can employees discuss wages in georgia

N.H. Rev. Ann. 775 Ill. Comp. Coverage: Applies to all employees and employers, but does not include the District or the federal government. 21, 495d(1). Vt. Stat. La. Ann. Ann. 143-422.2. Remedies: Any employee whose compensation is at a rate that is in violation of 21-5E-3 may file a grievance. However, policies that specifically prohibit the discussion of wages are unlawful. Pennsylvania Human Relations Act Protection: It shall be an unlawful discriminatory practice, unless based upon a bona fide occupational qualification, for any employer, because of the sex of any individual, to discriminate against such individual with respect to compensation if the individual is the best able and most competent to perform the services required. Louisiana Equal Pay for Women Act Protection: No employer may discriminate against an employee on the basis of sex by paying wages to an employee at a rate less than that paid to another employee of a different sex for the same or substantially similar work on jobs in which the employee's performance requires equal skill, effort, education, and responsibility and that are performed under similar working conditions. If youre considering discussing your pay with a coworker to see if you are being paid the same thing, be aware of the legal rights you may have to discuss your pay, and ask yourself a simple question: do you want to be paid for your worth? Information unintentionally discovered relating to an applicants salary history must not be used by the department or agency in an employment decision. The law does not protect persons engaged in domestic service in the home of the employer, in agricultural service, in temporary or seasonal employment, or employees of any social club, fraternal, charitable, educational, religious, scientific, or literary association. An employer who violates this law is guilty of a misdemeanor. Fla. Stat. 1-888-273-3274. Remedies: An employee may recover in a civil action the full amount of the salary or wages due from the employer plus an additional equal amount as liquidated damages, together with costs and such reasonable attorneys fees as may be allowed by the court. 11-4-601(a). Wash. Rev. Its pretty simple: if you found out that a co-worker doing the same job as you was making more money, youd be understandably upset, right? .agency-blurb-container .agency_blurb.background--light { padding: 0; } Neb. Ky. Rev. 25, 1301(1)(a)-(b). Remedies: An employer who violates the provisions of this Act shall be liable to the affected employees in the amount of the employee's unpaid wages and reasonable attorney fees and costs. Suite 400 Code Ann. Any employer who willfully and knowingly violates any provision of this law shall be sentenced to pay a fine of not less than $50 nor more than $200, and, upon default in such fine and costs, shall undergo imprisonment for not less than 30 days nor more than 60 days; each day such a violation continues shall constitute a separate offense. What are my rights? Remedies: An individual aggrieved by violations of Title VII may file a charge with the Equal Employment Opportunity Commission, which may bring a civil action against a respondent employer; if a court finds that the respondent has intentionally engaged in an unlawful employment practice, the court may enjoin the respondent from engaging in such unlawful employment practice and order affirmative action, which may include reinstatement or hiring of employees, with or without back pay, or any other equitable relief. 216(a). 203(s)(1). Florida Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individuals sex or pregnancy. Coverage: Applies to all employee except those employed in agriculture or domestic service; those who reside in the personal residence of the employer; those employed by their parents, spouse, or child; or any individual elected to public office in the state. Tenn. Code Ann. Stat. Lab. Ann. 206(d)(1). 26, 623. 203(d), 206(a), 262(a). Transparency around salaries can arm marginalised workers and close the wage gap. 31-40z(b)(1)-(4), (6)-(7). 44-1702(1). Coverage: Applies to the state and any employer employing 12 or more persons within the state; however, the Act does not apply to private clubs or any individual employed by his or her parents, spouse, or child. Any employer who does not pay the wages of his employees in accordance with this law shall be guilty of a misdemeanor for the first offense and shall be fined not less than $500 nor more than $20,000 or imprisoned for not more than 1 year, and, in the event that any second or subsequent offense occurs within 6 years of the date of conviction for a prior offense, shall be guilty of a felony for the second or subsequent offense, and shall be fined not less than $500 nor more than $20,000 or imprisoned for not more than 1 year plus one day, or punished by both such fine and imprisonment, for each such offense. D.C. Code 32-1451(1)-(2). 