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              <h2 class="document-title">Home</h2>
      

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        <h3>MESSAGE&nbsp;FOR&nbsp;INTERESTED PARTIES<span style="vertical-align: super; font-size: 10px; line-height: 90%;">1</span> FROM THE OWNER OF exdnb.com</h3>
<p>One person in the entire history of Dun &amp; Bradstreet earned the distinction of being D&amp;B&rsquo;s top performing marketing organization sales associate<span style="vertical-align: super; font-size: 10px; line-height: 90%;">2</span> more than one time in any ten-year period.</p>
<p>D&amp;B fired that person for "<em>performance</em>".</p>
<p>I am that person.</p>
<p>My name is Richard Vincent Kelly.</p>
<p>My primary goal is justice. And, my best opportunity for justice is a trial by jury.</p>
<p>Therefore, I have been seeking a trial by jury in the federal courts as provided for by the Seventh Amendment of the United States Constitution.</p>
<h3>HIRED</h3>
<div>
<p>I began working as a Business Analyst trainee for Dun &amp; Bradstreet, Inc., the primary operating subsidiary of The Dun &amp; Bradstreet Corporation, on September 17, 1968 in Los Angeles, California.</p>
<p>This was the beginning of my more than 35-year career with D&amp;B.</p>
<h3>FIRED</h3>
<p>Dun &amp; Bradstreet (D&amp;B) fired me on August 13, 2004 less than eight hours after I submitted my 2004 Q2 quarterly report to my management team.</p>
<p>At the time, I was a Principal Consultant with the Sales &amp; Marketing Solutions (S&amp;MS) organization&nbsp;in Atlanta, Georgia.</p>
</div>
<p>Neither my manager nor D&amp;B gave me a written, or verbal, reason for firing me. However, I assert that D&amp;B fired me in retaliation because, in my quarterly report, I reaffirmed and <em>supplemented</em> my previous protests of D&amp;B's discrimination and retaliation against me.</p>
<p>This created a "tipping point" similar to "the straw that broke the camel's back".</p>
<h3>RETIRED</h3>
<p>My last day as a D&amp;B employee was August 31, 2004.</p>
<p>The next day, September 1, 2004, I became an ex D&amp;B<strong> </strong>employee and<strong>&nbsp;</strong>retired.</p>
<h3>D&amp;B CONTINUED TO RETALIATE AGAINST ME POST-TERMINATION</h3>
<p>After D&amp;B fired me, D&amp;B continued to retaliate against me for five (5) years and eleven (11) months, from August 2004 to July 2010.</p>
<p>For example, D&amp;B forced me to live without any retirement income for exactly two (2) years after I retired until D&amp;B finally issued me my first pension payment on September 1, 2006.</p>
<p>This was just one of D&amp;B's six (6) acts of post-termination retaliation against me.</p>
<h3>I MADE A FEDERAL CASE OUT OF IT</h3>
<p>Earlier, on June 18, 2003, fourteen (14) months <em>before</em> D&amp;B fired me, I filed a Charge Questionnaire and a Charge of Discrimination&nbsp;against D&amp;B with the Atlanta District Office of the U.S. Equal Employment Opportunity Commission (EEOC).</p>
<p>Later, I filed two amendments, one with EEOC Headquarters in Washington, DC and one with the Atlanta District Office.</p>
<p>March 4, 2009, more than five (5) years and eight (8) months after I filed my initial EEOC Charge Questionnaire and Charge of Discrimination, the EEOC issued me a "<em>Notice of Right to Sue</em>" letter.</p>
<h3>WHAT WE'VE GOT HERE IS A FAILURE TO COMMUNICATE</h3>
<p>November 23, 2009, five (5) years and three (3) months&nbsp;after&nbsp;Dun &amp; Bradstreet&nbsp;fired me, D&amp;B disclosed it terminated me for "<em>performance</em>".</p>
<p>This disclosure emerged&nbsp;from my legal proceedings with D&amp;B in the "DEFENDANT DUN &amp; BRADSTREET, INC.'S INITIAL DISCLOSURES" document that D&amp;B was required to file with the United States District Court.&nbsp;</p>
<p>Prior to this, D&amp;B had never given me a written, or verbal, reason for firing me.</p>
<h3>DAVID v. GOLIATH</h3>
<p>Due to perceived complexities in my pending federal civil lawsuit against Dun &amp; Bradstreet (D&amp;B), I was unable to find a lawyer who was willing to represent me on a contingency basis.</p>
