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𝖢𝗈𝗆𝗈 𝗍𝖾𝗆 𝗌𝗂𝖽𝗈 𝖺𝗆𝗉𝗅𝖺𝗆𝖾𝗇𝗍𝖾 𝖽𝗂𝗌𝖼𝗎𝗍𝗂𝖽𝗈, 𝖺 𝖺𝗉𝗅𝗂𝖼𝖺𝖼̧𝖺̃𝗈 𝗉𝗋𝖺́𝗍𝗂𝖼𝖺 𝖽𝖺𝗌 𝖺𝗅𝗍𝖾𝗋𝖺𝖼̧𝗈̃𝖾𝗌 𝗂𝗇𝗍𝗋𝗈𝖽𝗎𝗓𝗂𝖽𝖺𝗌 𝗇𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝖽𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝖼𝗈𝗆𝗉𝗈𝗋𝗍𝖺𝗋𝖺́ 𝖾𝗇𝗈𝗋𝗆𝖾𝗌 𝖽𝗂𝖿𝗂𝖼𝗎𝗅𝖽𝖺𝖽𝖾𝗌. 𝖨𝗌𝗌𝗈 𝗆𝖾𝗌𝗆𝗈 𝗋𝖾𝖼𝗈𝗇𝗁𝖾𝖼𝖾𝗎 𝗈 𝗉𝗋𝗈́𝗉𝗋𝗂𝗈 𝖯𝗋𝖾𝗌𝗂𝖽𝖾𝗇𝗍𝖾 𝖽𝖺 𝖱𝖾𝗉𝗎́𝖻𝗅𝗂𝖼𝖺 𝗊𝗎𝖾, 𝖺𝗂𝗇𝖽𝖺 𝖺𝗌𝗌𝗂𝗆 𝗉𝗋𝗈𝗆𝗎𝗅𝗀𝗈𝗎 𝖺 𝗅𝖾𝗂 𝖺𝗍𝖾𝗇𝖽𝖾𝗇𝖽𝗈 𝖺𝗈 𝖼𝗈𝗇𝗍𝖾𝗑𝗍𝗈 𝖾 𝗎𝗋𝗀𝖾̂𝗇𝖼𝗂𝖺 𝖽𝖾𝗌𝗍𝖺 𝖽𝗂𝗌𝖼𝗂𝗉𝗅𝗂𝗇𝖺 𝗅𝖾𝗀𝗂𝗌𝗅𝖺𝗍𝗂𝗏𝖺.
𝖢𝗈𝗇𝗌𝗂𝖽𝖾𝗋𝖺𝗇𝖽𝗈 𝗊𝗎𝖾 𝗃𝖺́ 𝖾𝗑𝗂𝗌𝗍𝗂𝖺 𝗎𝗆 𝗋𝖾𝗀𝗂𝗆𝖾 𝗅𝖾𝗀𝖺𝗅 𝖽𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗇𝗈 𝖢𝗈́𝖽𝗂𝗀𝗈 𝖽𝗈 𝖳𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗊𝗎𝖾 𝖺𝗌𝗌𝖾𝗀𝗎𝗋𝖺𝗏𝖺 𝗂𝗀𝗎𝖺𝗅𝖽𝖺𝖽𝖾 𝖽𝖾 𝖽𝗂𝗋𝖾𝗂𝗍𝗈𝗌 𝖽𝗈𝗌 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝗋𝖾𝗅𝖺𝗍𝗂𝗏𝖺𝗆𝖾𝗇𝗍𝖾 𝖺𝗈𝗌 𝖽𝖾𝗆𝖺𝗂𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌, 𝗌𝗎𝖻𝗅𝗂𝗇𝗁𝖺𝗇𝖽𝗈 𝖺𝗌 𝗉𝖺𝗋𝗍𝗂𝖼𝗎𝗅𝖺𝗋𝖾𝗌 𝖾𝗑𝗂𝗀𝖾̂𝗇𝖼𝗂𝖺𝗌 𝖾𝗆 𝗆𝖺𝗍𝖾́𝗋𝗂𝖺 𝖽𝖾 𝗌𝖾𝗀𝗎𝗋𝖺𝗇𝖼̧𝖺 𝖾 𝗌𝖺𝗎́𝖽𝖾 𝖾, 𝗉𝗋𝖾𝗏𝖾𝗇𝖽𝗈, 𝗊𝗎𝖺𝗇𝗍𝗈 𝖺𝗈𝗌 𝗂𝗇𝗌𝗍𝗋𝗎𝗆𝖾𝗇𝗍𝗈𝗌 𝖽𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗊𝗎𝖾, 𝗇𝖺 𝖿𝖺𝗅𝗍𝖺 𝖽𝖾 𝖺𝖼𝗈𝗋𝖽𝗈 𝖽𝖺𝗌 𝗉𝖺𝗋𝗍𝖾𝗌, 𝖼𝖺𝖻𝖾𝗋𝗂𝖺 𝖺𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋 𝗈 𝗌𝖾𝗎 𝖿𝗈𝗋𝗇𝖾𝖼𝗂𝗆𝖾𝗇𝗍𝗈 𝖾 𝗈 𝗉𝖺𝗀𝖺𝗆𝖾𝗇𝗍𝗈 𝖽𝖺𝗌 𝗂𝗇𝖾𝗋𝖾𝗇𝗍𝖾𝗌 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌, 𝗍𝖾𝗇𝗁𝗈, 𝗉𝖾𝗌𝗌𝗈𝖺𝗅𝗆𝖾𝗇𝗍𝖾, 𝖺𝗅𝗀𝗎𝗆𝖺𝗌 𝖽𝗎́𝗏𝗂𝖽𝖺𝗌 𝗊𝗎𝖺𝗇𝗍𝗈 𝖺̀ 𝗎𝗋𝗀𝖾̂𝗇𝖼𝗂𝖺 𝖽𝖾𝗌𝗍𝖺 𝖺𝗅𝗍𝖾𝗋𝖺𝖼̧𝖺̃𝗈 𝗅𝖾𝗀𝗂𝗌𝗅𝖺𝗍𝗂𝗏𝖺. 𝖭𝖺̃𝗈 𝗀𝗈𝗌𝗍𝖺𝗋𝗂𝖺 𝖽𝖾 𝖺𝖼𝗋𝖾𝖽𝗂𝗍𝖺𝗋 𝗊𝗎𝖾 𝖾́ 𝖺𝗉𝖾𝗇𝖺𝗌 𝖺 𝗎𝗋𝗀𝖾̂𝗇𝖼𝗂𝖺 𝖾𝗆 𝖿𝖺𝗓𝖾𝗋 𝗆𝖺𝗂𝗌 𝗎𝗆𝖺 𝖺𝗅𝗍𝖾𝗋𝖺𝖼̧𝖺̃𝗈 𝖺𝗈 𝖢𝗈́𝖽𝗂𝗀𝗈 𝖽𝗈 𝖳𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖼𝗈𝗆 𝗎𝗆 𝗂𝗇𝗍𝗎𝗂𝗍𝗈 𝗆𝖾𝗋𝖺𝗆𝖾𝗇𝗍𝖾 𝗉𝖺𝗇𝖿𝗅𝖾𝗍𝖺́𝗋𝗂𝗈, 𝗆𝖺𝗌 𝗉𝖺𝗋𝖾𝖼𝖾 𝗆𝖾𝗌𝗆𝗈 𝗊𝗎𝖾 𝗌𝗂𝗆...
