text:
The Power of Impotence
Garry Wills
A First-Class Temperament: The Emergence of Franklin Roosevelt
by Geoffrey C. Ward
Harper and Row, 889 pp., $27.95
Franklin Delano Roosevelt; drawing by David Levine
"Other politicians could show fatigue, [Brian] Casey never. He would have to kill himself to prove his strength."
In his brilliant political novel, People Will Always Be Kind (1973), Wilfrid Sheed first shows us Brian Casey from the inside, as a teen-age polio victim; then, in the second part of the novel, Casey is described, from the outside, as a presidential candidate. The young Casey is fighting weakness with a self-crippling irony. Later, as a politician, his irony has become a strength, his special weapon. He is empowered by his intimate acquaintance with human weaknesses.
The polio that strikes Casey not only isolates him, like an animal experiment going on in the laboratory of his own mind. It becomes a kind of X-ray to reveal others' fears and insecurities. Trying to help Casey, or ignore his plight, or take their cue from others' responses to him, they are all too obviously watching the way he watches them. It shrivels him, until he learns to take a certain comfort from the way he disconcerts them, detaches them from their normal situations of control, so that he—in his weakness—has power over them.
Sheed writes out of the polio experience, and so does Geoffrey Ward (though neither man was so severely disabled as Roosevelt). It is eerie to reread Sheed's novel in conjunction with this second volume of Geoffrey Ward's biography, which covers Franklin Roosevelt's career from his marriage to his election as governor (1905–1928).1 Almost all the maneuvers, the evasions, the efforts at denial presented in the fiction are also to be found in the intimate record of Roosevelt's struggle with polio, which he contracted in 1921. Like Casey, Roosevelt refused to believe he would not walk again; sought miracle cures; treated as betrayal efforts to make him accept his affliction; fired nurses and doctors; turned on his family; dreamed up new cures of his own. The lengths to which Casey drives his family, outside the course of normal treatment, seem exaggerated in the novel—till we see Roosevelt's friends trying to involve Emile Coué, of the wish-your-way-to-health movement, in his case. (Roosevelt was not crushed by the famous man's refusal to help him, since, "In a way I have been following Coué's methods ever since I got this fool disease.")
Roosevelt, charming even in disaster, wooed his attendants' loyalty away from his doctors; set nurse against wife; moved Louis Howe into the room next to his, angering his children. Then, having stirred this nest to a kind of frenzy, he moved out to a hotel when the doctors told him he could not bear the strain of such a situation. Actually, he was learning to sit above the scramble caused by his plight, playing on the foibles revealed to him; using his situation to test and winnow those around him; disabled himself, disarming others.
Roosevelt and the fictional Casey both learn, for a start, how to distract people with a flow of cheery talk while they make laborious efforts at shifting their bodies—never letting their own careful planning of the next move be interrupted by this patter; living with fierce concentration on several levels of pretense; building different worlds around them to meet different people's responses to their own embarrassment. Roosevelt, left without the assistants he needed for motion, could—among friends—simply flop onto the floor and "swim" to another room by his arm power, dragging his legs, talking rapidly all the while about some engaging subject. "Polios" (the term of choice among those affected) describe this as "walking on your tongue."
Roosevelt was a vigorous thirty-nine at the onset of his illness. Though he had served briefly in the New York senate, and been a busy rather than efficient assistant secretary of the Navy, and run a brave race for vice-president with James M. Cox in 1920, he still struck many as a bubbly socialite, more interested in clothes and his book collection than in laws and reading. He was the protected son of an encircling mother, the chafing husband of a joyless and awkward wife. Alice Roosevelt Longworth and her friends called him "Miss Nancy," and she remembered how anxious he and his mother, Sara, were to get into her wedding at the White House—Sara's carriage led the parade of three hundred vehicles lined up at the gates for admission. When the photographer asked that someone adjust the bride's veil, Franklin butterflied quickly to the task.
But when, during the wedding party, Alice's father, President Theodore, called the groom and his friends into a private meeting of "Porc," Harvard's exclusive Porcellian Club, the door was closed against Franklin, as it had been when he was attending Harvard. He was constantly baffled in attempts to follow his illustrious cousin, whose tastes and hobbies he affected, becoming a Navy buff, trying to write books, cultivating (in a daintier way) the outdoor life—harness racing was more his style than bear hunts.