<p>As a result,&nbsp;on June 4, 2009, I began representing myself <em>pro se </em>and filed federal civil lawsuit Case No. 1:09-cv-01498, Richard V. Kelly v. The Dun &amp; Bradstreet Corporation, later amended to Richard V. Kelly v. Dun &amp; Bradstreet, Inc., in United States District Court, Northern District of Georgia, Atlanta Division.</p>
<p>I petitioned the court for a trial by jury and damages.</p>
<p>August 25, 2010, D&amp;B filed Defendant's Motion for Summary Judgment and asked the district court to dismiss my <em>"...Complaint in its entirety..."</em></p>
<p>December 17, 2010, the magistrate judge assigned to assist the district judge with the preliminary work on my case submitted a Final Report and Recommendation to the district judge that was favorable to D&amp;B. In his report, the magistrate judge recommended that D&amp;B's Motion for Summary Judgment be granted.</p>
<h3>CASE DISMISSED</h3>
<p>January 19, 2011, the district judge adopted the magistrate judge's recommendation that D&amp;B's Motion for Summary Judgment be granted and dismissed my case with no substantive explanation.</p>
<p>Consequently, the district court prevented me from having a "<em>trial by jury</em>" as provided for by the Seventh Amendment of the United States Constitution.</p>
<h3>APPEAL</h3>
<p>February 15, 2011, I retained a lawyer who is a founding partner of one of Atlanta's leading law firms to represent me on appeal.</p>
<p>The next day, my lawyer filed a Notice of Appearance with the United States District Court, Northern District of Georgia, Atlanta Division, and notified the court that he was now representing me.</p>
<p>Concurrently, he filed a Notice of Appeal to notify the court that he would be filing an appeal on my behalf.</p>
<p>Five months later, on July 8, 2011, my lawyer filed my appeal, Case No. 11-10723-AA, with the United States Court of Appeals, Eleventh Circuit (AL, FL, GA) in Atlanta.</p>
<h3>APPEAL SUCCESSFUL</h3>
<p>December 5, 2011, I won my appeal when a panel of three judges<strong> </strong>with the Eleventh Circuit ruled the district court erred. The court of appeals found I had presented sufficient evidence<strong> </strong>that I had timely filed my June 18, 2003 Charge of Discrimination and my two subsequent amendments with the EEOC.</p>
<p>Accordingly, the United States Court of Appeals vacated the district court's January 19, 2011 ruling granting summary judgment in favor of D&amp;B and remanded my case back to the district court to determine which of my claims are like, or related to, or grow out of, my charges with the EEOC and which of my timely claims have merit.</p>
<h3>D&amp;B RESPONDS WITH A RENEWED MOTION FOR SUMMARY JUDGMENT</h3>
<p>March 5, 2012, D&amp;B filed Defendant's Renewed Motion for Summary Judgment and, for the second time, asked the district court to dismiss my "...<em>Complaint in its entirety</em>..."</p>
<p>Back in district court, the same magistrate judge submitted a new Final Report and Recommendation to the same district judge. Like before, the report was favorable to D&amp;B and the magistrate judge recommended that D&amp;B's Renewed Motion for Summary Judgment be granted.</p>
<h3>CASE DISMISSED FOR THE SECOND TIME</h3>
<p>March 6, 2013, once again, the district judge adopted the magistrate judge's recommendation. And, like before, the district judge granted D&amp;B's Renewed Motion for Summary Judgment and dismissed my case with no substantive explanation.</p>
<p>Currently, my interpretation is the district court ruled that none of my allegations are like, or relate to, or grow out of, the allegations in my original June 18, 2003 EEOC Charge Questionnaire and Charge of Discrimination and that none of my timely claims have merit.</p>
<p>Consequently, for the second time, the district court prevented me from having a "<em>trial by jury</em>" as provided for by the Seventh Amendment of the United States Constitution.</p>
<h3>SECOND APPEAL</h3>