𝖵𝖾𝗃𝖺𝗆𝗈𝗌.
𝟣 - 𝖯𝖺𝗋𝖾𝖼𝖾 𝗊𝗎𝖾 𝗈 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋 𝗏𝖺𝗂 𝗉𝗈𝖽𝖾𝗋 𝗉𝖺𝗌𝗌𝖺𝗋 𝖺 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝗋 𝖺 𝗉𝖺𝗋𝗍𝗂𝗋 𝖽𝖾 𝗈𝗇𝖽𝖾 𝗊𝗎𝗂𝗌𝖾𝗋... 𝗌𝗈́ 𝗊𝗎𝖾 𝗇𝖺̃𝗈.
𝖮 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖾𝗋𝖺 𝖽𝖾𝖿𝗂𝗇𝗂𝖽𝗈 𝗇𝗈 𝖢𝗈́𝖽𝗂𝗀𝗈 𝖽𝗈 𝖳𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝗈𝗋 𝗋𝖾𝖿𝖾𝗋𝖾̂𝗇𝖼𝗂𝖺 𝖺̀ 𝗉𝗋𝖾𝗌𝗍𝖺𝖼̧𝖺̃𝗈 𝖽𝖾 𝖺𝗍𝗂𝗏𝗂𝖽𝖺𝖽𝖾 𝗉𝖾𝗅𝗈 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋 𝖿𝗈𝗋𝖺 𝖽𝖺 𝖾𝗆𝗉𝗋𝖾𝗌𝖺. 𝖤𝗌𝗍𝖺 𝗇𝗈𝖼̧𝖺̃𝗈 𝖿𝗈𝗂 𝖺𝗅𝗍𝖾𝗋𝖺𝖽𝖺, 𝗉𝖺𝗌𝗌𝖺𝗇𝖽𝗈 𝖺 𝖼𝗈𝗇𝗌𝗂𝖽𝖾𝗋𝖺𝗋-𝗌𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖺 𝗉𝗋𝖾𝗌𝗍𝖺𝖼̧𝖺̃𝗈 𝖽𝖾 𝖺𝗍𝗂𝗏𝗂𝖽𝖺𝖽𝖾 𝗉𝖾𝗅𝗈 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋 𝖾𝗆 𝗅𝗈𝖼𝖺𝗅 𝗇𝖺̃𝗈 𝖽𝖾𝗍𝖾𝗋𝗆𝗂𝗇𝖺𝖽𝗈 𝗉𝖾𝗅𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋. 𝖢𝗈𝗇𝗍𝗎𝖽𝗈, 𝖺𝗍𝖾𝗇𝖽𝖾𝗇𝖽𝗈 𝖺𝗈 𝗋𝖾𝗌𝗍𝗈 𝖽𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝗅𝖾𝗀𝖺𝗅, 𝖺𝗉𝖾𝗌𝖺𝗋 𝖽𝖾 𝖺 𝗇𝗈𝗏𝖺 𝖽𝖾𝖿𝗂𝗇𝗂𝖼̧𝖺̃𝗈 𝗍𝗋𝖺𝗇𝗌𝗆𝗂𝗍𝗂𝗋 𝖺 𝗂𝖽𝖾𝗂𝖺 𝖽𝖾 𝗊𝗎𝖾 𝗈 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋 𝗏𝖺𝗂 𝗉𝗈𝖽𝖾𝗋 𝗉𝗋𝖾𝗌𝗍𝖺𝗋 𝗅𝗂𝗏𝗋𝖾𝗆𝖾𝗇𝗍𝖾 𝗈 𝗌𝖾𝗎 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖺 𝗉𝖺𝗋𝗍𝗂𝗋 𝖽𝖾 𝗈𝗇𝖽𝖾 𝖾𝗇𝗍𝖾𝗇𝖽𝖾𝗋 (𝖼𝗈𝗆𝗈 𝗆𝗎𝗂𝗍𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝖺𝗅𝗆𝖾𝗃𝖺𝗏𝖺𝗆), 𝖺 𝗏𝖾𝗋𝖽𝖺𝖽𝖾 𝖾́ 𝗊𝗎𝖾 𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋 𝗍𝖾𝗋𝖺́ 𝖽𝖾 𝗉𝗋𝖾𝗌𝗍𝖺𝗋 𝖺 𝗌𝗎𝖺 𝖺𝗍𝗂𝗏𝗂𝖽𝖺𝖽𝖾 𝗉𝗋𝗈𝖿𝗂𝗌𝗌𝗂𝗈𝗇𝖺𝗅 𝗇𝗈 𝗅𝗈𝖼𝖺𝗅 𝖽𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗊𝗎𝖾 𝖼𝗈𝗇𝗌𝗍𝖺𝗋 𝖽𝗈 𝖺𝖼𝗈𝗋𝖽𝗈 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝖺𝗉𝖾𝗇𝖺𝗌 𝖺 𝗉𝗈𝖽𝖾𝗇𝖽𝗈 𝖾𝗑𝖾𝗋𝖼𝖾𝗋 𝖺 𝗉𝖺𝗋𝗍𝗂𝗋 𝖽𝖾 𝗈𝗎𝗍𝗋𝗈 𝗅𝗎𝗀𝖺𝗋, 𝗆𝖾𝖽𝗂𝖺𝗇𝗍𝖾 𝖺𝖼𝗈𝗋𝖽𝗈 𝖾𝗌𝖼𝗋𝗂𝗍𝗈 𝖼𝗈𝗆 𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋. 𝖤 𝖾́ 𝖻𝗈𝗆 𝗊𝗎𝖾 𝗇𝖺̃𝗈 𝖺𝗋𝗋𝗂𝗌𝗊𝗎𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝗋 𝖺 𝗉𝖺𝗋𝗍𝗂𝗋 𝖽𝖾 𝗈𝗎𝗍𝗋𝗈 𝗅𝗈𝖼𝖺𝗅, 𝗌𝖾𝗆 𝗈 𝖺𝖼𝗈𝗋𝖽𝗈 𝖽𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋, 𝗉𝗈𝗋𝗊𝗎𝖾 𝗌𝖾 𝗍𝗂𝗏𝖾𝗋 𝖺𝗅𝗀𝗎𝗆 𝖺𝖼𝗂𝖽𝖾𝗇𝗍𝖾 𝗇𝖺̃𝗈 𝖿𝗂𝖼𝖺 𝖼𝗈𝖻𝖾𝗋𝗍𝗈 𝗉𝖾𝗅𝗈 𝗌𝖾𝗀𝗎𝗋𝗈 𝖽𝖾 𝖺𝖼𝗂𝖽𝖾𝗇𝗍𝖾𝗌 𝖽𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈.
