• Financial reporting

    As an Australian Government-controlled not-for-profit entity, TEQSA is required to publish certain financial documents.

    You can access current financial statements in the most recent annual report.

    Procurement

    TEQSA’s procurement policies and practices are consistent with all relevant Australian Government laws, the Commonwealth financial framework (including the Commonwealth Procurement Rules), and other applicable policies.

    Tenders and major planned procurement

    TEQSA advertises all tenders and all major planned procurement on the Australian Government tendering website, AusTender.

    General purchase order conditions

    The general conditions by which TEQSA (‘The Commonwealth’) enters into an agreement with a provider for the purchase of goods and/or services.

    Read the General purchase order conditions (DOC)

    Senate Order on entity contracts

    On 20 June 2001, the Senate agreed to an Order requiring each Minister to table a letter advising that a list of contracts in respect of each entity administered by that Minister has been placed on the Internet with access to the list through the entity homepage. The letter must be tabled no later than two calendar months after the end of the calendar and financial years.

    An amendment to the Order of 14 May 2015 requires all procurement contracts be listed in a report on the AusTender website, with non-procurement contracts to be listed on entity websites.

    Commencing with the 2014-15 financial year report, non-corporate Commonwealth entities will use AusTender to satisfy the requirements of the senate order with respect to procurement contracts only. A listing of procurement contracts is available through the Senate Order page on the AusTender website.

    Senate Order listing

    Procurement complaints

    General procurement complaints

    To lodge a general complaint about any procurement conducted by TEQSA or if you believe TEQSA has breached Commonwealth Procurement Rules, please email procurement@teqsa.gov.au attaching copies of all relevant documents.

    To help us resolve your complaint quickly, please include the following information in your written submission:

    • your name, supplier business name, ABN, address, phone and email address
    • details of the procurement, including the service, estimated contract value, relevant times and dates, AusTender ID and UNSPSC code (if known)
    • a factual and concise outline of your complaint and any Commonwealth Procurement Rules you believe we breached
    • any other information, documents or evidence to support your complaint.

    When we receive your complaint we:

    • acknowledge we’ve received it
    • investigate and work with you to resolve the issue within 10 days
    • let you know if it will take longer.

    If you are happy with the outcome, we’ll close the matter and consider it resolved.

    If you are not happy with the outcome, you can raise it with the Australian Government procurement coordinator or Commonwealth Ombudsman.

    Complaints under the Government Procurement (Judicial Review) Act 2018 (GPJR Act)

    The Government Procurement (Judicial Review) Act 2018 (the Act) establishes an independent complaint mechanism for government procurement processes. The Act requires the accountable authorities of relevant Commonwealth entities to formally investigate complaints that are made in accordance with the Act, and to suspend procurements during the investigation of a complaint under the Act, unless a public interest certificate is in place. The Act also places obligations on suppliers to take reasonable steps to resolve a complaint with the relevant Commonwealth entity before taking action in the Federal Circuit Court.

    Procurement covered under the Act:

    • goods and/or services at or above $80,000 (GST inc)
    • construction services at or above $7.5 million (GST inc) not covered by an exemption.

    If you believe the agency has breached Commonwealth Procurement Rules, you can make a complaint by email to procurement@teqsa.gov.au.

    When we receive your complaint we:

    • acknowledge we’ve received it
    • assess whether it meets the criteria under the Act
    • if appropriate, suspend the procurement unless a public interest certificate is issued
    • investigate and work with you to resolve the issue within 10 days
    • let you know if it will take longer.

    At the end of the process, you will receive a report on the outcome of the investigation.

    You can also apply to the court for an injunction or compensation under the Act. Please note that you need to submit a complaint with us first and show how the breach affected your interests.

