People
sleep peaceably in their beds at night because rough men stand ready
to do violence on their behalf.
-George Orwell
Investigating Issues of Intent
by John Reid & Associates
Two recent news events have centered around a person's intentions.
The first was the shooting of Trayvon Martin by George Zimmerman.
The second was a White house correspondent named Neil Munro who was
accused of heckling President Obama by interrupting the President's
speech.
Neither individual is denying the primary accusation; George
Zimmerman openly acknowledges shooting and killing the unarmed
victim. President Obama's news conference was televised and Mr.
Munro does not deny that he is the reporter yelling out questions
while the President was speaking. Yet both individuals are denying
guilt because of lack of intent. Zimmerman stated that he believed
his life was threatened and he acted properly under the "stand your
ground" legal doctrine. Munro stated, "I timed the questions
believing the president was closing his remarks because, naturally,
I have no intention of interrupting the President of the United
States."
In presenting their explanations, both Zimmerman and Munro may
appear plausible and credible. However, unlike behaviors, which are
concrete and fixed in time, a person's intentions often represent a
personal cognitive assessment that can be manipulated with time and
motivation. Under this circumstance, a person's exhibited behavior
symptoms may serve as a poor indicator of credibility.
To be sure, some claims relating to legal intent directly involve
specific behaviors such as a man claiming that he shot his neighbor
in self-defense after the neighbor first fired a gun at him, in
which case he would know if he was telling the truth. However, many
of these claims are based on subjective cognitive assessments such
as personal perceptions, beliefs, or claiming lack of knowledge.
When a suspect's claim of lack of intent starts with the statement,
"I thought", "I believed", or, "I felt", the investigator is dealing
with a cognitive assessment.
To illustrate the difference between behaviors and cognitive
assessments, consider a hit and run where a pedestrian was struck
and killed. The owner of the vehicle denies driving at the time of
the collision. This represents a behavior. He certainly knows
whether or not he was driving and, consequently, whether or not he
is lying or telling the truth.
But let's change the facts where the owner openly acknowledges
driving the vehicle at the time of the collision, but states that he
is not legally responsible for the pedestrian's death because the
pedestrian walked right out in front of the vehicle and the
collision was unavoidable. This explanation represents a cognitive
assessment by the driver. In his mind, of course, he will perceive
the collision as unavoidable and therefore, that the explanation is
a truthful statement. This internal belief will persist despite the
fact that the driver knew he was speeding, trying to find a decent
station on the car radio and talking on his cell phone at the time
of the collision.
Behaviors can be proven through evidence. Fingerprints or DNA can
directly place a person at a particular location, surveillance video
can show a person engaging in a particular behavior and biological
evidence can prove that two individuals were sexually intimate.
However, intentions often can only be inferred. A homicide suspect
may claim that a gun discharged inadvertently resulting in the
victim's death; a fraud suspect may state that at the time he wrote
the check he believed there were sufficient funds in his account to
cover the check or a man may claim the he believed the girl whom he
had sexual relations with was 18 years old. These types of claims,
typically made by suspects implicated by overwhelming evidence, each
involve cognitive assessments which cannot be directly proven or
disproved. Rather, the investigator can develop investigative
information that may reveal the suspect's claim to be improbable,
e.g., that a death was probably not accidental considering that the
gun was fired three times.
With this in mind, the first lesson when investigating issues of
intent is to appreciate that assessing the credibility of a person's
stated intentions through behavior symptom analysis may be quite
misleading. A better approach to assess the true intentions behind a
person's actions is through factual analysis. In other words, the
investigator will attempt to support or refute a person's stated
intentions by identifying behaviors and events surrounding the
incident, as well as evaluating the person's propensity to form
wrongful intent.
To illustrate, consider a woman caught shoplifting a pair of
sunglasses. A loss prevention investigator observed the woman place
the sunglasses on top of her head and leave the store. When
approached, the woman appeared confused and bewildered, and
explained that she had fully intended to pay for the sunglasses, but
forgot that they were on top of her head.
If the woman placed the sunglasses on her head and shopped for
another 20 minutes before going through a checkout line to purchase
12 other items in her cart while casually talking to the cashier,
her explanation is fairly credible. Further, if the woman was a
regular customer who was elderly and had occasional episodes of
forgetfulness the explanation becomes even more credible.