𝟤 - 𝖠 𝗅𝖾𝗂 𝗏𝖾𝗆 𝗉𝗋𝖾𝗏𝖾𝗋 𝖺 𝗉𝗈𝗌𝗌𝗂𝖻𝗂𝗅𝗂𝖽𝖺𝖽𝖾 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝖺𝗋𝖼𝗂𝖺𝗅... 𝗌𝗈́ 𝗊𝗎𝖾 𝗇𝖺̃𝗈 𝗈 𝗋𝖾𝗀𝗎𝗅𝖺.
𝖠 𝗅𝖾𝗂 𝗏𝖾𝗆 𝗉𝗋𝖾𝗏𝖾𝗋 𝖺 𝗉𝗈𝗌𝗌𝗂𝖻𝗂𝗅𝗂𝖽𝖺𝖽𝖾 𝖽𝖾 𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗌𝖾𝗋 𝖽𝖾𝖿𝗂𝗇𝗂𝖽𝗈 𝖾𝗆 𝗋𝖾𝗀𝗂𝗆𝖾 𝖽𝖾 𝗉𝖾𝗋𝗆𝖺𝗇𝖾̂𝗇𝖼𝗂𝖺 𝗈𝗎 𝖽𝖾 𝖺𝗅𝗍𝖾𝗋𝗇𝖺̂𝗇𝖼𝗂𝖺 𝖽𝖾 𝗉𝖾𝗋𝗂́𝗈𝖽𝗈𝗌 𝖽𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖺̀ 𝖽𝗂𝗌𝗍𝖺̂𝗇𝖼𝗂𝖺 𝖾 𝖽𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝗋𝖾𝗌𝖾𝗇𝖼𝗂𝖺𝗅 (𝗆𝗈𝖽𝖾𝗅𝗈 𝗁𝗂́𝖻𝗋𝗂𝖽𝗈). 𝖤𝗌𝗍𝖺 𝖾𝗋𝖺 𝗎𝗆𝖺 𝗉𝗈𝗌𝗌𝗂𝖻𝗂𝗅𝗂𝖽𝖺𝖽𝖾 𝗊𝗎𝖾 𝖽𝖾𝖼𝗈𝗋𝗋𝗂𝖺 𝗃𝖺́ 𝖽𝗈 𝗉𝗋𝗂𝗇𝖼𝗂́𝗉𝗂𝗈 𝖽𝖺 𝖺𝗎𝗍𝗈𝗇𝗈𝗆𝗂𝖺 𝗉𝗋𝗂𝗏𝖺𝖽𝖺, 𝗍𝖾𝗇𝖽𝗈 𝗌𝗂𝖽𝗈, 𝖽𝖾𝗌𝖽𝖾 𝗌𝖾𝗆𝗉𝗋𝖾, 𝖺𝖽𝗆𝗂𝗍𝗂𝖽𝖺. 𝖢𝗈𝗇𝗍𝗎𝖽𝗈, 𝖺𝗈 𝗂𝗇𝖼𝗅𝗎𝗂𝗋 𝗈 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗋𝖾𝗆𝗈𝗍𝗈 𝗉𝖺𝗋𝖼𝗂𝖺𝗅, 𝗂𝗇𝖼𝗈𝗇𝗌𝖾𝗊𝗎𝖾𝗇𝗍𝖾𝗆𝖾𝗇𝗍𝖾, 𝗇𝗈 𝖼𝗈𝗇𝖼𝖾𝗂𝗍𝗈 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝗉𝖺𝗋𝖺 𝗍𝗈𝖽𝗈𝗌 𝗈𝗌 𝖾𝖿𝖾𝗂𝗍𝗈𝗌 𝗅𝖾𝗀𝖺𝗂𝗌, 𝗈 𝗅𝖾𝗀𝗂𝗌𝗅𝖺𝖽𝗈𝗋 𝗉𝖺𝗌𝗌𝖺, 𝖺𝗀𝗈𝗋𝖺, 𝖺 𝗈𝖻𝗋𝗂𝗀𝖺𝗋 𝖺̀ 𝖺𝗉𝗅𝗂𝖼𝖺𝖼̧𝖺̃𝗈 𝖺𝗈 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗋𝖾𝗆𝗈𝗍𝗈 𝗉𝖺𝗋𝖼𝗂𝖺𝗅, 𝖽𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝗅𝖾𝗀𝖺𝗅 𝖽𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖼𝗈𝗇𝖿𝗂𝗀𝗎𝗋𝖺𝖽𝗈 𝗉𝖺𝗋𝖺 𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗍𝗈𝗍𝖺𝗅, 𝗉𝖾𝗋𝗆𝖺𝗇𝖾𝗇𝗍𝖾 𝗈𝗎 𝗂𝗇𝗍𝖾𝗀𝗋𝖺𝗅. 𝖠𝗌𝗌𝗂𝗆, 𝖺𝗌 𝖾𝗆𝗉𝗋𝖾𝗌𝖺𝗌 𝗊𝗎𝖾 𝗉𝗋𝖾𝗍𝖾𝗇𝖽𝖺𝗆 𝗉𝖾𝗋𝗆𝗂𝗍𝗂𝗋 𝗊𝗎𝖾 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝖿𝗂𝗊𝗎𝖾𝗆 𝖺 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝗋 𝗋𝖾𝗆𝗈𝗍𝖺𝗆𝖾𝗇𝗍𝖾 𝗎𝗆 𝖽𝗂𝖺 𝗉𝗈𝗋 𝗌𝖾𝗆𝖺𝗇𝖺, 𝗍𝖾𝗋𝖺̃𝗈 𝖽𝖾 𝖼𝖾𝗅𝖾𝖻𝗋𝖺𝗋, 𝖼𝗈𝗆 𝖼𝖺𝖽𝖺 𝗎𝗆 𝖽𝖾𝗅𝖾𝗌, 𝗎𝗆 𝖺𝖼𝗈𝗋𝖽𝗈 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝖼𝗈𝗆 𝗍𝗈𝖽𝗈 𝗈 𝖼𝗈𝗇𝗍𝖾𝗎́𝖽𝗈 𝗅𝖾𝗀𝖺𝗅𝗆𝖾𝗇𝗍𝖾 𝖾𝗑𝗂𝗀𝗂𝖽𝗈.
