.
20/11/2025
NUNO CUNHA ROLO
.
O défice de transparência
da transparência salarial
A transparência salarial visa combater a desigualdade remuneratória entre homens e mulheres.
Trabalho igual merece salário igual. E, para garantir a igualdade salarial, é essencial
haver transparência. As mulheres devem saber se estão a ser tratadas de forma
justa pelos seus empregadores. E, quando isso não acontece, precisam de ter o
poder de reagir e reivindicar o que merecem.”
Ursula von der Leyen, Presidente
da Comissão Europeia.
𝒜 𝒿𝓊𝓈𝓉𝒾𝒸̧𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝒸𝑜𝓈𝓉𝓊𝓂𝒶 𝑒𝓈𝓉𝒶𝓇 𝑜𝓇𝒶 𝑒𝓂 𝓅𝓇𝒾𝓂𝑒𝒾𝓇𝑜 𝑜𝓇𝒶 𝑒𝓂 𝓈𝑒𝑔𝓊𝓃𝒹𝑜 𝓁𝓊𝑔𝒶𝓇 𝓃𝑜 𝓇𝒶𝓃𝓀𝒾𝓃𝑔 𝒹𝒶𝓈 𝓇𝒶𝓏𝑜̃𝑒𝓈 𝒹𝑒 𝓂𝑜𝓉𝒾𝓋𝒶𝒸̧𝒶̃𝑜 𝒹𝒶 𝒶𝓉𝓇𝒶𝒸̧𝒶̃𝑜 𝑒 𝓇𝑒𝓉𝑒𝓃𝒸̧𝒶̃𝑜 𝒹𝑒 𝒸𝑜𝓁𝒶𝒷𝑜𝓇𝒶𝒹𝑜𝓇𝑒𝓈, 𝓈𝑜𝒷𝓇𝑒𝓉𝓊𝒹𝑜 𝒹𝑜𝓈 𝓂𝒶𝒾𝓈 𝒿𝑜𝓋𝑒𝓃𝓈, 𝒸𝑜𝓃𝒸𝑜𝓇𝓇𝑒𝓃𝒹𝑜 𝒸𝑜𝓂 𝑜 𝓅𝓇𝑜𝓅𝑜́𝓈𝒾𝓉𝑜 𝑒 𝒶𝓁𝒾𝓃𝒽𝒶𝓂𝑒𝓃𝓉𝑜 𝒹𝑒 𝓅𝑒𝓇𝓉𝑒𝓃𝒸̧𝒶 𝑒 𝓋𝒶𝓁𝑜𝓇𝑒𝓈 𝓅𝒶𝓇𝒶 𝒸𝑜𝓂 𝒶 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝒶̃𝑜.
𝒰𝓂 𝑔𝑒𝓈𝓉𝑜𝓇 𝑜𝓊 𝒹𝒾𝓇𝒾𝑔𝑒𝓃𝓉𝑒 𝓆𝓊𝑒 𝑒𝓈𝓉𝑒𝒿𝒶 𝓅𝓇𝑒𝑜𝒸𝓊𝓅𝒶𝒹𝑜 𝑒𝓂 𝒶𝓉𝓇𝒶𝒾𝓇 𝑒 𝓇𝑒𝓉𝑒𝓇 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈 𝓃𝑜 𝓈𝑒𝓊 𝓈𝑒𝓇𝓋𝒾𝒸̧𝑜 𝑜𝓊 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝒶̃𝑜 𝓃𝒶̃𝑜 𝓉𝑒𝓂 𝒹𝑒𝓈𝒸𝓊𝓁𝓅𝒶 𝓅𝒶𝓇𝒶 𝒾𝑔𝓃𝑜𝓇𝒶𝓇 𝒶𝓆𝓊𝒾𝓁𝑜 𝓆𝓊𝑒 𝓉𝑒𝓂 𝑜𝓊 𝒹𝑒𝓋𝑒 𝒻𝒶𝓏𝑒𝓇. 𝒮𝑒 𝒶 𝑒𝓈𝓉𝑒𝓈 𝒻𝒶𝓉𝑜𝓇𝑒𝓈 𝒿𝓊𝓃𝓉𝒶𝓇 𝒶 𝓅𝓇𝑜𝓂𝑜𝒸̧𝒶̃𝑜 𝒹𝑜 𝒷𝑒𝓂-𝑒𝓈𝓉𝒶𝓇 𝓃𝑜 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜 (𝒾𝓃𝒸𝓁𝓊𝒾𝓃𝒹𝑜 𝑒𝓆𝓊𝒾𝓁𝜄́𝒷𝓇𝒾𝑜 𝑒𝓃𝓉𝓇𝑒 𝓋𝒾𝒹𝒶 𝓅𝑒𝓈𝓈𝑜𝒶𝓁 𝑒 𝓅𝓇𝑜𝒻𝒾𝓈𝓈𝒾𝑜𝓃𝒶𝓁, 𝓈𝒶𝓊́𝒹𝑒 𝓂𝑒𝓃𝓉𝒶𝓁 𝑒 𝒻𝜄́𝓈𝒾𝒸𝒶, 𝑒 𝒶𝓂𝒷𝒾𝑒𝓃𝓉𝑒 𝓈𝑒𝑔𝓊𝓇𝑜) 𝑒 𝒶 𝒸𝓇𝒾𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝑜𝓅𝑜𝓇𝓉𝓊𝓃𝒾𝒹𝒶𝒹𝑒𝓈 𝒹𝑒 𝒶𝓅𝓇𝑒𝓃𝒹𝒾𝓏𝒶𝑔𝑒𝓂, 𝒻𝑜𝓇𝓂𝒶𝒸̧𝒶̃𝑜, 𝒹𝑒𝓈𝑒𝓃𝓋𝑜𝓁𝓋𝒾𝓂𝑒𝓃𝓉𝑜 𝒹𝑒 𝒸𝑜𝓂𝓅𝑒𝓉𝑒̂𝓃𝒸𝒾𝒶𝓈 𝑒 𝓅𝓇𝑜𝑔𝓇𝑒𝓈𝓈𝒶̃𝑜 𝒾𝓃𝓉𝑒𝓇𝓃𝒶 𝓃𝒶 𝒸𝒶𝓇𝓇𝑒𝒾𝓇𝒶, 𝒻𝒶𝓏 𝑜 𝓅𝓁𝑒𝓃𝑜 𝑒 𝓉𝑒𝓂 𝑜 𝑒𝓈𝓈𝑒𝓃𝒸𝒾𝒶𝓁 𝓅𝒶𝓇𝒶 𝓈𝑒𝓇 𝓊𝓂 𝒷𝑜𝓂 𝓁𝜄́𝒹𝑒𝓇 𝑒 𝓅𝓇𝑜𝓂𝑜𝓋𝑒𝓇 𝒶 𝓅𝓇𝑜𝓈𝓅𝑒𝓇𝒾𝒹𝒶𝒹𝑒 𝒹𝒶 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝒶̃𝑜, 𝑒, 𝒹𝑒𝓈𝓉𝑒 𝓂𝑜𝒹𝑜, 𝑒𝓋𝒾𝓉𝒶𝓇, 𝓅𝑒𝓁𝑜 𝓂𝑒𝓃𝑜𝓈, 𝑒𝓈𝓉𝒶𝓇 𝒸𝑜𝓃𝒹𝑒𝓃𝒶𝒹𝑜 𝒶𝑜 𝒻𝓇𝒶𝒸𝒶𝓈𝓈𝑜 𝑒 𝒶̀ 𝑒𝓍𝒾𝑔𝓊𝒾𝒹𝒶𝒹𝑒 𝒹𝑒 𝓇𝑒𝒸𝓊𝓇𝓈𝑜𝓈.
𝒞𝓁𝒶𝓇𝑜 𝓆𝓊𝑒 𝒽𝒶́ 𝓂𝓊𝒾𝓉𝑜 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜 𝒶 𝓂𝑜𝓃𝓉𝒶𝓃𝓉𝑒, 𝒹𝑒𝓈𝒹𝑒 𝓁𝑜𝑔𝑜 𝒹𝑒𝓈𝑒𝓃𝒽𝒶𝓇 𝓊𝓂𝒶 𝓋𝒾𝓈𝒶̃𝑜 𝑒 𝑒𝓈𝓉𝓇𝒶𝓉𝑒́𝑔𝒾𝒶 𝑒 𝓅𝓁𝒶𝓃𝑜 𝒹𝑒 𝒶𝒸̧𝒶̃𝑜 𝓅𝒶𝓇𝒶 𝓉𝑜𝒹𝑜𝓈 𝓈𝒶𝒷𝑒𝓇𝑒𝓂 𝒸𝑜𝓂𝑜 𝓁𝒶́ 𝒸𝒽𝑒𝑔𝒶𝓇 𝑒 “𝓇𝑒𝓈𝓅𝒾𝓇𝒶𝓇 𝑒 𝒾𝓃𝓈𝓅𝒾𝓇𝒶𝓇 𝓆𝓊𝑜𝓉𝒾𝒹𝒾𝒶𝓃𝒶𝓂𝑒𝓃𝓉𝑒”, 𝒸𝑜𝓂𝑜 𝒹𝒾𝓏𝒾𝒶 𝒟𝓇𝓊𝒸𝓀𝑒𝓇, 𝑜 𝓆𝓊𝑒 𝓈𝑒 𝓅𝓇𝑒𝓉𝑒𝓃𝒹𝑒 𝒶𝓉𝒾𝓃𝑔𝒾𝓇, 𝓅𝑜𝒾𝓈, 𝓅𝒶𝓅𝑒́𝒾𝓈 𝑒 𝓅𝒶𝓁𝒶𝓋𝓇𝒶𝓈 𝓈𝒶̃𝑜 𝒾𝓃𝓈𝓊𝒻𝒾𝒸𝒾𝑒𝓃𝓉𝑒𝓈, 𝒸𝑜𝓂𝑜 (𝓆𝓊𝒶𝓈𝑒) 𝓉𝑜𝒹𝑜𝓈 𝑜𝓈 𝓁𝒾𝒹𝑒𝓇𝒶𝒹𝑜𝓈 .ᐣ 𝑜𝓊 𝓈𝑒𝒿𝒶, 𝓉𝑜𝒹𝑜𝓈 𝓃𝑜́𝓈 .ᐣ 𝓈𝒶𝒷𝑒𝓂.
𝒫𝑜𝓇 𝒻𝒶𝓁𝒶𝓇 𝑒𝓂 𝓅𝒶𝓅𝑒́𝒾𝓈 𝑒 𝓅𝒶𝓁𝒶𝓋𝓇𝒶𝓈, 𝒻𝒶𝓁𝑒𝓂𝑜𝓈 𝑒𝓃𝓉𝒶̃𝑜 𝒹𝑒 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁, 𝓈𝑒𝓂 𝑒𝓈𝓆𝓊𝑒𝒸𝑒𝓇 𝓆𝓊𝑒 𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝑒́, 𝓅𝑜𝓇𝓉𝒶𝓃𝓉𝑜, 𝓊𝓂𝒶 𝒹𝒶𝓈 𝒹𝒾𝓂𝑒𝓃𝓈𝑜̃𝑒𝓈 𝓈𝓊𝒷𝓈𝓉𝒶𝓃𝓉𝒾𝓋𝒶𝓈 𝒹𝒶 𝒿𝓊𝓈𝓉𝒾𝒸̧𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝑜𝓊 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝓉𝑜́𝓇𝒾𝒶.