However, if the woman was seen carrying the sunglasses in her hand
and, after noticing long check-out lines, placed the sunglasses on
her head and briskly left the store, her explanation does not sound
very credible. Add to this the fact that the woman lived in a
different community and had no reason for shopping at that
particular store and had three prior convictions for shoplifting,
her explanation becomes even less credible.
To develop information for factual analysis the investigator should
ask questions that address specific behaviors ("What did you do",
"When did you do it"). Anything falling outside of normal behavior
should be followed up with "why" questions, e.g., "Why did you wait
30 minutes to report the shooting?", "You already have 4 pair of
sunglasses why did you want to buy a fifth?"
In addition, questions that address propensity (behavioral
tendencies) should be asked. While propensity does not prove guilt,
it can go a long way in establishing a person's true intentions. The
following questions each address propensity:
"How many times have you shoplifted merchandise from a store?"
"Have you been questioned about shoplifting from a store?"
"Have you been convicted of shoplifting ?"
"Has anyone ever approached you asking you to (engage in crime)?"
"Have you thought about (committing crime)?"
For reasons previously discussed, "Did you intend to ..." type
questions may not reveal valid behavior symptoms. However, this
issue can be addressed by asking questions pertaining to the
suspect's knowledge. Addressing a person's recent knowledge is a
more concrete concept, and a better gauge of credibility, than
addressing that person's intentions. The following are examples of
questions that address the suspect's knowledge:
"When you went to the store that day, did you already have a plan in
mind to steal a pair of sunglasses?"
"When you put those sunglasses on your head did you already have a
plan in mind to walk out of the store without paying for them?"
"When you walked past the cashier, did you know the sunglasses were
on top of your head?"
Finally, conversations or communication with others may provide
useful insight about the credibility of a suspect's explanation for
behaviors. This is particularly true if it is established that the
suspect changed his stated intention at some point in time, e.g.,
initially the driver said the sun glare caused him not to see the
pedestrian but now claims the pedestrian ran out in front of him.
Examples of questions that address communication include:
"Did you tell anyone that (you purposefully engaged in behavior)?"
"Did you send any emails indicating that you (purposefully engaged
in this behavior)?"
"Did you leave any voice mails indicating that you (purposefully
engaged in this behavior)?"
"Did you write in a note or diary that you (intentionally engaged in
this behavior)?"
"Did you change your explanation for why (incident happened) at any
point in time?
Finally, an investigator needs to distinguish between intentions and
motives. Criminal intent may or may not be required to satisfy the
elements of a particular charge. Establishing the true motive behind
a crime rarely is an element required to prove guilt. In fact, many
guilty suspects mentally distort the true motive behind their
crimes. For example, it is not necessary that a child molester
acknowledge receiving sexual gratification through his sexual
contact with the victim. It is likely that the molester has
convinced himself that the contact with the victim was to express
love and affection. In the eyes of the law, it makes no difference
to the judge why the suspect had sexual contact with the victim, the
defendant is still guilty of child molestation.
In conclusion, not all claims relating to lack of criminal intent
involve cognitive assessments. However, when dealing with those that
do, behavior symptoms of truth or deception are less valid and may
be quite misleading. Rather, the best means to assess the
credibility of these claims is through factual analysis. To
accomplish this, the investigator needs to elicit information
surrounding the crime to establish a probability estimate that the
stated intention is credible. In particular it is productive to ask
follow-up "why" questions, questions that develop propensity and
questions relating to communications by the suspect.
Credit and Permission Statement: This Investigator Tip was
developed by John E. Reid and Associates Inc. Permission is hereby
granted to those who wish to share or copy the article. For
additional 'tips' visit
www.reid.com;
select 'Educational Information' and 'Investigator Tip'. Inquiries
regarding Investigator Tips should be directed to Janet Finnerty
johnreid@htc.net.
For more information regarding Reid seminars and training products,
contact John E. Reid and Associates, Inc. at 800-255-5747 or
www.reid.com.
Get In There Now
Exigent Entry Tactics for Patrol Cops
Reprinted from
Law Officer
By R.K. Miller
Webster's Dictionary defines exigency as "A case or
situation that demands prompt action or remedy; emergency or
plight." While Webster's is certainly not a law
enforcement tactical manual, the above definition clearly
fits our needs, because when challenged with getting into a
location under exigent circumstances, patrol officers must
consider a number of issues.