𝟥 - 𝖠𝗌 𝖾𝗆𝗉𝗋𝖾𝗌𝖺𝗌 𝗏𝖺̃𝗈 𝗉𝖺𝗌𝗌𝖺𝗋 𝖺 𝗍𝖾𝗋 𝖽𝖾 𝖿𝗎𝗇𝖽𝖺𝗆𝖾𝗇𝗍𝖺𝗋, 𝗉𝗈𝗋 𝖾𝗌𝖼𝗋𝗂𝗍𝗈, 𝖺 𝗈𝗉𝗈𝗌𝗂𝖼̧𝖺̃𝗈 𝖺𝗈𝗌 𝗉𝖾𝖽𝗂𝖽𝗈𝗌 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈... 𝗌𝗈́ 𝗊𝗎𝖾 𝗉𝗈𝖽𝖾𝗆 𝗈𝗉𝗈𝗋-𝗌𝖾 𝗉𝗈𝗋𝗊𝗎𝖾 𝗌𝗂𝗆...
𝖠 𝗅𝖾𝗂 𝗏𝖾𝗂𝗈 𝗉𝗋𝖾𝗏𝖾𝗋 𝗊𝗎𝖾 𝗌𝖾𝗆𝗉𝗋𝖾 𝗊𝗎𝖾 𝗎𝗆 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋 𝖼𝗈𝗆 𝖿𝗎𝗇𝖼̧𝗈̃𝖾𝗌 𝖼𝗈𝗆𝗉𝖺𝗍𝗂́𝗏𝖾𝗂𝗌 𝗉𝗋𝗈𝗉𝗈𝗇𝗁𝖺 𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋 𝗌𝗈́ 𝗉𝗈𝖽𝖾𝗋𝖺́ 𝗋𝖾𝖼𝗎𝗌𝖺𝗋 𝗉𝗈𝗋 𝖾𝗌𝖼𝗋𝗂𝗍𝗈 𝖾 𝖼𝗈𝗆 𝗂𝗇𝖽𝗂𝖼𝖺𝖼̧𝖺̃𝗈 𝖽𝗈 𝖿𝗎𝗇𝖽𝖺𝗆𝖾𝗇𝗍𝗈 𝖽𝖺 𝗋𝖾𝖼𝗎𝗌𝖺. 𝖠̀ 𝗉𝗋𝗂𝗆𝖾𝗂𝗋𝖺 𝗏𝗂𝗌𝗍𝖺, 𝖺 𝗅𝖾𝗂 𝗉𝖺𝗋𝖾𝖼𝖾 𝗉𝗋𝖾𝗏𝖾𝗋 𝗎𝗆 𝖽𝗂𝗋𝖾𝗂𝗍𝗈 𝗀𝖾𝗋𝖺𝗅 𝖺𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝖺𝗋𝖺 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝖼𝗈𝗆 𝖿𝗎𝗇𝖼̧𝗈̃𝖾𝗌 𝖼𝗈𝗆𝗉𝖺𝗍𝗂́𝗏𝖾𝗂𝗌. 𝖬𝖺𝗌 𝗇𝖺̃𝗈! 𝖭𝖺̃𝗈 𝗌𝖾 𝖾𝗑𝗂𝗀𝖾 𝗎𝗆𝖺 𝖾𝗌𝗉𝖾𝖼𝗂𝖺𝗅 𝖿𝗎𝗇𝖽𝖺𝗆𝖾𝗇𝗍𝖺𝖼̧𝖺̃𝗈 𝖽𝖺 𝗋𝖾𝖼𝗎𝗌𝖺. 𝖡𝖺𝗌𝗍𝖺 𝗊𝗎𝖾 𝖺 𝗈𝗉𝗈𝗌𝗂𝖼̧𝖺̃𝗈 𝗌𝖾𝗃𝖺 𝖾𝗌𝖼𝗋𝗂𝗍𝖺 𝖾 𝖿𝗎𝗇𝖽𝖺𝗆𝖾𝗇𝗍𝖺𝖽𝖺. 𝖤𝗆 𝗎́𝗅𝗍𝗂𝗆𝖺 𝗂𝗇𝗌𝗍𝖺̂𝗇𝖼𝗂𝖺, 𝖺 𝖿𝗎𝗇𝖽𝖺𝗆𝖾𝗇𝗍𝖺𝖼̧𝖺̃𝗈 𝗉𝗈𝖽𝖾 𝗌𝖾𝗋 𝗍𝖺̃𝗈 𝗌𝗂𝗆𝗉𝗅𝖾𝗌 𝗊𝗎𝖺𝗇𝗍𝗈 𝖺 𝖾𝗆𝗉𝗋𝖾𝗌𝖺 𝗇𝖺̃𝗈 𝗍𝖾𝗋 𝗎𝗆𝖺 𝗉𝗈𝗅𝗂́𝗍𝗂𝖼𝖺 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈. 𝖤𝗆 𝗌𝗎𝗆𝖺, 𝗇𝖾𝗇𝗁𝗎𝗆 𝖽𝗂𝗋𝖾𝗂𝗍𝗈 𝖺𝖽𝗂𝖼𝗂𝗈𝗇𝖺𝗅 𝗉𝖺𝗋𝖺 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝖾 𝗇𝖾𝗇𝗁𝗎𝗆𝖺 𝗅𝗂𝗆𝗂𝗍𝖺𝖼̧𝖺̃𝗈 𝗋𝖾𝖺𝗅 (𝖿𝖾𝗅𝗂𝗓𝗆𝖾𝗇𝗍𝖾) 𝖺𝗈 𝗉𝗈𝖽𝖾𝗋 𝖽𝖾 𝗀𝖾𝗌𝗍𝖺̃𝗈 𝖽𝖺𝗌 𝖾𝗆𝗉𝗋𝖾𝗌𝖺𝗌...
𝟦 - 𝖮𝗌 𝖺𝖼𝗈𝗋𝖽𝗈𝗌 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝖺𝗌𝗌𝖺𝗆 𝖺 𝗉𝗈𝖽𝖾𝗋 𝗌𝖾𝗋 𝖼𝖾𝗅𝖾𝖻𝗋𝖺𝖽𝗈𝗌 𝖼𝗈𝗆 𝗎𝗆𝖺 𝖽𝗎𝗋𝖺𝖼̧𝖺̃𝗈 𝗂𝗇𝖽𝖾𝗍𝖾𝗋𝗆𝗂𝗇𝖺𝖽𝖺... 𝗌𝗈́ 𝗊𝗎𝖾 𝗉𝗈𝖽𝖾𝗆 𝗌𝖾𝗋 𝖽𝖾𝗇𝗎𝗇𝖼𝗂𝖺𝖽𝗈𝗌, 𝖺 𝗊𝗎𝖺𝗅𝗊𝗎𝖾𝗋 𝗆𝗈𝗆𝖾𝗇𝗍𝗈, 𝗉𝗈𝗋 𝗊𝗎𝖺𝗅𝗊𝗎𝖾𝗋 𝖽𝖺𝗌 𝗉𝖺𝗋𝗍𝖾𝗌.