𝒯𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁
𝒜 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝓋𝒾𝓈𝒶 𝒸𝑜𝓂𝒷𝒶𝓉𝑒𝓇 𝒶 𝒹𝑒𝓈𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝓉𝑜́𝓇𝒾𝒶 𝑒𝓃𝓉𝓇𝑒 𝒽𝑜𝓂𝑒𝓃𝓈 𝑒 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈, 𝒸𝑜𝓃𝓈𝒾𝒹𝑒𝓇𝒶𝒹𝒶 𝑒𝓈𝓉𝒶 𝓊𝓂𝒶 𝒾𝓃𝒾𝓆𝓊𝒾𝒹𝒶𝒹𝑒 𝑒 𝓋𝒾𝑜𝓁𝒶𝒸̧𝒶̃𝑜 𝒹𝑜 𝒹𝒾𝓇𝑒𝒾𝓉𝑜 𝒽𝓊𝓂𝒶𝓃𝑜 𝒻𝓊𝓃𝒹𝒶𝓂𝑒𝓃𝓉𝒶𝓁 𝒹𝒶 𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝑒 𝓃𝒶̃𝑜 𝒹𝒾𝓈𝒸𝓇𝒾𝓂𝒾𝓃𝒶𝒸̧𝒶̃𝑜 𝑒𝓃𝓉𝓇𝑒 𝒽𝑜𝓂𝑒𝓃𝓈 𝑒 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈.
𝒩𝑜 𝒟𝒾𝓇𝑒𝒾𝓉𝑜 𝓃𝒶̃𝑜 𝒻𝒶𝓁𝓉𝒶𝓂 𝓅𝓇𝑜𝒸𝓁𝒶𝓂𝒶𝒸̧𝑜̃𝑒𝓈 𝒹𝑒𝓈𝓉𝑒 𝒸𝑜𝓂𝒷𝒶𝓉𝑒 𝑒 𝒸𝑒𝓃𝓈𝓊𝓇𝒶𝓈 𝒹𝑒𝓈𝓉𝒶𝓈 𝓅𝓇𝒶́𝓉𝒾𝒸𝒶𝓈 𝑒 “𝓅𝑜𝓁𝜄́𝓉𝒾𝒸𝒶𝓈” 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸𝒾𝑜𝓃𝒶𝒾𝓈, 𝓅𝓇𝑒𝓋𝒾𝓈𝓉𝒶𝓈 𝓃𝑜 𝒹𝒾𝓇𝑒𝒾𝓉𝑜 𝒾𝓃𝓉𝑒𝓇𝓃𝒶𝒸𝒾𝑜𝓃𝒶𝓁 (𝒶𝓇𝓉𝒾𝑔𝑜 𝟸𝟹.º 𝒹𝒶 𝒟𝑒𝒸𝓁𝒶𝓇𝒶𝒸̧𝒶̃𝑜 𝒰𝓃𝒾𝓋𝑒𝓇𝓈𝒶𝓁 𝒹𝑜𝓈 𝒟𝒾𝓇𝑒𝒾𝓉𝑜𝓈 ℋ𝓊𝓂𝒶𝓃𝑜𝓈; 𝒶𝓇𝓉𝒾𝑔𝑜 𝟷𝟷.º 𝒹𝒶 𝒞𝑜𝓃𝓋𝑒𝓃𝒸̧𝒶̃𝑜 𝒹𝒶𝓈 𝒪𝒩𝒰 𝓈𝑜𝒷𝓇𝑒 𝒶 ℰ𝓁𝒾𝓂𝒾𝓃𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝒯𝑜𝒹𝒶𝓈 𝒶𝓈 ℱ𝑜𝓇𝓂𝒶𝓈 𝒹𝑒 𝒟𝒾𝓈𝒸𝓇𝒾𝓂𝒾𝓃𝒶𝒸̧𝒶̃𝑜 𝒸𝑜𝓃𝓉𝓇𝒶 𝒶𝓈 ℳ𝓊𝓁𝒽𝑒𝓇𝑒𝓈, 𝒞𝑜𝓃𝓋𝑒𝓃𝒸̧𝒶̃𝑜 𝓃.º 𝟷𝟶𝟶 𝒹𝒶 𝒪ℐ𝒯), 𝑒𝓊𝓇𝑜𝓅𝑒𝓊 (𝒶𝓇𝓉𝒾𝑔𝑜𝓈 𝟸.º 𝑒 𝟹.º 𝒹𝑜 𝒯𝓇𝒶𝓉𝒶𝒹𝑜 𝒹𝒶 𝒰𝓃𝒾𝒶̃𝑜 ℰ𝓊𝓇𝑜𝓅𝑒𝒾𝒶; 𝒶𝓇𝓉𝒾𝑔𝑜𝓈 𝟾.º, 𝟷𝟶.º 𝑒 𝟷𝟻𝟽.º 𝒹𝑜 𝒯𝓇𝒶𝓉𝒶𝒹𝑜 𝓈𝑜𝒷𝓇𝑒 𝑜 ℱ𝓊𝓃𝒸𝒾𝑜𝓃𝒶𝓂𝑒𝓃𝓉𝑜 𝒹𝒶 𝒰𝓃𝒾𝒶̃𝑜 ℰ𝓊𝓇𝑜𝓅𝑒𝒾𝒶; 𝒶𝓇𝓉𝒾𝑔𝑜 𝟸𝟷.º 𝒹𝒶 𝒞𝒶𝓇𝓉𝒶 𝒹𝑜𝓈 𝒟𝒾𝓇𝑒𝒾𝓉𝑜𝓈 ℱ𝓊𝓃𝒹𝒶𝓂𝑒𝓃𝓉𝒶𝒾𝓈 𝒹𝒶 𝒰𝓃𝒾𝒶̃𝑜 ℰ𝓊𝓇𝑜𝓅𝑒𝒾𝒶) 𝑒 𝓃𝒶𝒸𝒾𝑜𝓃𝒶𝓁 𝒾𝓃𝓉𝑒𝓇𝓃𝑜, 𝒹𝑜 𝒸𝑜𝓃𝓈𝓉𝒾𝓉𝓊𝒸𝒾𝑜𝓃𝒶𝓁 𝒶𝑜 𝓇𝑒𝑔𝓊𝓁𝒶𝓂𝑒𝓃𝓉𝒶𝓇.
𝒯𝑜𝒹𝒶 𝑒𝓈𝓉𝒶 𝓇𝑒𝑔𝓊𝓁𝒶𝒸̧𝒶̃𝑜 𝓂𝑒𝓃𝒸𝒾𝑜𝓃𝒶𝒹𝒶 𝒻𝓊𝓃𝒹𝒶𝓂𝑒𝓃𝓉𝒶 𝑒 𝓋𝒾𝓈𝒶 𝒸𝑜𝓂𝒷𝒶𝓉𝑒𝓇 𝑜 𝒹𝑒𝓃𝑜𝓂𝒾𝓃𝒶𝒹𝑜 “𝑔𝑒𝓃𝒹𝑒𝓇 𝓅𝒶𝓎 𝑔𝒶𝓅”, 𝑜𝓊 𝓈𝑒𝒿𝒶, 𝒶 𝒹𝒾𝒻𝑒𝓇𝑒𝓃𝒸̧𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝑒𝓃𝓉𝓇𝑒 𝒽𝑜𝓂𝑒𝓃𝓈 𝑒 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈.
ℰ𝓂 𝟸𝟶𝟸𝟹, 𝒹𝒶𝒹𝑜𝓈 𝒶𝓅𝑜𝓃𝓉𝒶𝓂 𝓆𝓊𝑒 𝒶 𝒹𝒾𝒻𝑒𝓇𝑒𝓃𝒸̧𝒶 𝓂𝑒́𝒹𝒾𝒶 𝓃𝑜𝓈 𝓈𝒶𝓁𝒶́𝓇𝒾𝑜𝓈 𝓅𝑜𝓇 𝒽𝑜𝓇𝒶 𝒷𝓇𝓊𝓉𝒶 𝑒𝓃𝓉𝓇𝑒 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈 𝑒 𝒽𝑜𝓂𝑒𝓃𝓈 (𝓃𝒶̃𝑜 𝒶𝒿𝓊𝓈𝓉𝒶𝒹𝒶) 𝓃𝒶 𝒰ℰ 𝓈𝒾𝓉𝓊𝒶𝓋𝒶-𝓈𝑒 𝓃𝑜𝓈 𝟷𝟸,𝟽 % (𝑜𝓊 𝓈𝑒𝒿𝒶, 𝒶𝓈 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈 𝑔𝒶𝓃𝒽𝒶𝓋𝒶𝓂 𝑒𝓂 𝓂𝑒́𝒹𝒾𝒶 𝟷𝟸,𝟽 % 𝒶 𝓂𝑒𝓃𝑜𝓈 𝓅𝑜𝓇 𝒽𝑜𝓇𝒶 𝒹𝑜 𝓆𝓊𝑒 𝑜𝓈 𝒽𝑜𝓂𝑒𝓃𝓈). 𝒫𝑜𝓇𝓉𝓊𝑔𝒶𝓁 𝓈𝒾𝓉𝓊𝒶𝓋𝒶-𝓈𝑒 𝓃𝑜𝓈 𝟷𝟹,𝟷%.
