{"id":34007,"date":"2022-01-17T16:38:34","date_gmt":"2022-01-17T21:38:34","guid":{"rendered":"https:\/\/www.cccc.org\/news_blogs\/?p=34007"},"modified":"2022-01-19T08:26:04","modified_gmt":"2022-01-19T13:26:04","slug":"employment-updates","status":"publish","type":"post","link":"https:\/\/cccc.org\/news_blogs\/legal\/2022\/01\/17\/employment-updates\/","title":{"rendered":"Employment Updates"},"content":{"rendered":"\n<p>Here&#8217;s a brief overview of key updates and proposed changes to employment legislation for British Columbia, Alberta, Saskatchewan, Ontario and federally-regulated sectors. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\">British Columbia<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Five Paid Sick Days<\/h3>\n\n\n\n<p>Effective January 1, 2022 employees covered by the <em>Employment Standards Act <\/em>in British Columbia are entitled to 5 paid sick days. This change was made by Bill 13, the <a href=\"https:\/\/www.leg.bc.ca\/parliamentary-business\/legislation-debates-proceedings\/42nd-parliament\/2nd-session\/bills\/third-reading\/gov13-3\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Employment Standards Amendment Act, 2021<\/em><\/a> which was passed in April 2021.<\/p>\n\n\n\n<p>After 90 consecutive days of employment an employee is entitled to paid leave for up to the number of days prescribed. That number is currently 5. Employees are still entitled to up to 3 days of unpaid leave for personal illness or injury. That means eligible employees get 5 paid days and 3 unpaid days of leave for illness or injury.<\/p>\n\n\n\n<p>This is different from the <a href=\"https:\/\/www.worksafebc.com\/en\/covid-19\/covid-19-paid-sick-leave-reimbursement-program\" target=\"_blank\" rel=\"noreferrer noopener\">COVID-19 Paid Sick-Leave Reimbursement Program<\/a>. That program ended December 31, 2021 but employers have until January 17, 2022 to submit any remaining requests.<\/p>\n\n\n\n<p>For more, you can check <a href=\"https:\/\/www2.gov.bc.ca\/gov\/content\/employment-business\/employment-standards-advice\/paid-sick-leave\" target=\"_blank\" rel=\"noreferrer noopener\">BC\u2019s Paid Sick Leave page<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Return of COVID-19 Safety Plans<\/h3>\n\n\n\n<p>Last June, BC directed employers to <a href=\"https:\/\/www2.gov.bc.ca\/assets\/gov\/health\/about-bc-s-health-care-system\/office-of-the-provincial-health-officer\/covid-19\/covid-19-pho-letter-communicable-disease-plans.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">implement Communicable Disease Prevention Plans<\/a> rather than COVID-19-specific plans. As of January 7, 2022, BC has ordered employers to return to COVID-19 Safety Plans.<\/p>\n\n\n\n<p>For more on how to make sure your re-introduced COVID-19 Safety Plan aligns with all the changes in guidance and orders, see <a href=\"https:\/\/www.worksafebc.com\/en\/covid-19\/covid-19-prevention\" target=\"_blank\" rel=\"noreferrer noopener\">WorkSafeBC<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Alberta<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Health &amp; Safety Legislation<\/h3>\n\n\n\n<p>Changes to Alberta\u2019s <em>Occupational Health and Safety Act<\/em> came into effect in December 2021. In case you missed them, here is a summary of a few key changes.<\/p>\n\n\n\n<p>These updates were made by Bill 47, <a href=\"https:\/\/www.qp.alberta.ca\/Documents\/AnnualVolumes\/2020\/ch32_2020.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Ensuring Safety and Cutting Red Tape Act, 2020<\/em><\/a>.