    Topic-specific information

    TEQSA legal services expenditure

    TEQSA legal services expenditure for 2024–25

    • External Legal Services expenditure: $428,759
    • Internal Legal Services expenditure: $760,672
    • Total (External + Internal) expenditure: $1,189,431

    TEQSA legal services expenditure for 2023–24

    • External Legal Services expenditure: $386,417
    • Internal Legal Services expenditure: $835,039
    • Total (External + Internal) expenditure: $1,221,456

    TEQSA legal services expenditure for 2022–23

    • External Legal Services expenditure: $371,831
    • Internal Legal Services expenditure: $707,021
    • Total (External + Internal) expenditure: $1,078,852

    TEQSA legal services expenditure for 2021–22:

    • External Legal Services expenditure: $453,105
    • Internal Legal Services expenditure: $695,127
    • Total (External + Internal) expenditure: $1,148,232

    TEQSA legal services expenditure for 2020–21:

    • External Legal Services expenditure: $392,738
    • Internal Legal Services expenditure: $733,271
    • Total (External + Internal) expenditure: $1,126,009

    TEQSA legal services expenditure for 2019–20:

    • External Legal Services expenditure: $194,149
    • Internal Legal Services expenditure: $695,426
    • Total (External + Internal) expenditure: $889,575

    TEQSA legal services expenditure for 2018–19:

    • External Legal Services expenditure: $337,359
    • Internal Legal Services expenditure: $657,430
    • Total (External + Internal) expenditure: $994,789

    TEQSA legal services expenditure for 2017–18:

    • External Legal Services expenditure: $420,135
    • Internal Legal Services expenditure: $618,686
    • Total (External + Internal) expenditure: $1,038,821

    TEQSA legal services expenditure for 2016–17:

    • External Legal Services expenditure: $259,118
    • Internal Legal Services expenditure: $503,358
    • Total (External + Internal) expenditure: $762,476

    TEQSA legal services expenditure for 2015–16:

    • External Legal Services expenditure: $114,082
    • Internal Legal Services expenditure: $558,490
    • Total (External + Internal) expenditure: $672,572

    TEQSA legal services expenditure for 2014–15:

    • External Legal Services expenditure: $130,010
    • Internal Legal Services expenditure: $417,772
    • Total (External + Internal) expenditure: $547,782

    TEQSA legal services expenditure for 2013–14:

    • External Legal Services expenditure: $59,997
    • Internal Legal Services expenditure: $463,004
    • Total (External + Internal) expenditure: $523,001

    TEQSA legal services expenditure for 2012–13:

    • External Legal Services expenditure: $79,613
    • Internal Legal Services expenditure: $472,972
    • Total (External + Internal) expenditure: $552,585

     TEQSA legal services expenditure for 2011–12:

    • External legal services expenditure: $48,552
    • Internal legal services expenditure*: $263,529
    • Total Legal Services expenditure: $312,081

    * Internal expenditure includes direct and indirect costs related to TEQSA’s internal legal services.

    Executive Remuneration Reporting

    Executive Remuneration Reporting is now published in our annual report.

    2017-18 Executive Remuneration Reporting

    The following tables outline the remuneration of substantive TEQSA executives employed during the 2016-17 and 2017-18 financial years.

    Table A (2017-18)

    Remuneration paid to executives during the reporting period 2017-18

    Total Remuneration Executives No. Average Reportable Salary Average Contributed Superannuation Average Allowances Average Bonus Paid Average Total Remuneration
        $ $ $ $ $
    $200,000 and less 8 133,403  19,820 - - 153,223
    $250,001 to $275,000 1 238,718 22,678 - - 261,396
    $400,001 to $425,000 1 424,741 - - - 424,741
    Total number of executives 10          

    Published on 31 July 2018

    Table B (2017-18)

    Remuneration paid to other highly paid staff in reporting period 2017-18

    TEQSA did not have other highly paid staff with reportable remuneration of $200,001 or more in the reporting period 2017-18.

    Table A (2016-17)

    Remuneration paid to executives during the reporting period 2016-17

    Total Remuneration Executives No. Average Reportable Salary Average Contributed Superannuation Average Allowances Average Bonus Paid Average Total Remuneration
        $ $ $ $ $
    $200,000 and less 6 144,609 21,389 - - 165,998
    $200,001 to $225,000 1 173,108 32,649 - - 205,757
    $225,001 to $250,000 1 208,839 19,840 - - 228,679
    $375,001 to $400,000 1 380,299 9,962 - - 390,261
    Total number of executives 9          

    Table B (2016-17)

    Remuneration paid to other highly paid staff in reporting period 2016-17

    TEQSA did not have other highly paid staff with reportable remuneration of $200,001 or more in the reporting period 2016-17.

