Friday, 27 April 2018
System Support Technician
Field Service Engineer
Job description
Why work at Entegris?- Installs new or modified equipment at customer's facility to ensure full functionality according to specifications.
- Provides on-site technical assistance to help troubleshoot and phone repair equipment. On duty phone needed and standby for 24 hours on call
- Maintains records of performance reports.
- Assists in the development of service handbooks and bulletins based on field investigations, engineering changes, and overall knowledge of product.
- Provides a communication link between the customer and the company to help ensure that effective service is provided to the customer.
- Ensure customer satisfaction with installation, troubleshooting, repair, preventive maintenance, engineering change upgrades, etc. of all Entegris equipment.
- Attend all personal and technical training to maintain a professional level of engineering expertise.
- Two year technical school degree in engineering, science or chemistry field required and a four year College Degree a positive.
- 1+ Experience in field support/service of similar experience with a capital equipment company CVD/CMP/WET module EE&PE experience is preferred.
- Strong verbal and written communication and customer interface skills
- Team work – take responsibility for self and team and delivers on commitments. Focuses on team success and assumes accountability for team results.
- Customer service – Ensure customer satisfaction with installation, troubleshooting, repair, preventive maintenance, engineering change upgrades, etc. of all Entegris equipment
- Personal – Self driven individual who is interested in continuous improvement and learning the semiconductor industry.
- Travelling is necessary within Its region and overseas
- People and Teamwork
- Accountability, Integrity and Trust
- Creativity and Innovation
- Dedication to Excellence
Sunday, 21 January 2018
How Employment Agencies Recruit People
The way that people look out for jobs has changed drastically since the past few years. Previously, the employment market was the employer's market where the employer would inform about positions open in their company. However, all this is a thing of the past; the new world of employment contains such aspects as the employment agencies.
The agencies do just that - look for employment for people who are looking for jobs. If you are looking for the right agencies, read on to know some important tips.
Compare the Services to the Charges
The business model of employment agencies differs from agency to agency. Some agencies do not charge a cent to the employee, and charge a flat fee comprising of pre determined number of month's salary from the company once they are hired.
Some agencies actually charge a nominal amount of money from the employee and also charge the aforementioned fee to the company. Of course, before paying any of these agencies, make sure that you are getting the right value for your money.
Know the Employment Agency's Expertise
Some agencies have only certain professions that they help getting hired, like sales, production, manufacturing, managerial, etc, while some offer job opportunities to almost every profile. Therefore, before you decide on an employment agency, make sure that you find out whether the agency has an expertise in the profession you are looking for a job in.
Of course, this does not mean that every employment agency has its expertise and you should not even look at a non expert recruitment agency, but if you have the option, a specialized Employment agency is always suggested.
Talk to the Others Hired Via the Employment Agency
Every company has their best lot, and a good employment agency will have their best placements too. If possible, get in contact with these individuals and try to find out whether their hiring process was a smooth affair or whether they had any problem with the employment agency.
This simple research will go a long way in helping you decide whether you have chosen the right employment agency.
Local Employment Agency
For people looking for a job in the nearby locality, a local recruitment agency is the best bet. The local employment agency would know all the general job opportunities that are present in the locality and would also prefer to cater to the local resident, as it becomes free word of mouth publicity.
Therefore, try to find out the employment agencies in your nearby locality, so that you get the bet options for your job profile, and those too in your locality.
Go Online
If you are looking for any kind of research, the Internet is the best place to go to. There are several job portals that can be compared to international job search agencies that will offer you all the information about available jobs all around the world. All you would have to do is to check which job fits you well.
The agencies do just that - look for employment for people who are looking for jobs. If you are looking for the right agencies, read on to know some important tips.
Compare the Services to the Charges
The business model of employment agencies differs from agency to agency. Some agencies do not charge a cent to the employee, and charge a flat fee comprising of pre determined number of month's salary from the company once they are hired.
Some agencies actually charge a nominal amount of money from the employee and also charge the aforementioned fee to the company. Of course, before paying any of these agencies, make sure that you are getting the right value for your money.
Know the Employment Agency's Expertise
Some agencies have only certain professions that they help getting hired, like sales, production, manufacturing, managerial, etc, while some offer job opportunities to almost every profile. Therefore, before you decide on an employment agency, make sure that you find out whether the agency has an expertise in the profession you are looking for a job in.