Eleanor, married to Franklin the year before Alice's White House wedding, was Theodore's niece, and Franklin traded constantly on this closer tie to the Great Man; but Eleanor could not attend the White House extravaganza, since she was too pregnant to appear at a public event—one of the many constraints of an upbringing that tortured her with duties, guilt, and inhibitions. Slavishly following the expensive medical advice of her time and place, Eleanor tied her three-year-old daughter's hands to the top of her crib, to prevent her from masturbating. (In time the silken bonds were replaced with metal constructions worn on the child's hands like machicolated boxing gloves—young Anna pretended they were little castles with people peering through their slitted walls.)
Eleanor, whose own happiest days had been spent at a a girls' school in France, with enthusiastic teachers and chums, found social life in America—especially with her mother-in-law—a torture. She was the resigned carrier of her class's superstitions (as on masturbation) and prejudices—she strongly opposed women's suffrage. She felt closed out of her husband's world, the magic circle drawn around him and his mother, his easy way with people she did not approve of, the grace and social skills she knew she lacked. When she rode a favored horse at her mother-in-law's estate, it bolted out of her control, ran an erratic course of obstacles, then stopped as unaccountably:
Franklin, she learned later, had trained Bobby to begin to gallop at a certain point along the path, and to slow again at another; it was a secret he and Sara shared, and neither mother nor son had bothered to tell Eleanor about it. She would not ride again for many years.
Since Franklin had a flirting way with others, male and female, Eleanor was jealous long before she had cause to be. She found her cause for jealousy when Franklin fell in love with a young woman Eleanor had brought into their home as her social secretary. Discovery of this affair crushed and finally empowered her, much as his polio worked for Roosevelt. She achieved a certain negotiatory distance from both her husband and his mother. Between them, the two women forced Franklin to give up Lucy Mercer, and Eleanor escaped from her own guilt enough to start experiments in living her own life.
But that process was interrupted, along with everything else, when the polio struck. Eleanor, who had not slept with her husband for years, had to care for him, at first, in the most intimate ways, inserting his catheter, giving him enemas, shifting and rubbing and oiling his useless legs. After breaking partway free, she was doubly his captive now. Luckily for her, Franklin's jester-henchman Louis Howe and his nurse-secretary, Missy Le Hand, soon took over the care of his body, the elaborate rituals of concealment involved in its every move. It was an extra blessing that the presence of those two people pained and shocked Sara so. Roosevelt, too, was being freed from his dependence on his mother as he took on grittier intimates. They would later be used up, Le Hand collapsing under the constant mental strain of her tasks, Howe's ravaged physique crumbling.
Yet Roosevelt grew stronger out of this wreckage, like a monster feeding on the human lives around him. Machiavelli is probably right about the great leaders, that they must have a ruthless streak in them. It is not simply pain that sets apart the blinded Oedipus at Colonus. One might expect a certain mellowing at the end of the old man's wanderings. But it is the flaring up of his anger, the curses he mixes with his blessing, that give majesty to his departure, escorted by lightning.
Roosevelt's angers were deeply buried, even from himself, but kept burning as the fuel that he needed. His everyday weapon was denial—for years he kept alive the belief that he would walk again. In one sense, he never let it die. Even to himself, he pretended the crippling was a temporary matter, to be ignored, though "ignoring" it took savage discipline, techniques learned only at length and under protest, compromises with the necessity of the moment. Wife, doctors, nurses, all those who wanted him to settle for diminished skills, were enemies he had to defy—as was his mother, who wanted him to give up even token efforts at motion and become her baby again.
Roosevelt was so self-manipulating, literally and in other ways, that Ward must marshal his own form of ruthlessness to uncover his subject's efforts at disguise as he fought for dignity, pride, and ambition, which all became fused in him. Ward tends to agree with another "polio," Hugh Gregory Gallagher, that Roosevelt had no sex life after the disease hit him, though the bare physical function was still possible.2 Ward and Gallagher refer to the experience of other men with great egos who maintain Roosevelt's heroic pretense that nothing is wrong. The inconcinnity of that attitude with the physiology and psychology of sex leaves such people practically if not technically impotent.