&nbsp; Key changes include:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Worker count to determine whether an employer must have a health and safety (H&amp;S) committee or representative no longer includes volunteers (Part 2)<ul><li>Note: the thresholds of 20+ workers for a committee and 5-19 workers for a representative remain the same<\/li><\/ul><\/li><li>More flexibility for employers over content of training requirements for H&amp;S committees or representatives, removing mandatory elements<\/li><li>Dangerous work refusals \u2013 the terminology around the right to refuse dangerous work has changed from refusing a \u201cdangerous condition at the work site\u201d to refusing work if there is an \u201cundue hazard\u201d which means a \u201chazard that poses a serious and immediate threat to the health and safety of a person\u201d (Part 3)<\/li><li>Adding serious \u201cillnesses\u201d to injuries and incidents for reporting purposes (Part 7)<\/li><\/ul>\n\n\n\n<p>For more, you can watch Alberta\u2019s <a href=\"https:\/\/youtu.be\/uPHOHupOJ3Q\" target=\"_blank\" rel=\"noreferrer noopener\">Change highlights: the 2020 Occupational Health and Safety Act<\/a>. It provides an overview of the updates that took effect in December 2021. You can also check out the <a href=\"https:\/\/ohs-pubstore.labour.alberta.ca\/\" target=\"_blank\" rel=\"noreferrer noopener\">Occupational Health and Safety Resource Portal<\/a> and Alberta\u2019s summary document, <a href=\"https:\/\/open.alberta.ca\/dataset\/13009950-ed17-4fe5-a2ca-7a901b433ec2\/resource\/3ec2e29c-a1e4-4134-a08f-369a09b7ecec\/download\/lbr-changes-to-ohs-laws-2021-12.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Changes to OHS Laws<\/a> (December 2021).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Saskatchewan<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Proposed Legislation for Paid Sick Days<\/h3>\n\n\n\n<p>Private Members\u2019 Bill 606, <a href=\"http:\/\/docs.legassembly.sk.ca\/legdocs\/Bills\/29L2S\/Bill29-606.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><em>The Saskatchewan Employment (Paid Sick Days) Amendment Act, 2021<\/em><\/a> proposes to give employees 10 paid sick days per year, or 14 paid sick days per year during a state of emergency related to a communicable disease.<\/p>\n\n\n\n<p>The bill was introduced by an opposition party member on November 15, 2021 and has passed first reading. It must also pass second reading, third reading, and be given Royal Assent to be effective.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Amendments to <em>The Saskatchewan Employment Act<\/em><\/h3>\n\n\n\n<p>There are a few changes to the <a href=\"https:\/\/canlii.ca\/t\/55792\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Saskatchewan Employment <\/em>Act<\/a> that were effective January 1, 2022. These changes come from Bill 60, <a href=\"http:\/\/docs.legassembly.sk.ca\/legdocs\/Bills\/29L2S\/Bill29-60.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><em>The Saskatchewan Employment Amendment Act, 2021<\/em><\/a> which was given Royal Assent in November, 2021.<\/p>\n\n\n\n<p>The three key changes are:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Definition of harassment expanded to specifically include conduct, comment, display, action or gesture by a person that is of a sexual nature and is unwelcome. Instead of listing grounds in the <a href=\"https:\/\/canlii.ca\/t\/53p9c\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Human Rights Code<\/em><\/a>, they are incorporated by reference along with physical size or weight.<ul><li>Note: Independent contractors, students and volunteers <a href=\"https:\/\/www.saskatchewan.ca\/government\/news-and-media\/2021\/december\/20\/amendments-to-the-saskatchewan-employment-act-come-into-force-january-1-2022\" target=\"_blank\" rel=\"noreferrer noopener\">are included in the definition<\/a> of workers who are protected from harassment<\/li><\/ul><\/li><li>COVID-19 liability protection for employers who made good faith efforts to act in accordance with specified COVID-19 regulations<\/li><li>Supervisors can participate in a union, either with those they supervise or in a separate bargaining unit<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Ontario<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">No to Non-Competes and Yes to Disconnecting<\/h3>\n\n\n\n<p>Bill 27, the <a href=\"https:\/\/www.ola.org\/sites\/default\/files\/node-files\/bill\/document\/pdf\/2021\/2021-12\/b027ra_e.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Working for Workers Act<\/em><\/a> received Royal Assent in December 2021. It made several employment related amendments with different effective dates.