4111.5Employment and Student Teacher Checks
EMPLOYMENT AND STUDENT TEACHER CHECKS
As set forth below, each applicant for a position with the Meriden Public Schools (the “District”), and each
student who is enrolled in a teacher preparation program with the District, as defined in section 10-10a of the
Connecticut General Statutes, and completing a student teaching experience in the District (collectively
referred to as “applicants”), shall be asked to provide in writing: (1) whether the applicant has ever been
convicted of a crime; (2) whether there are any criminal charges pending against the applicant at the time of
the application and, if charges are pending, to state the charges and the court in which such charges are
pending; and (3) whether the applicant is included on the Abuse and Neglect Registry of the Connecticut
Department of Children and Families (“DCF”) (the “Registry”).
Applicants shall not be required to disclose any arrest, criminal charge or conviction that has been erased.
An employment application form that contains any question concerning the criminal history of the applicant
shall contain the following notice, in clear and conspicuous language:
Pursuant to section 31-51i(d) of the Connecticut General Statutes, the applicant is
hereby notified that (1) the applicant is not required to disclose the existence of any
erased criminal history record information, (2) erased criminal history record
information are records pertaining to a finding of delinquency or that a child was a
member of a family with service needs, an adjudication as a youthful offender, a
criminal charge that has been dismissed or nolled, a criminal charge for which the
person has been found not guilty or a conviction for which the person received an
absolute pardon or criminal records that are erased pursuant to statute or by other
operation of law, and (3) any person with erased criminal history record
information shall be deemed to have never been arrested within the meaning of the
general statutes with respect to the proceedings so erased and may so swear under
oath.
In addition, the District shall conduct an employment history check for each applicant for a position, as set
forth below.
For the purposes of this policy:
“Sexual misconduct” means any verbal, nonverbal, written, or electronic communication, or any other act
directed toward or with a student that is designed to establish a sexual relationship with the student, including
a sexual invitation, dating or soliciting a date, engaging in sexual dialog, making sexually suggestive
comments, self-disclosure or physical exposure of a sexual or erotic nature, and any other sexual, indecent,
or erotic contact with a student.
“Abuse or neglect” means abuse or neglect as described in Conn. Gen. Stat. § 46b-120, and includes any
violation of Conn. Gen. Stat. §§ 53a-70 (sexual assault in the first degree), 53a-70a (aggravated sexual assault
in the first degree), 53a-71 (sexual assault in the second degree), 53a-72a (sexual assault in the third degree),
53a-72b (sexual assault in the third degree with a firearm), or 53a-73a (sexual assault in the fourth degree).
“Former employer” means any person, firm, business, educational institution, nonprofit agency,
corporation, limited liability company, the state, any political subdivision of the state, any governmental
agency, or any other entity that such applicant was employed by during any of the previous twenty years
prior to applying for a position with a local or regional board of education.
I. Employment History Check Procedures
A. The District shall not offer employment to an applicant for a position, including any position
that is contracted for, if such applicant would have direct student contact, prior to the District:
1. Requiring the applicant:
a. to list the name, address, and telephone number of each current employer or
former employer (please note the definition of “former employer” above,
including the applicable twenty-year reporting period) during any of the
previous twenty years, if:
(i) such current or former employer is/was a local or regional board of
education, council of a state or local charter school, interdistrict magnet
school operator, or a supervisory agent of a nonpublic school, and/or
(ii) the applicant’s employment with such current or former employer
caused the applicant to have contact with children.
b. to submit a written authorization that
(i) consents to and authorizes disclosure by the employers listed under
paragraph I.A.1.a of this policy of the information requested under
paragraph I.A.2 of this policy and the release of related records by such
employers,
(ii) consents to and authorizes disclosure by the Connecticut State
Department of Education (the “Department’) of the information
requested under paragraph I.A.3 of this policy and the release of related
records by the Department, and
(iii) releases those employers and the Department from liability that may
arise from such disclosure or release of records pursuant to paragraphs
I.A.2 or I.A.3 of this policy; and
c. to submit a written statement of whether the applicant
(i) has been the subject of an abuse or neglect or sexual misconduct
investigation by any employer, state agency or municipal police
department, unless the investigation resulted in a finding that all
allegations were unsubstantiated,
(ii) has ever been disciplined or asked to resign from employment or
resigned from or otherwise separated from any employment while an
allegation of abuse or neglect was pending or under investigation by
DCF, or an allegation of sexual misconduct was pending or under
investigation or due to an allegation substantiated pursuant to Conn. Gen.