    Key requirements/definitions

    The 'reportable salary' column is prepared on a cash basis using reportable salary as defined as the sum of:

    1. gross payments (including bonuses)
    2. reportable fringe benefits (net amount)
    3. reportable employer superannuation

    as reported in an individual's payment summary.

    The 'contributed superannuation' column is prepared on a cash basis using contributed superannuation as defined as follows:

    • for individuals that are in a defined contribution scheme (e.g. PSSap), "contributed superannuation" should include the defined contribution amounts. This amount is typically located on the individual's payslips
    • for individuals that are in a defined benefit scheme (e.g. PSS and CSS), "contributed superannuation" should include the Notional Employer Contribution Rate (NECR) amount, Employer Productivity Superannuation Contribution (also known as the Productivity Component) and any Additional Lump Sum Contribution paid during the financial reporting period.

    This information is reported under Executive Remuneration Reporting Guidelines set out by the Department of Prime Minister and Cabinet.

    Last updated:
  • Blocked illegal cheating websites

    Australia’s anti-cheating laws make it an offence to provide or advertise academic cheating services in higher education.

    TEQSA  is working to disrupt access to these sites to protect students and the integrity of higher education.

    List of blocked illegal cheating websites

    An alphabetical list of blocked illegal cheating websites is available below:

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  • Websites blocked to protect students and academic integrity

    TEQSA continues to disrupt predatory academic cheating services, by blocking their websites in Australia.

    TEQSA has blocked another 80 commercial academic cheating websites, disrupting the operations of these illegal services which target students.

    This recent action brings the total number of websites blocked, under protocols with major internet service providers (ISPs), to 555. A list of the blocked illegal cheating websites is available at teqsa.gov.au.

    Academic cheating services allow students to pay someone to complete assessments for them. This undermines the student’s learning and the trust in the qualification they receive. Further, using these services leaves the student vulnerable to blackmail and identity theft.

    Blocking illegal academic cheating service websites is part of TEQSA’s multi-pronged approach to protecting the integrity of higher education awards.

    TEQSA has numerous resources available to support higher education students, academics and professional staff. These resources include:

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  • TEQSA and ASQA issue joint sector alert

    TEQSA and the Australian Skills Quality Authority (ASQA) have issued a joint sector alert over emerging risks around workplace learning in early childhood education and vocational training.

    TEQSA and ASQA take seriously any emerging risks that have the potential to impact our most vulnerable in the community. It is therefore a priority that all higher education and VET providers, and their governing bodies, apply focus to the expectations outlined in this sector alert.

    Providers who may not be adequately managing these risks or not meeting the relevant standards may be subject to a compliance assessment and/or regulatory action.

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  • Gen AI – recently published

    This page contains TEQSA resources published in the last 12 months, to support institutions, staff and students in considering the potential impacts and benefits gen AI tools pose for teaching, learning, assessment and research.

    Strengthen your everyday research practices in the age of gen AI
    Enacting assessment reform in a time of artificial intelligence
    Education to industry: How gen AI is shaping tomorrow
    Gen AI strategies
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  • Gen AI – TEQSA resources

    This page contains all published TEQSA resources to support institutions, staff and students in considering the potential impacts and benefits generative artificial intelligence (gen AI) tools pose for teaching, learning, assessment and research.

    Publications
    Videos
    Webinars

    TEQSA and Deakin University AI webinar series

    Advice for students
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  • Student academic misconduct – student responsibilities

    Responsibilities checklist

    • Active participation: Attend all scheduled meetings, hearings and consultations.
    • Maintain honesty: Provide truthful and accurate information throughout the investigation.
    • Timely responses: Adhere to deadlines for submitting documents, attending meetings and providing requested information.
    • Seek clarification: Request guidance and ask questions when uncertain about procedures or responsibilities.

    Handling an academic misconduct case might feel overwhelming, but your only responsibilities are staying engaged, honest and proactive during the process.

    Remember to…

    Show up for any meetings or consultations that are scheduled

    These are important because they give you a chance to explain yourself, share your side of the story and show your commitment to sorting things out. Your input matters and being actively involved shows you care about resolving the issue in a fair way.