Of course, this does not mean that every employment agency has its expertise and you should not even look at a non expert recruitment agency, but if you have the option, a specialized Employment agency is always suggested.
Talk to the Others Hired Via the Employment Agency
Every company has their best lot, and a good employment agency will have their best placements too. If possible, get in contact with these individuals and try to find out whether their hiring process was a smooth affair or whether they had any problem with the employment agency.
This simple research will go a long way in helping you decide whether you have chosen the right employment agency.
Local Employment Agency
For people looking for a job in the nearby locality, a local recruitment agency is the best bet. The local employment agency would know all the general job opportunities that are present in the locality and would also prefer to cater to the local resident, as it becomes free word of mouth publicity.
Therefore, try to find out the employment agencies in your nearby locality, so that you get the bet options for your job profile, and those too in your locality.
Go Online
If you are looking for any kind of research, the Internet is the best place to go to. There are several job portals that can be compared to international job search agencies that will offer you all the information about available jobs all around the world. All you would have to do is to check which job fits you well.
How To Get The Most Of Your Employment Agency
Often people are unsure about how to use a employment agency. Many candidates are hesitant about approaching agencies and are unsure about what to expect from consultants. The truth is enlisting the help of an employment agency can be very beneficial to your job search. Employment agencies have the inside track and are trusted by companies to present only the best candidates for the job. Essentially agencies are the eyes and ears of potential employers.
Which one to choose?
You should always sign up to more than one employment agency, simply because it is better to have a team of consultants working for you giving you access to more positions and exposing you to a broader base of potential employers.
Choose a couple of local agencies and do your research. Smaller local agencies know the business environment they work in and try harder to represent the smaller number of candidates in their database. It is pointless registering with a specialist architect agency if you are looking for employment as a school teacher. However, if you are an architect don't just approach specialist agencies, find a couple of general employment agencies as well. General agencies tend to have specialist clients but they also charge smaller fees which makes you a more attractive candidate. Once you have made an appointment make sure to be on time.
Suit up - make a good impression
When you register with an employment agency, dress the part. Even if the agency is casual you need to treat this as if it were the actual job interview. Dress smartly and professionally, you need to be neat and polished from head to toe. Make provisions for the weather, dress comfortably but don't be sloppy. Women should be modest with makeup, jewellery and tidy hair. Men should dress in a suit, shave and make sure they look sharp. The point of the employment agency interview is to make a good impression so you can get more referrals and interviews with the agencies clients.
Bring your Curriculum Vitae
Bring a couple of concise two page CV's with a separate page of references. Your CV should be typed and in pristine condition. This means no bends or folds and no stains of any kind. Make sure you have checked your CV thoroughly for spelling and grammar before printing. In most scenarios the recruitment agencies will already have your CV from emails or online. Even if the employment agency doesn't want another copy of your CV, some recruitment agencies have their own style application/resume form they want you to fill out. Essentially it will contain the same information and may seem pointless but if you have a CV with you it is easy to copy the information. This way you can easily and consistently provide the same information.
Be patient
Even though you have an appointment you might want to bring a book to pass the time. Recruitment agencies are notoriously busy and often run over their allotted time for interviews. There tends to be a couple of people showing up for interviews at the same time. You may also be required to fill out an employment agency styled CV. The reason it was a good idea to bring your CV is because the quicker you complete your application form, the quicker you'll get into the interview room.
Be prepared
Know your programs, practice your typing skills, prepare by knowing your CV and career aspirations. Some agencies require candidates to take standard tests to determine the level of competency using certain software programs, such as Microsoft Word Microsoft Power Point, Microsoft Excel, Adobe Photoshop and other industry specific specialist programs.
Be honest in your employment agency application. People have a tendency to overestimate while agencies have a tendency to underestimate computer skills, so let your results speak for themselves. These tests are designed to identify work efficiency, so accurate fast typing using shortcuts will speed up tasks and impress the consultant. Your competency tests need to be better than the standard to be considered and the consultant will have your results available in the interview. However, if you have other professional abilities at your disposal the tests may be discarded, but try get the highest score possible.