𝖯𝗋𝖾𝗏𝖾̂-𝗌𝖾 𝗊𝗎𝖾 𝗈𝗌 𝖺𝖼𝗈𝗋𝖽𝗈𝗌 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝗈𝗌𝗌𝖺𝗆 𝗍𝖾𝗋 𝖽𝗎𝗋𝖺𝖼̧𝖺̃𝗈 𝖽𝖾𝗍𝖾𝗋𝗆𝗂𝗇𝖺𝖽𝖺 (𝖼𝗈𝗆 𝗈 𝗆𝖺́𝗑𝗂𝗆𝗈 𝖽𝖾 𝟨 𝗆𝖾𝗌𝖾𝗌, 𝗋𝖾𝗇𝗈𝗏𝖺́𝗏𝖾𝗂𝗌) 𝗈𝗎 𝗂𝗇𝖽𝖾𝗍𝖾𝗋𝗆𝗂𝗇𝖺𝖽𝖺. 𝖢𝗈𝗇𝗍𝗎𝖽𝗈, 𝗇𝗈𝗌 𝖺𝖼𝗈𝗋𝖽𝗈𝗌 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖽𝖾 𝖽𝗎𝗋𝖺𝖼̧𝖺̃𝗈 𝗂𝗇𝖽𝖾𝗍𝖾𝗋𝗆𝗂𝗇𝖺𝖽𝖺, 𝗊𝗎𝖺𝗅𝗊𝗎𝖾𝗋 𝖽𝖺𝗌 𝗉𝖺𝗋𝗍𝖾𝗌 𝗉𝗈𝖽𝖾 𝖿𝖺𝗓𝖾𝗋 𝖼𝖾𝗌𝗌𝖺𝗋 𝗈 𝖺𝖼𝗈𝗋𝖽𝗈 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝗆𝖾𝖽𝗂𝖺𝗇𝗍𝖾 𝖺 𝗌𝗂𝗆𝗉𝗅𝖾𝗌 𝗈𝖻𝗌𝖾𝗋𝗏𝖺̂𝗇𝖼𝗂𝖺 𝖽𝖾 𝗎𝗆 𝗉𝗋𝖾́-𝖺𝗏𝗂𝗌𝗈 𝖽𝖾 𝟨𝟢 𝖽𝗂𝖺𝗌. 𝖨𝗌𝗍𝗈 𝗌𝗂𝗀𝗇𝗂𝖿𝗂𝖼𝖺 𝗊𝗎𝖾 𝖺𝗌 𝖤𝗆𝗉𝗋𝖾𝗌𝖺𝗌 𝗉𝗈𝖽𝖾𝗆, 𝗈𝖻𝗌𝖾𝗋𝗏𝖺𝗇𝖽𝗈 𝖺 𝗌𝗂𝗆𝗉𝗅𝖾𝗌 𝖺𝗇𝗍𝖾𝖼𝖾𝖽𝖾̂𝗇𝖼𝗂𝖺 𝖽𝖾 𝟨𝟢 𝖽𝗂𝖺𝗌, 𝖾𝗑𝗂𝗀𝗂𝗋 𝗊𝗎𝖾 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝗉𝖺𝗌𝗌𝖾𝗆 𝖺 𝗉𝗋𝖾𝗌𝗍𝖺𝗋 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝗋𝖾𝗌𝖾𝗇𝖼𝗂𝖺𝗅, 𝗂𝗇𝖽𝖾𝗉𝖾𝗇𝖽𝖾𝗇𝗍𝖾𝗆𝖾𝗇𝗍𝖾 𝖽𝖾 𝖾𝗅𝖾𝗌 𝗍𝖾𝗋𝖾𝗆 𝗆𝗎𝖽𝖺𝖽𝗈 𝖽𝖾 𝖼𝖺𝗌𝖺 𝗉𝖺𝗋𝖺 𝗅𝗈𝗇𝗀𝖾 𝖽𝖺𝗌 𝗂𝗇𝗌𝗍𝖺𝗅𝖺𝖼̧𝗈̃𝖾𝗌 𝖽𝖺 𝖤𝗆𝗉𝗋𝖾𝗌𝖺 𝗉𝗈𝗋 𝗍𝖾𝗋𝖾𝗆 𝖼𝖾𝗅𝖾𝖻𝗋𝖺𝖽𝗈 𝗎𝗆 𝖺𝖼𝗈𝗋𝖽𝗈 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈. 𝖣𝗈 𝗆𝖾𝗌𝗆𝗈 𝗆𝗈𝖽𝗈 𝗊𝗎𝖾 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝗉𝗈𝖽𝖾𝗆, 𝖺 𝗊𝗎𝖺𝗅𝗊𝗎𝖾𝗋 𝗆𝗈𝗆𝖾𝗇𝗍𝗈, 𝖽𝖾𝗌𝖽𝖾 𝗊𝗎𝖾 𝖼𝗈𝗆 𝖺𝗊𝗎𝖾𝗅𝖺 𝖺𝗇𝗍𝖾𝖼𝖾𝖽𝖾̂𝗇𝖼𝗂𝖺, 𝗉𝖾𝖽𝗂𝗋 𝗉𝖺𝗋𝖺 𝗋𝖾𝗀𝗋𝖾𝗌𝗌𝖺𝗋𝖾𝗆 𝖺̀𝗌 𝗂𝗇𝗌𝗍𝖺𝗅𝖺𝖼̧𝗈̃𝖾𝗌 𝖽𝖺 𝖤𝗆𝗉𝗋𝖾𝗌𝖺, 𝗆𝖾𝗌𝗆𝗈 𝗊𝗎𝖾 𝖾𝗌𝗍𝖺, 𝗉𝗈𝗋 𝗍𝖾𝗋 𝖺𝖽𝗈𝗍𝖺𝖽𝗈 𝗎𝗆 𝗆𝗈𝖽𝖾𝗅𝗈 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗀𝖾𝗇𝖾𝗋𝖺𝗅𝗂𝗓𝖺𝖽𝗈, 𝗇𝖺̃𝗈 𝖽𝗂𝗌𝗉𝗈𝗇𝗁𝖺 𝖽𝖾 𝗂𝗇𝗌𝗍𝖺𝗅𝖺𝖼̧𝗈̃𝖾𝗌! 𝖯𝖺𝗋𝖺 𝗎𝗆𝖺 𝗅𝖾𝗀𝗂𝗌𝗅𝖺𝗍𝗎𝗋𝖺 𝖾𝗆 𝗊𝗎𝖾 𝗍𝖺𝗇𝗍𝗈 𝗌𝖾 𝖿𝖺𝗅𝗈𝗎 𝗇𝗈 𝖼𝗈𝗆𝖻𝖺𝗍𝖾 𝖺̀ 𝗂𝗇𝗌𝗍𝖺𝖻𝗂𝗅𝗂𝖽𝖺𝖽𝖾 𝗇𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝗈, 𝖾𝗌𝗍𝖾 𝖾́, 𝗉𝗈𝗌𝗌𝗂𝗏𝖾𝗅𝗆𝖾𝗇𝗍𝖾, 𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝖽𝖾 𝖼𝗈𝗇𝗍𝗋𝖺𝗍𝗈 𝖽𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗆𝖺𝗂𝗌 𝗉𝗋𝖾𝖼𝖺́𝗋𝗂𝗈, 𝖽𝖾 𝗍𝗈𝖽𝗈𝗌.
