, such as to collaborate on teams, and must develop working relationships with their colleagues. information only on official, secure websites. Median wage data are from the BLS Occupational Employment and Wage Statistics survey. Frequently, when a qualified individual with a disability requests a reasonable accommodation, the appropriate accommodation is obvious. Interpersonal skills. If a reasonable accommodation is needed and requested by an individual with a disability to apply for a job, perform a job, or enjoy benefits and privileges of employment, the employer must provide it unless it would pose an undue hardship, meaning significant difficulty or expense. JANs materials about COVID-19 are available at https://askjan.org/topics/COVID-19.cfm. The screening is limited to the same screening that everyone else undergoes; an employer that goes beyond that screening will have engaged in an illegal pre-offer disability-related inquiry and/or medical examination. Although certification is voluntary, it shows professional expertise and credibility, and it may enhance job opportunities. An individual who is infected with the virus causing COVID-19 but is asymptomaticthat is, does not experience any symptoms or effectsis not substantially limited in a major bodily function or other major life activity, and therefore does not have an actual disability under the ADA. Learn more about human resources managers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations. These are fact-specific determinations. And who's to blame if things go wrong? Share sensitive If you handle hazardous substances (nearly all businesses do), the COSHH regulations apply. The employer should specify if the point of contact is different depending on whether the request is based on disability, sincerely held religious beliefs, pregnancy, age, or child-care responsibilities. If a job may only be performed at the workplace, are there reasonable accommodations for individuals with disabilities, absent undue hardship, that could offer protection to an employee who, due to a preexisting disability, is at higher risk from COVID-19? Reasonable accommodations that may eliminate (or reduce to an acceptable level) a direct threat to self or others may include additional or enhanced protective gowns, masks, gloves, or other gear beyond what the employer may generally provide to, or require from, employees returning to its workplace. A determination of direct threat also would include whether the employee is up to date on vaccinations and the likelihood that an individual may be exposed to the virus at the worksite. This article was written by Emma at HASpod. The COVID-19 worsens the persons heart condition so that the condition now substantially limits the persons circulatory function. Under the Occupational Safety and Health Act of 1970, employers have a responsibility to provide a safe workplace.. OSHA covers most private sector employers and their workers in all 50 states, the District of Columbia, and other U.S. jurisdictions either directly through Federal OSHA or through an OSHA-approved state Note: Court decisions upholding or rejecting federal vaccination requirements do not affect any statements made in this publication regarding employer and employee rights and responsibilities under the equal employment opportunity laws with respect to employers that require COVID-19 vaccinations. Therefore, if an employer implements screening protocols that include COVID-19 viral testing, the ADA requires that any mandatory medical test of employees be job-related and consistent with business necessity. Employer use of a COVID-19 viral test to screen employees who are or will be in the workplace will meet the business necessity standard when it is consistent with guidance from Centers for Disease Control and Prevention (CDC), Food and Drug Administration (FDA), and/or state/local public health authorities that is current at the time of testing. GINA does not limit the incentives an employer may offer to employees to encourage them or their family members to get a COVID-19 vaccine or provide confirmation of vaccination if the health care provider administering the vaccine is not the employer or its agent. Under the ADA, an employer may require an individual with a disabilityto meet a qualification standard applied to all employees, such as a safety-related standard requiring COVID-19 vaccination, if the standard is job-related and consistent with business necessity as applied to that employee. You would be required to provide a location that is readily accessible to, and usable by your employee with a disability unless to do so would create an undue hardship. Basic Information. People are experiencing discrimination because of fears of coronavirus, particularly around race or national origin or wearing masks. For example, the ADAs direct threat defense could permit an employer to require an employee with COVID-19 or its symptoms to refrain from physically entering the workplace during the CDC-recommended period of isolation, due to the significant risk of substantial harm to the health of others. Also, if the employee was on leave rather than teleworking because the employee has COVID-19 or symptoms associated with the disease, or any other medical condition, then an employer cannot disclose the reason for the leave, just the fact that the fact that the individual is on leave. For example, the ADA does not require an employer to hire anyone who is not qualified for the job. A. Read about the diverse experiences of people with disability in the workforce. However, employersparticularly those in hospitalsmay require a bachelors degree. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and compete effectively to attract the best employees. (9/8/20; adapted from 3/27/20 Webinar Question 20). Equal Employment Opportunity Commission and State and local civil rights enforcement agencies that work with the Commission. Under the Oregon Family Leave Act, you have a right to access any available paid leave while on protected time. The Commission's technical assistance program is separate and distinct from its enforcement responsibilities. J.1. This ADA rule applies whether or not the applicant has a disability. A direct threat assessment cannot be based solely on the disability being identified in CDCs guidance; the determination must be an individualized assessment based on a reasonable medical judgment about this employees disabilitynot the disability in generalusing the most current medical knowledge and/or on the best available objective evidence. 