The interview
Take the employment agency interview very seriously. Treat this as you would an actual job interview and try not to cancel or reschedule as this makes a bad impression. You really want to make a good first impression when you meet the consultant. Being on time, dressed appropriately with a professional CV devoid of errors and good competency scores will go a long way to helping you. Always be courteous, honest about your experience and clear about your goals. Know where and what type of business you want to work in, state salary expectation and if part-time or full-time employment is required. Use the interview to ask advice and discuss your option with the consultant. Be open to positions you will consider. Consultants are trained to identify transferable skills and career development opportunities.
Follow up
Follow up your meeting with the consultant with a thank you email, sms or phone call. You can ask the consultant in the interview what method of contact they prefer. It is almost impossible for consultants to keep in contact with all their candidates. So don't expect a phone call for a chat, consultants will only contact you if they have a suitable position for you. Contact the consultant regularly but don't badger them. One communication a week should be sufficient to continually remind the consultant that you are still available. Staying in contact will improve your chances of when a position becomes available. Check the agencies website often and if there is a job posting you are interested in bring it to the consultants attention. If you are sent for a company interview, follow up with the consultant. Make sure you communicate how the interview went.
Even if it is not ideal employment, it could lead to something bigger, and even if not, it's always good to practice. Remember, always act like a professional and you will be treated like one.
Which one to choose?
You should always sign up to more than one employment agency, simply because it is better to have a team of consultants working for you giving you access to more positions and exposing you to a broader base of potential employers.
Choose a couple of local agencies and do your research. Smaller local agencies know the business environment they work in and try harder to represent the smaller number of candidates in their database. It is pointless registering with a specialist architect agency if you are looking for employment as a school teacher. However, if you are an architect don't just approach specialist agencies, find a couple of general employment agencies as well. General agencies tend to have specialist clients but they also charge smaller fees which makes you a more attractive candidate. Once you have made an appointment make sure to be on time.
Suit up - make a good impression
When you register with an employment agency, dress the part. Even if the agency is casual you need to treat this as if it were the actual job interview. Dress smartly and professionally, you need to be neat and polished from head to toe. Make provisions for the weather, dress comfortably but don't be sloppy. Women should be modest with makeup, jewellery and tidy hair. Men should dress in a suit, shave and make sure they look sharp. The point of the employment agency interview is to make a good impression so you can get more referrals and interviews with the agencies clients.
Bring your Curriculum Vitae
Bring a couple of concise two page CV's with a separate page of references. Your CV should be typed and in pristine condition. This means no bends or folds and no stains of any kind. Make sure you have checked your CV thoroughly for spelling and grammar before printing. In most scenarios the recruitment agencies will already have your CV from emails or online. Even if the employment agency doesn't want another copy of your CV, some recruitment agencies have their own style application/resume form they want you to fill out. Essentially it will contain the same information and may seem pointless but if you have a CV with you it is easy to copy the information. This way you can easily and consistently provide the same information.
Be patient
Even though you have an appointment you might want to bring a book to pass the time. Recruitment agencies are notoriously busy and often run over their allotted time for interviews. There tends to be a couple of people showing up for interviews at the same time. You may also be required to fill out an employment agency styled CV. The reason it was a good idea to bring your CV is because the quicker you complete your application form, the quicker you'll get into the interview room.
Be prepared
Know your programs, practice your typing skills, prepare by knowing your CV and career aspirations. Some agencies require candidates to take standard tests to determine the level of competency using certain software programs, such as Microsoft Word Microsoft Power Point, Microsoft Excel, Adobe Photoshop and other industry specific specialist programs.
Be honest in your employment agency application. People have a tendency to overestimate while agencies have a tendency to underestimate computer skills, so let your results speak for themselves. These tests are designed to identify work efficiency, so accurate fast typing using shortcuts will speed up tasks and impress the consultant. Your competency tests need to be better than the standard to be considered and the consultant will have your results available in the interview. However, if you have other professional abilities at your disposal the tests may be discarded, but try get the highest score possible.
The interview
Take the employment agency interview very seriously. Treat this as you would an actual job interview and try not to cancel or reschedule as this makes a bad impression. You really want to make a good first impression when you meet the consultant. Being on time, dressed appropriately with a professional CV devoid of errors and good competency scores will go a long way to helping you. Always be courteous, honest about your experience and clear about your goals. Know where and what type of business you want to work in, state salary expectation and if part-time or full-time employment is required. Use the interview to ask advice and discuss your option with the consultant. Be open to positions you will consider. Consultants are trained to identify transferable skills and career development opportunities.
Follow up
Follow up your meeting with the consultant with a thank you email, sms or phone call. You can ask the consultant in the interview what method of contact they prefer. It is almost impossible for consultants to keep in contact with all their candidates. So don't expect a phone call for a chat, consultants will only contact you if they have a suitable position for you. Contact the consultant regularly but don't badger them. One communication a week should be sufficient to continually remind the consultant that you are still available. Staying in contact will improve your chances of when a position becomes available. Check the agencies website often and if there is a job posting you are interested in bring it to the consultants attention. If you are sent for a company interview, follow up with the consultant. Make sure you communicate how the interview went.
Even if it is not ideal employment, it could lead to something bigger, and even if not, it's always good to practice. Remember, always act like a professional and you will be treated like one.
Tuesday, 22 November 2016
INDIA – SIX MEN ARRESTED FOR RUNNING FAKE RECRUITMENT AGENCY
A racket of fake recruitment agencies were busted in Hyderabad, India and six people were arrested for allegedly cheating unemployed youths by promising jobs in Gulf countries after taking money from them.
Hyderabad Police Commissioner's Task Force raided the fake recruiting agencies and are accused of cheating unemployed youths and carrying on the business of recruitment for deployment of Indian workers with foreign employers without any permission from Protector General of Emigration, Ministry of External Affairs.
Police seized 44 Indian passports, applications/bio-data and medical reports, forms of applicants, and other incriminating material from their possession. The accused collected amounts and passports for "visa processing", but they did not provide any visas and jobs to the them and also they did not return their passports and money. They also sent some innocent people to Dubai for job by giving visiting visa. However, some job aspirants managed to return with great difficulty to their native places from Dubai and Saudi Arabia after they were given fake visas, police added.
Hyderabad Police Commissioner's Task Force raided the fake recruiting agencies and are accused of cheating unemployed youths and carrying on the business of recruitment for deployment of Indian workers with foreign employers without any permission from Protector General of Emigration, Ministry of External Affairs.
Police seized 44 Indian passports, applications/bio-data and medical reports, forms of applicants, and other incriminating material from their possession. The accused collected amounts and passports for "visa processing", but they did not provide any visas and jobs to the them and also they did not return their passports and money. They also sent some innocent people to Dubai for job by giving visiting visa. However, some job aspirants managed to return with great difficulty to their native places from Dubai and Saudi Arabia after they were given fake visas, police added.
Recruitment agencies fear chef shortage over Christmas
Restaurants and hospitality firms could struggle this Christmas because of a shortage of trained chefs.
A study by the Recruitment and Employment Confederation (REC) found there has been an increased demand from hospitality recruitment agencies for qualified chefs over the past three years.
However, of the 46 agencies questioned, nine out of 10 believed there was not enough trained chefs to meet demand.
They also fear potential changes to immigration policies could make the skills shortage worse.
REC Chief executive Kevin Green said: "As we approach the festive season the shortage of chefs is causing real headaches for restaurants. Training and progression needs to be improved so that more people are encouraged to become chefs.
"That's a longer term fix, but there's an immediate skills crisis which needs to be addressed. Any restrictions on access to chefs from the EU, such as a salary threshold for work visas, will only exacerbate the problem.
"Without a supply of chefs to meet growing demand, restaurants, bars and hotels will have to pay more for their staff and it's likely that these costs will be passed on to the customer. We may even see restaurants close their doors if they can't remain competitive and profitable."
A study by the Recruitment and Employment Confederation (REC) found there has been an increased demand from hospitality recruitment agencies for qualified chefs over the past three years.
However, of the 46 agencies questioned, nine out of 10 believed there was not enough trained chefs to meet demand.
They also fear potential changes to immigration policies could make the skills shortage worse.
REC Chief executive Kevin Green said: "As we approach the festive season the shortage of chefs is causing real headaches for restaurants. Training and progression needs to be improved so that more people are encouraged to become chefs.
"That's a longer term fix, but there's an immediate skills crisis which needs to be addressed. Any restrictions on access to chefs from the EU, such as a salary threshold for work visas, will only exacerbate the problem.
"Without a supply of chefs to meet growing demand, restaurants, bars and hotels will have to pay more for their staff and it's likely that these costs will be passed on to the customer. We may even see restaurants close their doors if they can't remain competitive and profitable."