ℰ𝓈𝓉𝒶𝓈 𝒹𝑒𝓈𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒𝓈 𝒾𝓃𝒻𝓇𝒾𝓃𝑔𝑒𝓂 𝑜𝓈 𝓅𝓇𝒾𝓃𝒸𝜄́𝓅𝒾𝑜𝓈 “𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜 𝒾𝑔𝓊𝒶𝓁, 𝓇𝑒𝓉𝓇𝒾𝒷𝓊𝒾𝒸̧𝒶̃𝑜 𝒾𝑔𝓊𝒶𝓁” 𝓉𝑒𝓃𝒹𝑜 𝑒𝓂 𝒸𝑜𝓃𝓉𝒶 𝒶 𝓈𝓊𝒶 “𝓆𝓊𝒶𝓃𝓉𝒾𝒹𝒶𝒹𝑒, 𝓃𝒶𝓉𝓊𝓇𝑒𝓏𝒶 𝑒 𝓆𝓊𝒶𝓁𝒾𝒹𝒶𝒹𝑒” (𝒶𝓇𝓉𝒾𝑔𝑜 𝟻𝟿.º, 𝓃.º 𝟷, 𝒶𝓁𝜄́𝓃𝑒𝒶 𝒶) 𝒹𝒶 𝒞𝑜𝓃𝓈𝓉𝒾𝓉𝓊𝒾𝒸̧𝒶̃𝑜 𝒹𝒶 ℛ𝑒𝓅𝓊́𝒷𝓁𝒾𝒸𝒶 𝒫𝑜𝓇𝓉𝓊𝑔𝓊𝑒𝓈𝒶) 𝑒 “𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜 𝒾𝑔𝓊𝒶𝓁 𝑜𝓊 𝒹𝑒 𝓋𝒶𝓁𝑜𝓇 𝒾𝑔𝓊𝒶𝓁, 𝓇𝑒𝓉𝓇𝒾𝒷𝓊𝒾𝒸̧𝒶̃𝑜 𝒾𝑔𝓊𝒶𝓁” (𝒶𝓇𝓉𝒾𝑔𝑜 𝟹𝟷.º 𝒹𝑜 𝒞𝑜́𝒹𝒾𝑔𝑜 𝒹𝑜 𝒯𝓇𝒶𝒷𝒶𝓁𝒽𝑜), 𝓃𝑜𝓈 𝒸𝒶𝓈𝑜𝓈 𝑒𝓂 𝓆𝓊𝑒 𝒶𝓈 𝒻𝓊𝓃𝒸̧𝑜̃𝑒𝓈 𝑒𝓍𝑒𝓇𝒸𝒾𝒹𝒶𝓈 𝓈𝑜𝒷 𝒶 𝓂𝑒𝓈𝓂𝒶 𝑒𝓃𝓉𝒾𝒹𝒶𝒹𝑒 𝓈𝑒𝒿𝒶𝓂 𝓈𝒾𝓂𝒾𝓁𝒶𝓇𝑒𝓈 𝑜𝓊 𝑒𝓆𝓊𝒾𝓅𝒶𝓇𝒶́𝓋𝑒𝒾𝓈 𝓃𝒶 𝓅𝑒𝓇𝓈𝓅𝑒𝓉𝒾𝓋𝒶 𝒹𝑜 𝓅𝑒𝓇𝒻𝒾𝓁 𝑒 𝒸𝑜𝓃𝓉𝑒𝓊́𝒹𝑜 𝒻𝓊𝓃𝒸𝒾𝑜𝓃𝒶𝓁.
𝒜 𝓃𝑜𝓋𝒶 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶 𝒹𝒶 𝒯𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝒮𝒶𝓁𝒶𝓇𝒾𝒶𝓁 (𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶 𝟸𝟶𝟸𝟹/𝟿𝟽𝟶), 𝒾𝓃𝓉𝑒𝑔𝓇𝒶𝒹𝒶 𝓃𝒶 ℰ𝓈𝓉𝓇𝒶𝓉𝑒́𝑔𝒾𝒶 ℰ𝓊𝓇𝑜𝓅𝑒𝒾𝒶 𝓅𝒶𝓇𝒶 𝒶 ℐ𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝒹𝑒 𝒢𝑒́𝓃𝑒𝓇𝑜 𝟸𝟶𝟸𝟶, 𝑒 𝒶 ℒ𝑒𝒾 𝓃.º 𝟼𝟶/𝟸𝟶𝟷𝟾, 𝓆𝓊𝑒 𝒶𝓅𝓇𝑜𝓋𝒶 𝓂𝑒𝒹𝒾𝒹𝒶𝓈 𝒹𝑒 𝓅𝓇𝑜𝓂𝑜𝒸̧𝒶̃𝑜 𝒹𝒶 𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝓉𝑜́𝓇𝒾𝒶 𝑒𝓃𝓉𝓇𝑒 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈 𝑒 𝒽𝑜𝓂𝑒𝓃𝓈 𝓅𝑜𝓇 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜 𝒾𝑔𝓊𝒶𝓁 𝑜𝓊 𝒹𝑒 𝒾𝑔𝓊𝒶𝓁, 𝓈𝒶̃𝑜 𝒾𝓃𝓈𝓉𝓇𝓊𝓂𝑒𝓃𝓉𝑜𝓈 𝑒𝓈𝓉𝓇𝓊𝓉𝓊𝓇𝒶𝓃𝓉𝑒𝓈 𝓆𝓊𝑒 𝓋𝒾𝓈𝒶𝓂 𝑔𝒶𝓇𝒶𝓃𝓉𝒾𝓇 𝓆𝓊𝑒 𝒶 𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝒹𝑒 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝒸̧𝒶̃𝑜 𝓅𝑜𝓇 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜 𝒾𝑔𝓊𝒶𝓁 𝑜𝓊 𝒹𝑒 𝓋𝒶𝓁𝑜𝓇 𝒾𝑔𝓊𝒶𝓁 𝒹𝑒𝒾𝓍𝑒 𝒹𝑒 𝓈𝑒𝓇 𝒶𝓅𝑒𝓃𝒶𝓈 𝓊𝓂 𝓅𝓇𝒾𝓃𝒸𝜄́𝓅𝒾𝑜 𝑒 𝓅𝒶𝓈𝓈𝑒 𝒶 𝓈𝑒𝓇 𝓊𝓂𝒶 𝓇𝑒𝒶𝓁𝒾𝒹𝒶𝒹𝑒 𝒸𝑜𝓃𝒸𝓇𝑒𝓉𝒶 𝑒 𝒹𝑒𝓋𝒾𝒹𝒶𝓂𝑒𝓃𝓉𝑒 𝒻𝓊𝓃𝒹𝒶𝓂𝑒𝓃𝓉𝒶𝒹𝒶 𝓃𝒶𝓈 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝑜̃𝑒𝓈 𝓅𝓊́𝒷𝓁𝒾𝒸𝒶𝓈 𝑒 𝓅𝓇𝒾𝓋𝒶𝒹𝒶𝓈.
𝒜 𝓅𝓇𝒾𝓂𝑒𝒾𝓇𝒶 𝓃𝒶̃𝑜 𝑒𝓈𝓉𝒶́ 𝒶𝒾𝓃𝒹𝒶 𝑒𝓂 𝓋𝒾𝑔𝑜𝓇, 𝑜𝓈 ℰ𝓈𝓉𝒶𝒹𝑜𝓈-𝓂𝑒𝓂𝒷𝓇𝑜𝓈 𝓉𝑒̂𝓂 𝑜 𝓅𝓇𝒶𝓏𝑜 𝒹𝑒 𝟽 𝒹𝑒 𝒿𝓊𝓃𝒽𝑜 𝒹𝑒 𝟸𝟶𝟸𝟼 𝓅𝒶𝓇𝒶 𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝑜𝓇 𝓅𝒶𝓇𝒶 𝑜 𝒹𝒾𝓇𝑒𝒾𝓉𝑜 𝒾𝓃𝓉𝑒𝓇𝓃𝑜; 𝒶 𝓈𝑒𝑔𝓊𝓃𝒹𝒶, 𝓋𝒾𝑔𝑜𝓇𝒶 𝒹𝑒𝓈𝒹𝑒 𝟸𝟶𝟷𝟿.
𝒜𝓂𝒷𝒶𝓈 𝓂𝒶𝓇𝒸𝒶𝓂 𝓊𝓂 𝒶𝓋𝒶𝓃𝒸̧𝑜 𝒽𝒾𝓈𝓉𝑜́𝓇𝒾𝒸𝑜 𝓃𝑜 𝒸𝑜𝓂𝒷𝒶𝓉𝑒 𝒶̀ 𝒹𝒾𝓈𝒸𝓇𝒾𝓂𝒾𝓃𝒶𝒸̧𝒶̃𝑜 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝒾𝓃𝒿𝓊𝓈𝓉𝒾𝒻𝒾𝒸𝒶𝒹𝒶 𝑒𝓃𝓉𝓇𝑒 𝒽𝑜𝓂𝑒𝓃𝓈 𝑒 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈, 𝓂𝒶𝓈 𝒹𝒾𝓋𝑒𝓇𝑔𝑒𝓂 𝓃𝒶 𝓈𝓊𝒶 𝒶𝓂𝒷𝒾𝒸̧𝒶̃𝑜, 𝒶𝓁𝒸𝒶𝓃𝒸𝑒 𝑒 𝑜𝒷𝓇𝒾𝑔𝒶𝒸̧𝑜̃𝑒𝓈 𝓅𝒶𝓇𝒶 𝒶𝓈 𝑒𝓃𝓉𝒾𝒹𝒶𝒹𝑒𝓈 𝓅𝓊́𝒷𝓁𝒾𝒸𝒶𝓈 𝑒 𝓅𝓇𝒾𝓋𝒶𝒹𝒶𝓈, 𝒷𝑒𝓂 𝒸𝑜𝓂𝑜 𝓃𝑜𝓈 𝓂𝑒𝒸𝒶𝓃𝒾𝓈𝓂𝑜𝓈 𝒹𝑒 𝒶𝓉𝓊𝒶𝒸̧𝒶̃𝑜, 𝑔𝑒𝓈𝓉𝒶̃𝑜 𝑒 𝒻𝒾𝓈𝒸𝒶𝓁𝒾𝓏𝒶𝒸̧𝒶̃𝑜.
𝒜 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶 𝓈𝑜𝒷𝓇𝑒 𝒯𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝒮𝒶𝓁𝒶𝓇𝒾𝒶𝓁
𝒜 𝓃𝑜𝓋𝒶 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶 𝑒𝓍𝒾𝑔𝑒 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓅𝓇𝑜𝒶𝓉𝒾𝓋𝒶, 𝓇𝑒𝓅𝑜𝓇𝓉𝑒 𝓇𝑒𝑔𝓊𝓁𝒶𝓇 𝑒 𝒸𝓇𝒾𝓉𝑒́𝓇𝒾𝑜𝓈 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝒾𝓈 𝑜𝒷𝒿𝑒𝓉𝒾𝓋𝑜𝓈 𝓅𝒶𝓇𝒶 𝓉𝑜𝒹𝒶𝓈 𝒶𝓈 𝑒𝓃𝓉𝒾𝒹𝒶𝒹𝑒𝓈 𝒸𝑜𝓂 𝟷𝟶𝟶 𝑜𝓊 𝓂𝒶𝒾𝓈 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈, 𝒸𝑜𝓂 𝓈𝒶𝓃𝒸̧𝑜̃𝑒𝓈 𝓇𝑜𝒷𝓊𝓈𝓉𝒶𝓈 𝑒 𝓂𝑒𝒸𝒶𝓃𝒾𝓈𝓂𝑜𝓈 𝒻𝒶𝒸𝒾𝓁𝒾𝓉𝒶𝒹𝑜𝓇𝑒𝓈 𝒹𝑒 𝓇𝑒𝒸𝓁𝒶𝓂𝒶𝒸̧𝒶̃𝑜 𝑒 𝒾𝓃𝓋𝑒𝓇𝓈𝒶̃𝑜 𝒹𝑜 𝑜́𝓃𝓊𝓈 𝒹𝒶 𝓅𝓇𝑜𝓋𝒶, 𝒶𝓈𝓈𝒾𝓂 𝓅𝓇𝑜𝓂𝑜𝓋𝑒𝓃𝒹𝑜 𝓊𝓂𝒶 𝓊𝓃𝒾𝒻𝑜𝓇𝓂𝒾𝓏𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝓅𝓇𝒶́𝓉𝒾𝒸𝒶𝓈 𝓅𝒶𝓇𝒶 𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝑒𝒻𝑒𝓉𝒾𝓋𝒶.