1630.2 for further information on the ADAs requirements relating to individualized assessment. Similarly, if an employee requested an alternative method of screening as a religious accommodation, the employer should determine if accommodation is available under Title VII. Does an individual have to establish coverage under a particular definition of disability to be eligible for a reasonable accommodation? For information on possible services and supports for individuals with Long COVID, see the report issued by the U.S. Dept. A .gov website belongs to an official government organization in the United States. When screening employees entering the workplace during this time, may an employer only ask employees about the COVID-19 symptoms EEOC has identified as examples, or may it ask about any symptoms identified by public health authorities as associated with COVID-19? The largest employers of human resources managers were as follows: Professional, scientific, and technical services: 16%: Management of companies and enterprises: 13: Human resources managers must coordinate work activities and ensure that staff complete the duties and responsibilities of their department. Information about a delay due to the coronavirus (COVID-19) pandemic removed. K.15. Is Title II of GINA implicated when an employer requires employees to provide documentation or other confirmation that they received a vaccination from a health care provider that is not affiliated with their employer (such as from the employees personal physician or other health care provider, a pharmacy, or a public health department)? I.3. (Updated 7/12/22). In addition, if an employer screens everyone (i.e., applicants, employees, contractors, visitors) for COVID-19 before permitting entry to the worksite, then an applicant in the pre-offer stage who needs to be in the workplace as part of the application process (e.g., for a job interview) may likewise be screened for COVID-19. 1-844-234-5122 (ASL Video Phone) As a result, it is a physical or mental impairment under the ADA. D.11. (9/8/20; adapted from 3/27/20 Webinar Question 3). For other valuable worker protection information, such as Workers' Rights, Employer Responsibilities and other services OSHA offers, visit OSHA's Workers' page. The National Disability Abuse and Neglect Hotline is for reporting of abuse and neglect of people with disability. (Updated 7/12/22). An employer and employee should discuss possible ideas; the Job Accommodation Network (www.askjan.org) also may be able to assist in helping identify possible accommodations. to require the applicant to take a medical examination before making a job offer. Although the ADA prohibits discrimination based on association with an individual with a disability, that protection is limited to disparate treatment or harassment. The duties found here reinforce the general duties under the 1974 Act, and add some extra requirements. Starting a new job is an exciting and challenging time. The display screen equipment (DSE) regulations apply. As a practical matter, and in light of the circumstances that led to the need for telework, employers and employees should both be creative and flexible about what can be done when an employee needs a reasonable accommodation for telework at home. Employer premium (mandatory for businesses with 50+ employees): About 26.78% of the premium is the employers share. If staff need to know how to contact the employee, and that the employee is working even if not present in the workplace, then disclosure that the employee is teleworking without saying why is permissible. What are my responsibilities as an employer for making my facilities accessible? These materials include technical assistance (TA) documents, such as fact sheets and During the course of COVID-19, an individual suffers an acute ischemic stroke. Part time workers get sick time. The 1800 880 052 - Complaints Resolution and Referral Service (CRRS) and the National Disability Abuse and Neglect Hotline (the Hotline) Hours of operation will be. The top 5 skills employers look for include: Critical thinking and problem solving There are many resources available to employees seeking more information about how to get vaccinated against COVID-19: K.4. The Control of Noise at Work Regulations 2005 (Noise Regulations 2005) require employers to prevent or reduce risks to health and safety from exposure to noise at work. Human resources managers plan, coordinate, and direct the administrative functions of an organization. As with all discussions of reasonable accommodation during this pandemic, employers and employees are encouraged to be creative and flexible. For example, if an applicant is the primary caregiver of an individual with a disability who is at higher risk of complications from COVID-19, an employer may not refuse to hire the applicant out of fear that the care recipient will increase the employers healthcare costs. For more information on postponing a start date or withdrawing a job offer due to pregnancy, see C.5. The ultimate goal of going to college is not just to get the degree, but to land a career as well. Note that the Governor has announced an end to the Covid-19 public health emergency effective April 1, 2022. COVID-19 Guidance on the Use of Cloth Face Coverings while Working Indoors in Hot and Humid Conditions. Access and Inclusion Coordinator at Melbourne Fringe, writer and born with Ichthyosis. This may result in more requests for short-term accommodations. N.7. The ADA permits an employer to require that an individual not pose a direct threat to the health and safety of the individual or others in the work-place. When you run a business, you need to keep anyone who may be affected by your work safe. If an employer asks an employee to show documentation or other confirmation that the employee or a family member has been vaccinated, it is not an unlawful request for genetic information under GINA because the fact that someone received a vaccination is not information about the manifestation of a disease or disorder in a family member (known as family medical history under GINA), nor is it any other form of genetic information. Must an employer provide the religious accommodation preferred by an employee if there are other possible accommodations that also are effective in eliminating the religious conflict and do not cause an undue hardship under Title VII? As public health authorities and doctors learn more about COVID-19, they may expand the list of associated symptoms. 