Stat. § 17a-101g of abuse or neglect, or of sexual misconduct or a
conviction for abuse or neglect or sexual misconduct, or
(iii) has ever had a professional or occupational license or certificate
suspended or revoked or has ever surrendered such a license or
certificate while an allegation of abuse or neglect was pending or under
investigation by DCF or an investigation of sexual misconduct was
pending or under investigation, or due to an allegation substantiated by
DCF of abuse or neglect or of sexual misconduct or a conviction for
abuse or neglect or sexual misconduct;
2. Conducting a review of the employment history of the applicant by contacting those
employers listed by the applicant under paragraph I.A.1.a of this policy. Such review
shall be conducted using a form developed by the Department, which shall request the
following:
a. the dates employment of the applicant, and
b. a statement as to whether the employer has knowledge that the applicant:
(i) was the subject of an allegation of abuse or neglect or sexual misconduct
for which there is an investigation pending with any employer, state
agency, or municipal police department or which has been substantiated,
unless such substantiation was reversed as a result of an appeal to DCF;
(ii) was disciplined or asked to resign from employment or resigned from or
otherwise separated from any employment while an allegation of abuse
or neglect or sexual misconduct was pending or under investigation, or
due to a substantiation of abuse or neglect or sexual misconduct, unless
such substantiation was reversed as a result of an appeal to DCF; or
(iii) has ever had a professional or occupational license, certificate,
authorization or permit suspended or revoked or has ever surrendered
such a license, certificate, authorization or permit while an allegation of
abuse or neglect or sexual misconduct was pending or under
investigation, or due to a substantiation of abuse or neglect or sexual
misconduct, unless such substantiation was reversed as a result of an
appeal to DCF. Such review may be conducted telephonically or
through written communication. Notwithstanding the provisions of
subsection (g) of Conn. Gen. Stat. § 31-51i, not later than five (5)
business days after the District receives a request for such information
about an employee or former employee, the District shall respond with
such information. The District may request more information
concerning any response made by a current or former employer for
information about an applicant, and, notwithstanding subsection (g), such
employer shall respond not later than five (5) business days after
receiving such request.
3. Requesting information from the Department concerning:
a. the eligibility status for employment of any applicant for a position requiring a
certificate, authorization or permit,
b. whether the Department has knowledge that a finding has been substantiated by
DCF pursuant to Conn. Gen. Stat. § 17a-101g of abuse or neglect or of sexual
misconduct against the applicant and any information concerning such a finding,
and
c. whether the Department has received notification that the applicant has been
convicted of a crime or of criminal charges pending against the applicant and
any information concerning such charges.
B. Notwithstanding the provisions of subsection (g) of Conn. Gen. Stat. § 31-51i, if the District
receives information that an applicant for a position with or an employee of the District has
been disciplined for a finding of abuse or neglect or sexual misconduct, it shall notify the
Department of such information.
C. The District shall not employ an applicant for a position involving direct student contact who
does not comply with the provisions of paragraph I.A.1 of this policy.
D. The District may employ or contract with an applicant on a temporary basis for a period not to
exceed ninety (90) calendar days, pending the District’s review of information received under
this section, provided:
1. The applicant complied with paragraph I.A.1 of this policy;
2. The District has no knowledge of information pertaining to the applicant that would
disqualify the applicant from employment with the District; and
3. The applicant affirms that the applicant is not disqualified from employment with the
District.
E. The District shall not enter into a collective bargaining agreement, an employment contract, an
agreement for resignation or termination, a severance agreement, or any other contract or
agreement or take any action that:
1. Has the effect of suppressing information relating to an investigation of a report of
suspected abuse or neglect or sexual misconduct by a current or former employee;
2. Affects the ability of the District to report suspected abuse or neglect or sexual
misconduct to appropriate authorities; or
3. Requires the District to expunge information about an allegation or a finding of
suspected abuse or neglect or sexual misconduct from any documents maintained by the
District, unless, after investigation, such allegation is dismissed or found to be false.