In an exigent-circumstance entry, there are six basic areas of
concern: legal, weapons handling, approach, entry, contact with
suspects and the aftermath.
Legal
Today, case law in one form or another dictates that law enforcement
personnel can only enter a location with a legal warrant, consent or
exigent circumstances. In the latter, the issue of imminent danger
to life per the U.S. Supreme Court case
Brigham City, Utah v. Stuart gives police officers a
legal right and obligation to act. This concept is an exception to
the Fourth Amendment, and clearly refers to when officers must enter
a location to save lives due to ongoing violence. Exigencies
involving hot pursuit and destruction of evidence are covered in the
U.S. Supreme Court cases Warden v. Hayden and United
States v. Santana.
Weapons Handling
In case you didn't realize it, making an exigent-circumstances entry
into a location definitely falls into the realm of a tactical
response regardless whether SWAT officers or street cops are
involved. Let's review some critical weapons-handling issues.
Basically, you should apply the cardinal rules of firearm safety to
tactical operations.
-
Never assume a weapon's condition. We all should know by now the
standard interpretation of this rule, but to modify it for our
purposes here, it also means you should ensure a weapon is
properly loaded and ready. Instructors at Gunsite preach,
"Always take a loaded gun to a gunfight." In addition, when
appropriate, make sure the firearm is off safe. In case you
haven't heard it before, "Duh stands for dead" if your gun is
not properly loaded or still on safe when you try to fire it.
-
The Master Grip: Keep your finger off the trigger and out of the
trigger guard until you make a conscious decision to use lethal
force. In a tactical response, the adrenaline dump you
experience may be significant. It can only get worse if you
ignore this basic rule. In a worst-case scenario, it may lead to
a weapon s unintentional discharge that wounds or kills another
officer or innocent civilian.
-
The Laser Rule: Never allow the muzzle of your weapon to cover
anything you don t intend to destroy. In an
exigent-circumstances setting, observing this rule is very
important. Especially in an active-shooter, immediate-response
situation, with innocent, panicked civilians moving close to
officers, we must exercise caution with our firearms as we
search for the suspect. In some cases, it may even be wise when
confronting a potential suspect who is not yet perceived as
armed to cover down with the firearm adjusted slightly to the
left or right of center mass. This technique will ensure an
unintentional discharge will not hit someone you did not intend
to use lethal force against. If the suspect does produce a
weapon, you only have to shift the muzzle laterally to
immediately respond.
-
Be sure of your target and beyond. This final rule reflects the
fact that you must shoot what you know, not what you think. This
means ensuring you engage a hostile subject whose actions
justify the use of lethal force.
Approach
When you approach a building s exterior, you must remember the
suspect inside has a tactical advantage (looking out is a lot easier
than looking in). With that in mind, using some form of ballistic
protection and developing at least a tactical response or hasty plan
are essential elements for an approach. As you begin to plan your
approach, make looking for points of cover a priority. Before going
forward, think about how you will move from one point of cover to
another. As one officer moves, another should provide cover and
shoot if necessary to protect fellow officers. For example, when
officers move across the front of a residence trying to get to a
better vantage point before entering, direct one officer to remain
behind, use cover, focus on the location and prepare to respond to
any suspect actions, including lethal force. This officer can then
move up once the others have reached a new position from which they
can now act as cover officers.
Beyond the use of cover, the overall approach should be part of a
hasty plan. The overall goal of the hasty plan is to gain access,
rescue any innocent citizens and deal with the suspect as necessary.
This does not have to be complex. In fact, in such situations, it s
better to use simple steps to solve the problem. A hasty plan does
require that communication between those directly involved remains
relevant and ongoing.
As part of the hasty plan, officers look for possible points of
entry, keeping in mind that the most accessible door such as a front
door may not be the most tactically sound (a suspect inside may
intuitively recognize the same fact and anticipate officers coming
in through that door). If an alternate entry point is available,
seriously consider using it instead depending on the circumstances
at hand.