    Be truthful

    If you made a mistake, own up to it. Institutions value honesty and respect your ability to be upfront about what happened. Trying to cover up or mislead won’t help, in fact, it can make things worse. Being honest helps the process move forward smoothly and shows that you’re taking responsibility for your actions.

    Respond to emails or requests on time

    Deadlines are there to keep everything on track, so make sure you submit documents, attend meetings or provide information when asked. It’s a simple way to show you’re cooperating and helps avoid any unnecessary delays. Missing deadlines can lead to decisions being made without your input, which may affect the outcome and potentially the severity of the penalty that’s applied. If you are finding it hard to stick to your deadlines, contact your institution for support.

    Ask questions or seek guidance

    The procedures might seem complex at first, but there are people and resources available to help you out. Whether it’s academic advisors, student support staff or online guides, there’s no shame in reaching out for clarity. Understanding what’s happening and expectations can make a huge difference in how you approach the situation.

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    Remember

    This isn’t just about resolving the issue, it’s about looking after your future. Academic misconduct cases can be stressful, but staying engaged, honest and proactive shows your dedication to your studies and your personal growth.

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  • Student academic misconduct – responding to the allegation

    Responding to the academic misconduct allegation is an opportunity to demonstrate your commitment to resolving issues in a fair and transparent way. By engaging openly, sharing accurate evidence and communicating honestly, you can help guide the process toward a positive outcome. This approach not only shows integrity but can sometimes lead to reduced penalties. Take this chance to be proactive, make use of the resources available and approach the situation with sincerity and a willingness to learn.

    Once you’ve made the decision to respond to an academic misconduct allegation, it’s essential to include evidence that supports your case. Thoughtfully gathered and clearly presented evidence can strengthen your response and highlight your commitment to resolving the matter transparently.

    Evidence

    When addressing an academic misconduct allegation, it’s important to carefully gather and present evidence that supports your case. Here are some types of evidence you might consider sharing:

    • Original drafts: Early versions of assignments or projects that demonstrate the evolution of your work.
    • Notes: Documentation of lecture notes that show your engagement and understanding of the course material.
    • Time-stamped files: Files saved at different stages of your work, proving the timeline of your progress. Make sure you don’t reopen the file and resave it, as that will affect the document metadata.
    • Travel documents: For cases involving travel, provide itineraries or tickets issued at the time of booking.
    • Medical records: Doctor's certificates or hospital records to justify any health-related issues that may have impacted your work.
    • Library records: Borrowing history or access logs that show your research activities.
    • Technical logs: Logs from your internet browser, software or platforms used during your assessment creation, showing your activity, sources consulted or version history.
    • Proof of originality: Plagiarism reports from Turnitin will often be provided to you. Note that in artificial intelligence cases, most institutions will not accept online ‘AI detectors’ that are not from Turnitin due to their lack of accuracy.

    Now that you’ve gathered all the necessary evidence and have a clear understanding of your response, the next step is to articulate your case comprehensively. Writing everything down in a structured manner will ensure your points are effectively presented. Here’s a template you can use to get you started.

    Meetings

    Sometimes, as part of the academic misconduct process, a meeting may be offered to give you the opportunity to explain your side of the story, provide relevant evidence and address any misunderstandings. This meeting is an important chance to engage constructively and ensure that your perspective is heard. After the meeting a decision will be made regarding your outcome.

    Support person

    If you attend a meeting, hearing or interview to discuss your allegation, having a support person by your side during an academic misconduct issue may help ease the stress and make the whole process feel a bit less overwhelming. This person can be someone you trust—like a family member, a close friend, a mentor, or even an advisor from your institution or student guild.

    Your support person is not there to speak for you or take over the meeting, they are there to support you emotionally and help you recall the details of the meeting if needed. As this is not a legal process, many institutions will request your support person is not a lawyer, however you may pursue this option later in the process if you need to go to an Ombudsman for example.

    When choosing your support person, it’s important to select someone who understands the challenging situation you’re in. You’ll want someone non-judgmental and reliable. Ideally, they should also be familiar with academic life and the challenges students face. It’s often easier when they can relate to what you’re going through. Confidentiality is key, so make sure they’re the type of person who can handle sensitive information responsibly.