F. The District shall not offer employment to a person as a substitute teacher, unless such person
and the District comply with the provisions of paragraph I.A.1 of this policy. The District
shall determine which such persons are employable as substitute teachers and maintain a list of
such persons. The District shall not hire any person as a substitute teacher who is not on such
list. Such person shall remain on such list as long as such person is continuously employed by
the District as a substitute teacher, as described in paragraph III.B.2 of this policy, provided
the District does not have any knowledge of a reason that such person should be removed from
such list.
G. In the case of an applicant who is a contractor, the contractor shall require any employee with
such contractor who would be in a position involving direct student contact to supply to such
contractor all the information required of an applicant under paragraphs I.A.1.a and I.A.1.c of
this policy and a written authorization under paragraph I.A.1.b of this policy. Such contractor
shall contact any current or former employer (please note the definition of “former employer”
above, including the applicable twenty year reporting period) of such employee that was a local
or regional board of education, council of a state or local charter school, interdistrict magnet
school operator, or a supervisory agent of a nonpublic school, or if the employee’s
employment with such current or former employer caused the employee to have contact with
children, and request, either telephonically or through written communication, any information
concerning whether there was a finding of abuse or neglect or sexual misconduct against such
employee. Notwithstanding the provisions of subsection (g) of Conn. Gen. Stat. § 31-51i,
such employer shall report to the contractor any such finding, either telephonically or through
written communication. If the contractor receives any information indicating such a finding or
otherwise receives any information indicating such a finding or otherwise has knowledge of
such a finding, the contractor shall, notwithstanding the provisions of subsection (g) of Conn.
Gen. Stat. § 31-51i, immediately forward such information to the District, either telephonically
or through written communication. If the District receives such information, it shall determine
whether such employee of the contractor may work in a position involving direct student
contact at any school in the District. No determination by the District that any such employee
of the contractor shall not work under any such contract in any such position shall constitute a
breach of such contract.
H. Any applicant/employee who knowingly provides false information or knowingly fails to
disclose information required in subdivision (1) of subsection (A) of this section shall be
subject to discipline by the District that may include:
1. denial of employment, or
2. termination of the contract of a certified employee, in accordance with the provisions of
Conn. Gen. Stat. § 10-151, or
3. termination of a non-certified employee in accordance with applicable law and/or any
applicable collective bargaining agreement, contract or District policy.
I. If the District provides information in accordance with paragraph I.A.2 or I.G of this policy,
the District shall be immune from criminal and civil liability, provided the District did not
knowingly supply false information.
J. Notwithstanding the provisions of Conn. Gen. Stat. § 10-151c and subsection (g) of Conn.
Gen. Stat. § 31-51i, the District shall provide, upon request by another local or regional board
of education, governing council of a state or local charter school, interdistrict magnet school
operator, or supervisory agent of a nonpublic school for the purposes of an inquiry pursuant to
paragraphs I.A.2 or I.G of this policy or to the Commissioner of Education pursuant to
paragraph I.B of this policy any information that the District has concerning a finding of abuse
or neglect or sexual misconduct by a subject of any such inquiry.
K. Prior to offering employment to an applicant, the District shall make a documented good faith
effort to contact each current and any former employer (please note the definition of “former
employer” employer above, including the applicable twenty year reporting period) of the
applicant that was a local or regional board of education, governing council of a state or local
charter school, interdistrict magnet school operator, or supervisory agent of a nonpublic
school, or if the applicant’s employment with such current or former employer caused the
applicant to have contact with children in order to obtain information and recommendations
that may be relevant to the applicant’s fitness for employment. Such effort, however, shall not
be construed to require more than three telephonic requests made on three separate days.
L. The District shall not offer employment to any applicant who had any previous employment
contract terminated by a local or regional board of education, council of a state or local charter
school, interdistrict magnet school operator, or a supervisory agent of a nonpublic school, or
who resigned from such employment, if the person has been convicted of a violation of Conn.
Gen. Stat. § 17a-101a, when an allegation of abuse or neglect, or sexual assault has been
substantiated.
II. DCF Registry Checks
Prior to hiring any person for a position with the District, and before a student who is enrolled in a teacher
preparation program in the District, as defined in section 10-10a of the Connecticut General Statutes, and
completing a student teaching experience with the District, begins such student teaching experience, the
District shall require such applicant or student to submit to a records check of information maintained on the
Registry concerning the applicant.