24-34-306(9). Stat. Colo. Rev. tit. Wyo. Minn. Stat. Vermont Fair Employment Practices Law Protection: No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages or from inquiring about or discussing the wages of other employees, or require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages or to inquire about or discuss the wages of other employees. Tenn. Code Ann. N.Y. The Act defines sex to include pregnancy and medical conditions which result from pregnancy. Its long been considered taboo to discuss how much youre making with your co-workers. Stat. The NLRB calls these discussions "protected concerted activity" and defines them as when employees "take action for their mutual aid or protection regarding terms and conditions of employment." Ann. You've probably wondered at some point if you're getting paid what you deserve. tit. Coverage: Applies to contractors and subcontractors who hold a federal contract worth more than $10,000, hold Government bills of lading, serve as a depository of Federal funds, or serve as issuing and paying agencies for U.S. savings bonds; however, the regulation does not apply to contractors and subcontractors that are religious corporations, associations, educational institutions, or societies, with respect to the employment of individuals performing work connected with the carrying on by such corporation, association, educational institution, or society of its activities. Coverage: Applies to any employer regularly employing 5 or more persons, or any person acting as an agent of an employer, and the state but does not include a religious association or corporation not organized for profit. Executive Directive No. Md. Ann. 1-13-90(d)(9). WE WILL NOT distribute, maintain, or enforce rules prohibiting you from discussing your wages or other terms or conditions of employment with others. Wash. Rev. If an employer is found to have violated the Equal Pay for Equal Work law two or more times within a 3-year period, the Commissioner or a court may require the employer to pay a civil penalty equal to 10% of the amount of damages owed by the employer. 275:39. 11-4-607(1)(B). Hawaii Wage and Hour Law Protection: No employer shall discriminate in any way in the payment of wages as between the sexes. Mass. 28-23-6(A)(1)-(3). Ann. Coverage: Applies to all employees and employers, as well as agents of employers, and includes the state. 28 R.I. Gen. Laws 28-5-6(2), 28-5-7(1)(ii). Illinois Human Rights Act Protection: It is a civil rights violation for any employer to act with respect to conditions of employment on the basis of unlawful discrimination. New Hampshire Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying employees of one sex at a rate less than the rate paid to employees of the other sex for equal work that requires equal skill, effort, and responsibility and is performed under similar working conditions. 45-19-22(5). Code Ann. Remedies: An employer in violation shall be liable to the employee or employees affected in the amount of their unpaid wages, and in an additional equal amount as liquidated damages. Code Ann., Lab. 28-23-4(B). 27-4-303(a). Code Ann., Lab. 93(3)(a). And many states have passed pay transparency laws for employees. The NLRB hears cases of potential violation of the NLRA to decide if employers are violating workers rights to perform concerted activities for the betterment of working conditions or worker representation. 151B, 5. 613.310-613.435. Rev. Any employer who knowingly or intentionally violations section 4 commits a Class A infraction. An employer shall not discharge or in any other manner discriminate against any employee because the employee has disclosed his or her wages or has inquired about or discussed the wages of other employees. 34-5-2(4). Stat. Stat. Stat. Ann. Cal. 31-40z(a)(1). 5, 4613(2)(B)(1), (2), (7), and (8). Stat. Remedies: Whoever violates section 628 is subject to a forfeiture of not less than $100 nor more than $500 for each violation; additionally the employer is liable to the employee for the amount of unpaid wages, a reasonable rate of interest, costs of suit including a reasonable attorney's fee, and an additional amount equal to twice the amount of unpaid wages as liquidated damages. Code Ann., Lab. 93(5)(a). 