𝒜𝓈𝓈𝒾𝓂, 𝓈𝑒𝓇𝒶́ 𝑜𝒷𝓇𝒾𝑔𝒶𝓉𝑜́𝓇𝒾𝑜, 𝒶𝓅𝑜́𝓈 𝒶 𝒹𝑒𝓋𝒾𝒹𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝑜𝓈𝒾𝒸̧𝒶̃𝑜 𝒾𝓃𝓉𝑒𝓇𝓃𝒶 𝒹𝒶 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶, 𝓅𝑜𝓇 𝑒𝓍𝑒𝓂𝓅𝓁𝑜: 𝓅𝓇𝑜𝓉𝑒𝒸̧𝒶̃𝑜 𝒹𝑜𝓈 𝒹𝑒𝓃𝓊𝓃𝒸𝒾𝒶𝓃𝓉𝑒𝓈 𝒸𝑜𝓃𝓉𝓇𝒶 𝓇𝑒𝓅𝓇𝑒𝓈𝒶́𝓁𝒾𝒶𝓈 (𝑔𝒶𝓇𝒶𝓃𝓉𝒾𝒶 𝒹𝑒 𝓅𝓇𝑜𝓉𝑒𝒸̧𝒶̃𝑜 𝑒𝒻𝒾𝒸𝒶𝓏 𝒶 𝓆𝓊𝑒𝓂 𝒹𝑒𝓃𝓊𝓃𝒸𝒾𝒶 𝒹𝒾𝓈𝒸𝓇𝒾𝓂𝒾𝓃𝒶𝒸̧𝑜̃𝑒𝓈, 𝒾𝓃𝒸𝓁𝓊𝒾𝓃𝒹𝑜 𝓉𝑒𝓈𝓉𝑒𝓂𝓊𝓃𝒽𝒶𝓈 𝑒 𝓇𝑒𝓅𝓇𝑒𝓈𝑒𝓃𝓉𝒶𝓃𝓉𝑒𝓈 𝓈𝒾𝓃𝒹𝒾𝒸𝒶𝒾𝓈); 𝒶𝓅𝓁𝒾𝒸𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝒾𝓃𝒹𝑒𝓂𝓃𝒾𝓏𝒶𝒸̧𝑜̃𝑒𝓈 𝑒 𝓈𝒶𝓃𝒸̧𝑜̃𝑒𝓈 (𝒹𝑒𝓋𝑒𝓇 𝒹𝑒 𝓅𝓇𝑒𝓋𝑒𝓇 𝒾𝓃𝒹𝑒𝓂𝓃𝒾𝓏𝒶𝒸̧𝒶̃𝑜 𝒾𝓃𝓉𝑒𝑔𝓇𝒶𝓁 𝑒 𝓈𝒶𝓃𝒸̧𝑜̃𝑒𝓈 𝑒𝒻𝑒𝓉𝒾𝓋𝒶𝓈, 𝓅𝓇𝑜𝓅𝑜𝓇𝒸𝒾𝑜𝓃𝒶𝒹𝒶𝓈 𝑒 𝒹𝒾𝓈𝓈𝓊𝒶𝓈𝑜𝓇𝒶𝓈, 𝒸𝑜𝓂𝑜 𝒸𝑜𝒾𝓂𝒶𝓈 𝑒 𝓅𝑜𝓉𝑒𝓃𝒸𝒾𝒶𝓁 𝑒𝓍𝒸𝓁𝓊𝓈𝒶̃𝑜 𝒹𝑒 𝒸𝑜𝓃𝒸𝓊𝓇𝓈𝑜𝓈 𝓅𝓊́𝒷𝓁𝒾𝒸𝑜𝓈); 𝓇𝑒𝓋𝑒𝓇𝓈𝒶̃𝑜 𝒹𝑜 𝑜́𝓃𝓊𝓈 𝒹𝒶 𝓅𝓇𝑜𝓋𝒶 (𝓃𝑜𝓈 𝒸𝒶𝓈𝑜𝓈 𝒹𝑒 𝒾𝓃𝒸𝓊𝓂𝓅𝓇𝒾𝓂𝑒𝓃𝓉𝑜 𝒹𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁, 𝒾𝓃𝒸𝓊𝓂𝒷𝑒 𝒶𝑜 𝑒𝓂𝓅𝓇𝑒𝑔𝒶𝒹𝑜𝓇 𝓅𝓇𝑜𝓋𝒶𝓇 𝓆𝓊𝑒 𝓃𝒶̃𝑜 𝒽𝑜𝓊𝓋𝑒 𝒹𝒾𝓈𝒸𝓇𝒾𝓂𝒾𝓃𝒶𝒸̧𝒶̃𝑜); 𝒹𝒾𝓋𝓊𝓁𝑔𝒶𝒸̧𝒶̃𝑜 𝓅𝓊́𝒷𝓁𝒾𝒸𝒶 𝒹𝑒 𝒹𝒶𝒹𝑜𝓈 (𝑒𝓈𝓉𝒶𝓉𝜄́𝓈𝓉𝒾𝒸𝒶𝓈 𝒹𝑒𝓉𝒶𝓁𝒽𝒶𝒹𝒶𝓈, 𝒶𝑔𝓇𝑒𝑔𝒶𝒹𝒶𝓈 𝑒 𝒹𝑒𝓈𝒶𝑔𝓇𝑒𝑔𝒶𝒹𝒶𝓈, 𝒹𝑒𝓋𝑒𝓂 𝓈𝑒𝓇 𝓅𝓊𝒷𝓁𝒾𝒸𝒶𝒹𝒶𝓈 𝑒 𝒸𝑜𝓂𝓊𝓃𝒾𝒸𝒶𝒹𝒶𝓈 𝒶̀ 𝒞𝑜𝓂𝒾𝓈𝓈𝒶̃𝑜 ℰ𝓊𝓇𝑜𝓅𝑒𝒾𝒶 𝒹𝑒 𝒻𝑜𝓇𝓂𝒶 𝓈𝒾𝓈𝓉𝑒𝓂𝒶́𝓉𝒾𝒸𝒶).
𝒜𝓈 𝑒𝓃𝓉𝒾𝒹𝒶𝒹𝑒𝓈 𝓈𝓊𝒿𝑒𝒾𝓉𝒶𝓈 𝒶̀ 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶 𝓋𝒶̃𝑜 𝓉𝑒𝓇 𝓆𝓊𝑒, 𝓅𝒶𝓇𝓉𝒾𝒸𝓊𝓁𝒶𝓇𝓂𝑒𝓃𝓉𝑒, 𝓇𝑒𝒶𝓁𝒾𝓏𝒶𝓇 𝒶𝓃𝒶́𝓁𝒾𝓈𝑒𝓈 𝒹𝑒 𝑒𝓆𝓊𝒾𝒹𝒶𝒹𝑒 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁, 𝒸𝑜𝓇𝓇𝒾𝑔𝒾𝓇 𝒾𝓇𝓇𝑒𝑔𝓊𝓁𝒶𝓇𝒾𝒹𝒶𝒹𝑒𝓈; 𝓇𝑒𝒶𝓋𝒶𝓁𝒾𝒶𝓇 𝑜𝓈 𝓈𝑒𝓊𝓈 𝓅𝓇𝑜𝒸𝑒𝓈𝓈𝑜𝓈 𝒹𝑒 𝓇𝑒𝒸𝓇𝓊𝓉𝒶𝓂𝑒𝓃𝓉𝑜 𝓅𝒶𝓇𝒶 𝒸𝓊𝓂𝓅𝓇𝒾𝓇𝑒𝓂 𝑜𝓈 𝓇𝑒𝓆𝓊𝒾𝓈𝒾𝓉𝑜𝓈 𝓇𝑒𝓁𝒶𝓉𝒾𝓋𝑜𝓈 𝒶̀𝓈 𝒷𝒶𝓃𝒹𝒶𝓈 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝒾𝓈 (𝑜𝓈 𝒸𝒶𝓃𝒹𝒾𝒹𝒶𝓉𝑜𝓈 𝒶 𝑒𝓂𝓅𝓇𝑒𝑔𝑜 𝓉𝑒̂𝓂 𝒹𝒾𝓇𝑒𝒾𝓉𝑜 𝒶 𝓇𝑒𝒸𝑒𝒷𝑒𝓇 𝒹𝑜 𝓅𝑜𝓉𝑒𝓃𝒸𝒾𝒶𝓁 𝑒𝓂𝓅𝓇𝑒𝑔𝒶𝒹𝑜𝓇 𝒾𝓃𝒻𝑜𝓇𝓂𝒶𝒸̧𝑜̃𝑒𝓈 𝓈𝑜𝒷𝓇𝑒 𝒶 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝒸̧𝒶̃𝑜 𝒾𝓃𝒾𝒸𝒾𝒶𝓁 𝑜𝓊 𝑜 𝓈𝑒𝓊 𝒾𝓃𝓉𝑒𝓇𝓋𝒶𝓁𝑜) 𝑒 𝒶̀ 𝓅𝓇𝑜𝒾𝒷𝒾𝒸̧𝒶̃𝑜 𝒹𝑒 𝒹𝒾𝓈𝒸𝓇𝒾𝓂𝒾𝓃𝒶𝒸̧𝒶̃𝑜 𝒸𝑜𝓂 𝒷𝒶𝓈𝑒 𝓃𝑜 𝒽𝒾𝓈𝓉𝑜́𝓇𝒾𝒸𝑜 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁; 𝑒𝓍𝓅𝓁𝒾𝒸𝒶𝓇 𝒸𝑜𝓂𝑜 𝒹𝒾𝒻𝑒𝓇𝑒𝓃𝒸𝒾𝒶 𝑒 𝒹𝑒𝒻𝒾𝓃𝑒 𝑜 𝒹𝑒𝓈𝑒𝓂𝓅𝑒𝓃𝒽𝑜 𝒶𝑜 𝑒𝓈𝓉𝒶𝒷𝑒𝓁𝑒𝒸𝑒𝓇 𝓊𝓂 𝓈𝒶𝓁𝒶́𝓇𝒾𝑜 𝒷𝒶𝓈𝑒; 𝒹𝒶𝓇 𝒶𝒸𝑒𝓈𝓈𝑜 𝓅𝑒𝓁𝑜𝓈 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈 𝒶𝑜𝓈 𝒸𝓇𝒾𝓉𝑒́𝓇𝒾𝑜𝓈 𝓊𝓉𝒾𝓁𝒾𝓏𝒶𝒹𝑜𝓈 𝓅𝒶𝓇𝒶 𝒹𝑒𝒻𝒾𝓃𝒾𝓇 𝑜𝓈 𝓈𝒶𝓁𝒶́𝓇𝒾𝑜𝓈 𝑒 𝑜𝓈 𝒶𝓊𝓂𝑒𝓃𝓉𝑜𝓈 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝒾𝓈; 𝒶𝓃𝒶𝓁𝒾𝓈𝒶𝓇 𝒶𝓈 𝒹𝒾𝓈𝓅𝒶𝓇𝒾𝒹𝒶𝒹𝑒𝓈 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝒾𝓈 𝑒 𝒾𝒹𝑒𝓃𝓉𝒾𝒻𝒾𝒸𝒶𝓇 𝒶𝓈 𝒸𝒶𝓊𝓈𝒶𝓈 𝑒𝓂 𝓆𝓊𝑒 𝒶𝓈 𝒹𝒾𝓈𝓅𝒶𝓇𝒾𝒹𝒶𝒹𝑒𝓈 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝒾𝓈 𝑒𝓍𝒸𝑒𝒹𝑒𝓂 𝑜𝓈 𝟻% 𝓅𝓇𝑒𝓋𝒾𝓈𝓉𝑜𝓈 𝓃𝒶 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶, 𝒿𝓊𝓈𝓉𝒾𝒻𝒾𝒸𝒶𝓇 𝒶𝓈 𝒶𝓃𝑜𝓂𝒶𝓁𝒾𝒶𝓈 𝑒 𝒸𝑜𝓇𝓇𝒾𝑔𝒾𝓇 𝑜𝓊 𝑒𝓁𝒾𝓂𝒾𝓃𝒶𝓇 𝒶𝓈 𝒾𝓃𝑒𝓍𝓅𝓁𝒾𝒸𝒶́𝓋𝑒𝒾𝓈.