The District shall request information from the Registry or its out of state equivalent promptly, and in any
case no later than thirty (30) calendar days from the date of employment. Registry checks will be processed
according to the following procedure:
A. No later than ten (10) calendar days after the Superintendent or the Superintendent’s designee
has notified a job applicant of a decision to offer employment to the applicant, or as soon
thereafter as practicable, the Superintendent or the Superintendent’s designee will either obtain
the information from the Registry or, if the applicant’s consent is required to access the
information, will supply the applicant with the release form utilized by DCF[, or its out of
state equivalent when available,] for obtaining information from the Registry.
B. If consent is required to access the Registry, no later than ten (10) calendar days after the
Superintendent or the Superintendent’s designee has provided the successful job applicant with
the form, the applicant must submit the signed form to DCF or its out of state equivalent, with
a copy to the Superintendent or the Superintendent’s designee. Failure of the applicant to
submit the signed form to DCF or its out of state equivalent within such ten-day period,
without good cause, will be grounds for the withdrawal of the offer of employment.
C. Upon receipt of Registry or out-of-state registry information indicating previously undisclosed
information concerning abuse or neglect investigations concerning the successful job
applicant/employee, the Superintendent or the Superintendent’s designee will notify the
affected applicant/employee in writing of the results of the Registry check and will provide an
opportunity for the affected applicant/employee to respond to the results of the Registry check.
D. If notification is received by the Superintendent or the Superintendent’s designee that that the
applicant is listed as a perpetrator of abuse or neglect on the Registry, the Superintendent or
the Superintendent’s designee shall provide the applicant with an opportunity to be heard
regarding the results of the Registry check. If warranted by the results of the Registry check
and any additional information provided by the applicant, the Superintendent or the
Superintendent’s designee shall revoke the offer of employment and/or terminate the
applicant’s employment if the applicant has already commenced working for the District.
III. Criminal Records Check Procedure
A. Each person hired by the District shall be required to submit to state and national criminal
records checks within thirty (30) calendar days from the date of employment. Each student
who is enrolled in a teacher preparation program, as defined in section 10-10a of the
Connecticut General Statutes, and completing a student teaching experience with the District,
shall be required to submit to state and national criminal records checks within sixty (60)
calendar days from the date such student begins to perform such student teaching experience.
Record checks will be processed according to the following procedure:*
1. No later than five (5) calendar days after the Superintendent or the Superintendent’s
designee has notified a job applicant of a decision to hire the applicant, or as soon
thereafter as practicable, the Superintendent or the Superintendent’s designee will
provide the applicant with a packet containing all documents and materials necessary
for the applicant to be fingerprinted by the. Meriden Public Schools Personnel Office
This packet shall also contain all documents and materials necessary for the police
department to submit the completed fingerprints to the State Police Bureau of
Identification for the processing of state and national criminal records checks. The
Superintendent or the Superintendent’s designee will also provide each applicant with
the following notifications before the applicant obtains the applicant’s fingerprints: (1)
Agency Privacy Requirements for Noncriminal Justice Applicants; (2) Noncriminal
Justice Applicant’s Privacy Rights; (3) and the Federal Bureau of Investigation, United
States Department of Justice Privacy Act Statement.
. No later than ten (10) calendar days after the Superintendent or the Superintendent’s
designee has provided the successful job applicant with the fingerprinting packet, the
applicant must arrange to be fingerprinted by the Meriden Public Schools Personnel
Office. Failure of the applicant to have the applicant’s fingerprints taken within such
ten-day period, without good cause, will be grounds for the withdrawal of the offer of
employment.
3. Any person for whom criminal records checks are required to be performed pursuant to
this policy must pay all fees and costs associated with the fingerprinting process and/or
the submission or processing of the requests for criminal records checks. Fees and
costs associated with the fingerprinting process and the submission and process of
requests are waived for student teachers, in accordance with state law.
4. Upon receipt of a criminal records check indicating a previously undisclosed
conviction, the Superintendent or the Superintendent’s designee will notify the affected
applicant/employee in writing of the results of the record check and will provide an
opportunity for the affected applicant/employee to respond to the results of the criminal
records check. The affected applicant/employee may notify the Superintendent or the
Superintendent’s designee in writing within five (5) calendar days that the affected
applicant/employee will challenge such individual’s criminal history records check.