    Your support person’s role is straightforward. They can:

    • come with you to meetings or interviews related to your case
    • listen carefully and maybe take notes if needed
    • help you feel more relaxed and focused
    • help you prepare for these meetings by giving you a chance to talk through potential questions and answers ahead of time, as well as debriefing afterward.

    It’s all about building your confidence and making you feel ready to face the situation.

    One thing to keep in mind is that your support person’s role has limits. They’re not there to argue your case or speak for you, they’re more like your anchor in a stressful time. Think of them as a steady presence who’s there to help you stay grounded. Having someone in your corner like this can make a difference as you work through the process and come out stronger on the other side.

    How to select a good support person for an academic misconduct interview

    • Trustworthiness: Choose someone you trust, who will handle your situation with confidentiality and discretion.
    • Understanding: The support person should be empathetic to your circumstances and the pressures of academic life.
    • Non-judgmental: Avoid choosing someone who might just judge you and instead opt for a ‘critical friend’ who can offer honest perspective and support.
    • Emotional support: The individual should be capable of providing reassurance and helping you stay calm and focused during the process.
    • Communication skills: A good support person can aid in preparing you for meetings by discussing potential questions and responses.
    • Boundaries: Ensure they understand their role is supportive rather than active participation in the meeting.

    FAQs for support persons in academic misconduct meetings

    1. Can a support person speak on your behalf during the meeting?

    No, a support person is not permitted to speak on your behalf. Their role is to provide emotional support and guidance, but they should not actively participate in the discussion unless explicitly allowed by the meeting's guidelines.

    2. Can a support person take notes during the meeting?

    Yes, a support person can take notes to help you recall details and discussions later. This can be beneficial for keeping track of important points and ensuring you understand the proceedings.

    3. Is a support person allowed to provide their opinion or input during the meeting?

    No, a support person should not provide their own opinions or input unless specifically asked by the meeting officials. Their primary function is to support you, not to influence the meeting's outcome.

    4. Can a support person help you to prepare your responses before the meeting?

    Yes, a support person can help you prepare for the meeting by discussing potential questions and appropriate responses. They can also review evidence and discuss strategies for addressing the allegations.

    5. Can a support person contact institution officials on your behalf?

    No, a support person should not contact institution officials or interfere with the process on your behalf. All communications should come directly from you to maintain the integrity of the process and ensure clear, direct dialogue.

    Meeting etiquette tips for students

    Attending a meeting, especially one related to academic misconduct, can feel a little daunting, but with the right approach, you can make a positive impression and effectively communicate your perspective. Here are some friendly and practical tips to help you prepare:

    • Be punctual: Arrive on time to show respect for the process and the people involved. Being late might unintentionally signal a lack of seriousness about the matter.
    • Dress smartly: While formal attire isn’t necessary, choose neat, clean and presentable clothing to convey that you take the meeting seriously – even if your meeting is being held online.
    • Stay calm: It’s normal to feel nervous but try to remain calm and composed throughout the meeting. This will help you express yourself clearly and confidently.
    • Listen actively: Pay close attention to what is being said. This demonstrates respect and ensures you understand the points being raised.
    • Answer thoughtfully: Take a moment to think before responding to questions. Providing clear and accurate answers helps present your case effectively.
    • Be honest: Always stick to the truth. Honesty is crucial in building trust and ensuring the best possible outcome.
    • Show respect: Treat everyone involved politely and professionally. A respectful attitude creates a positive environment for constructive dialogue.
    • Ask questions: If something is unclear, don’t hesitate to ask for clarification. This shows engagement and helps avoid misunderstandings.
    • Stay focused: Keep your comments relevant to the matter at hand. If you have other concerns about your studies or the course, you can address them separately later.

    Meetings like these are designed to ensure fairness and give everyone the chance to share their perspective. Approach it as an opportunity to learn and grow, and remember that preparation and a positive attitude can make all the difference.