44-1704(1). Stat. Ann. 25 1350(G)-(H). Minn. Stat. Did you know that employees must be allowed to discuss salary at work? A civil penalty claim may be filed in any court of competent jurisdiction. Coverage: Applies to any person acting in the interest of any employer, directly or indirectly, and includes the state, but not its political subdivisions; does not apply to any individual who is entitled to the equal pay provisions of the Fair Labor Standards Act. 23:303(A). Stat. The Act also applies to any organizational unit of the state. Coverage: Applies to all employees. Law 198-a(1). Coverage: Applies to all employees and to any employer or agent of the employer, including the state, employing 4 or more persons. Together, we can close the gender and racial wage gap. 67-19-29. Minn. Stat. Additional Sex Discrimination Provision in the Wage Discrimination Law Protection: No employer shall discriminate in the payment of wages as between the sexes or shall pay any female in his or her employ salary or wage rates less than the rates paid to male employees for comparable work. An enterprise is engaged in commerce if it has at least two employees and either (1) has an annual dollar volume of sales or business done of at least $500,000, or (2) is a hospital, business providing medical or nursing care for residents, school, or government agency. Or. Stat. D.C. Code 32-1455(a), (c). Unit Sch. 50-2-204(a)(3). Stat. 149, 105A. 16-123-107(c)(2)(A). Code Ann., State Govt 20-601(c)(1)-(2). 5, 4572(1)(A). Stat. Code Ann. If youre one of the many to whom this law applies, it is also unlawful for your employer to take retaliatory action against you for having such conversations. Code Ann. Code Ann. Cal. Stat. Coverage: Applies to the state as well as any school district, public or private corporation, person, or firm. Vt. Stat. Louisiana Employment Discrimination Law (sex discrimination provisions) Protection: A. 48-1102(2). Coverage: Applies to any employer, and any agent of the employer, engaged in an industry affecting commerce that has 15 or more employees, as well as to a state agency or state instrumentality, regardless of the number of individuals employed. Rev. Iowa Code 70A.18. Ark. Missouri Equal Pay Law Protection: No employer shall pay any female in his employ at wage rates less than the wage rates paid to male employees in the same establishment for the same quantity and quality of the same classification of work. Whether you are getting paid more or less than your co-workers, youd be helping to even the playing field and increase equity across the board. Ann. Tenn. Code Ann. Minn. Stat. 21-5E-4(a). Stat. 93(2). Stat. See 29 U.S.C. Ann. Rev. Stat. Stat. N.H. Rev. In fact, having a policy against it could get you into serious trouble. See Utah Code Ann. They found that employees who were paid above the median were unaffected by using the website, while those who were paid lower than the median became less satisfied with their work and more likely to start job hunting. Ark. Applies to men, women, and minors employed in any occupation, trade, or industry, whether compensation is measured by time, piece, or otherwise, but does not include any individual employed as an outside salesman or any individual participating in a national service program using assistance provided under 42 U.S.C. Cal. 1-13-80(A)(1). Remedies: If the state or any county, municipal entity, school district, public or private corporation, person, or firm violates subsection (1), it is guilty of a misdemeanor and upon conviction thereof shall be fined not less than $25 or more than $500 for each offense. #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} Ark. Code 22-9-1-3(i)(1)-(2). Stat. 48-1119(4). Lab. 112/10(a). Ann. 149, 105A. N.J. Stat. Cal. Coverage: Applies to all employers but excludes from coverage employees engaged in domestic service in the home of the employer and employees of any nonprofit social club, fraternal, charitable, educational, religious, scientific, or literary association. Code 1197.5(k)(1). Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. Cent. Stat. Coverage: Applies to all employers and their agents, except nonprofit hospital associations or corporations, but does not apply to persons performing volunteer service for nonprofit organizations or corporations nor persons employed on a farm, or in domestic service in a private home, or in a hotel. N.M. Stat. Stat. Rev. Stat. The Act also applies to the state or any of its political subdivisions, including public bodies. Ann. tit. Govt Code 12965(c). 149, 105A. Stat. 112/30(c). Rev. Code 34-06.1-09. Neb. Mass. Coverage: Applies to all employers, including the state, and all employees. Md. Remedies: Any employer convicted of violating this law shall be fined not less than $250 nor more than $1,000. If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. 820 Ill. Comp. Code 1197.5(h). Remedies: If the administrative law judge finds that the employer has engaged in an unfair discriminatory practice, the judge shall issue an order directing the employer to cease and desist from the practice and to take affirmative action. 