Upon written notification to the Superintendent or the Superintendent’s designee of such
a challenge, the affected applicant/employee shall have ten (10) calendar days to
provide the Superintendent or the Superintendent’s designee with necessary
documentation regarding the affected applicant/employee’s record challenge. The
Superintendent or the Superintendent’s designee may grant an extension to the
preceding ten-day period during which the affected applicant/employee may provide
such documentation for good cause shown.
5. Decisions regarding the effect of a conviction upon an applicant/employee, whether
disclosed or undisclosed by the applicant/employee, will be made on a case-by-case
basis. Notwithstanding the foregoing, the falsification or omission of any information
on a job application or in a job interview, including but not limited to information
concerning criminal convictions or pending criminal charges, shall be grounds for
disqualification from consideration for employment or discharge from employment.
6. Notwithstanding anything in paragraph III.A.5 of this policy, above, no decision to
deny employment or withdraw an offer of employment on the basis of an
applicant/employee’s criminal history record shall be made without affording the
applicant/employee the opportunities set forth in paragraph III.A.4 of this policy,
above.
B. Criminal Records Check for Substitute Teachers:
A substitute teacher who is hired by the District must submit to state and national criminal
history records checks according to the procedures outlined above, subject to the following:
1. If the state and national criminal history records checks for a substitute teacher have
been completed within one year prior to the date the District hired the substitute
teacher, and if the substitute teacher arranged for such prior criminal history records
checks to be forwarded to the Superintendent or the Superintendent’s designee, then the
substitute teacher will not be required to submit to another criminal history records
check at the time of such hire.
2. If a substitute teacher submitted to state and national criminal history records checks
upon being hired by the District, then the substitute teacher will not be required to
submit to another criminal history records check so long as the substitute teacher is
continuously employed by the District, that is, employed for at least one day of each
school year, by the District, provided a substitute teacher is subjected to such checks at
least once every five years.
IV. Sex Offender Registry Checks
District personnel shall cross-reference the Connecticut Department of Public Safety’s sexual offender
registry prior to hiring any new employee and before a student who is enrolled in a teacher preparation
program, as defined in section 10-10a of the Connecticut General Statutes, and completing a student teaching
experience with the District, begins such student teaching experience. Registration as a sexual offender
constitutes grounds for denial of employment opportunities and opportunities to perform student teaching
experiences in the District.
V. Credit Checks
The District may also ask a prospective employee for a credit report for employment for certain District
positions, where the District’s receipt of a credit report is substantially related to the employee’s potential job.
“Substantially related to the current or potential job” is defined to mean “the information contained in the
credit report is related to the position for which the employee or prospective employee who is the subject of
the report is being evaluated because of the position.” Prior to asking for a credit report, the District will
determine whether the position falls within one of the categories as described in this paragraph. The position
must: (1) be a managerial position which involves setting the direction or control of the District; (2) involve
access to employees’ personal or financial information; (3) involve a fiduciary responsibility to the District,
including, but not limited to, the authority to issue payments, collect debts, transfer money or enter into
contracts; (4) provide an expense account or District debit or credit card; or (5) involve access to the
District’s nonfinancial assets valued at two thousand five dollars or more.
When a credit report will be requested as part of the employment process, the District will provide written
notification to the prospective employee regarding the use of credit checks. That notification must be
provided in a document separate from the employment application. The notification must state that the
District may use the information in the consumer credit report to make decisions related to the individual’s
employment.
The District will obtain written, signed consent before performing the credit or other background checks.
If the District intends to take an action adverse to a potential employee based on the results of a credit report,
the District must provide the prospective employee with a copy of the report on which the District relied in
making the adverse decision, as well as a copy of “A Summary of Your Rights Under the Fair Credit
Reporting Act,” which should be provided by the company that provides the results of the credit check. The
District will give the potential employee a reasonable amount of time, i.e., at least five days, to dispute any
of the information in the report prior to making any final employment decision.
If an adverse action is taken based on information from the report, the District will notify the prospective
employee either orally, in writing or via electronic means that the adverse action was taken based on the
information in the consumer report. That notice must include the name, address and phone number of the
consumer reporting company that supplied the credit report; a statement that the company that supplied the
report did not make the decision to take the unfavorable action and cannot provide specific reasons for the
District’s actions; and a notice of the person’s right to dispute the accuracy or completeness of any
information the consumer reporting company furnished, and to get an additional free report from the
company if the person asks for it within sixty (60) calendar days.