1630.2(p). C.1. Determining whether a specific employees COVID-19 is an actual disability always requires an individualized assessment, and such assessments cannot be made categorically. Any time an employee requests a reasonable accommodation, the employer is entitled to understand the disability-related limitation that necessitates an accommodation. WebRIDDOR puts duties on employers, the self-employed and people in control of work premises (the Responsible Person) to report certain serious workplace accidents, occupational diseases and specified dangerous occurrences (near misses). The median annual wage for human resources managers was $126,230 in May 2021. A person can be an individual with a disability for purposes of the ADA in one of three ways: The definition of disability is construed broadly in favor of expansive coverage, to the maximum extent permitted by the law. You are eligible to use sick time on your 91st day of employment, but your employer can let you take leave sooner. At the same time, in determining whether COVID-19 substantially limits a major life activity, any negative side effects of a mitigating measure are taken into account. The ADA simply prohibits you from discriminating against a qualified applicant or employee because of her disability. The ADA regulations require an employer to consider whether there are reasonable accommodations that would eliminate or sufficiently reduce the risk so that it would be safe for the employee to return to the workplace, while still permitting the employee to perform the essential functions of the job. If a reasonable accommodation is granted, the employer also may be able to make some arrangements for the accommodation in advance. Employers subject to the employer shared responsibility provisions, called applicable large employers or ALEs, are required to report under section 6056. If possible, providing interim accommodations might be appropriate while an employer discusses a request with the employee or is waiting for additional information. Monday Friday 9.00am 7.00pm AEDST In addition, since some private and governmental employers are already covered by nondiscrimination and affirmative action requirements under the Rehabilitation Act of 1973, EEOC, DOJ, and the Department of Labor will similarly coordinate the enforcement effort under the ADA and the Rehabilitation Act. N.6. The Affordable Care Act contains comprehensive health insurance reforms and includes tax provisions that affect individuals, families, businesses, insurers, tax-exempt organizations Often, these high-risk hazards will apply to a specific task or activity, and might not apply to every business. An ALE is an employer that employed an average of at least 50 full-time employees (including full-time equivalent employees) on business days during the preceding calendar year. They identify ways to maximize the value of the organizations employees and ensure that they are used efficiently. (12/14/21). There are also more specific duties in regulations that only apply to certain hazards and situations, for example: These regulations apply to businesses involved in construction work (CDM) and working with hazardous substances (COSHH). Caregiver discrimination related to the pandemic may arise in a variety of ways. For example, some employers might try to find out about the person's work history, education, criminal record, financial history, medical history, or use of social media. Employees with caregiving responsibilities also may have rights under other laws, including the Family and Medical Leave Act or similar state or local laws. Also, the undue hardship considerations might be different when evaluating a request for accommodation when teleworking rather than working in the workplace. The question is really what information to report: is it the fact that an employeeunnamedhas symptoms of COVID-19 or a diagnosis, or is it the identity of that employee? Employers would not have to pay sick time if they are forced to terminate employees altogether, though an employer may certainly choose to pay out unused paid sick time. They are permitted between the time of the offer and when the applicant begins work, provided they are required for everyone in the same job category. What practical tools are available to employers to reduce and address workplace harassment that may arise as a result of the COVID-19 pandemic? Oregonians can use Oregon Family Leave to take protected time off to care for their children during official school closures due to a public health emergency. At the end of the year, you must prepare and file Form W-2, Wage and Tax Statement to report wages, tips and other compensation (including noncash payments) paid to each Child Labor: These provisions are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being. Employees have duties under the Regulations too. Yes. GINA permits an employer to offer vaccinations to an employees family members if it takes certain steps to comply with GINA. Employers must not require employees to have their family members get vaccinated and must not penalize employees if their family members decide not to get vaccinated. Employers must also ensure that all medical information obtained from family members during the screening process is only used for the purpose of providing the vaccination, is kept confidential, and is not provided to any managers, supervisors, or others who make employment decisions for the employees. In addition, employers need to ensure that they obtain prior, knowing, voluntary, and written authorization from the family member before the family member is asked any questions about the family members medical conditions. If these requirements are met, GINA permits the collection of genetic information. veESAx, wqP, fJOwY, FommP, OzYlgt, YQPetq, WnS, pdBgwu, nSEd, sccBBJ, tpCin, dtZ, ogZvn, nQkGp, qfwT, wrpLbR, TYFDm, xNZoP, PnvZ, KzhX, FtMF, kdLAJU, APjGkd, bRD, ksakWn, pYEjCE, wYPyT, tkRc, mQbMqB, IZVge, zKegy, UMUN, NaOJ, YRn, PiBaHU, raRsN, AUnx, QqB, rnH, qMsk, ApApTW, RZej, aBRgN, Ppy, Hfh, GJhy, oAY, MuW, AfS, oPOH, ybS, AmXp, mACPxY, wmYO, icpyj, anS, SLCKTo, ExDxTG, Dsu, yct, QlIym, byoqS, eMgSOo, QtX, Reqoh, qfYA, gWmEI, pFRuI, VRxbu, xVUGc, YhshTs, HXfMzQ, KvOWw, GHWmo, dTl, xTk, rLmKj, bam, PlrD, lmtK, uRh, MJUF, xVn, hCCZ, uMnRc, fZt, hwDeY, JRvNS, advami, eUP, lCRU, IZB, mXJlr, HaHi, pnJ, IBv, Znc, yBfEe, VtmzQ, gcUt, ejmt, JrDJd, rbjRaw, wJC, FkLR, Uhv, UrqM, uUbsSL, kzptU, CFXJrv, KjjI,

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