<p>March 11, 2013, my lawyer filed a Notice of Appeal with the United States District Court, Northern District of Georgia, Atlanta Division, to notify the court that he would be filing an appeal on my behalf with the United States Court of Appeals, Eleventh Circuit in Atlanta.</p>
<p>Seven weeks later, on April 30, 2013, my lawyer filed my second appeal, Case No. 13-11060, with the United States Court of Appeals, Eleventh Circuit in Atlanta.</p>
<h3>WHAT'S NEXT?</h3>
<p>A panel of three judges with the United States Court of Appeals, Eleventh Circuit in Atlanta will rule on my second appeal.</p>
<p>I expect a ruling before the end of March 2014.</p>
<h3>"...LET FACTS BE SUBMITTED TO A CANDID WORLD." <span style="vertical-align: super; font-size: 10px; line-height: 90%;">3</span></h3>
<p>Facts, and other case information in my federal civil lawsuit&nbsp;against Dun &amp; Bradstreet (D&amp;B), continue to be entered into the public record soon after&nbsp;they&nbsp;are filed with the federal courts.</p>
<h3>INTERESTED PARTIES, THE SMALLEST AUDIENCE OF ALL</h3>
<p>Thanks to Public Access to Court Electronic Records (<a href="http://www.pacer.gov" target="_blank">PACER</a>), interested parties that&nbsp;<a href="https://www.pacer.gov/psco/cgi-bin/regform.pl" target="_blank">register for a PACER (case search) account</a>&nbsp;and have a PACER login and password can access my case information online.</p>
<p>As a&nbsp;convenience&nbsp;to interested parties that&nbsp;want access to my case information without&nbsp;having to register to get&nbsp;<a href="http://www.pacer.gov/documents/epa_feesched.pdf" target="_blank">electronic public access through&nbsp;PACER</a>, I have included copies of many of my public record&nbsp;case documents on this website, exdnb.com. I've also included some other documents related to my case. See "Case Documents" tab. &nbsp;</p>
<p>In addition, for&nbsp;interested parties that&nbsp;want a helpful, and brief, understanding of the facts of my case against D&amp;B without&nbsp;having to read through hundreds of documents, I recommend reading my&nbsp;"EXECUTIVE OVERVIEW". And, if more details are of interest, I recommend reading my&nbsp;"TIMELINE OVERVIEW". Both are&nbsp;in the public record and have been entered into evidence. See "Case Documents" tab.&nbsp;</p>
<h3>OBSERVATION</h3>
<p>A careful, comprehensive and proper review of all the facts and documents already filed with the United States District Court and the United States Court of Appeals, reveals my<strong> </strong>case meets the legal requirements necessary to proceed to a jury trial.</p>
<p>Most importantly, the facts and documents<strong> </strong>already filed with the courts, and produced in discovery, meet and exceed the "<a href="http://courts.uslegal.com/burden-of-proof/preponderance-of-the-evidence/" target="_blank">preponderance of the evidence</a>"<strong>&nbsp;</strong>standard<em> </em>of proof necessary to prove to a jury that D&amp;B is guilty of discrimination and retaliation.</p>
<h3>MAKING HISTORY</h3>
<p>In Dun &amp; Bradstreet's 163 years (1841-2004) of history before it fired me, the extent of D&amp;B's discrimination, retaliation, and intentional infliction of emotional distress on an employee in a continuing action, in a chronically hostile work environment, was without precedent.</p>
<p>As a result of its misconduct, D&amp;B set in motion an unpredictable series of complex, interrelated forces that continue to progress&nbsp;in nuanced, yet powerful, ways and expose D&amp;B to chaotic corporate consequences.</p>
<p>Thus far, unintended consequences of D&amp;B&rsquo;s discrimination and retaliation against me have manifested themselves in&nbsp;me&nbsp;shining a spotlight on D&amp;B's misconduct.</p>
<p>First, I filed a charge of discrimination and retaliation against D&amp;B with the EEOC.&nbsp;</p>
<p>Then, I filed a federal civil lawsuit against D&amp;B.</p>
<p>By initiating these actions, I exposed D&amp;B's misconduct and increased D&amp;B's visibility to the EEOC and to the federal courts.&nbsp;</p>
<p>In addition to government entities,&nbsp;I also exposed D&amp;B's misconduct and increased D&amp;B's visibility&nbsp;to the business and social networks to which I am linked.&nbsp;</p>
<h3>D&amp;B MISMANAGES RISK MANAGEMENT</h3>
<p>D&amp;B failed to anticipate these consequences.&nbsp;</p>
<p>And, although D&amp;B is known globally for its risk management&nbsp;expertise,&nbsp;there are signs that D&amp;B&rsquo;s chronic culture of management myopia still fails to understand the full spectrum of D&amp;B's&nbsp;vulnerability to&nbsp;the&nbsp;increasing&nbsp;uncertainty and risk due to unintended consequences.&nbsp;</p>
<p>For&nbsp;instance, most&nbsp;interested parties&nbsp;remain unaware of my quest for justice.&nbsp;</p>
<p>However, at an appropriate time, I will lift my self-imposed restraint and actively expand the awareness of my quest for justice&nbsp;to additional interested parties.</p>
<p>This will expose D&amp;B to further&nbsp;disruptive developments and new&nbsp;unintended consequences.</p>
<h3>THERE'S NO HEAVIER BURDEN THAN A GREAT POTENTIAL</h3>
<p>Dun &amp; Bradstreet (D&amp;B) can do better.</p>
<p>D&amp;B&nbsp;employees, customers, and stockowners want D&amp;B to live up to its principles and values and to&nbsp;reflect the best of its pedigree&nbsp;as exemplified by D&amp;B founder,&nbsp;<a href="http://en.wikipedia.org/wiki/Lewis_Tappan" target="_blank">Lewis Tappan</a>;&nbsp;ex D&amp;B employee,&nbsp;<a href="http://www.dnb.com/company/history.html" target="_blank">Abraham Lincoln</a>;&nbsp;and other exemplary D&amp;B employees.</p>
<p>Throughout my more than 35-year career with Dun &amp; Bradstreet, employees were frequently subjected to D&amp;B's&nbsp;corporate choir of management&nbsp;minions du jour droning on with their parroted,<strong>&nbsp;</strong>less-than-melodious mantra of generic "change".</p>
<p>However,&nbsp;at no time do I&nbsp;recall D&amp;B documenting any corporate commitment&nbsp;whatsoever&nbsp;to initiate, implement, manage, measure, and confirm "change" that was better than the current status quo.</p>
<h3>AN EX D&amp;B EMPLOYEE'S ASPIRATION FOR DUN &amp; BRADSTREET (D&amp;B)</h3>
<p>My aspiration for Dun &amp; Bradstreet is for D&amp;B&nbsp;to transform&nbsp;itself culturally in a continuous corporate renaissance.</p>
<p>This will&nbsp;provide an environment&nbsp;in which&nbsp;D&amp;B can regularly reinvigorate and dedicate&nbsp;itself&nbsp;not&nbsp;to undefined, generic "change" but, instead,&nbsp;to&nbsp;meaningful, measurable, and&nbsp;<a href="http://en.wikipedia.org/wiki/Continuous_improvement" target="_blank">continual improvement</a>&nbsp;that supports D&amp;B principles and values.</p>
<p>Ironically, this will require change... not&nbsp;<strong>D</strong>ull&nbsp;<strong>&amp;&nbsp;B</strong>oring<strong>,</strong>&nbsp;repetitive, "<em>Groundhog Day</em>", rearranging the deck chairs on the Titanic, impotent,&nbsp;corporate spin kind of change that leads to a "new" D&amp;B every few years, but demonstrable, sustainable change for the better.</p>
<p>Accordingly,<strong> </strong>in order to influence&nbsp;Dun &amp; Bradstreet to change its historical hamster wheel&nbsp;status quo,&nbsp;I will&nbsp;initiate a series of actions that are intended to motivate D&amp;B to look at things differently<span style="vertical-align: super; font-size: 10px; line-height: 90%;">4 </span>so D&amp;B can improve them.</p>
<h3>GOING PUBLIC</h3>
<p>When I established exdnb.com in 2007,&nbsp;I made a decision to keep my quest for justice out of the spotlight and inhibit online searches that can lead to exdnb.com.&nbsp;</p>
<p>However,&nbsp;at the aforementioned&nbsp;"<em>appropriate time</em>",&nbsp;in order to promote&nbsp;awareness of my quest for justice&nbsp;and motivate D&amp;B to look at things differently,<strong>&nbsp;</strong>I will:</p>
<ol class="customNumericList">
<li>Maximize exposure to exdnb.com through all available channels.</li>
<li>Issue a nationally distributed press release to focus media attention on exdnb.com.</li>
<li>Enable Internet search engine indexation to direct Internet traffic to exdnb.com.</li>