𝒮𝑒𝓇𝒶́ 𝒻𝒶𝒸𝓊𝓁𝓉𝒶𝓉𝒾𝓋𝑜, 𝒹𝑒𝓅𝑒𝓃𝒹𝑒𝓃𝒹𝑜 𝓅𝑜𝓇𝓉𝒶𝓃𝓉𝑜 𝒹𝒶 𝓋𝑜𝓃𝓉𝒶𝒹𝑒 𝒹𝑜 𝓁𝑒𝑔𝒾𝓈𝓁𝒶𝒹𝑜𝓇 𝒹𝑜 ℰ𝓈𝓉𝒶𝒹𝑜-𝓂𝑒𝓂𝒷𝓇𝑜, 𝓅𝑜𝓇 𝑒𝓍𝑒𝓂𝓅𝓁𝑜: 𝒶𝓁𝒶𝓇𝑔𝒶𝓂𝑒𝓃𝓉𝑜 𝒹𝒶𝓈 𝑜𝒷𝓇𝒾𝑔𝒶𝒸̧𝑜̃𝑒𝓈 𝒹𝑒 𝓇𝑒𝓅𝑜𝓇𝓉𝑒 𝓅𝒶𝓇𝒶 𝑒𝓂𝓅𝓇𝑒𝓈𝒶𝓈 𝒸𝑜𝓂 𝓂𝑒𝓃𝑜𝓈 𝒹𝑒 𝟷𝟶𝟶 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈, 𝑜𝓊 𝓅𝑒𝓇𝓂𝒾𝓉𝒾𝓇 𝓆𝓊𝑒 𝑒𝓈𝓉𝒶𝓈 𝒸𝑜𝓂𝓊𝓃𝒾𝓆𝓊𝑒𝓂 𝒹𝒶𝒹𝑜𝓈 𝓋𝑜𝓁𝓊𝓃𝓉𝒶𝓇𝒾𝒶𝓂𝑒𝓃𝓉𝑒; 𝒶𝒿𝓊𝓈𝓉𝑒 𝒹𝑒 𝒸𝓇𝒾𝓉𝑒́𝓇𝒾𝑜𝓈 𝓅𝒶𝓇𝒶 𝒫ℳℰ (𝓅𝑜𝓈𝓈𝒾𝒷𝒾𝓁𝒾𝒹𝒶𝒹𝑒 𝒹𝑒 𝓂𝑜𝒹𝑒𝓁𝑜𝓈 𝓈𝒾𝓂𝓅𝓁𝒾𝒻𝒾𝒸𝒶𝒹𝑜𝓈 𝓅𝒶𝓇𝒶 𝓂𝒾𝒸𝓇𝑜 𝑒 𝓅𝑒𝓆𝓊𝑒𝓃𝒶𝓈 𝑒𝓂𝓅𝓇𝑒𝓈𝒶𝓈 𝑒 𝒹𝑒 𝒾𝓈𝑒𝓃𝓉𝒶𝓇 𝑒𝓂𝓅𝓇𝑒𝑔𝒶𝒹𝑜𝓇𝑒𝓈 𝒸𝑜𝓂 𝓂𝑒𝓃𝑜𝓈 𝒹𝑒 𝟻𝟶 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈 𝒹𝑒 𝒶𝓁𝑔𝓊𝓂𝒶𝓈 𝓇𝑒𝑔𝓇𝒶𝓈 𝒹𝑒 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓃𝒶 𝓅𝓇𝑜𝑔𝓇𝑒𝓈𝓈𝒶̃𝑜 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁); 𝒹𝑒𝓁𝑒𝑔𝒶𝒸̧𝒶̃𝑜 𝑒𝓂 𝓅𝒶𝓇𝒸𝑒𝒾𝓇𝑜𝓈 𝓈𝑜𝒸𝒾𝒶𝒾𝓈 𝑜 𝒹𝑒𝓈𝑒𝓃𝓋𝑜𝓁𝓋𝒾𝓂𝑒𝓃𝓉𝑜 𝑒 𝒾𝓂𝓅𝓁𝑒𝓂𝑒𝓃𝓉𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝒻𝑒𝓇𝓇𝒶𝓂𝑒𝓃𝓉𝒶𝓈 𝒶𝓃𝒶𝓁𝜄́𝓉𝒾𝒸𝒶𝓈, 𝒻𝑜𝓇𝓂𝒶𝒸̧𝒶̃𝑜 𝑒 𝓂𝑒𝓉𝑜𝒹𝑜𝓁𝑜𝑔𝒾𝒶𝓈 𝒹𝑒 𝒶𝓋𝒶𝓁𝒾𝒶𝒸̧𝒶̃𝑜 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁; 𝓈𝒾𝓈𝓉𝑒𝓂𝒶 𝒹𝑒 .ᐣ𝒻𝒾𝓈𝒸𝒶𝓁𝒾𝓏𝒶𝒸̧𝒶̃𝑜 𝑒 𝒶𝒸𝑜𝓂𝓅𝒶𝓃𝒽𝒶𝓂𝑒𝓃𝓉𝑜 𝒹𝒶 𝒹𝒾𝓇𝑒𝓉𝒾𝓋𝒶; 𝓅𝑜𝓈𝓈𝒾𝒷𝒾𝓁𝒾𝒹𝒶𝒹𝑒 𝒹𝑒 𝒹𝑒𝒷𝒶𝓉𝑒 𝒹𝑒 𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝓃𝑜𝓈 𝓅𝓇𝑜𝒸𝑒𝓈𝓈𝑜𝓈 𝒹𝑒 𝓃𝑒𝑔𝑜𝒸𝒾𝒶𝒸̧𝒶̃𝑜 𝒸𝑜𝓁𝑒𝓉𝒾𝓋𝒶, 𝒿𝓊𝓃𝓉𝑜 𝒹𝑜𝓈 𝓅𝒶𝓇𝒸𝑒𝒾𝓇𝑜𝓈 𝓈𝑜𝒸𝒾𝒶𝒾𝓈.
𝒜 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶 𝓇𝑒𝓅𝓇𝑒𝓈𝑒𝓃𝓉𝒶 𝓊𝓂 𝓈𝒶𝓁𝓉𝑜 𝓆𝓊𝒶𝓁𝒾𝓉𝒶𝓉𝒾𝓋𝑜 𝓇𝑒𝓁𝒶𝓉𝒾𝓋𝒶𝓂𝑒𝓃𝓉𝑒 𝒶̀ 𝒸𝒾𝓉𝒶𝒹𝒶 ℒ𝑒𝒾 𝓃.º 𝟼𝟶/𝟸𝟶𝟷𝟾, 𝓁𝒾𝓂𝒾𝓉𝒶𝒹𝒶 𝒶𝑜 𝓇𝑒𝓅𝑜𝓇𝓉𝑒 𝑒𝓈𝓉𝒶𝓉𝜄́𝓈𝓉𝒾𝒸𝑜, 𝓅𝓁𝒶𝓃𝑜𝓈 𝒹𝑒 𝒶𝓋𝒶𝓁𝒾𝒶𝒸̧𝒶̃𝑜 𝒹𝒶𝓈 𝒹𝒾𝒻𝑒𝓇𝑒𝓃𝒸̧𝒶𝓈 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝓉𝑜́𝓇𝒾𝒶𝓈 𝑒 𝒸𝑜𝓇𝓇𝑒𝒸̧𝒶̃𝑜 𝒹𝒶𝓈 𝒹𝒾𝒻𝑒𝓇𝑒𝓃𝒸̧𝒶𝓈 𝒾𝓃𝒿𝓊𝓈𝓉𝒾𝒻𝒾𝒸𝒶𝒹𝒶𝓈, 𝒸𝑜𝓂 𝒶𝓁𝑔𝓊𝓃𝓈 𝓂𝑒𝒸𝒶𝓃𝒾𝓈𝓂𝑜𝓈 𝒶𝒹𝓂𝒾𝓃𝒾𝓈𝓉𝓇𝒶𝓉𝒾𝓋𝑜𝓈 𝑒 𝒻𝒾𝓈𝒸𝒶𝓁𝒾𝓏𝒶𝒹𝑜𝓇𝑒𝓈 𝓅𝓇𝑒𝓈𝑒𝓃𝓉𝑒𝓈, 𝓂𝒶𝓈 𝓅𝑜𝓊𝒸𝑜 𝒹𝑒𝓈𝑒𝓃𝓋𝑜𝓁𝓋𝒾𝒹𝑜𝓈 𝓆𝓊𝒶𝓃𝓉𝑜 𝒶̀ 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝒾𝓂𝑒𝒹𝒾𝒶𝓉𝒶 𝑒 𝒶𝒸𝑒𝓈𝓈𝑜 𝒹𝑜𝓈 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈 𝒶̀ 𝒾𝓃𝒻𝑜𝓇𝓂𝒶𝒸̧𝒶̃𝑜, 𝒶𝓈𝓈𝒾𝓂 𝒸𝑜𝓂𝑜 𝑒𝓂 𝓉𝑒𝓇𝓂𝑜𝓈 𝒹𝑒 𝒶𝒷𝓇𝒶𝓃𝑔𝑒̂𝓃𝒸𝒾𝒶, 𝓅𝑜𝒾𝓈, 𝒹𝑒𝓅𝑒𝓃𝒹𝑒 𝒹𝒶 𝒹𝒾𝓂𝑒𝓃𝓈𝒶̃𝑜 𝒹𝒶𝓈 𝑒𝓃𝓉𝒾𝒹𝒶𝒹𝑒𝓈 𝑒 𝓆𝓊𝑒𝒾𝓍𝒶𝓈 𝒻𝓊𝓃𝒹𝒶𝓂𝑒𝓃𝓉𝒶𝒹𝒶𝓈.