Example:
Let's say exigent circumstances require officers to quickly yet
safely enter a multi-story office building and proceed to a floor
several floors above them. Taking the elevator directly to that
floor may not be the best option. Instead, consider riding the
elevator to an alternate floor either above or below the suspect s
location. You must look at related factors when weighing such a
decision, such as stairwell access (e.g., are doors on each floor
locked, preventing access from the stairs?), the amount of time the
tactic takes and the location s size. At the very least, the
responding officers should be prepared for a number of
possibilities, including the need to engage a suspect as soon as the
elevator doors open.
Entry
Moving through a doorway is a critical process. The path through a
doorway begins with reading the door itself. If it's an exterior
door, pay attention to a number of factors. Ideally, you've
identified these factors and made them part of the tactical
awareness before moving up to the door. They include:
-
Door orientation: Does the door open in or out? Look at the
hinges and doorknob, and remember that local building codes
often dictate that residential doors open in and doors on
commercial structures open out. In addition, in many structures
(especially homes) a short wall extends from the hinge side of
the door, leaving a relatively small amount of wall space
between the hinges and a wall that runs perpendicular to the
door. This means the majority of the room will be straight ahead
and off to the side opposite the hinges.
-
Door features: What's the door made of? If it's an interior
door, it may be relatively easy to force open as opposed to a
sturdier exterior one. Recognize that suspects can shoot through
the door if they want to. Does the door include door locks, peep
holes or windows either built into the door or alongside it? A
glass door, such as at a business or a fast-food restaurant,
offers both positive and negative aspects we can see in, but the
suspect can see out.
After you've assessed the door, you can prepare to make entry.
Obviously, if the door is already open, part of the problem has been
solved. However, if the door is closed, take care in getting it
open. First determine if the door lock is engaged. If it is, some
form of forced entry will be necessary unless you can find
alternative entry points.
Once the door is ready, remember that if an armed suspect is inside,
opening it may draw hostile fire. Therefore, open the door from one
side or the other rather than standing in front of it. Then, instead
of immediately entering, wait to see what response, if any, this
action draws.
When the door has been opened, consider using the tactically proven
cutting-the-pie technique to visually clear as much of the interior
as possible before stepping inside. If you observe suspects during
this process, order them out to your location rather than going in
after them because the suspect may not be alone. The one-plus-one
rule of tactical work is in play here (i.e., if you think there s
one suspect present, always plan for at least one additional suspect
you aren't aware of). Second, you are entering the suspect s
territory. Ordering a compliant suspect out which I will discuss in
greater detail shortly is more tactically sound under such
conditions.
If you must enter a room, use the six-step "First-Officer-Crosses
Method" described on the attached PDF found at the end of the
article.
Contact
If there is a suspect inside the location, at some point you will
have to take him into custody. There are variations, depending on
whether you've used lethal force. If so, the need to get handcuffs
on the suspect is a priority, but should be done with some caution.
Use a contact-and-cover approach, in which at least one officer—the
cover officer—watches the suspect, ready to use force if necessary,
while other officers—contact officers—move to take the suspect into
custody. The contact officers may want to take some precautionary
steps first, such as planning the best approach to the suspect and
avoiding a route that blocks the cover officer s view and field of
fire. Other proactive steps should include preparing handcuffs
before going hands on, planning for extra officers to help control
the suspect s arms (especially the right because most people are
right-handed) and even gloving up. Before touching a suspect who is
bleeding, take steps to protect yourself from bloodborne pathogens,
such as HIV and Hepatitis C.
As mentioned earlier, if a compliant suspect is in a room and you
order him out, give thought to the mechanics of taking him into
custody. It would be best to order the suspect out to your position
of strength. To do this, contact and cover remains a good solution
one officer gives instructions while the other covers. In this way
you define responsibilities and can avoid the confusion often
created when multiple officers give possibly conflicting
instructions.
The contact officer should decide how they want the suspect to exit
the room: facing the officers or away, standing, on their knees, or
on their stomach. When possible, I prefer for the suspects to exit
crawling on their stomach for numerous reasons, starting with
officer safety. A suspect on the floor does not obstruct visibility
as much as one who stands or kneels. In addition, it's relatively
easy to control and handcuff a suspect who is face down on the floor
with their hands behind them. Finally, gun lines will be down into
the floor in the suspect s direction rather than into the room,
making missed shots less likely to injure an innocent person or
fellow officer.
Aftermath
Clearly, after an exigent circumstance you will need to address
additional issues, including the need to protect the crime scene,
evidence collection, the care and safety of any innocent involved
citizens (especially hostages), and eventually, proper
documentation. I won t discuss these issues in detail, but officers
should do their job professionally with a mind toward the
prosecution of those responsible.