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Right to disconnect, effective January 1, 2022 \u2013 amends the <a href=\"https:\/\/canlii.ca\/t\/5573c\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Employment Standards Act, 2000<\/em><\/a><ul><li>Employers with 25 or more employees on January 1 of any year must, by March of that year, have a written policy on disconnecting from work.<\/li><\/ul><ul><li>Note: employers who meet the 25+ threshold as of January 1, 2022 have until June 2, 2022 to have a written policy in place<\/li><\/ul><ul><li>Note: With this new legislation, there is a lack of clarity around the requirements of this policy: there is no mandatory content, no indication of consequences for a breach, and no clarity as to whom it actually applies and under what circumstances.<\/li><\/ul><\/li><\/ul>\n\n\n\n<p>For a sample \u201cRight to Disconnect\u201d policy, CCCC members can <a href=\"https:\/\/thegreen.community\/t\/right-to-disconnect-policy\/4055\" target=\"_blank\" rel=\"noreferrer noopener\">log in to The Green<\/a>.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Non-compete agreements are generally prohibited, effective October 25, 2021 \u2013 amends the <a href=\"https:\/\/canlii.ca\/t\/5573c\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Employment Standards Act, 2000<\/em><\/a><ul><li>Does not apply to agreements made before October 25, 2021<\/li><\/ul><ul><li>It does not apply to executives (CEO, president, any chief executive position (operating, financial, information, legal, human resource, corporate development, etc.))<\/li><\/ul><ul><li>It does not apply to the sale of a business<\/li><\/ul><\/li><li>Washroom access, not yet proclaimed \u2013 the <a href=\"https:\/\/canlii.ca\/t\/556hb\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Occupational Health and Safety Act<\/em><\/a> now requires workplace owners to provide washroom access for delivery service providers when they are on site for a drop off or pickup, subject to reasonable limits<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Proposed Legislation for Job Protection<\/h3>\n\n\n\n<p>Private Members\u2019 Bill 6, <a href=\"https:\/\/www.ola.org\/en\/legislative-business\/bills\/parliament-42\/session-2\/bill-6\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Jobs and Jabs Act, 2021<\/em><\/a> proposes to amend the <em><a href=\"https:\/\/canlii.ca\/t\/5573c\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Standards Act, 2000<\/a><\/em> to prohibit employers from intimidating, dismissing, placing on leave or penalizing an employee based on the employee\u2019s vaccination status. It also requires an employee be reinstated if the employer has violated the prohibition.<\/p>\n\n\n\n<p>The bill was introduced by an independent MPP on October 5, 2021 and has passed first reading. It must also pass second reading, third reading, and be given Royal Assent to be effective.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Proposed Legislation for Paid Sick Days<\/h3>\n\n\n\n<p>Private Members\u2019 Bill 7, <a href=\"https:\/\/www.ola.org\/en\/legislative-business\/bills\/parliament-42\/session-2\/bill-7\" target=\"_blank\" rel=\"noreferrer noopener\"><em>10 Paid Sick Days for Ontario Workers Act, 2021<\/em><\/a> proposes to amend the <em><a href=\"https:\/\/canlii.ca\/t\/5573c\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Standards Act, 2000<\/a><\/em> to provide up to 10 paid days of personal emergency leave for personal illness, injury or medical emergency for a worker or worker\u2019s family member. It would also extend the existing infectious disease emergency leave from 3 paid days to 10.<\/p>\n\n\n\n<p>This bill was introduced by an opposition MPP on October 5, 2021 and has passed first reading. It must also pass second reading, third reading, and be given Royal Assent to be effective.