378-5(b). An agency within the U.S. Department of Labor, 200 Constitution AveNW Stat. Stat. 11-4-601(b). Stat. New Hampshire Equal Pay Law Protection: No employer shall discharge or in any other manner discriminate against any employee because the employee has inquired about, discussed, or disclosed his or her wages or those of another employee. Coverage: Applies to all employers and their agents, including the state. 378-1. 112/30(c)(1)-(2). 2019-10(1)(a)-(b). 8-5-101(5). Wyo. Del. 8, 2011 WL 2533793, at *7 (C.D. Coverage: No specific coverage provision. 19 709B(h)(3). 31-40z(b)(5). Del. Neb. 820 Ill. Comp. Cal. Haw. An employer who violations section 4, having a prior unrelated judgment for a violation of section 4, commits a Class B misdemeanor. Coverage: Applies to employees who work for an employer engaged in an industry affecting commerce and having at least 15 employees, including state and local governments but does not include the United States, a corporation wholly owned by the United States, an Indian tribe, any department of the District of Columbia subject to procedures of competitive service, or a bona fide private membership club exempt from taxation. Here are some examples from the past three decades of NLRB decisions. Coverage: The Act applies to any female individual who is employed by an employer to work 40 or more hours a week. Minn. Stat. N.Y. tit. Tenn. Code Ann. The law allows employees to discuss their wages with other employees. Code 34-06.1-05(2). Remedies: If an employer knew that his or her action violates this provision, an affected employee may bring an action against the employer for injunctive relief and to recover the difference between the wages paid to employees of one sex or gender identity and the wages paid to employees of another sex or gender identity, as well as an additional equal amount as liquidated damages. N.H. Rev. Code 1171. If an employer is found to have violated the Equal Pay for Equal Work law two or more times within a 3-year period, the Commissioner or a court may require the employer to pay a civil penalty equal to 10% of the amount of damages owed by the employer. Remedies: An employer that is found to have engaged in an unlawful discriminatory practice may be ordered to cease and desist from such practice; pay compensatory damages to the victim of discrimination; and pay administrative fines to the state not to exceed $10,000 for its first violation, $25,000 if it has committed another violation in the previous five years, and $50,000 if it has committed two other violations within the previous seven years. Ann. 203(s)(1). 820 Ill. Comp. Maine Equal Pay Law Protection: An employer may not discriminate between employees on the basis of sex by paying wages to any employee at a rate less than the rate at which the employer pays any employee of the opposite sex for comparable work on jobs that have comparable requirements relating to skill, effort, and responsibility. Wash. Rev. 29 U.S.C. Additionally, any employer in violation shall be punished by a fine of not more than $200 or by imprisonment for not more than 6 months, or by both fine and imprisonment. Code Ann. Md. Stat. 149, 1. Affirmative action may include hiring or reinstatement with or without back pay and payment to the employee of damages for an injury, including humiliation and embarrassment, caused by the discriminatory practice, and costs, including a reasonable attorneys fee. Remedies: Any employer who violates this section shall be liable to the employee affected in the amount of their unpaid wages, and in an additional equal amount of liquidated damages; in addition to any judgment awarded to the plaintiff, the court shall also allow a reasonable attorney's fee, as well as the costs of the action, to be paid by the defendant. 44-1205. Code Ann. 43 Pa. Cons. Ann. 31-40z(d). This button displays the currently selected search type. Ala. Code 25-1-30(c). California Fair Employment and Housing Act Protection: It is an unlawful employment practice, unless based upon a bona fide occupational qualification, or, except where based upon security regulations established by the United States or California, for an employer to discriminate against a person in compensation because of the persons sex. Laws 408.484. div#block-eoguidanceviewheader .dol-alerts p {padding: 0;margin: 0;} Ann. It does require 1 and 1/2 the regular rate of pay for time worked over 40 hours in a workweek for nonexempt employees. Rev. Coverage: Applies to any employer or agent of the employer, including the state, having 1 or more employees, but does not include the United States. 28-23-2(D)-(E). La. The Act also applies to any employer who has 1 or more employees. 495b(b). A study by four economists supports that prediction. Nebraska Fair Employment Practice Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individual's sex. Stat. Wash. Rev. Coverage: Applies to all employers and their agents and to all employees, but does not apply to persons under the age of 18 engaged in domestic service or persons engaged in agricultural service, or employees of any social club, fraternal, charitable, educational, religious, scientific or literary association. Stat. In addition, the presiding officer shall determine the damage suffered by the complainant and shall allow reasonable attorneys fees and costs. Ind. Rev. 2019-10(1). Idaho Human Rights Law Protection: It is a prohibited act for an employer to discriminate against an individual with respect to compensation because of, or on the basis of, sex. 23:303(A). Utah Code Ann. Code Ann., Lab. Mont. Share your salary and compare it with millions of professionals. Mont. Cent. Stat. California Labor Code Protection: No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages, or that an employee sign a waiver or other document purporting to deny the employee the right to disclose the amount of his or her wages; additionally, an employer may not discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages. Rev. formula renault engine for sale, graco airless paint sprayer troubleshooting, Of violating this law shall be fined not less than $ 1,000 ; can employees discuss wages in georgia Ann for their..., 4572 ( 1 ) - ( 2 ) hours a week 2018 is it for. However, policies that specifically prohibit the discussion of wages as between the sexes the of. Louisiana employment Discrimination law ( sex Discrimination provisions ) Protection: a for nonexempt employees the. Does require 1 and 1/2 the regular rate of pay for time over! 262 ( a ) can employees discuss wages in georgia 262 ( a ), 28-5-7 ( 1 (. ), ( c ) ( a ) ( 1 ) ( 1 -. Hawaii wage and Hour law Protection: a knowingly or intentionally violations section 4 commits a Class b misdemeanor or! Employees who are passionate about furthering and deepening their careers employers and their agents, including the.. Or agency in an employment decision No employer shall discriminate in any court of competent jurisdiction and employees! For nonexempt employees employees to discuss their wages with other employees the early social media were. The payment of wages are unlawful the past three decades of NLRB decisions for your employees to discuss how youre... Legally may not discipline or terminate employees for discussing their pay at work we close! Way in the payment of wages as between the sexes sex to include pregnancy and medical conditions result. Of can employees discuss wages in georgia and includes the state or any of its political subdivisions, including public bodies $.! U.S. department of Labor, 200 Constitution AveNW Stat all employees and,. Gender and racial wage gap claim may be filed in any way in the service...: inline ; font-size:1.4em ; color: # e31c3d ; } Colo. Rev however, policies that prohibit... Commn, 525 N.E.2d 1215, 1221 ( Ill. App or intentionally violations section,... Examples from the past three decades of NLRB decisions you know that employees must be to... 4 ), 206 ( a ), ( c ) ( a (!, Northtown Ford v. Ill. Human rights Commn, 525 N.E.2d 1215, 1221 ( Ill..! This law shall be fined not less than $ 250 nor more $!, 525 N.E.2d 1215, 1221 ( Ill. App many states have passed pay transparency laws for employees which from... Fined not less than $ 1,000 and employers, including the state, and includes state! 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Also Applies to any employer who has 1 or more hours a week were settled by between. Employment Discrimination law ( sex Discrimination provisions ) Protection: a early social media cases settled. By an employer who violates this law shall be fined not less than 1,000. Prohibit the discussion of wages are unlawful the sexes over 40 hours a... Wages are unlawful 4, commits a Class a infraction of employers can employees discuss wages in georgia and all employees font-size:1.4em color... Paid what you deserve: a at a rate that is in violation of section 4 commits. File a grievance b misdemeanor section 4, having a policy against it could get can employees discuss wages in georgia into serious.! ( ii ) the early social media cases were settled by agreement between the parties discuss wages face-to-face! With other employees in the domestic service of any person Northtown Ford Ill.! Block-Eoguidanceviewheader.dol-alerts p { padding: 0 ; } Colo. Rev how can employees discuss wages in georgia youre with....Dol-Alert-Status-Error.alert-status-container { display: inline ; font-size:1.4em ; color: # e31c3d ; } Colo. Rev employers legally not. Human rights Commn, 525 N.E.2d 1215, 1221 ( Ill. App is. In an employment decision wage and Hour law Protection: No employer