VI. Notice of Conviction
If, at any time, the District receives notice of a conviction of a crime by a person holding a certificate,
authorization or permit issued by the State Board of Education, the District shall send such notice to
the State Board of Education. In complying with this requirement, the District shall not disseminate
the results of any national criminal history records check.
VII. School Nurses
School nurses or nurse practitioners appointed by, or under contract with, the District shall also be required
to submit to a criminal history records check in accordance with the procedures outlined above.
VIII. Personal Online Accounts
For purposes of this policy, “personal online account” means any online account that is used by an
employee or applicant exclusively for personal purposes and unrelated to any business purpose of the
District, including, but not limited to, electronic mail, social media and retail-based Internet web sites.
“Personal online account” does not include any account created, maintained, used or accessed by an
employee or applicant for a business purpose of the District.
A. During the course of an employment check, the District may not:
1. request or require that an applicant provide the District with a user name and password,
password or any other authentication means for accessing a personal online account;
2. request or require that an applicant authenticate or access a personal online account in
the presence of District personnel; or
3. require that an applicant invite a supervisor employed by the District or accept an
invitation from a supervisor employed by the District to join a group affiliated with any
personal online account of the applicant.
B. The District may request or require that an applicant provide the District with a user name and
password, password or any other authentication means for accessing:
1. any account or service provided by the District or by virtue of the applicant’s
employment relationship with the District or that the applicant uses for the District’s
business purposes, or
2. any electronic communications device supplied or paid for, in whole or in part, by the
District.
C. In accordance with applicable law, the District maintains the right to require an applicant to
allow the District to access the applicant’s personal online account, without disclosing the user
name and password, password or other authentication means for accessing such personal online
account, for the purpose of:
1. conducting an investigation for the purpose of ensuring compliance with applicable state
or federal laws, regulatory requirements or prohibitions against work-related employee
misconduct based on the receipt of specific information about activity on an applicant’s
personal online account; or
2. conducting an investigation based on the receipt of specific information about an
applicant’s unauthorized transfer of the District’s proprietary information, confidential
information or financial data to or from a personal online account operated by an
applicant or other source.
IX. Policy Inapplicable to Certain Individuals
This policy shall not apply to:
A. A student employed by the District who attends a District school.
B. A person employed by the District as a teacher for a noncredit adult class or adult
education activity, as defined in Conn. Gen. Stat. § 10-67, who is not required to hold
a teaching certificate pursuant to Conn. Gen. Stat. § 10-145b for such position.
X. Falsification of Records
Notwithstanding any other provisions of this policy, the falsification or omission of any information on a job
application or in a job interview, including but not limited to information concerning abuse or neglect
investigations or pending criminal applications, shall be grounds for disqualification from consideration for
employment or discharge from employment.
[* Note: This is a sample policy designed to provide compliance with the provisions of Connecticut General
Statutes §§ 10-221d and 10-222c. Individual boards of education may wish to treat certain aspects of this
policy differently. For example, a board of education may wish to do the required fingerprinting on-site,
using board personnel. Also, a board of education may request a regional educational service center to
arrange the taking and forwarding of the fingerprints, with the direction to provide the board of education
with the results of the criminal history records checks.]
Legal References: Conn. Gen. Stat. § 10-212
Conn. Gen. Stat. § 10-221d
Conn. Gen. Stat. § 10-222c
Conn. Gen. Stat. § 31-40x
Conn. Gen. Stat. § 31-51i
Conn. Gen. Stat. § 31-51tt
Public Act 24-41, “An Act Concerning Educator Certification, Teachers,
Paraeducators and Mandated Reporter Requirements.”
Elementary and Secondary Education Act, reauthorized as the Every Student
Succeeds Act, Pub. L. 114-95, codified at 20 U.S.C.§ 1001 et seq.
Fair Credit Reporting Act, 15 U.S.C. § 1681 et seq.
Adopted: December 18, 2018
Amended: November 19, 2019
Amended: April 20, 2021
Amended: November 20, 2023
Amended: January 7, 2025
Approved: 1/7/2025
Previous Policy Number:
Approved 11/20/2023
Previous Policy Number:
