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Employee Compensation ReviewEmployee Absence Management Update
Human Resources Committee
October 7, 2004
Tim BureshChief Operating Officer
10/7/2004 Employee Absence Management Update 2
50%
0%
2%
4%
6%
8%
10%
12%
14%
0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 >20
Total Absent Days 2003-04
All
Dis
tric
t Em
ploy
ees
Employee Absence is District-Wide Problem
* Based on 84,000 District-wide employees with 100+ workable days in 2003-04** Absence excludes Miscellaneous (MS) time
10/7/2004 Employee Absence Management Update 3
Employee Absence is Costly in Dollars
Overtime $50M 13%
Lost Work Time
$200M 49%
Substitute $150M
38%
2003-04 Total Employee Absence Cost: $400M
* Total Cost = Gross Pay + 3000 Benefits** Absence excludes Miscellaneous (MS) time
10/7/2004 Employee Absence Management Update 4
Employee Absence Hurts Achievement
“Students of Most Frequently Absent Teachers Lag Peers”--Pay and Performance, Dr. Steven M. Cantrell, PERB
* Absence includes MS time
10/7/2004 Employee Absence Management Update 5
We Have Been Tackling The Problem
Set Policies• Developed Stay-At-Work (SAW) and attendance
policies for Board approval• Establishing FMLA policies
Mobilized Task Force• Absence Mgmt Task Force (AMTF)• Multi-departmental representation
Gained Insight Into Problem• Developed management reports• Identified absence patterns
10/7/2004 Employee Absence Management Update 6
InformationInformationSystemsSystems
Pieces To The Solution
PolicyPolicy&&
ProceduresProcedures
Case ManagementCase Management
TrainingTraining
LegislationLegislation
Accountability Accountability CommunicationCommunication
CollectiveCollectiveBargainingBargaining
AgreementsAgreements
Wellness,Wellness,Prevention,Prevention,IncentivesIncentives
10/7/2004 Employee Absence Management Update 7
Our Leave Process Is Frustrating
ABSENCE / LEAVE TYPE
RPA / Ticket
GRIEVANCES
Employee
Grievance Filing Submitted to the appropriate Union
Union interacts with District Legal
39-Month Rehire Pool
LITIGATION PROCESSNON-WORKERS
COMP
RETURN TO WORK
REASONABLE ACCOMMODATION
FORMAL COMMITTEE REVIEW
FORMAL REQUEST PROCESS
APPEAL PROCESS
INFORMAL PROCESS
InformalDiscussion
Reasonable Accommodation
Record of Interactive Process
HR Form 4598
Employee Requests Reasonable
Accommodation
Can Employee be accommodated on an
informal basis?Return to Work
Employee Advised of Formal Request
Process for Request for Reasonable Accommodation
Employee Employee’s Supervisor
Personnel Services for the Disabled Unit
Coordinator
Application for Reasonable
Accommodation or Medical Exemption
HR Form1276-5
Instructions for Application for Reasonable
Accommodation or Medical Exemption
HR Form1276-5
Employee
Fills out and submits for formal evaluation
process
FORMAL SUBMISSION PROCESS
Coordinator
Application for Reasonable
Accommodation or Medical Exemption
HR Form1276-5District Medical
Director
Employee Health Services
Employee
Evaluation?
Submit Assessment to
Reasonable Accommodation
Committee
CONSTITUENT INTERACTIONS
Reasonable Request Committee
Review
SedgwickCase Manager
External MedicalRecords
EmployeeHealth Services
Human Resources(Classified or Certificated)
Employee
Employee’s Supervisor
Appeal Form(LAUSD/EEC Form 3160)
Employee Appeals?
TEMPORARY DISABILITY
Stay out on LeaveFollow-up Medical
Care
No
YesAppeals Team Appointed by
Director of EEC
Independent Employee 1
Independent Employee 3
IndependentEmployee 2
Return to WorkApproves
Denies
MEDICAL PHYSICIAN(Employee)
Return To Work Evaluation
Able to Return To Work?
Physicians Statement Fill-out
& Approve Submit to District
File an Extension
YES
NO
Employee
Triggers
Return to WorkForm Given to
Employee
Employee
A
PTRS
Regular Time Entered Into
System
Substitute Time Entered Into
System
PTRS Hours Data
Illness Time Entered Into
System
Workers Comp Time Entered Into
System
Leave Time Entered Into
System
CLASSIFIED HUMAN RESOURCES
Los Angeles Unified School DistrictRisk Management Process Mapping ProjectAbsence Management OverviewDecember, 2003
LOCATION
SCHOOL ADMINISTRATIVE ASSISTANTor
PRINCIPALor
LOCATION TIME REPORTER
Employee
Bereavement(Paid)
Illness on Ground of Mental Condition
(Paid)
Pregnancy(and related Disability)
(Unpaid - may use paid illness
leave or vacation
Personal Necessity
(Paid)
Act of Violence(Paid -
supplement to Worker’s Comp)
Industrial Injury / Illness(Paid -
supplement to Worker’s Comp)
PersonalIllness
(Paid up to CreditAvailable)
GovernmentOrder
(Jury, Witness, Military, etc.)
(Paid)
Organizational(Paid by external agency through
the District)
Administrative(Paid / Unpaid)
Charter School (Certificated /
Classified)(Unpaid)
Family Care /Medical Leave
(FMLA)(Unpaid - may
use paid illness leave or vacation
Pregnancy(Paid)
Conferenceand Convention
Attendance(Paid)
Personal(Unpaid)
Half Time(Paid - for hours
of Service)
TeacherExchange
(Paid)
Childcare(Unpaid)
Leave to Higher(Classified)
(Paid)
ReducedWorkload
(Paid - for hours of Service)
Sabbatical(Paid - reduced
Salary)
Substitute(Paid - for hours
of Service)
Class Closed(Adult Ed)
(Paid)
DetachedService
(Paid by external agency through
the District)
Position Leave(Certificated
(Paid)
Form 60.471Employee
Certification Statement
Form 10.11
> 20 DaysForm1065
Submits Paperwork to District HR
Employee Enters “Leave Pool” Upon Location Approval / HR Approval
Request / Incur Request / Incur
Submits Paperwork to District HR
Permissive LeavesMandatory Leaves
Approved Leave Paperwork “Packet”
Approved Leave Paperwork “Packet”
Employee Return < 21
days?
No Additional Steps Yes
No
Leave Request
Attending Physican StatementForm 8239
Employee Supervisor Reviews
Request Complete?
Mandatory or Permissive?
Acknowledgement of Request by
SupervisorApprove?
Return to Requestor
Provided as applicable (i.e. illness, injury, pregnancy, etc)
Yes
Permissive Mandatory
No
Yes
Leave Request
EmployeeSubmits
Paperwork for Formal Leave
Return to RequestorNo
FormalRequest? Yes
Verbal Request Verbal < 20 daysVerbal if < 20 Days
Form 1065
No
Approval Notification to Employee
Form 8239
Form 1065
Form 8152-Resign
Form 1038-ReturnForm 1038-Return
Form 1038-Return
Form 1065
Form 8239
Form 1038-Return
Form 1065
Form 8239
Form 1038-Return
> 20 DaysForm 1065
Form 1038-Return
Form 10.12
Form 1065
Form 8152-Resign
Form 1038-Return
Form 1065
Form 1070
Form 1065
Form 1038-Return
Form 3365
Form 1135-12
Form 1136-14
Form 3339
Form 3375
Form 1065
Form 1038-Return
Form 1065
Form 1038-Return
Form 1065
Form 1348Form 1884-Police
Form 67-Investig.
Form 101-Extend
Form 60.82c-Phys.
Form 1065
Form 1038-Return
Form 1884-Police
Form 67-Investig.
Form 1882
Form 1253
Form 101-Extend
Form 60.82c-Phys.
Form 1065
Form 1038-Return
Form 1038-Return
Workers Compensation
Yes
Form 1065
Form 1070
Form 1038-Return
Form 1065
Form 1070
Form 1038-Return
Form 1065
Form 1070
Form 1038-Return
Form 1065
Form 1070
Form 1038-Return
Form 1065
Form 1070
Form 1038-Return
Form 1065
Form 1070
Form 1038-ReturnForm IAP-92-1
Form 1065
Form 1348
Form 1038-Return
EMPLOYEE HEALTH SERVICES
Return To Work Evaluation
Is there sufficient data /
info
Attending Physician Statement
“SAYS”
Return To Work Form
Received
Contact Physician
Return Form to Employee /
Physician for supporting data
Contact LocationNO
Contact Sedgwick
GET EXTENSION FILED
Don’t Return
Employee Health
Services
Return to WorkDistrict
Evaluation Supports Attending Phys.
Return To Work
Don’t Return to WorkEvaluation Supports
Attending Phys.
Return To Work
Don’t Return to Work QME/AME Decision / Opinion
Reasonable Accommodation
Don’t Return
Return to Modified Duties
Yes
ReasonableAccommodation is
necessary?
ReturnTo Work
Yes, Recommendto Employee
No
OEHS
Was there an unsafe condition?
OEHS
Was there an unsafe act?
Was there a violation of any safety rules?
Discipline Employee
Appropriate Follow-up Action
NO
YES YES
NO
YES
NO
A
LEAVE POOL
CLASSIFIED EMPLOYEES
WORKERS COMP Pool
CERTIFICATED EMPLOYEES
Record of Interactive Process
HR Form 4598
SET UP LEAVE / ABSENCESite Notifies
Assignments of the leave
AssignmentTech checks if paperwork is
complete
Assignment TechEnters information into HRS system
No(80%)
Yes(20%)
Eligible
Notify Employee that Leave is
Denied
Staff “logs” the information for the
leave
New set of forms and a letter
indicating what’s missing
Assignment Coordinator / HR
Officer determines Eligibility
Non-Eligible
ExcelWord
Paper Listingetc.
HRS Data
Physician’s Statement
Senior Assignment Tech audits /
reviews / approves
LEAVE EXPIRATION NOTICE
Assignment Tech reviews follow-up
“tickler” file for potential expiring
leaves
Is the leave expiring in the next
10-14 calendardays?
NO
YES
ExcelWord
Paper Listingetc.
Continue checking
B
Letter to Employee informing the
Employee that their leave is expiring
Employee’s Decision
Extend their Leave
Start
Resign
AWOL
Submit new leave paperwork for leave
extension
B
Notice of Intent to Return to Work
Process Paperwork into
HRS
AWOL PROCESS
Letter to employee informing them they have 10 calendar
days to send documents
C
Documents Received in 10
calendardays?
Assignment Coordinator asks Payroll to perform
payroll adjustments(If Necessary)
C
Employee’s file goes to Employee
Relations Unit
Letter to employee informing them they have 5 calendar days to respond to the District with Leave
Paperwork or Resignation
Extend their Leave
YES NO
Documents Received in 5
calendardays?
YES
Submit new leave paperwork for
leave extension
B
YES
NO
Leave Extension?
Return to Work?
NO
YES
Resignation
NO
DISMISSAL PROCESS
D
Package and Recommendation made to Board of
Education
Board Approves Dismissal Action
Packet returned to Employee
Relations UnitClassified HR for
file updates(HRS)
Dismissal letter sent to employee giving 15 days for
appeal
NON-PROBATIONARY APPEAL PROCESS
Employee Appeals to Personnel Commission
Classified HR Rep
Staff RelationsRepStatus Discussion
Settlement Reached?
Hearing
Input
Input
Schedules NO
Resolved
YES
RETURN TO WORK
Resignation?
YES
DNO
Is EmployeeBack to Work?
Is Notification of Intent to Return to
Work on File?YES
Is Leave Paperwork on File?
NO
YES Okay
Get Return to Work FormNO
Get Leave Paperwork on File
NO
Form Complete?
Refer paperwork to
Employee Health Services
(Dr. Bierer)
YES
Return Form to Employee / PhysicianRestrictions?
NO
YESNO
Return to WorkSite
AdministratorEvaluation
Not Okayor
Not SureOkay
YES
Employee
SEDGWICK
SEDGWICK CASE MANAGEMENT
Receive Claim Form
Assign Adjuster(Case Manager)
Form Complete?
Payroll Voucher Data Feed to the
District
Suspicious Claim?
Delay Process
YES
YES
Contact Employee and complete the
form
NO
Denied Process
Approved?NO YES
NO
Sedgwick registers DWC-1 with the
State
Completed DWC-1 to State
Temporary Disability payment voucher generated and reporting by
Sedgwick
Temporary Disability amount
determined by Sedgwick
Employee's 12 Month Payment
History (from Payroll)
HRS
Contact Employee(Begin managing
the claim)
Initial Review of the claim
Employee Site Supervisor(Location)
Employee’s Workers
Compensation Claim / File / Case
SedwickCase Manager
Communication
Employee
Employee’sPhysician
Employee’s SiteSupervisor
Manages
District’s RiskManagement
Workers Comp Unit
WORKERS COMPENSATIONInjury/Ilness
Occurs
Supervisor contacts Sedgwick
CMS to report claim
Employee completes top
portion of DWC-1
Employer completes bottom portion of DWC-1
Workers Compensation
Report
Completed Employer Report of Injury (Form
5020)
Claim Number
from Cust. Ser. Rep
Employees Claim for Workers
Compensation Benefit (DWC-1)
Employee completed DWC-1
Employee Copy of DWC-1
Employer completed
DWC-1 (Original)
Supervisor Notified
Medical Attention
Required?
Supervisor Authorizes medical
treatment
DWC-1 form given to employee within
24 hours of incident
YES
NOSupervisor
contacts OEHS for serious injuries
OEHS
Supervisor prepares “Accident
Investigation Report for OEHSSchool
Police
Act of Violence
SpecialLeaves Unit
CERTIFICATED HUMAN RESOURCES
RETURN TO WORK NOTIFICATION LETTERS / TRACKING
SEMI-YEARLYMONTHLY
SET UP LEAVE / ABSENCE
Absence / Leave Information
Received from Location or Physician
Paperwork Complete?
Physician’s Statement
Enter Absence / Leave Information
into HRS / TAS
Personnel SpecialistReviews
Absence / Leave Paperwork
Absence Leave Packet of
Information
HOLD Paperwork
No Yes
HRS Data
Contact Dr. Bierer if
necessary
File Paperwork
TASData
Monthly Query from TAS to
determine which leaves are expiring
Generate Letter to employee
indicating their leave is expiring
Letters to employees
Has Employee
responded to 30 day letter?
Return To Work Paperwork Evaluation
10 days AFTER 30 day letter
and NO response from Employee?
Send “Friendly” reminder allowing 15 days to return
paperwork
Paperwork Returned within 15 days of “Friendly”
letter?
Final Letter Indicating
Termination and SNC status
Employee’s Supervisor and
Personnel Specialist Determine AWOL
Process
Yes
Yes
Yes
Is It October 15th
Notification to Employee that
Leave is expiring
AWOL Recommendation
SupervisorApproved?
Employee is Separated from
the District
Resignation Form
Resignation Paperwork Reviewed
Resignation FormsFiled
Location NotifiedPosition Control
Notified
Absence / Leave
Approved?Yes
Denial Letter sent to Employee
No
RETURN TO WORK
Return to Work Form
Return To Work Evaluation
Form Complete?
Refer paperwork to
Employee Health Services
(Dr. Bierer)
YES
Return Form to Employee / Physician
Restrictions?
NO
YES
NO Return to Work
Evaluation of Restrictions
Not Okayor
Not Sure
Okay
Send Follow-up Letter to Employee
Contact Employee
ResignationExtensionReturn To Work
$
$
Final Payout
Update Tickler File for Follow-up by
Personnel Specialist
TASData
Monthly Query from TAS to
determine which leaves are expiring as of 12/31 or 1/31
Yes
Is it March 15?
No
Yes
Monthly Query from TAS to
determine which leaves are expiring
as of 6/30No
No
No
Monthly or Semi-Yearly?
AWOL Process(Benefits Stop)
Monthly
Semi-Yearly
SNC Recommendations
to Board of Directors
Board Review / Approval
Employee Terminated / Separated
No
Yes
Collect Data / Information
Prepare and Present District
Case
$
$
COMP Settlement
SUBSTITUTE POOL
SUBSTITUTE POOL
CLASSIFIED SUBSTITUTES CERTIFICATED SUBSTITUTES
Request for Substitute Received
Substitute Identified
REVIEW PROCESSCan Employee
Return To Work for RegularDuties?
Return to Work
YES
NOCan Employee
Return to Modified Duties?
YES
Can Employee Be Reasonably
Accommodated?YES
NO Other Positions Available?