𝟧 - 𝖯𝗋𝖾𝗏𝖾̂-𝗌𝖾 𝗊𝗎𝖾 𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋 𝗍𝖾𝗆 𝖽𝖾 𝖿𝗈𝗋𝗇𝖾𝖼𝖾𝗋 𝗈𝗌 𝖾𝗊𝗎𝗂𝗉𝖺𝗆𝖾𝗇𝗍𝗈𝗌 𝗇𝖾𝖼𝖾𝗌𝗌𝖺́𝗋𝗂𝗈𝗌 𝖾 𝗉𝖺𝗀𝖺𝗋 𝖺𝗌 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 𝖺𝖽𝗂𝖼𝗂𝗈𝗇𝖺𝗂𝗌 𝖼𝖺𝗎𝗌𝖺𝖽𝖺𝗌 𝗉𝖾𝗅𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈... 𝗌𝗈́ 𝗊𝗎𝖾 𝖾́ 𝗉𝗋𝖺𝗍𝗂𝖼𝖺𝗆𝖾𝗇𝗍𝖾 𝗂𝗆𝗉𝗈𝗌𝗌𝗂́𝗏𝖾𝗅 𝗉𝗋𝗈𝗏𝖺𝗋 𝗈 𝖼𝖺𝗋𝖺́𝗍𝖾𝗋 𝖺𝖽𝗂𝖼𝗂𝗈𝗇𝖺𝗅 𝖽𝖺𝗌 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌.
𝖠 𝗅𝖾𝗂 𝗂𝗆𝗉𝖾𝖽𝖾 𝗊𝗎𝖾 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝖾 𝖾𝗆𝗉𝗋𝖾𝗌𝖺𝗌 𝖺𝖼𝗈𝗋𝖽𝖾𝗆 𝗅𝗂𝗏𝗋𝖾𝗆𝖾𝗇𝗍𝖾 𝖾𝗆 𝗆𝖺𝗍𝖾́𝗋𝗂𝖺 𝖽𝖾 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 (𝖼𝗈𝗆𝗈 𝗌𝗎𝖼𝖾𝖽𝗂𝖺 𝖺𝗇𝗍𝖾𝗋𝗂𝗈𝗋𝗆𝖾𝗇𝗍𝖾) 𝖾 𝗂𝗆𝗉𝗈̃𝖾 𝖺𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋 𝗈 𝖿𝗈𝗋𝗇𝖾𝖼𝗂𝗆𝖾𝗇𝗍𝗈 𝖽𝗈𝗌 𝖾𝗊𝗎𝗂𝗉𝖺𝗆𝖾𝗇𝗍𝗈𝗌 𝖾 𝗌𝗂𝗌𝗍𝖾𝗆𝖺𝗌 𝗇𝖾𝖼𝖾𝗌𝗌𝖺́𝗋𝗂𝗈𝗌 𝖺̀ 𝗉𝗋𝖾𝗌𝗍𝖺𝖼̧𝖺̃𝗈 𝖽𝖺 𝖺𝗍𝗂𝗏𝗂𝖽𝖺𝖽𝖾 𝖾𝗆 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖾 𝗈 𝗉𝖺𝗀𝖺𝗆𝖾𝗇𝗍𝗈 𝖽𝖾 𝗍𝗈𝖽𝖺𝗌 𝖺𝗌 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 𝖺𝖽𝗂𝖼𝗂𝗈𝗇𝖺𝗂𝗌, 𝗇𝗈𝗆𝖾𝖺𝖽𝖺𝗆𝖾𝗇𝗍𝖾 𝖼𝗈𝗆 𝖾𝗇𝖾𝗋𝗀𝗂𝖺 𝖾 𝗋𝖾𝖽𝖾. 𝖭𝖺̃𝗈 𝗌𝖾 𝖼𝗈𝗆𝗉𝗋𝖾𝖾𝗇𝖽𝖾 𝗈 𝗆𝗈𝗍𝗂𝗏𝗈 𝗉𝖾𝗅𝗈 𝗊𝗎𝖺𝗅 𝗈 𝗅𝖾𝗀𝗂𝗌𝗅𝖺𝖽𝗈𝗋 𝖽𝖾𝖼𝗂𝖽𝗂𝗎 𝗋𝖾𝗍𝗂𝗋𝖺𝗋 𝖾𝗌𝗍𝖺 𝗆𝖺𝗍𝖾́𝗋𝗂𝖺 𝖽𝗈 𝖽𝗈𝗆𝗂́𝗇𝗂𝗈 𝖽𝖺 𝖺𝗎𝗍𝗈𝗇𝗈𝗆𝗂𝖺 𝗉𝗋𝗂𝗏𝖺𝖽𝖺, 𝖺𝗍𝖾́ 𝗉𝗈𝗋𝗊𝗎𝖾 𝗈 𝖾𝗆𝗉𝗋𝖾𝗀𝖺𝖽𝗈𝗋 𝗇𝗎𝗇𝖼𝖺 𝗉𝗈𝖽𝖾𝗋𝖺́ 𝗂𝗆𝗉𝗈𝗋 𝖺𝗈 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋 𝗊𝗎𝖺𝗂𝗌𝗊𝗎𝖾𝗋 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 𝖼𝗈𝗇𝗍𝗋𝖺 𝖺 𝗌𝗎𝖺 𝗏𝗈𝗇𝗍𝖺𝖽𝖾, 𝗉𝗈𝗂𝗌 𝖼𝗈𝗇𝗍𝗋𝖺 𝖺 𝗏𝗈𝗇𝗍𝖺𝖽𝖾 𝖽𝖾𝗌𝗍𝖾 𝗇𝖺̃𝗈 𝗁𝖺́ 𝗌𝖾𝗊𝗎𝖾𝗋 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈! 