𝒯𝑜𝒹𝒶𝓋𝒾𝒶, 𝒶𝒾𝓃𝒹𝒶 𝓃𝒶̃𝑜 𝓈𝑒 𝒸𝑜𝓃𝒽𝑒𝒸𝑒 𝑜 𝓆𝓊𝑒 𝒾𝓇𝒶́ 𝒸𝑜𝓃𝓈𝓉𝒶𝓇 𝒹𝒶 𝓁𝑒𝑔𝒾𝓈𝓁𝒶𝒸̧𝒶̃𝑜 𝒾𝓃𝓉𝑒𝓇𝓃𝒶 𝓈𝑜𝒷𝓇𝑒 𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝑒 𝒽𝒶́ 𝓂𝓊𝒾𝓉𝑜 𝓂𝒶𝒾𝓈 𝑒 𝓂𝑒𝓁𝒽𝑜𝓇 𝒶 𝒻𝒶𝓏𝑒𝓇 𝒹𝑜 𝓆𝓊𝑒 𝒸𝓇𝒾𝒶𝓇 𝑔𝓇𝓊𝓅𝑜𝓈 𝒹𝑒 𝓅𝑒𝓇𝒾𝓉𝑜𝓈 𝑒 𝑒𝓁𝒶𝒷𝑜𝓇𝒶𝓇 𝑒𝓍𝒸𝑒𝓁𝑒𝓃𝓉𝑒𝓈 𝑒𝓈𝓉𝓊𝒹𝑜𝓈 𝑒 𝓅𝓇𝑜𝒿𝑒𝓉𝑜𝓈, 𝓅𝑜𝓇𝓆𝓊𝒶𝓃𝓉𝑜 𝓋𝒶̃𝑜 𝓈𝑒𝓇 𝒶𝓈 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝑜̃𝑒𝓈 𝓅𝓊́𝒷𝓁𝒾𝒸𝒶𝓈 𝑒 𝓅𝓇𝒾𝓋𝒶𝒹𝒶𝓈, 𝑒 𝓈𝑒𝓊𝓈 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈, 𝑜𝓈 𝒹𝑒𝓈𝓉𝒾𝓃𝒶𝓉𝒶́𝓇𝒾𝑜𝓈 𝑒 𝒶𝓉𝑜𝓇𝑒𝓈 𝓅𝓇𝒾𝓃𝒸𝒾𝓅𝒶𝒾𝓈, 𝒸𝑜𝓃𝓋𝑒́𝓂 𝓃𝒶̃𝑜 𝑒𝓈𝓆𝓊𝑒𝒸𝑒𝓇.
𝒟𝑒𝓈𝒶𝒻𝒾𝑜𝓈 𝒹𝒶 𝓃𝑜𝓋𝒶 𝒟𝒾𝓇𝑒𝓉𝒾𝓋𝒶
𝒪 ℰ𝓈𝓉𝒶𝒹𝑜, 𝒶 𝒜𝓊𝓉𝑜𝓇𝒾𝒹𝒶𝒹𝑒 𝓅𝒶𝓇𝒶 𝒶𝓈 𝒞𝑜𝓃𝒹𝒾𝒸̧𝑜̃𝑒𝓈 𝒹𝑜 𝒯𝓇𝒶𝒷𝒶𝓁𝒽𝑜 (𝒜𝒞𝒯) 𝑒 𝒶 𝒞𝑜𝓂𝒾𝓈𝓈𝒶̃𝑜 𝓅𝒶𝓇𝒶 𝒶 ℐ𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝓃𝑜 𝒯𝓇𝒶𝒷𝒶𝓁𝒽𝑜 𝑒 𝓃𝑜 ℰ𝓂𝓅𝓇𝑒𝑔𝑜 (𝒞ℐ𝒯ℰ) 𝒶𝓈𝓈𝓊𝓂𝑒𝓂 𝓅𝒶𝓅𝑒́𝒾𝓈 𝒹𝑒 𝓇𝑒𝑔𝓊𝓁𝒶𝒸̧𝒶̃𝑜, 𝒻𝒾𝓈𝒸𝒶𝓁𝒾𝓏𝒶𝒸̧𝒶̃𝑜 𝑒 𝓅𝓇𝑜𝓂𝑜𝒸̧𝒶̃𝑜 𝒹𝒶 𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝑒𝒻𝑒𝓉𝒾𝓋𝒶, 𝓇𝑒𝓆𝓊𝑒𝓇𝑒𝓃𝒹𝑜 𝓊𝓂𝒶 𝒶𝒸̧𝒶̃𝑜 𝒶𝓇𝓉𝒾𝒸𝓊𝓁𝒶𝒹𝒶, 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒𝓃𝓉𝑒, 𝒶𝒷𝑒𝓇𝓉𝒶, 𝒸𝑜𝓂𝓅𝑒𝓉𝑒𝓃𝓉𝑒, 𝒹𝑒𝓈𝒷𝓊𝓇𝑜𝒸𝓇𝒶𝓉𝒾𝓏𝒶𝒹𝑜𝓇𝒶 𝑒 𝒸𝑜𝓂𝓅𝓇𝑒𝑒𝓃𝓈𝒾𝓋𝒶, 𝓈𝑜𝒷 𝓅𝑒𝓃𝒶 𝒹𝑒 𝓊𝓂𝒶 𝓁𝑒𝑔𝒾𝓈𝓁𝒶𝒸̧𝒶̃𝑜 𝓂𝑒𝓇𝒶𝓂𝑒𝓃𝓉𝑒 𝓈𝒾𝓂𝒷𝑜́𝓁𝒾𝒸𝒶, 𝒻𝑜𝓇𝓂𝒶𝓁𝒾𝓈𝓉𝒶 𝑒 𝒾𝓃𝑒𝒻𝒾𝒸𝒶𝓏.
ℱ𝒶𝒸𝑒 𝒶̀ 𝒸𝓊𝓁𝓉𝓊𝓇𝒶 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸𝒾𝑜𝓃𝒶𝓁 𝓅𝑜𝓇𝓉𝓊𝑔𝓊𝑒𝓈𝒶 𝓉𝑒𝓃𝒹𝑒𝓃𝒸𝒾𝒶𝓁𝓂𝑒𝓃𝓉𝑒 𝓁𝑒𝑔𝒶𝓁𝒾𝓈𝓉𝒶, 𝒻𝑜𝓇𝓂𝒶𝓁𝒾𝓈𝓉𝒶, 𝒽𝒾𝑒𝓇𝒶́𝓇𝓆𝓊𝒾𝒸𝒶 𝑒 𝑒𝓃𝒹𝑜́𝑔𝑒𝓃𝒶, 𝒸𝑜𝓂𝑜 𝒷𝑒𝓂 𝑒𝓈𝓉𝓊𝒹𝑜𝓊 𝒢𝑒𝑒𝓇𝓉 ℋ𝑜𝒻𝓈𝓉𝑒𝒹𝑒, 𝒽𝒶́ 𝓈𝑒́𝓇𝒾𝑜𝓈 𝓇𝒾𝓈𝒸𝑜𝓈 𝒹𝑒 𝓆𝓊𝑒 𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝓈𝑒 𝓉𝑜𝓇𝓃𝑒 𝒶𝓅𝑒𝓃𝒶𝓈 𝓊𝓂𝒶 𝒻𝑜𝓇𝓂𝒶𝓁𝒾𝒹𝒶𝒹𝑒, 𝓈𝑒𝓂 𝒾𝓂𝓅𝒶𝒸𝓉𝑜 𝓇𝑒𝒶𝓁 𝓃𝒶 𝓇𝑒𝒹𝓊𝒸̧𝒶̃𝑜 𝒹𝒶𝓈 𝒹𝑒𝓈𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒𝓈 𝑒 𝓃𝒶 𝓋𝒾𝒹𝒶 𝒹𝑜𝓈 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈, 𝓈𝑜𝒷𝓇𝑒𝓉𝓊𝒹𝑜 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈.