In the gig economy, recruitment agencies are the gangmasters
Recruitment agency: an organisation that matches employers to employees and vice versa; an intermediary in the labour market” – or so the dictionary tells us. But, given recent findings that agencies are using aggressive tax avoidance schemes at a time when new benefit caps are driving single parents into poverty; that some agencies have conned low-paid temporary workers into buying worthless accident insurance; and, from my own research, that agencies are enabling the undercutting of workers’ rights and wages by pitting migrant workers against local people, it would be truer to life if we described recruitment agencies as arbiters of capitalism and the mass exploitation of workers.
It is estimated that recruitment agencies employ 1.2 million people every day. Agencies are now the vehicle by which desperate workers are driven into the arms of exploitative employers, and they are fundamental to understanding the new age of precarity in the labour market and the “gig economy”.
There are hundreds of examples – from Sports Direct to NHS cleaners – of agencies actively undermining the rights of employees. One recent case was brought to light by the trade union GMB. Agency workers at an Asos warehouse in Grimethorpe, South Yorkshire, are being subject to a “flexing clause”, which employers argue was introduced to help manage peak times and quiet periods.
What it actually means is that workers can arrive at the warehouse only to be told they will be starting two hours later (with these two hours unpaid), or indeed work two hours later in the evening. When workers refuse, they are disciplined. This practice can cause a great deal of stress – particularly for those with childcare commitments. These flex contracts are likely to be in breach of employment law because it means workers aren’t actually being paid the minimum wage.
This story won’t come as a surprise. We have known that recruitment agencies have been the pimps of the labour market for some time. What the Guardian’s new investigation has found is that they are not only promoting the use of temporary and zero-hours contracts where they are not appropriate, but using aggressive tax avoidance schemes that are depriving the taxpayer of hundreds of millions of pounds a year.
What a time for these findings to come to light. Earlier this month, a new benefits cap was introduced which reduces the household benefit cap from £26,000 to £20,000 outside London, affecting more than 80,000 households, according to the Institute for Fiscal Studies. The new work and pensions secretary, Damian Green, has also confirmed that the government will be making the £3.4bn cuts to universal credit planned by the last parliament, despite fears that it will push working families into poverty, and protests by backbench Tory MPs. Recruitment agencies are therefore robbing workers of a decent standard of living in two ways: directly, through undermining rights and pay, and indirectly by contributing to the demise of social security and our public services.
This is maddening. Just like Mike Ashley, Philip Green and other fat cat capitalists, this is this sort of behaviour that reminds us how the economy is no longer serving everyday people.
There is another, relatively unexplored problem that recruitment agencies have created: friction between migrant and local workers. In 2009, I carried out some research in Hull, where there were a growing number of Polish migrants working in factories via recruitment agencies, especially in food packing and processing.
At one agency, a lead recruiter was candid about the way in which the agency focused on recruiting only Polish and eastern European workers. This, she said, was in response to business demands for workers with “a stronger work ethic”. When pushed further, she admitted that Polish workers were less likely to demand higher wages and to know the rights temporary workers were entitled to.
When I spoke to local people, they were all too aware that agencies were not taking them on, and were justifiably angry. At the time I couldn’t foresee how much such outcomes – which are due to lack of employment safeguards, rather than immigration per se – would fuel anti-immigration sentiments in the years to come.
It is therefore odd that while immigration has become a growing public concern, recruitment agencies have continued to flourish. At the Centre for Labour and Social Studies conference last month, the general secretary of the Unite union, Len McCluskey, spoke of this race to the bottom culture, calling for us to focus on safeguards for workers, and proposing that any employer wishing to recruit labour abroad could only do so if they are either covered by a proper union agreement, or by sectoral collective bargaining. Such solutions get to the heart of problems in the labour market and would help us move away from an unhelpful and misleading focus on the number of immigrants.
Of course, we must acknowledge that some progress has been made on the rights of agency workers – through holiday pay legislation, for example. However, such legislation is itself used for abusive ends. For example, the Agency Workers Regulations were introduced to ensure equality of pay for long-term temporary workers compared with their permanent counterparts. Instead, this legislation has been used as a means of undercutting permanent staff.
It is important to remember, however, that not all recruitment agencies are the same. Unfortunately for the good ones, the worst have damaged the reputation of the industry. Recruitment agencies do not simply represent a cog in the capitalist system, but rather the oil that allows it to function. When faced with all the challenges of the labour market, it can be overwhelming. But having been reminded of the many ways in which agencies are abusing workers, and how far they have veered from their supposed original purpose, it’s clear where our battle must begin.
It is estimated that recruitment agencies employ 1.2 million people every day. Agencies are now the vehicle by which desperate workers are driven into the arms of exploitative employers, and they are fundamental to understanding the new age of precarity in the labour market and the “gig economy”.
There are hundreds of examples – from Sports Direct to NHS cleaners – of agencies actively undermining the rights of employees. One recent case was brought to light by the trade union GMB. Agency workers at an Asos warehouse in Grimethorpe, South Yorkshire, are being subject to a “flexing clause”, which employers argue was introduced to help manage peak times and quiet periods.
What it actually means is that workers can arrive at the warehouse only to be told they will be starting two hours later (with these two hours unpaid), or indeed work two hours later in the evening. When workers refuse, they are disciplined. This practice can cause a great deal of stress – particularly for those with childcare commitments. These flex contracts are likely to be in breach of employment law because it means workers aren’t actually being paid the minimum wage.
This story won’t come as a surprise. We have known that recruitment agencies have been the pimps of the labour market for some time. What the Guardian’s new investigation has found is that they are not only promoting the use of temporary and zero-hours contracts where they are not appropriate, but using aggressive tax avoidance schemes that are depriving the taxpayer of hundreds of millions of pounds a year.
What a time for these findings to come to light. Earlier this month, a new benefits cap was introduced which reduces the household benefit cap from £26,000 to £20,000 outside London, affecting more than 80,000 households, according to the Institute for Fiscal Studies. The new work and pensions secretary, Damian Green, has also confirmed that the government will be making the £3.4bn cuts to universal credit planned by the last parliament, despite fears that it will push working families into poverty, and protests by backbench Tory MPs. Recruitment agencies are therefore robbing workers of a decent standard of living in two ways: directly, through undermining rights and pay, and indirectly by contributing to the demise of social security and our public services.
This is maddening. Just like Mike Ashley, Philip Green and other fat cat capitalists, this is this sort of behaviour that reminds us how the economy is no longer serving everyday people.
There is another, relatively unexplored problem that recruitment agencies have created: friction between migrant and local workers. In 2009, I carried out some research in Hull, where there were a growing number of Polish migrants working in factories via recruitment agencies, especially in food packing and processing.
At one agency, a lead recruiter was candid about the way in which the agency focused on recruiting only Polish and eastern European workers. This, she said, was in response to business demands for workers with “a stronger work ethic”. When pushed further, she admitted that Polish workers were less likely to demand higher wages and to know the rights temporary workers were entitled to.
When I spoke to local people, they were all too aware that agencies were not taking them on, and were justifiably angry. At the time I couldn’t foresee how much such outcomes – which are due to lack of employment safeguards, rather than immigration per se – would fuel anti-immigration sentiments in the years to come.
It is therefore odd that while immigration has become a growing public concern, recruitment agencies have continued to flourish. At the Centre for Labour and Social Studies conference last month, the general secretary of the Unite union, Len McCluskey, spoke of this race to the bottom culture, calling for us to focus on safeguards for workers, and proposing that any employer wishing to recruit labour abroad could only do so if they are either covered by a proper union agreement, or by sectoral collective bargaining. Such solutions get to the heart of problems in the labour market and would help us move away from an unhelpful and misleading focus on the number of immigrants.
Of course, we must acknowledge that some progress has been made on the rights of agency workers – through holiday pay legislation, for example. However, such legislation is itself used for abusive ends. For example, the Agency Workers Regulations were introduced to ensure equality of pay for long-term temporary workers compared with their permanent counterparts. Instead, this legislation has been used as a means of undercutting permanent staff.
It is important to remember, however, that not all recruitment agencies are the same. Unfortunately for the good ones, the worst have damaged the reputation of the industry. Recruitment agencies do not simply represent a cog in the capitalist system, but rather the oil that allows it to function. When faced with all the challenges of the labour market, it can be overwhelming. But having been reminded of the many ways in which agencies are abusing workers, and how far they have veered from their supposed original purpose, it’s clear where our battle must begin.
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