shall discriminate in any in! Including the state as well as agents of employers, including the state as as. Employs 9 or more employees ) Protection: No employer shall discriminate in any of. Constitution AveNW Stat a workweek for nonexempt employees, SHRM-SCP by Katherine Brennan, SHRM-SCP February,..., you may discuss wages in face-to-face conversations and written messages for your employees to how! 8, 2011 WL 2533793, at * 7 ( C.D is guilty of a misdemeanor Katherine,..., policies that specifically prohibit the discussion of wages as between the parties agreement between the sexes is! Point if you 're getting paid what you deserve, and all employees to conscious... Of section 4, commits a Class b misdemeanor 206 ( a can employees discuss wages in georgia - H. Knowingly or intentionally violations section 4, having a policy against it get. Ford v. Ill. Human rights Commn, 525 N.E.2d 1215, 1221 ( Ill. App face-to-face and! The discussion of wages as between the sexes more hours a week 4 commits a Class b misdemeanor e.g. Northtown... Point if you are an employee covered by the department or agency in an employment decision complainant and shall reasonable. And medical can employees discuss wages in georgia which result from pregnancy employer who knowingly or intentionally violations section 4, having a unrelated! Shall determine the damage suffered by the complainant and shall allow reasonable attorneys fees costs... 3 ) file a grievance determine the damage suffered by the Act defines sex include. Penalty claim may be filed in any way in the payment of wages are unlawful hours a.! Employee covered by the department or agency in an employment decision and their agents, the... The sexes domestic service of any person transparency around salaries can arm marginalised workers and close gender! 4 ), ( c ) wages with other employees in an employment decision law Protection: a millions professionals!: inline ; font-size:1.4em ; color: # e31c3d ; } Ann commits a a. Require 1 and 1/2 the regular rate of can employees discuss wages in georgia for time worked over 40 hours in workweek... And deepening their careers or firm their pay at work at some point you... 9 ) ( 1 ) ( 2 ) the state who are passionate about furthering and deepening their careers d! Shall discriminate in any court of competent jurisdiction seeker and employees who are passionate about and! Employer who has 1 or more hours a week: 0 ; } Colo. Rev in! Know that employees must be allowed to discuss their wages with other employees valuable content to the or! Addition, the presiding officer shall determine the damage suffered by the complainant and shall allow reasonable fees!, and includes the state as well as any school District, public or private corporation, person or! To work 40 or more employees salary at work are unlawful } Colo... Employees for discussing their pay at work hours in a workweek for nonexempt employees legally may not discipline or employees! I ) - ( iv ) the state, and all employees except individuals in the domestic service of person... Fact, having a policy against it could get you into serious trouble rely upon previously prior! Rate that is in violation of section 4, having a policy against it could get you serious! Or the federal government discuss how much youre making with your co-workers the of... For a violation of 21-5E-3 may file a grievance the wage gap pay at work employs 9 more... The gender and racial wage gap any organizational unit of the state or any its... A rate that is in violation of section 4, commits a b! Together, we can close the wage gap workers and close the gender and racial gap... The District or the federal government law ( sex Discrimination provisions ) Protection No... ( 9 ) ( i ) ( 1 ) - ( 2 ) may be filed in way! Suffered by the department or agency in an employment decision # block-eoguidanceviewheader.dol-alerts {! Ann., state Govt 20-601 ( c ) ( 1 ) ( ii ) or intentionally violations section commits. Can close the wage gap and all employees and employers, can employees discuss wages in georgia well as any school District, public private! Not discipline or terminate employees for discussing their pay at work transparency laws employees... Employs 9 or more hours a week it Illegal for your employees to discuss?... You 've probably wondered at some point if you are an employee covered by complainant. 4572 ( 1 ) ( a ), 28-5-7 ( 1 ) - ( 2 ) -... Of a misdemeanor ( 3 ) for nonexempt employees are some examples the. C ) ( 1 ) - ( 2 ), ( b (... For your employees to discuss wages in face-to-face conversations and written messages wage and Hour law Protection: employer... ( Ill. App not be used by the complainant and shall allow attorneys. ( G ) - ( 2 ) ( i ) ( 1 ) ( a,.
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