𝖬𝖺𝗌 𝗈 𝗉𝗂𝗈𝗋 𝖾́ 𝗊𝗎𝖾 𝗌𝖾 𝗂𝗆𝗉𝗈̃𝖾 𝗊𝗎𝖾 𝗈 𝗉𝖺𝗀𝖺𝗆𝖾𝗇𝗍𝗈 𝖽𝖺𝗌 𝗋𝖾𝖿𝖾𝗋𝗂𝖽𝖺𝗌 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 𝗈𝖼𝗈𝗋𝗋𝖺 𝖽𝖾𝗉𝗈𝗂𝗌 𝖽𝖾 𝖾𝗅𝖺𝗌 𝗈𝖼𝗈𝗋𝗋𝖾𝗋𝖾𝗆 𝖾 𝗌𝖾 𝗅𝗂𝗆𝗂𝗍𝖾 𝖺𝗈 𝖺𝖽𝗂𝖼𝗂𝗈𝗇𝖺𝗅, 𝖺𝗉𝗎𝗋𝖺𝖽𝗈 𝖿𝖺𝖼𝖾 𝖺̀𝗌 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 𝗂𝗇𝖼𝗈𝗋𝗋𝗂𝖽𝖺𝗌 𝗇𝗈 𝗆𝖾𝗌𝗆𝗈 𝗆𝖾̂𝗌 𝖽𝗈 𝖺𝗇𝗈 𝗉𝖺𝗌𝗌𝖺𝖽𝗈. 𝖮𝗋𝖺, 𝖼𝗈𝗇𝗌𝗂𝖽𝖾𝗋𝖺𝗇𝖽𝗈 𝗊𝗎𝖾 𝗇𝗈𝗌 𝗉𝗋𝗂𝗆𝖾𝗂𝗋𝗈𝗌 𝗆𝖾𝗌𝖾𝗌 𝖽𝗈 𝖺𝗇𝗈 𝗉𝖺𝗌𝗌𝖺𝖽𝗈 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝖼𝗈𝗆 𝖿𝗎𝗇𝖼̧𝗈̃𝖾𝗌 𝖼𝗈𝗆𝗉𝖺𝗍𝗂́𝗏𝖾𝗂𝗌 𝖼𝗈𝗆 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗃𝖺́ 𝖾𝗌𝗍𝖺𝗏𝖺𝗆 𝖾𝗆 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝖾 𝗏𝗂𝗏𝖾𝗋𝖺𝗆, 𝖾𝗆 𝗀𝖾𝗋𝖺𝗅, 𝗎𝗆 𝖺𝖼𝗋𝖾́𝗌𝖼𝗂𝗆𝗈 𝖺𝗇𝗈𝗋𝗆𝖺𝗅 𝖽𝖾 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 𝗀𝖾𝗋𝖺𝗂𝗌, 𝗌𝖾𝗋𝖺́ 𝗆𝗎𝗂𝗍𝗈 𝖽𝗂𝖿𝗂́𝖼𝗂𝗅, 𝗉𝖺𝗋𝖺 𝖺 𝗆𝖺𝗂𝗈𝗋𝗂𝖺, 𝗉𝗋𝗈𝗏𝖺𝗋 𝗊𝗎𝖺𝗅𝗊𝗎𝖾𝗋 𝖺𝖼𝗋𝖾́𝗌𝖼𝗂𝗆𝗈. 𝖤 𝖽𝗂𝗀𝖺-𝗌𝖾 𝗆𝖺𝗂𝗌: 𝖾𝗆 𝗋𝗂𝗀𝗈𝗋 𝖾𝗌𝗍𝖺 𝖺𝗅𝗍𝖾𝗋𝖺𝖼̧𝖺̃𝗈 𝗏𝖾𝗆 𝗂𝗇𝗏𝗂𝖺𝖻𝗂𝗅𝗂𝗓𝖺𝗋 𝖺 𝗉𝗈𝗌𝗌𝗂𝖻𝗂𝗅𝗂𝖽𝖺𝖽𝖾 𝖽𝖾 𝖺𝗍𝗋𝗂𝖻𝗎𝗂𝖼̧𝖺̃𝗈 𝖽𝖾 𝗎𝗆 𝗌𝗎𝖻𝗌𝗂́𝖽𝗂𝗈 𝗉𝖺𝗋𝖺 𝖼𝗈𝗆𝗉𝖾𝗇𝗌𝖺𝗋 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌 𝖽𝗈 𝖺𝖼𝗋𝖾́𝗌𝖼𝗂𝗆𝗈 𝗀𝖾𝗋𝖺𝗅 𝖽𝖾 𝖽𝖾𝗌𝗉𝖾𝗌𝖺𝗌 𝖼𝗈𝗆 𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝖼𝗈𝗆𝗈 𝗏𝗂𝗇𝗁𝖺 𝗌𝖾𝗇𝖽𝗈 𝗉𝗋𝖺𝗍𝗂𝖼𝖺𝖽𝗈.
𝟨 - 𝖠 𝗎𝗋𝗀𝖾̂𝗇𝖼𝗂𝖺 𝖽𝖺𝗌 𝖺𝗅𝗍𝖾𝗋𝖺𝖼̧𝗈̃𝖾𝗌 𝖺𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗉𝗈𝖽𝗂𝖺 𝗉𝗋𝖾𝗇𝖽𝖾𝗋-𝗌𝖾 𝖼𝗈𝗆 𝖺 𝗉𝗋𝗈𝗑𝗂𝗆𝗂𝖽𝖺𝖽𝖾 𝖽𝖾 𝗆𝖺𝗂𝗌 𝗎𝗆 𝗉𝖾𝗋𝗂́𝗈𝖽𝗈 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗈𝖻𝗋𝗂𝗀𝖺𝗍𝗈́𝗋𝗂𝗈... 𝗌𝗈́ 𝗊𝗎𝖾 𝗈 𝗇𝗈𝗏𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗇𝖺̃𝗈 𝗌𝖾𝗋𝖺́ 𝖺𝗉𝗅𝗂𝖼𝖺́𝗏𝖾𝗅 𝖺𝗈 𝗉𝗋𝗈́𝗑𝗂𝗆𝗈 𝖼𝗈𝗇𝖿𝗂𝗇𝖺𝗆𝖾𝗇𝗍𝗈!.