A final point focuses on care of our own. Officers facing a
worst-case scenario such as the Columbine tragedy may require some
form of trauma support to deal with post-traumatic stress disorder.
Under such circumstances, proactive police agencies should have
procedures in place to take care of their personnel.
Conclusion
As police officers, an exigent-circumstance event can be one of the
worst situations we ever face. To successfully deal with this
challenge, it will take courage, common sense and good tactics.
Hopefully, this article will give you at least a starting point to
consider as you think about how you will respond when and if you get
the call to start rolling.
Your Philosophy is the Company’s
Philosophy
Reprinted from
Law Officer
By R.K. Miller
Last month’s article shared some introductory thoughts about
starting a training company. At the end of that article,
veteran trainer Jim Glennon gave us some of his thoughts
about what makes a good instructor. Let’s continue in that
vein. As the owner of a training company, you will have a
lot to do: You may be the president, instructor, secretary
and grunt worker all in one. But if you’re fortunate, at
some point you might realize that you need help. That means
bringing in other folks to assist in getting the message
across. Even if you’re not thinking about starting your own
training company, a lot of these same principles apply to
running an effective training division within an
organization. There’s something in this month’s column for
everyone.
Test Their Mettle
When considering potential assistant instructors, their
credibility should rank up there with your own. Typically,
they’ve been training for awhile and have some
instructor-level courses on their resume.
You might also consider giving a trainer with less
experience an opportunity to prove themselves. Regardless of
their skill level, consider two things. First, the folks who
are going to represent your company should have completed a
generic instructor development course. This is a
nuts-and-bolts class that gives them the tools and knowledge
to train others, regardless of the particular topics they’ll
teach. There’s both science and art involved in teaching,
and that’s especially true when dealing with cops. In
California, for example, anyone who wants to teach at the
basic recruit academy level is required to have successfully
completed such a class. It doesn’t matter if their topic
will be firearms, legal updates, report writing or tactical
basket weaving—to train recruit officers, this course is
required.
Second, everyone teaching for the company must know and
follow the company line. There are a couple of ways to
accomplish this. One is to require each trainer to go
through your classes as a student first. This ensures they
see the full program while backed up with coaching from you
on the philosophy behind the presentation. The prospective
instructor should also be expected to meet all the
requirements of the course. These may include such steps as
qualifying with a weapon, preparing a lesson plan and even
doing student “teach backs” in front of the class.
Another way to ensure prospective instructors know the rules
of the road is to have a training day for just you and the
staff. The goal here is to review the material for accuracy
and relevance, while also reaffirming that their grasp of
the material is consistent. Eventually, the new instructor
should be given the opportunity to fly solo in front of a
class. The criteria: How well he or she sells the topic and
themselves to the students.
Representation
In front of the students, a trainer’s lips may be moving but
it’s the company—meaning you—that’s talking. Remember:
A trainer working for you represents you. But
not all trainers will see it that way. Some years back, I
worked with a law enforcement instructor who put his own
opinions ahead of our employer’s curriculum. He at times
ignored the provided materials and taught his own firearms
doctrine and drills. This was confusing for the students:
The manual said one thing while he said another. It also
caused problems for other instructors. It was finally
resolved—with his dismissal from the staff.
A proactive approach with defined trainer parameters may
help your company avoid similar issues. Make it clear that
everyone will follow the agreed upon lesson plans.
Example: Several times a year, I work two weeks straight
with a group of solid instructors at the Golden West College
SWAT Academy. One component is the 20-plus hours we spend on
the range with the students. This is demanding work that
requires a collective focus on course content and safety.
We accomplish this in part through a lesson plan that
details the curriculum. It ensures that we’re all in
instructional lock-step while training new SWAT officers.
Copies are provided to each instructor well before the range
days start. In addition, the staff meets yearly to review
the lesson plan for refresher training and updating. Your
instructors must understand above all that the company
mission is to get safe, quality training out to every
student.
(Note: From a business standpoint, it may be best to
bring trainers on board with an agreement that they’re
independent contractors rather than company employees. There
are financial and legal reasons for this that an attorney
can explain more accurately than I can. But in my experience
the contractor option is often better for you and the
company. Remember: You must track the company
payroll. This is necessary for reporting to the appropriate
tax entities, with an IRS 1099 or other forms, completing
the yearly notification to the Federal Grim Reaper.)