𝒩𝒶 𝒹𝑒𝒻𝒾𝓃𝒾𝒸̧𝒶̃𝑜 𝒹𝒶 𝓁𝑒𝑔𝒾𝓈𝓁𝒶𝒸̧𝒶̃𝑜 𝓆𝓊𝑒 𝓉𝓇𝒶𝓃𝓈𝓅𝑜𝓇𝒶́ 𝑒𝓈𝓉𝒶 𝒹𝒾𝓇𝑒𝓉𝒾𝓋𝒶, 𝒹𝑒𝓋𝑒 𝒶𝒸𝒶𝓊𝓉𝑒𝓁𝒶𝓇-𝓈𝑒, 𝑒𝓈𝓅𝑒𝒸𝒾𝒶𝓁𝓂𝑒𝓃𝓉𝑒, 𝒶 𝒻𝑜𝓇𝓂𝒶𝒸̧𝒶̃𝑜 𝒹𝑜𝓈 𝒶𝓉𝑜𝓇𝑒𝓈, 𝑒𝓂 𝑒𝓈𝓅𝑒𝒸𝒾𝒶𝓁 𝒹𝑜𝓈 𝒹𝒾𝓇𝒾𝑔𝑒𝓃𝓉𝑒𝓈 𝑒 𝒾𝓃𝓈𝓅𝑒𝓉𝑜𝓇𝑒𝓈 𝒹𝑒 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜, 𝑒𝓂 𝒷𝑜𝒶 𝑔𝑒𝓈𝓉𝒶̃𝑜, 𝓁𝒾𝒹𝑒𝓇𝒶𝓃𝒸̧𝒶 𝑒 𝒾𝓃𝓉𝑒𝑔𝓇𝒾𝒹𝒶𝒹𝑒; 𝒶 𝒹𝑒𝒹𝒾𝒸𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝓇𝑒𝒸𝓊𝓇𝓈𝑜𝓈 𝒻𝒾𝓃𝒶𝓃𝒸𝑒𝒾𝓇𝑜𝓈 𝑒 𝓉𝑒𝒸𝓃𝑜𝓁𝑜́𝑔𝒾𝒸𝑜𝓈; 𝒶 𝓈𝒾𝓂𝓅𝓁𝒾𝒻𝒾𝒸𝒶𝒸̧𝒶̃𝑜 𝑒 𝒹𝑒𝓈𝓂𝒶𝓉𝑒𝓇𝒾𝒶𝓁𝒾𝓏𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝒾𝓃𝓉𝑒𝓇𝒶𝒸̧𝑜̃𝑒𝓈 𝑒 𝓅𝓇𝑜𝒸𝑒𝓈𝓈𝑜𝓈, 𝒶𝓅𝓇𝑜𝓋𝑒𝒾𝓉𝒶𝓃𝒹𝑜 𝒾𝓃𝓈𝓉𝓇𝓊𝓂𝑒𝓃𝓉𝑜𝓈 𝑒𝓍𝒾𝓈𝓉𝑒𝓃𝓉𝑒𝓈, 𝒸𝑜𝓂𝑜 𝑜 𝓇𝑒𝓁𝒶𝓉𝑜́𝓇𝒾𝑜 𝓊́𝓃𝒾𝒸𝑜, 𝓅𝒶𝓇𝒶 𝓇𝑒𝒸𝑜𝓁𝒽𝑒𝓇 𝑒 𝓈𝒾𝓈𝓉𝑒𝓂𝒶𝓉𝒾𝓏𝒶𝓇, 𝓅𝑜𝓇 𝑒𝓍𝑒𝓂𝓅𝓁𝑜, 𝓉𝑜𝒹𝑜𝓈 𝑜𝓈 𝒹𝒶𝒹𝑜𝓈 𝒹𝑒 𝓊𝓂𝒶 𝓈𝑜́ 𝓋𝑒𝓏, 𝑒𝓋𝒾𝓉𝒶𝓃𝒹𝑜 𝒷𝓊𝓇𝑜𝒸𝓇𝒶𝒸𝒾𝒶𝓈 𝒾𝓃𝓊́𝓉𝑒𝒾𝓈 𝑒 𝑒𝓃𝒸𝒶𝓇𝑔𝑜𝓈 𝒹𝑒𝓈𝓃𝑒𝒸𝑒𝓈𝓈𝒶́𝓇𝒾𝑜𝓈; 𝒾𝓃𝓈𝓉𝓇𝓊𝓂𝑒𝓃𝓉𝑜𝓈 𝑒 𝓂𝑒𝒸𝒶𝓃𝒾𝓈𝓂𝑜𝓈 𝒹𝑒 𝒸𝑜𝓃𝓉𝓇𝑜𝓁𝑜 𝑒 𝒸𝑜𝓇𝓇𝑒𝒸̧𝒶̃𝑜 𝒹𝒶𝓈 𝒹𝑒𝓈𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒𝓈 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝓉𝑜́𝓇𝒾𝒶𝓈; 𝒸𝑜𝓂𝓊𝓃𝒾𝒸𝒶𝒸̧𝒶̃𝑜 𝒻𝒶́𝒸𝒾𝓁 𝑒 𝓈𝒾𝓂𝓅𝓁𝑒𝓈 𝓅𝒶𝓇𝒶 𝒸𝑜𝓂 𝒶𝓈 𝑒𝓃𝓉𝒾𝒹𝒶𝒹𝑒𝓈 𝑜𝒷𝓇𝒾𝑔𝒶𝒹𝒶𝓈, 𝒶 𝒻𝒾𝓂 𝒹𝑒 ; 𝑒𝓋𝒾𝓉𝒶𝓇 𝓇𝒾𝓈𝒸𝑜𝓈 𝒹𝑒 𝓇𝑒𝓉𝒶𝓁𝒾𝒶𝒸̧𝒶̃𝑜 𝓅𝒶𝓇𝒶 𝑜𝓈 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈 𝓆𝓊𝑒 𝒹𝑒𝓃𝓊𝓃𝒸𝒾𝒶𝓇𝑒𝓂 𝒹𝑒𝓈𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒𝓈 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝓉𝑜́𝓇𝒾𝒶𝓈, 𝓈𝑒𝓃𝒹𝑜 𝑒𝓈𝓈𝑒𝓃𝒸𝒾𝒶𝓁 𝑔𝒶𝓇𝒶𝓃𝓉𝒾𝓇 𝒶 𝓅𝓇𝑜𝓉𝑒𝒸̧𝒶̃𝑜 𝒹𝑜𝓈 𝒹𝑒𝓃𝓊𝓃𝒸𝒾𝒶𝓃𝓉𝑒𝓈 𝑒 𝒶 𝒸𝑜𝓃𝒻𝒾𝒹𝑒𝓃𝒸𝒾𝒶𝓁𝒾𝒹𝒶𝒹𝑒 𝒹𝑜𝓈 𝒹𝒶𝒹𝑜𝓈..ᐣ
𝒜 𝒶𝒹𝓂𝒾𝓃𝒾𝓈𝓉𝓇𝒶𝒸̧𝒶̃𝑜 𝓅𝓊́𝒷𝓁𝒾𝒸𝒶 𝒹𝑒𝓋𝑒 𝒶𝒸𝒶𝓊𝓉𝑒𝓁𝒶𝓇 𝑒𝓈𝓉𝑒𝓈 𝓇𝒾𝓈𝒸𝑜𝓈, 𝑔𝒶𝓇𝒶𝓃𝓉𝒾𝓃𝒹𝑜 𝓆𝓊𝑒 𝒶𝓈 𝓂𝑒𝒹𝒾𝒹𝒶𝓈 𝒹𝑒 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝓈𝑒𝒿𝒶𝓂 𝒾𝓂𝓅𝓁𝑒𝓂𝑒𝓃𝓉𝒶𝒹𝒶𝓈 𝒹𝑒 𝒻𝑜𝓇𝓂𝒶 𝑒𝒻𝒾𝒸𝒶𝓏, 𝒸𝑜𝓂 𝒶𝓅𝑜𝒾𝑜 𝓉𝑒́𝒸𝓃𝒾𝒸𝑜 𝑒𝓈𝓅𝑒𝒸𝒾𝒶𝓁𝒾𝓏𝒶𝒹𝑜 𝑒 𝒻𝑜𝓇𝓂𝒶𝒸̧𝒶̃𝑜 𝒶𝒹𝑒𝓆𝓊𝒶𝒹𝒶 𝑒 𝒾𝓃𝑜𝓋𝒶𝒹𝑜𝓇𝒶, 𝒸𝑜𝓂 𝒾𝓃𝓉𝑒𝑔𝓇𝒾𝒹𝒶𝒹𝑒 𝑒 𝓂𝒾𝓉𝒾𝑔𝒶𝒸̧𝒶̃𝑜 𝒹𝑒 𝓇𝒾𝓈𝒸𝑜𝓈 𝒾𝓃𝑒́𝓉𝒾𝒸𝑜𝓈 𝑒 𝒸𝑜𝓇𝓇𝓊𝓅𝓉𝒾𝓋𝑜𝓈..ᐣ
𝒜𝓉𝓊𝒶𝓁𝓂𝑒𝓃𝓉𝑒 𝑒𝓍𝒾𝓈𝓉𝑒 𝓊𝓂 𝒸𝓁𝒶𝓇𝑜 𝒹𝑒́𝒻𝒾𝒸𝑒 𝒹𝑒 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝓃𝒶 𝒶𝒸̧𝒶̃𝑜 𝒹𝑜 𝑒𝓈𝓉𝒶𝒹𝑜 𝑒 𝓃𝒶𝓈 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝑜̃𝑒𝓈 𝑒𝓂 𝒫𝑜𝓇𝓉𝓊𝑔𝒶𝓁, 𝒸𝑜𝓂𝑜, 𝓉𝒶𝓂𝒷𝑒́𝓂, 𝓇𝑒𝒻𝒾𝓇𝒶-𝓈𝑒, 𝓃𝑜𝓈 𝒹𝑒𝓂𝒶𝒾𝓈 𝓅𝒶𝜄́𝓈𝑒𝓈 𝑒𝓊𝓇𝑜𝓅𝑒𝓊𝓈: 𝒹𝑒́𝒻𝒾𝒸𝑒 𝒹𝑒 𝓋𝑜𝓃𝓉𝒶𝒹𝑒 (𝓁𝒾𝒹𝑒𝓇𝒶𝓃𝒸̧𝒶), 𝓅𝓇𝒾𝑜𝓇𝒾𝒹𝒶𝒹𝑒, 𝓅𝓇𝑒𝓅𝒶𝓇𝒶𝒸̧𝒶̃𝑜, 𝑒𝓈𝓉𝓇𝒶𝓉𝑒́𝑔𝒾𝒶, 𝒶𝓃𝒶́𝓁𝒾𝓈𝑒, 𝒾𝓃𝒻𝑜𝓇𝓂𝒶𝒸̧𝒶̃𝑜, 𝒸𝑜𝓂𝓊𝓃𝒾𝒸𝒶𝒸̧𝒶̃𝑜, 𝒻𝑜𝓇𝓂𝒶𝒸̧𝒶̃𝑜 (𝓈𝑜𝒷𝓇𝑒𝓉𝓊𝒹𝑜, 𝑔𝑒𝓈𝓉𝑜𝓇𝑒𝓈/𝒹𝒾𝓇𝒾𝑔𝑒𝓃𝓉𝑒𝓈), 𝑜𝒻𝑒𝓇𝓉𝒶𝓈 𝒹𝑒 𝑒𝓂𝓅𝓇𝑒𝑔𝑜, 𝓇𝑒𝒸𝓇𝓊𝓉𝒶𝓂𝑒𝓃𝓉𝑜 𝑒 𝓈𝑒𝓁𝑒𝒸̧𝒶̃𝑜, 𝒸𝑜𝓃𝓉𝓇𝒶𝓉𝒶𝒸̧𝒶̃𝑜 𝑒 𝓅𝓇𝑜𝑔𝓇𝑒𝓈𝓈𝒶̃𝑜.
ℰ𝓈𝓉𝑒 𝒹𝑒́𝒻𝒾𝒸𝑒 𝓉𝓇𝒶𝒹𝓊𝓏-𝓈𝑒 𝑒𝓂 𝓇𝒾𝓈𝒸𝑜𝓈 𝓇𝑒𝑔𝓊𝓁𝒶𝓉𝑜́𝓇𝒾𝑜𝓈 𝑒 𝑔𝑒𝓈𝓉𝒾𝑜𝓃𝒶́𝓇𝒾𝑜𝓈, 𝒹𝑒 𝓅𝑒𝓇𝒹𝒶 𝒹𝑒 𝒸𝑜𝓂𝓅𝑒𝓉𝒾𝓉𝒾𝓋𝒾𝒹𝒶𝒹𝑒 𝑒 𝓅𝓇𝑜𝒹𝓊𝓉𝒾𝓋𝒾𝒹𝒶𝒹𝑒, 𝒹𝑒 𝒹𝑒𝓈𝓂𝑜𝓉𝒾𝓋𝒶𝒸̧𝒶̃𝑜 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝒶𝒹𝑜𝓇𝑒𝓈 𝑒 𝓈𝒶𝜄́𝒹𝒶 𝒹𝑒 𝓇𝑒𝒸𝓊𝓇𝓈𝑜𝓈 𝑒 𝓉𝒶𝓁𝑒𝓃𝓉𝑜𝓈, 𝑒 𝒹𝑒 𝓅𝑒𝓇𝓈𝒾𝓈𝓉𝑒̂𝓃𝒸𝒾𝒶 𝒹𝑒 𝒹𝑒𝓈𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒𝓈 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝒾𝓈 𝑜𝒸𝓊𝓁𝓉𝒶𝓈 𝒹𝑒𝓃𝓉𝓇𝑜 𝒹𝒶𝓈 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝑜̃𝑒𝓈, 𝑜𝓊 𝓈𝑒𝒿𝒶, 𝒹𝑒 𝒾𝓃𝒿𝓊𝓈𝓉𝒾𝒸̧𝒶𝓈 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸𝒾𝑜𝓃𝒶𝒾𝓈 𝑒 𝒾𝓃𝒹𝒾𝓋𝒾𝒹𝓊𝒶𝒾𝓈.
𝒫𝑜𝓇 𝑜𝓊𝓉𝓇𝒶𝓈 𝓅𝒶𝓁𝒶𝓋𝓇𝒶𝓈, 𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝑒́ 𝓊𝓂 𝓉𝑒𝓂𝒶 𝓃𝒶𝒸𝒾𝑜𝓃𝒶𝓁 𝓃𝑜𝒷𝓇𝑒 𝓅𝒶𝓇𝒶 𝓊𝓂𝒶 𝒸𝓊𝓁𝓉𝓊𝓇𝒶 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸𝒾𝑜𝓃𝒶𝓁 𝓅𝑜𝒷𝓇𝑒, 𝒶 𝓆𝓊𝒶𝓁 𝒸𝒶𝓇𝑒𝒸𝑒, 𝒶𝓂𝒾𝓊́𝒹𝑒, 𝒹𝑒 𝓈𝑒𝓇 𝑜𝒷𝓇𝒾𝑔𝒶𝒹𝒶 𝑒 𝒶𝓂𝑒𝒶𝒸̧𝒶𝒹𝒶, 𝓅𝑜𝓇 𝓈𝒶𝓃𝒸̧𝑜̃𝑒𝓈 𝑒 𝓂𝑒𝒸𝒶𝓃𝒾𝓈𝓂𝑜𝓈 𝒹𝑒 𝓅𝓇𝑜𝓋𝒶 𝑒 𝒿𝓊𝒹𝒾𝒸𝒾𝒶𝒾𝓈, 𝓅𝒶𝓇𝒶 𝒸𝓊𝓂𝓅𝓇𝒾𝓇 𝑒 𝒾𝓃𝓋𝑒𝓈𝓉𝒾𝓇 𝓃𝓊𝓂𝒶 𝒹𝒾𝓂𝑒𝓃𝓈𝒶̃𝑜 𝒹𝑒 𝒷𝑜𝒶 𝓁𝒾𝒹𝑒𝓇𝒶𝓃𝒸̧𝒶 𝑒 𝑔𝑒𝓈𝓉𝒶̃𝑜 𝒹𝑒 𝓅𝑒𝓈𝓈𝑜𝒶𝓈 𝑒 𝒹𝒶𝓈 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝑜̃𝑒𝓈.
𝒜 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝑒́ 𝓊𝓂𝒶 𝒸𝑜𝓃𝒹𝒾𝒸̧𝒶̃𝑜 𝒻𝓊𝓃𝒹𝒶𝓂𝑒𝓃𝓉𝒶𝓁 𝑒 𝒾𝓃𝒹𝒾𝓈𝓅𝑒𝓃𝓈𝒶́𝓋𝑒𝓁 𝓅𝒶𝓇𝒶 𝓊𝓂𝒶 𝓁𝒾𝒹𝑒𝓇𝒶𝓃𝒸̧𝒶 𝑒 𝑔𝑒𝓈𝓉𝒶̃𝑜 𝑒𝒻𝒾𝒸𝒶𝓏, 𝒷𝑒𝓂 𝒸𝑜𝓂𝑜 𝓅𝒶𝓇𝒶 𝒶 𝓈𝓊𝓅𝑒𝓇𝒶𝒸̧𝒶̃𝑜 𝒹𝑜𝓈 𝒹𝑒𝓈𝑒𝓂𝓅𝑒𝓃𝒽𝑜𝓈 𝑒 𝓇𝑒𝓈𝓊𝓁𝓉𝒶𝒹𝑜𝓈 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸𝒾𝑜𝓃𝒶𝒾𝓈. 𝒮𝑒 𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓃𝒶̃𝑜 𝑒𝓈𝓉𝒾𝓋𝑒𝓇 𝓅𝓇𝑜𝒻𝓊𝓃𝒹𝒶𝓂𝑒𝓃𝓉𝑒 𝒾𝓃𝒸𝑜𝓇𝓅𝑜𝓇𝒶𝒹𝒶 𝑒 𝒾𝓃𝓉𝑒𝑔𝓇𝒶𝒹𝒶 𝓃𝒶 𝒸𝓊𝓁𝓉𝓊𝓇𝒶 𝒹𝒶 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸̧𝒶̃𝑜, 𝓃𝑜 𝓂𝓊𝓃𝒹𝑜 𝒶𝓉𝓊𝒶𝓁, 𝑒𝓈𝓉𝒶 𝑒𝓈𝓉𝒶𝓇𝒶́ 𝒸𝑜𝓃𝒹𝑒𝓃𝒶𝒹𝒶 𝒶 𝓈𝑜𝒷𝓇𝑒𝓋𝒾𝓋𝑒𝓇 𝑜𝓊 𝒶 𝒹𝑒𝓈𝒶𝓅𝒶𝓇𝑒𝒸𝑒𝓇, 𝒾𝓃𝒸𝓁𝓊𝒾𝓃𝒹𝑜 𝒶𝓈 𝑒𝓃𝓉𝒾𝒹𝒶𝒹𝑒𝓈 𝓅𝓊́𝒷𝓁𝒾𝒸𝒶𝓈.
𝒞𝑜𝓃𝒸𝓁𝓊𝒾𝓃𝒹𝑜, 𝒶 𝓉𝓇𝒶𝓃𝓈𝓅𝒶𝓇𝑒̂𝓃𝒸𝒾𝒶 𝓈𝒶𝓁𝒶𝓇𝒾𝒶𝓁 𝑒́ 𝓊𝓂 𝓅𝒶𝓈𝓈𝑜 𝒾𝓂𝓅𝑜𝓇𝓉𝒶𝓃𝓉𝑒 𝓅𝒶𝓇𝒶 𝒸𝑜𝓂𝒷𝒶𝓉𝑒𝓇 𝒶 𝒹𝑒𝓈𝒾𝑔𝓊𝒶𝓁𝒹𝒶𝒹𝑒 𝓇𝑒𝓂𝓊𝓃𝑒𝓇𝒶𝓉𝑜́𝓇𝒾𝒶, 𝓂𝒶𝓈 𝓈𝑜́ 𝓉𝑒𝓇𝒶́ 𝒾𝓂𝓅𝒶𝒸𝓉𝑜 𝓇𝑒𝒶𝓁 𝑒 𝓅𝑜𝓈𝒾𝓉𝒾𝓋𝑜 𝒸𝑜𝓂 𝓊𝓂𝒶 𝓋𝒾𝓈𝒶̃𝑜 𝒶𝓂𝒷𝒾𝒸𝒾𝑜𝓈𝒶, 𝑒𝓈𝓉𝓇𝒶𝓉𝑒́𝑔𝒾𝒸𝒶, 𝒾𝓃𝓉𝑒𝑔𝓇𝒶𝒹𝒶 𝑒 𝓈𝒾𝓂𝓅𝓁𝒾𝒻𝒾𝒸𝒶𝒹𝒶 𝓅𝒶𝓇𝒶 𝓉𝑜𝒹𝑜 𝑜 𝓂𝓊𝓃𝒹𝑜 𝑜𝓇𝑔𝒶𝓃𝒾𝓏𝒶𝒸𝒾𝑜𝓃𝒶𝓁, 𝒹𝑒 𝒻𝑜𝓇𝓂𝒶 𝓅𝓇𝒾𝑜𝓇𝒾𝓉𝒶́𝓇𝒾𝒶 𝑒 𝒶𝓉𝒾𝓋𝒶, 𝒸𝑜𝓂 𝓅𝑜𝓈𝓈𝒾𝒷𝒾𝓁𝒾𝒹𝒶𝒹𝑒 𝒹𝑒 𝑒𝓃𝓋𝑜𝓁𝓋𝒾𝓂𝑒𝓃𝓉𝑜 𝒹𝑒 𝓉𝑜𝒹𝑜𝓈 𝑜𝓈 𝒶𝓉𝑜𝓇𝑒𝓈 𝑒 𝒸𝑜𝓂 𝓂𝑒𝒹𝒾𝒹𝒶𝓈 𝒸𝑜𝓃𝒸𝓇𝑒𝓉𝒶𝓈, 𝒸𝑜𝓃𝓉𝜄́𝓃𝓊𝒶𝓈 𝑒 𝒸𝑜𝓇𝓇𝑒𝓉𝒾𝓋𝒶𝓈 𝒹𝑒 𝓂𝑒𝓁𝒽𝑜𝓇𝒾𝒶 𝑒𝒻𝑒𝓉𝒾𝓋𝒶 𝒹𝒶𝓈 𝒸𝑜𝓃𝒹𝒾𝒸̧𝑜̃𝑒𝓈 𝒹𝑒 𝓉𝓇𝒶𝒷𝒶𝓁𝒽𝑜 𝒿𝓊𝓈𝓉𝒶𝓈 𝑒 𝒿𝓊𝒷𝒾𝓁𝑜𝓈𝒶𝓈 𝓅𝒶𝓇𝒶 𝓉𝑜𝒹𝑜𝓈, 𝒽𝑜𝓂𝑒𝓃𝓈 𝑒 𝓂𝓊𝓁𝒽𝑒𝓇𝑒𝓈.
IN "SÁBADO"- 16/11/25 .
4245-UNIÃO
EUROPEIA
A PAZ?
KAJA KALLAS
Países da UE exigem lugar à mesa
nas negociações entre EUA e Rússia
para pôr fim à guerra na Ucrânia
FONTE: Euronews-20/11/25
NR: A senhora comissária ainda não compreendeu que perante os bandidos trump e putin só lhe resta gatinhar e fazer miau. Desde a invasão da Ucrânia pelos assassinos russos que a UE e a NATO se agacharam cobardemente, agora é tarde!
putin HUYLO
putin é um canalha .
Trump is also a killer
of innocent people Ukrainians
É também um aplicativo russo
.
SE A VIDA LHE INTERESSAR,
MAIS A INTELIGÊNCIA DA LIBERDADE
4331
Senso d'hoje
MARTA CRAWFORD
PSICÓLOGA CLÍNICA
SEXÓLOGA CLÍNICA
#DONA DE CASA#
O prazer na prostituição
A pressão e a culpa no sexo
O consentimento
A monogamia
As relações abertas
O sexo na geração "Z"
A falta de confiança masculina
As letras sexuais do funk
As mulheres afegãs
Fazer o luto
* Programa "DONA DE CASA" com moderação de CATARINA MARQUES RODRIGUES .
FONTE: 
NR: CATARINA MARQUES RODRIGUES tem a inteligência de saber escolher os entrevistados a quem inteligentemente sabe fazer perguntas. O nosso Bem Haja..
Subscrever:
Comentários (Atom)