    Important

    If your meeting is online, find a quiet spot where you won’t be interrupted — but don’t worry if that’s not easy; just do the best you can with what you have. Check that your internet is working well, your microphone and speakers are clear, and the light is coming from behind your camera so you can be seen properly. It’s a good idea to test everything with a friend beforehand, just to be sure.

    These simple steps can help you feel more confident and come across professionally.

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  • Student academic misconduct – the investigation process

    The academic misconduct investigation process is designed to ensure fairness, so by taking proactive steps, such as preparing a clear response, seeking guidance from support services, and participating in workshops, you can navigate the situation effectively. Institutions value honesty and a constructive approach, and following the outlined steps of the investigation shows your commitment to learning and accountability.

    Here's how the process typically unfolds:

    Stage 0: Preliminary communication

    Sometimes, your institution might start with an informal chat about the matter. This could be through an email or a simple meeting where they’ll ask for details or share their concerns. If things move forward formally, they’ll use that information in the official documents you receive later. At this stage, rest assured that you’re not being judged or penalised– it's simply part of the process to understand what happened.

    Stage 1: Receiving the allegation

    You’ll get a formal notice explaining the allegations, the evidence and the next steps. Take your time reading it carefully because you want to understand exactly what’s going on. This is also the perfect moment to reach out to your institution’s support services or someone you trust for advice. A friend, family member or advisor can also be your support person if you are offered the chance to attend an interview. At this stage your grade may also be withheld for your entire course/unit/subject while the investigation proceeds.

    Stage 2: Preparing your response

    Once you’ve got the notice, it’s time to get organised. You’ll usually have a short deadline to respond, so don’t wait too long. Gather evidence, like drafts of your work or emails, that can help back up your case. It’s also a good idea to chat with academic advisors or student services for tips. And remember — if you made a mistake, owning up to it early can make a big difference.

    Stage 3: Providing a response

    Now it’s your turn to share your side of the story. This could be through an email or a meeting. You can usually bring a support person. Use this chance to explain what happened, share evidence and address any misunderstandings. Be honest and show that you’re willing to learn as this can really help.

    Stage 4: Deliberation and decision

    Once the interview wraps up, the institution will go through everything to decide what happens next. They’ll look at how serious the issue is, your academic journey so far, and any past academic misconduct (if applicable) to determine the penalty. Honesty and accountability can make a big difference here. The decision might range from a warning to more serious consequences, depending on the situation. This part can take a couple of weeks, so do not let it derail the rest of your studies.

    Stage 5: Notification of outcome

    You’ll get an official notification explaining the decision and any penalties. This is also where you will find information on appeals and how to do it, if you decide to go down that route. Usually, you’ll hear back within a few days of the decision being made.

    Stage 6: Appealing the decision (optional)

    If you think the outcome wasn’t fair, you’ve got the right to appeal. You’ll need to write a statement explaining why you think the decision should be reconsidered, for instance if there were procedural mistakes or new evidence. Just remember that disagreeing with the outcome isn’t enough to appeal; you need clear grounds. The decision maker (individual or committee) will review your case, and their decision might take anywhere from a few weeks to a couple of months.

    Stage 7: Final decision

    After the appeal process is completed, you’ll receive the final decision. You’ll usually hear back about the final decision within a week or two. This is usually the end of the process, but sometimes you may appeal to an external source, like contacting the National Student Ombudsman.

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    Remember

    Check your institution's policy on academic integrity for the specific rules and processes to follow in your context.


     

    Video: The academic misconduct process explained


     

     

    Decision-making process in academic misconduct cases

    Step Description
    1. Report misconduct  The student or staff member reports suspected academic misconduct. 
    2. Initial review  The institution conducts an initial review to determine if there is enough evidence to proceed. 
    3. Notification  The student is notified of the allegations and given a chance to respond. 
    4. Investigation  A formal investigation is conducted, gathering evidence and interviewing relevant parties. 
    5. Decision  The decision is made based on the balance of probabilities. Possible outcomes include no finding of academic misconduct, a formal warning, grade reduction, resubmission, suspension or expulsion. 
    6. Notification of outcome  The student is informed of the decision and any penalties imposed. 
    7. Appeal  The student has the option to appeal the decision if new evidence is available or if they believe there was a procedural error. 
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