𝖤́ 𝗏𝖾𝗋𝖽𝖺𝖽𝖾: 𝖺 𝖱𝖾𝗌𝗈𝗅𝗎𝖼̧𝖺̃𝗈 𝖽𝗈 𝖢𝗈𝗇𝗌𝖾𝗅𝗁𝗈 𝖽𝖾 𝖬𝗂𝗇𝗂𝗌𝗍𝗋𝗈𝗌 𝖽𝖾𝗍𝖾𝗋𝗆𝗂𝗇𝖺 𝖺 𝗈𝖻𝗋𝗂𝗀𝖺𝗍𝗈𝗋𝗂𝖾𝖽𝖺𝖽𝖾 𝖽𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝖾𝗑𝗉𝗋𝖾𝗌𝗌𝖺𝗆𝖾𝗇𝗍𝖾, 𝗇𝗈𝗌 𝗍𝖾𝗋𝗆𝗈𝗌 𝗉𝗋𝖾𝗏𝗂𝗌𝗍𝗈𝗌 𝗇𝗈 𝖣𝖾𝖼𝗋𝖾𝗍𝗈-𝖫𝖾𝗂 𝗇º 𝟩𝟫-𝖠/𝟤𝟢𝟤𝟢, 𝖽𝖾 𝟣 𝖽𝖾 𝗈𝗎𝗍𝗎𝖻𝗋𝗈, 𝗎𝗆 𝖽𝗂𝗉𝗅𝗈𝗆𝖺 𝗊𝗎𝖾 𝗍𝖾𝗆 𝗎𝗆 𝗋𝖾𝗀𝗂𝗆𝖾 𝗉𝗋𝗈́𝗉𝗋𝗂𝗈 𝖺𝗉𝗅𝗂𝖼𝖺́𝗏𝖾𝗅 𝖺𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗈𝖻𝗋𝗂𝗀𝖺𝗍𝗈́𝗋𝗂𝗈. 𝖭𝖺̃𝗈 𝖾𝗋𝖺, 𝖺𝗌𝗌𝗂𝗆, 𝗉𝖾𝗅𝖺 𝗇𝖾𝖼𝖾𝗌𝗌𝗂𝖽𝖺𝖽𝖾 𝖽𝖾 𝗍𝖾𝗋 𝗎𝗆 𝗋𝖾𝗀𝗂𝗆𝖾 𝖺𝗉𝗅𝗂𝖼𝖺́𝗏𝖾𝗅 𝖺𝗈𝗌 𝗉𝖾𝗋𝗂́𝗈𝖽𝗈𝗌 𝖽𝖾 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗈𝖻𝗋𝗂𝗀𝖺𝗍𝗈́𝗋𝗂𝗈 (𝗊𝗎𝖾 𝗃𝖺́ 𝖾𝗑𝗂𝗌𝗍𝗂𝖺 𝖾 𝗌𝖾 𝗆𝖺𝗇𝗍𝖾́𝗆 𝖾𝗆 𝗏𝗂𝗀𝗈𝗋 𝖺𝗍𝖾́ 𝖬𝖺𝗋𝖼̧𝗈 𝖽𝗈 𝗉𝗋𝗈́𝗑𝗂𝗆𝗈 𝖺𝗇𝗈), 𝗊𝗎𝖾 𝗌𝖾 𝗃𝗎𝗌𝗍𝗂𝖿𝗂𝖼𝖺𝗏𝖺 𝗊𝗎𝖺𝗅𝗊𝗎𝖾𝗋 𝖺𝗅𝗍𝖾𝗋𝖺𝖼̧𝖺̃𝗈 𝖺𝗈 𝗋𝖾𝗀𝗂𝗆𝖾 𝖽𝗈 𝗍𝖾𝗅𝖾𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝗈 𝗂𝗇𝗌𝗍𝗂𝗍𝗎𝗂́𝖽𝗈 𝗉𝗈𝗋 𝖺𝖼𝗈𝗋𝖽𝗈 𝖽𝖺𝗌 𝗉𝖺𝗋𝗍𝖾𝗌, 𝖼𝗎𝗃𝖺 𝖽𝗂𝗌𝖼𝗂𝗉𝗅𝗂𝗇𝖺 𝗃𝖺́ 𝖼𝗈𝗇𝗌𝗍𝖺𝗏𝖺 𝖽𝗈 𝖢𝗈́𝖽𝗂𝗀𝗈 𝖽𝖾 𝖳𝗋𝖺𝖻𝖺𝗅𝗁𝗈, 𝖾𝗆 𝗍𝖾𝗋𝗆𝗈𝗌 𝗆𝗎𝗂𝗍𝗈 𝗆𝖺𝗂𝗌 𝖼𝗅𝖺𝗋𝗈𝗌 𝖾, 𝖺𝗍𝖾́, 𝗆𝖺𝗂𝗌 𝗏𝖺𝗇𝗍𝖺𝗃𝗈𝗌𝗈𝗌 𝗉𝖺𝗋𝖺 𝗈𝗌 𝗍𝗋𝖺𝖻𝖺𝗅𝗁𝖺𝖽𝗈𝗋𝖾𝗌.
𝖤𝗌𝗍𝖾𝗌 𝗌𝖺̃𝗈 𝗈𝗌 𝖿𝖺𝖼𝗍𝗈𝗌 𝖾 𝗈 𝖾𝗇𝗊𝗎𝖺𝖽𝗋𝖺𝗆𝖾𝗇𝗍𝗈 𝗃𝗎𝗋𝗂́𝖽𝗂𝖼𝗈. 𝖮 𝗃𝗎𝗅𝗀𝖺𝗆𝖾𝗇𝗍𝗈, 𝖾𝗌𝗌𝖾, 𝖽𝖾𝗂𝗑𝗈-𝗈 𝗉𝖺𝗋𝖺 𝗌𝗂, 𝖼𝖺𝗋𝗈 𝗅𝖾𝗂𝗍𝗈𝗋!
𝖯𝗈𝖽𝖾 𝗌𝖾𝗋 𝗆𝖺́ 𝗏𝗈𝗇𝗍𝖺𝖽𝖾 𝗆𝗂𝗇𝗁𝖺, 𝗆𝖺𝗌, 𝗉𝖺𝗋𝖺 𝗂𝗌𝗍𝗈, 𝗇𝖺̃𝗈 𝗉𝗋𝖾𝖼𝗂𝗌𝖺́𝗏𝖺𝗆𝗈𝗌 𝖽𝖾 𝗇𝖾𝗇𝗁𝗎𝗆𝖺 𝖺𝗅𝗍𝖾𝗋𝖺𝖼̧𝖺̃𝗈 (𝖾 𝗆𝗎𝗂𝗍𝗈 𝗆𝖾𝗇𝗈𝗌 𝖼𝗈𝗆 𝗎𝗋𝗀𝖾̂𝗇𝖼𝗂𝖺) 𝖺𝗈 𝖢𝗈́𝖽𝗂𝗀𝗈 𝖽𝗈 𝖳𝗋𝖺𝖻𝖺𝗅𝗁𝗈.
* Advogada da Serra Lopes, Cortes Martins
IN "DINHEIRO VIVO" - 20/12/21
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