<\/p>\n\n\n\n<p>Note: Ontario\u2019s COVID-19 worker income benefit has been <a href=\"https:\/\/www.ontario.ca\/document\/your-guide-employment-standards-act-0\/infectious-disease-emergency-leave\" target=\"_blank\" rel=\"noreferrer noopener\">extended to July 31, 2022<\/a>. This benefit requires employees to provide up to three days of paid infectious disease emergency leave for certain reasons related to COVID-19.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Federal<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">10 Paid Sick Days<\/h3>\n\n\n\n<p>Bill C-3, <a href=\"https:\/\/www.parl.ca\/DocumentViewer\/en\/44-1\/bill\/C-3\/royal-assent\" target=\"_blank\" rel=\"noreferrer noopener\"><em>An Act to Amend the Criminal Code and the Canada Labour Code<\/em><\/a> received Royal Assent in December 2021. It will amend the <em>Canada Labour Code<\/em> to provide that employees can earn and take up to 10 days of paid sick days per calendar year.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>After 30 days of continuous employment, the employee earns 3 paid sick days<\/li><li>After 60 days of continuous employment, the employee will earn one paid sick day per month of continuous employment, up to a maximum of 10 per year<\/li><\/ul>\n\n\n\n<p>The amendments will come into force on a day set by order of the Governor in Council (cabinet, signed by the Governor General).<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Here&#8217;s a brief overview of key updates and proposed changes to employment legislation for British Columbia, Alberta, Saskatchewan, Ontario and federally-regulated sectors. British Columbia Five Paid Sick Days Effective January 1, 2022 employees covered by the Employment Standards Act in British Columbia are entitled to 5 paid sick days. This&#8230; <a href=\"https:\/\/cccc.org\/news_blogs\/legal\/2022\/01\/17\/employment-updates\/\" class=\"linkbutton\">More<\/a><\/p>\n","protected":false},"author":10,"featured_media":34008,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"ts_fic_featured_image_caption":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[279],"tags":[208,212,535,497,241,207,469],"series":[],"class_list":["post-34007","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","tag-alberta","tag-british-columbia","tag-employment","tag-federal","tag-human-resources","tag-ontario","tag-saskatchewan"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Employment Updates - CCCC Blogs<\/title>\n<meta name=\"description\" content=\"Here&#039;s a brief overview of key updates to employment legislation for British Columbia, Alberta, Saskatchewan, Ontario and federally-regulated sectors.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.cccc.org\/news_blogs\/legal\/2022\/01\/17\/employment-updates\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Updates - 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Every organization\u2019s circumstances are unique. 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British Columbia The recently-passed Employment Standards Amendment Act, 2024 means that BC\u2019s\u2026","rel":"","context":"In \"British Columbia\"","block_context":{"text":"British Columbia","link":"https:\/\/cccc.org\/news_blogs\/tag\/british-columbia\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2024\/05\/rafael-idrovo-espinoza-jU4o16GIQzI-unsplash-scaled.jpg?fit=1200%2C708&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2024\/05\/rafael-idrovo-espinoza-jU4o16GIQzI-unsplash-scaled.jpg?fit=1200%2C708&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2024\/05\/rafael-idrovo-espinoza-jU4o16GIQzI-unsplash-scaled.jpg?fit=1200%2C708&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2024\/05\/rafael-idrovo-espinoza-jU4o16GIQzI-unsplash-scaled.jpg?fit=1200%2C708&ssl=1&resize=700%2C400 2x, https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2024\/05\/rafael-idrovo-espinoza-jU4o16GIQzI-unsplash-scaled.jpg?fit=1200%2C708&ssl=1&resize=1050%2C600 3x"},"classes":[]},{"id":31965,"url":"https:\/\/cccc.org\/news_blogs\/legal\/2021\/05\/28\/provinces-release-2021-reopening-plans\/","url_meta":{"origin":34007,"position":1},"title":"Provinces Release 2021 Reopening Plans","author":"Deina Warren","date":"May 28, 2021","format":false,"excerpt":"UPDATE: July 8 this chart was revised. It includes British Columbia, Alberta, Saskatchewan, Manitoba, Ontario, Quebec, New Brunswick, Nova Scotia, Prince Edward Island and Newfoundland & Labrador. Reopening-Plans-BC-AB-SK-ON-QUE-PEI-NB-NS-v07-July-8Download Provinces across Canada have started to release reopening plans for 2021! British Columbia, Alberta, Saskatchewan, Ontario, Quebec, New Brunswick and Prince Edward\u2026","rel":"","context":"In \"Alberta\"","block_context":{"text":"Alberta","link":"https:\/\/cccc.org\/news_blogs\/tag\/alberta\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2021\/05\/20210528-Outstretched-Hand.png?fit=600%2C600&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2021\/05\/20210528-Outstretched-Hand.png?fit=600%2C600&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2021\/05\/20210528-Outstretched-Hand.png?fit=600%2C600&ssl=1&resize=525%2C300 1.5x"},"classes":[]},{"id":32365,"url":"https:\/\/cccc.org\/news_blogs\/legal\/2021\/07\/12\/saskatchewan-removes-all-public-health-orders-ontario-revises\/","url_meta":{"origin":34007,"position":2},"title":"Saskatchewan Removes All Public Health Orders, Ontario Revises","author":"Deina Warren","date":"July 12, 2021","format":false,"excerpt":"On July 11, Saskatchewan removed all public health orders, including limits on events and gathering sizes and mandatory masking. This is welcome news for churches and ministries that have been patiently waiting for the freedom to gather, worship and serve together. Saskatchewan joins Alberta in lifting public health orders, with\u2026","rel":"","context":"In &quot;COVID-19&quot;","block_context":{"text":"COVID-19","link":"https:\/\/cccc.org\/news_blogs\/category\/covid-19\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2021\/07\/jacqueline-munguia-1pAwJiCD60c-unsplash-scaled.jpg?fit=900%2C1200&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2021\/07\/jacqueline-munguia-1pAwJiCD60c-unsplash-scaled.jpg?fit=900%2C1200&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2021\/07\/jacqueline-munguia-1pAwJiCD60c-unsplash-scaled.jpg?fit=900%2C1200&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2021\/07\/jacqueline-munguia-1pAwJiCD60c-unsplash-scaled.jpg?fit=900%2C1200&ssl=1&resize=700%2C400 2x"},"classes":[]},{"id":29233,"url":"https:\/\/cccc.org\/news_blogs\/legal\/2020\/06\/11\/church-doors-are-opening\/","url_meta":{"origin":34007,"position":3},"title":"Church Doors Are Opening!","author":"Deina Warren","date":"June 11, 2020","format":false,"excerpt":"Exciting announcements have been made this week about places of worship! Ontario announced that all places of worship across the province can re-open to 30% capacity, Alberta announced it was removing gathering restrictions on places of worship, and both Saskatchewan and New Brunswick recently increased worship gathering size. 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This brings Ontario in line with other provinces, including Saskatchewan and Nova Scotia which both already permit drive-in services. New Brunswick has guidelines for outdoor religious services and British Columbia has never prohibited worship services, but has\u2026","rel":"","context":"In &quot;COVID-19&quot;","block_context":{"text":"COVID-19","link":"https:\/\/cccc.org\/news_blogs\/category\/covid-19\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2020\/04\/CoronaVirus-Masthead2-1600-e1603982339294.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2020\/04\/CoronaVirus-Masthead2-1600-e1603982339294.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/cccc.org\/news_blogs\/wp-content\/uploads\/2020\/04\/CoronaVirus-Masthead2-1600-e1603982339294.jpg?resize=525%2C300&ssl=1 1.5x"},"classes":[]},{"id":25410,"url":"https:\/\/cccc.org\/news_blogs\/legal\/2017\/08\/30\/upcoming-and-significant-changes-to-ontario-workplace-regime\/","url_meta":{"origin":34007,"position":5},"title":"Upcoming and Significant Changes to Ontario Workplace Regime","author":"Deina Warren","date":"August 30, 2017","format":false,"excerpt":"Authored by Philip A.S. 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