No
YES
NoCoordinator, Personnel
Services
Notifies
Employee
ACCOUNTING / BUDGET
Budget Established for
Teachers
Budget Established For
Substitutes
Substitute Direct Expenditure Allocation
(Per Pay Cycle)
Direct Expenditure Allocation
Salary information for
Teachers
Salary Information for Substitutes
PAYROLL
Worker’s Comp Non-Voucher Process
P-Card Write Up
Workers Comp TD Form
Workers Comp Payroll Unit
Adjustments & Verify Unit ITD Operations
Manually Keyed
Worker’s Comp Voucher Process
Info merged into Y-Doc area of PTRS adjustment record
Sedgwick Voucher
Manually Reviewed by
Payrol Workers
Comp Team
Validate & Apply Payroll #
PTRS - Regular
Pay ProcessPRE-EDIT
PTRS Transactions
Workers Comp Transactions
Pre-EditExceptions
All other PTRS Transactions
Validate & Apply Payroll #
Manually Reviewed & Resubmitted
Is Time Entered in
PTRS?
Enter Time in PTRS
Yes
PayrollMaster
FUD Process Leave InfoUpdated
No
PAY PROCESS
Payroll Costs
Substitute Payroll Information
WORKERS COMP PAYROLL CARD UPDATE
$
$
CHECK TO EMPLOYEE
Sufficient Illness Time?
Is there a Leave filed?
Is there sufficient Vacation Time?
Exception Report / Warning
Reviewed / Analyzed
Adjustments
Yes
No Yes
Yes
No No
Actual / ProjectedFull time / Half-Time
Mailed to Location or HomeDepending on whether or not
leave is on file
$
$
CHECK TO EMPLOYEE
Workers Comp?
Yes
No
Supervisor Starts Workers Comp Claim
Substitute Assigned
E
E
PRE-TRIAL / TRIAL PROCESS
Sedgwick Adjuster
District’s LitigationRep
Review the Case / Claim
Agreement Reached?
Agreement Recommendation to
LAUSDRisk Management
Workers Comp Unit
District’s Decision
Trial or Settle?
Approve Amend
Trial Settle
No
Yes
Reject
Court Decision
or Directive
Settlement
Favorable Settlement or Pay
Nothing
District “Wins” District “Loses”
Settle
Return to Court with
SettlementDecision
APPEAL PROCESS
Petition for Reconsideration
Workers Compensation
Administration Board
WCAB Decision
Reconsider the CaseDeny the
Reconsideration
Appeal?
Pay Claimant
GRANT DENY
Discussion and Settlement
File a WRIT with Superior Court
YES
NO
SuperiorCourt
DecisionAppeal?
Pay Claimant
UPHOLDOVERTURN
To WCAB for Resolution
Negotiate a Settlement
Either party doesn’t like the
proposed settlement?
File a WRIT with Supreme Court Final Decision by CA
Supreme Court
SEDGWICK LITIGATIONRequest
Authorization for Legal Referral from LAUSD
RMWCU
Contact Work Comp Attorney
PanelPrepare the Case Can Sedgwick
Settle direct? Yes
NO, Refer to District’s Litigation Panel Rep
District Pays
Negotiate a Settlement
District PaysDistrict Pays
Employee’s Rep(Union / Attorney)
Input
Return to Work M&OEmployee?
Food ServicesEmployee?
TransportationEmployee?
M & O Area Supervisor must
clear for Return To Work
Transportation Area Supervisor
must clear for Return To Work
Food Services Area Supervisor
must clear for Return To Work
YES
NO
YES
NO
YES
Return to Work
No
Pay or Appeal?
Pay
Appeal
Pay Claimant
Form ASCM-77
F
F
Trial or Settle?
Trial Settle
FavorableSettlement orPay Nothing
YES
End
LITIGATION(Claimant)
Prepare the Paperwork / Case
File the Paperwork
Inform Sedwick
Inform the DistrictNo
Workers Comp Claim? Yes
Employee FilesLawsuit
F Return to Work
Return to Work
A
VOCATIONAL REHABILITATION
Is EmployeeP&S Attend Voc Rehab
District Job available?
YES
Employee Passes Test?
NO
Employee “Posts” for the job
Workers CompNotification
Workers Comp Payroll Record Updated
Manually(Audit Trail)
Workers Comp Payroll Card
Is Employee P&S?
NO
YES
Is EmployeeQIW YES
Employee Completes Job
Testing
Not Eligible NO
YES
Employee seeks position outside of
District
NO
NOYES
Employee Selected for
job?NO Employee begins
new positionYES
Notify Sedgwick of Voc Rehab intent
Voc Rehab?
NO
Voc RehabYES
Complete WC Report Form ASCM 124 RAttachment D
Form 5006 / 5166
15 1716 114
111 113
116 119
127 129
15
11118
127113
114 126 136
121
131
114
1141918
110
124
110
134
119
116
120
13 114
131
126 131
110
134
112
119120
116
1715125
117111 124
137161715
111114
116
137117 13516
11
120
128
1Denotes “Challenges”
Monthly ReportingTraining
Investigate / Issue Corrective Action
Notice
Safety Officer
Facilities (M&O)Fixes
Safety Officers
Conduct ongoing training in each
District
Safety Manager
Monthly Statistical Reports of
accidents / injuries
Each District Location
Refer back to originating party
Complete 2nd page of Accident
Investigation Report Form and refer to School Police and/or
Crisis Counseling as necessary
Employee’s that have separatedfrom the District
18
121 122
134 136
118 123
136
118
117
12
113
115
129
112
110
14
112
11 11513
114 115
116 124
129
122
125
127
136125
113
13 115 135
2222
121
11
114 122
16 113
126 127 131
12
137
135
131
118
16
133
128
117
1211
110 112
124 125
115 129 132114
16
123
12
14
133
11
116130
14
122
117
116
136130
125
Source: Absence Management Overview, Risk Management Process Mapping Project, 12/2003
LAUSD Leave Process
10/7/2004 Employee Absence Management Update 8
Leave Compliance is Critical
Protects the rights of District employeesProvides legal tool to manage absencesAssures that discipline can be sustainedFulfills responsibilities of FMLA/CFRAReduces confusion about leave processCreates uniform policy in entire DistrictBrings us back to following District rulesEnhance fairness for all employees
10/7/2004 Employee Absence Management Update 9
Our Information Systems: Apples-To-Oranges
TAS(Teacher
AssignmentSystem)
PTRS(Time Keeping
System)
SubFinder(Most Teachers)
HRSHRS(Human Resource(Human Resource
System)System)
PayrollPayroll
SEMS(Early Ed)
SEMS(Employee
TransactionServices)
10/7/2004 Employee Absence Management Update 10
Deficiencies of Current Systems
Different answers to same problemInformation delivery is not promptInconsistent application of rulesDisparate technologies result in information silosDifficult to mine for absence patternsDoes not manage substitutes
10/7/2004 Employee Absence Management Update 11
Consolidate Into Common System
Align to common technology platformConsolidate absence data into single repository for standardizationDeliver real-time attendance reports to supervisors for immediate actionWeb-enable reports for quick at-a-glance viewingEstablish data analysis tools to mine repository for trends and hotspots
10/7/2004 Employee Absence Management Update 12
Taking Action With Right Information
Supervisors can act with accountabilityDistrict Absence Managers can monitor employee leavesDistrict Absence Managers and Supervisors collaborate on facilitating return-to-work
10/7/2004 Employee Absence Management Update 13
Why Does This Work?
Better data to manage processSentinel effectAny abusers are identified and dealt withLeave absences are appropriately managedImproves compliance
10/7/2004 Employee Absence Management Update 14
We Must Continue The Momentum
SAW policy adopted
R/A consolidated into RM/IDM
ATMF formed
CBA’s/legislation analyzed
Absence data analyzed
RTW staff (WC) hired
Executive Steering Committee established
•Attendance policy adopted•Absence mgmt/leave RFP
•Proposal to amend Ed Code•FMLA policy drafted
District-wide attendance statistics provided
Self-serve payroll-based attendanceaudit reports available via web
Attendance incentive
•Wellness•Hiring of add’lrisk mgmt staff
•ERP integration•time-reporting•payroll
Case/leave mgmt
Sep
-03
Oct
-03
Nov
-03
Dec
-03
Jan-
04
Feb-
04
Mar
-04
Apr
-04
May
-04
Jun-
04
Jul-0
4
Aug
-04
Sep
-04
Oct
-04
Nov
-04
Dec
-04
Jan-
05
Feb-
05
Mar
-05
Apr
-05
May
-05
Jun-
05
Jul-0
5
Jul-0
6