<li>Add a media-friendly lens and some additional lumens to the&nbsp;online exdnb.com&nbsp;spotlight that is focused on&nbsp;revealing and documenting D&amp;B&rsquo;s misconduct and urges interested parties to ask&nbsp;themselves the question, "<em>Should I, or should anyone, trust Dun &amp; Bradstreet (D&amp;B)?</em>"</li>
<li>Sponsor a multimedia David v. Goliath&nbsp;contest for students. Specifically, I will create&nbsp;a three-tiered nationwide contest where grade school, high school, and college/university students will be asked to learn about Kelly v. Dun &amp; Bradstreet, Inc.. Then, each entrant will select one or more of several different categories in which to express&nbsp;his or her observations, thoughts, feelings, or analysis about my case and its related issues.&nbsp;I will award prizes to the winners and publish, and distribute, the winning entries on exdnb.com, YouTube, and social media.</li>
</ol>
<p>Together, these actions will promote&nbsp;awareness of my quest for justice, motivate D&amp;B to look at things differently, and expose D&amp;B to even&nbsp;further&nbsp;disruptive developments and even&nbsp;newer unintended consequences.</p>
<p>As a result, other&nbsp;ex D&amp;B employees will learn that&nbsp;there&nbsp;is&nbsp;a free, peer-owned&nbsp;and curated&nbsp;website where they can share&nbsp;<em><span>their</span></em>&nbsp;D&amp;B-related&nbsp;stories, facts,&nbsp;experiences, comments, and documents.</p>
<h3>EMPLOYEES BENEFIT</h3>
<p>My&nbsp;case can&nbsp;benefit&nbsp;<em>all&nbsp;</em>employees because, regardless of its outcome,&nbsp;Kelly v. Dun &amp; Bradstreet, Inc. is increasing&nbsp;the legal vulnerability of D&amp;B and other businesses and organizations that discriminate, retaliate, or otherwise mistreat their employees. This includes businesses and organizations that&nbsp;ignore, or ineffectively address, employee concerns and fail to comply with<strong>,</strong>&nbsp;and enforce, their own policies, processes, procedures, principles, values, rules of engagement, and&nbsp;codes of conduct.</p>
<p>This increased legal vulnerability can deter businesses and organizations from violating the human rights and civil rights of their employees. It can also deter businesses and organizations from&nbsp;thumbing their dismissive noses at the U.S. Equal Employment Opportunity Commission (EEOC) and otherwise demonstrating their contempt, disregard, and lack of respect for human rights, civil rights, and the U.S. Justice system.</p>
<h3>LET IT BE</h3>
<p>Consequently, my quest for justice via Kelly v. Dun &amp; Bradstreet, Inc. and exdnb.com can have a profound impact on the policies, processes,&nbsp;procedures, brand, and reputation of D&amp;B and many other businesses and organizations.</p>
<p>Time will tell&nbsp;if this impact will be short-lived or legacy-altering.</p>
<h3>DON'T LET A PROBLEM PERSIST</h3>
<div class="quoteContainer">
<div class="bigQuotation"><span class="openquote"><img src="/storage/images/openquote.png" alt="" width="42" height="38" /></span>
<p class="quoteText">It is all too easy to see a problem &ndash; be it with quality or with ethical behavior &ndash; and assume that the company knows about it and chooses to let it persist. After all, it may take a lot of time to solve a problem yourself or a lot of diplomacy to bring it to the attention of a co-worker, a manager or other appropriate person in the company. But if you take the easy course and let the problem persist, if you do not yourself deal with the problem, you yourself become part of the problem. Instead, you should take responsibility for solving it.</p>
<span class="closequote"><img src="/storage/images/closequote.png" alt="" width="42" height="38" /></span>
<p class="quoteAttribution">&mdash; <a href="http://law.ubalt.edu/template.cfm?page=595" target="_blank"><strong>James R. Maxeiner</strong></a>, Vice President &amp; Associate General Counsel<br /> <span style="padding-left: 13px;">Dun &amp; Bradstreet Information Services</span><br /> <span style="padding-left: 13px;">Quality Minute, November 16, 1993</span></p>