Some Strings Attached
While we’re talking about company philosophy, here’s another
common thought Mr. Glennon and I share. If you’ve been
reading these columns for a while, you’ve picked up on the
fact that training cops is both a “calling” and an honor.
That’s why we agree on the importance of a “give back”
component. My approach is to address this with the student
as well as their agency. During our instructor courses, we
share with the students a number of electronic files. This
is intended to make it easier for them to teach the course
material back at their agency. These files include relevant
videos, a PowerPoint derived from the course and in the case
of firearms training, a detailed lesson plan.
In addition, if a student graduates from one of my company’s
instructor-level classes, they’re welcome to attend a future
presentation tuition-free. (“Wait a minute, what did he just
say?? Has he gone insane?!”) Yup, while the “no charge”
aspect may be controversial, to me it’s not just about the
money. We made this decision so that students can keep their
certifications current and take updated info back to their
departments. There are a few provisions, such as class size
limitations, but as far as the “give back” factor, it’s a
commitment to the students that works for me.
After the class is over, I feel it’s important to be
available for follow-up questions from the students. Make
yourself and other instructors a “living resource.” These
days, this typically comes via an email. Like you, I get a
ton of emails from friends and professional contacts.
(There’s no doubt in my mind that my failure to forward
various emails which come with a warning of what will happen
if I don’t will someday result in a cataclysmic, cumulative,
computer-generated tragedy of perhaps Biblical proportions,
thus ruining my life!)
Students’ emails added to this electronic flow can be almost
overwhelming. The inclination may be to just blow them off,
deleting without a reply. I would personally ask you to
not do that. Instead, make every effort to respond. If
you don’t have a good answer to their questions, tell them,
but also try to steer them to where they can find the
answers they seek. Such a commitment will surely include
some payoff in the long run. Sometimes I pick up on new
techniques and ideas thanks to such sharing with former
students.
From a more practical business approach, a company database
should be established and maintained. Obviously email
addresses are a critical part of this compilation. They
provide an easy way of sharing information, as well as
getting out the word on upcoming training.
Final Notes
Name:
There are a number of business issues for you to consider.
One is the company name. I suggest choosing a corporate
identity that reflects a positive approach to training.
National Training Concepts, Inc., worked for me. Please
don’t go in another direction with anything even remotely
close to “Billy Bob’s Killer Training Company.” (OK, I’m
kidding—kind of.) Once you come up with a name that really
rolls off the lips, run it through at least a couple of
Internet search engines to see if someone came up with that
name first. If it’s already out there, then it’s probably
best to divine a new name before you start printing up your
business cards.
Logo:
Along with the name, you may want to put together a company
logo. The same thought applies: Use maturity and common
sense. For example, skulls and crossed bones (or rifles) may
work for the current Jack Sparrow-generated pirate craze but
not for a professional training entity.
Web:
This is 2011. To be effective in reaching potential clients,
you need a website. These days, if you don’t have an
“electronic front office,” then people may be suspicious
about the company’s legitimacy. There’s so much that can be
shared about your business through this medium. When used
effectively, the payoff is real.
Offices:
Unless you have the cash for a brick-and-mortar corporate
office, establishing a post office box for company
correspondence is a good idea. I use this for company
business, such as correspondence and deliveries. Don’t use
your home address unless it is really necessary. I learned
this the hard way. I was an expert witness on a use-of-force
case and had stupidly—yes, you heard it here first—left the
home address on some company-related documents. I
subsequently received a notice from the attorneys suing the
cops that they’d take my deposition at Casa d’Miller. I had
to bust some serious moves to get out of it. I certainly
didn’t want to have to explain to my domestic watch
commander a bunch of people showing up at our house to run
me through a legal Q-&-A session.
Conclusion
We’ve covered a lot of business sense. It now makes further
sense that I stop bending your ear for this month. In the
next issue, we’ll wrap up this discussion with some of the
basic mechanics of presenting courses and a few final
thoughts. Especially if you have that voice in the back of
your head saying “I can do this,” like yours truly once did,
then I hope you will come back for the last installment.
Train Safe. God Bless America.
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