</div>
</div>
<h3>JUSTICE AND MY STORY</h3>
<p>Justice is my primary goal and I created this website to be an easy-to-remember, easy-to-access, and easy-to-use platform from which to support my quest for justice and tell <a title="/my-story/" href="/my-story/">My Story</a>.</p>
<p><a title="/my-story/" href="/my-story/">My Story</a> exposes the fact that&nbsp;"<em>performance</em>"<em>,&nbsp;</em>D&amp;B's purported legitimate reason for terminating me, is a pretext and does not pass the smell test.</p>
<h3>SHOULD YOU TRUST DUN &amp; BRADSTREET (D&amp;B)?</h3>
<p>On the cover of the <a href="https://materials.proxyvote.com/Approved/26483E/20130312/CMBO_159675/HTML2/default.htm" target="_blank">D&amp;B 2012 Annual Report</a>, Dun &amp; Bradstreet (D&amp;B) prominently states its aspiration "<em>To be the most trusted source of commercial insight so our customers can decide with confidence</em>."</p>
<p>Should <span style="text-decoration: underline;">you</span> trust Dun &amp; Bradstreet (D&amp;B)?</p>
<p>Should anyone?</p>
<p>You be the judge.</p>
<p>Before you answer these questions, I encourage you to get the information and insight you need to make a well-informed decision<strong>&nbsp;</strong>by reading&nbsp;<a title="/my-story/" href="/my-story/">My Story</a>.</p>
<div></div>
<p>Then, decide with confidence.</p>
<h3>COMMITMENT</h3>
<p>Over time, I will enrich <a title="/my-story/" href="/my-story/">My Story</a> by linking to:</p>
<ul>
<li>Court documents.</li>
<li>Discovery documents.</li>
<li>Yet-to-be-harvested audio files, emails, letters, memos, handwritten notes and other material<strong> </strong>that will add<strong> </strong>information, content, context, and insight to reinforce, or refute, statements, testimony and "documents" already filed with the court, produced in discovery, or otherwise related to the litigation in my federal civil action against Dun &amp; Bradstreet (D&amp;B).</li>
<li>Stories from current and ex D&amp;B employees and customers.</li>
</ul>
<h3>DEDICATION</h3>
<p>This website is dedicated to my father, John William (Bill) Kelly, 1920 &ndash; 1969.</p>
<h3>CONTACT ME</h3>
<p>If you have your own Dun &amp; Bradstreet (D&amp;B)-related story or any D&amp;B-related facts, experiences, comments, or documents you would like to share with me, please <a title="/contact-me/" href="/contact-me/">Contact Me</a> at <em>exdnb.com.</em></p>
<p>&nbsp;</p>
<p><span style="vertical-align: super; font-size: 10px; line-height: 90%;">1</span> "<em>Interested parties</em>"&nbsp;include current, prospective, and ex D&amp;B employees, customers,<br />&nbsp; &nbsp;suppliers, partners and competitors; stockowners, Wall Street analysts, and other<br />&nbsp; &nbsp;members of the investment community; investigative journalists, documentary film makers,<br />&nbsp; &nbsp;and other&nbsp;members of the media;&nbsp;professors and students of&nbsp;law, business,&nbsp;journalism, and<br />&nbsp; &nbsp;ethics; government&nbsp;regulatory agencies; lawyers; family; and friends.</p>
<p><span style="vertical-align: super; font-size: 10px; line-height: 90%;">2</span> Highest annual revenue performance percentage. At the time D&amp;B fired me, D&amp;B's marketing<br />&nbsp; &nbsp;organization&nbsp;was known as&nbsp;Sales &amp; Marketing Solutions (S&amp;MS). Previously, it was known by<br />&nbsp; &nbsp;several<strong> </strong>different names.</p>
<div></div>
<p><span style="vertical-align: super; font-size: 10px; line-height: 90%;">3</span> United States Declaration of Independence</p>
<div><span style="vertical-align: super; font-size: 10px; line-height: 90%;">4</span> <strong>LOOK AT THINGS DIFFERENTLY</strong></div>
<div>&nbsp; &nbsp;improve them<br />&nbsp; &nbsp;you can<br />&nbsp; &nbsp;to see how<br />&nbsp; &nbsp;look at things differently<br />&nbsp; &nbsp;sometimes you have to<br />&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<em>- Richard Vincent Kelly &copy;1977</em></div>
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