There is layer on layer of irony here. During his presidency, Roosevelt kept up the fiction of a normal family life with Eleanor and his children (all conceived before he was crippled). After his death, true stories of the close quarters he kept with Missy Le Hand, and of the renewed sentimental affair with Lucy Mercer Rutherfurd after her husband's death, made it seem that Roosevelt was understandably unfaithful to his wife, who had forged her own career at last. But the real secret of his sex life was, probably, that there was no sex life. That would tally with the other ways he created power out of impotence. It is also interesting to note that he was considered effeminate in the days of his "normal" sex life, but no one was tempted to call him "Miss Nancy" in the White House, for all his feline suppleness.
The forging of a great leader takes its toll. Ward explores the human cost in Roosevelt's case so thoroughly, with so little evasion, that one almost wonders if the greatness was worth the suffering. But then Ward shows us what Warm Springs did for Roosevelt and meant to him. In search of his own health, releasing misleading reports about the progress he had made in a shabby little Georgia retreat, he was embarrassed by a flood of other cripples arriving uninvited to participate in the miracle. Roosevelt, maintaining the illusion, welcomed them, at a time when therapy was unavailable to most, still tentative even for the well-off (or how did Roosevelt end up in this unlikely place), and surrounded with superstitions. Taking charge, as he did of everything he engaged in, Roosevelt built pools, hired therapists, created a new kind of regime, with an atmosphere more like an athletic locker room than a hospital ward. He joined in the exercises and entertainments. He told the crippleds' recriminatory jokes about crass "ABs" (able-bodied).
More than ever before in his life or after, Roosevelt became a member of the community at Warm Springs. Though he pretended even to himself that he and the others were progressing in ways they were not (swimming gives an illusion of the legs' responsiveness), there was less falsehood in his dealings there than in his normal ties with those who thought themselves his intimates, including his mother and his wife. Eleanor did not like Warm Springs, and tried to prevent Roosevelt from sinking his money into it.
Ward constantly emphasizes his subject's "duplicity"—the way polio completed Roosevelt's natural gifts for useful deceit. That seems to understate the case. It was a triplicity, quadruplicity, and so on. He quotes Oliver Wendell Holmes on Roosevelt's "first-class temperament" which also sounds like understatement, unless we give the word its full force of "tempering."
Ward's thorough book is always fascinating, despite its crowd of details. Important notes, prominent at the foot of the page, contain gossip and speculation that take us out of the chronological order of the story and hinder its forward drive. So much of the future is anticipated in these notes as to give an impression that the man is formed when he comes out of the crucible of the 1920s. But his own evidence indicates how close the struggle would have to remain, the tense balancing act, the endless bluffs lived up to. This volume is short on politics, giving deserved attention to personal ties and family tragedies. But it would be interesting to see Roosevelt's later greatness on the world scene through Ward's unflinching gaze—to see him keep raising the stakes, calling others' bluffs, living one long gamble on which, increasingly, the lives of others depended, till Roosevelt could say at last with Oedipus: "Have I, the annihilated, become the needed man?"3
More by Garry Wills
Three Myths About Impeachment
My Education in the Patriarchy
Changing the 'Changeless' Church
Garry Wills, a journalist and historian, is the author of numerous books, including Nixon Agonistes (1970), Inventing America (1978), Explaining America: The Federalist (1981), and Lincoln at Gettysburg (1993), which won a Pulitzer Prize that year. His most recent book is What the Qur'an Meant: And Why It Matters (2017). (November 2019)
The first volume, Before the Trumpet: Young Franklin Roosevelt: 1882–1905, was published in 1985. ↩
Hugh Gregory Gallagher, FDR's Splendid Deception (Dodd, Mead & Company, 1985), pp. 130–144. ↩
Sophocles, Oedipus at Colonus, line 393. ↩
Simon Raven
The Star Attraction
Short Reviews
Eric L. McKitrick
Reconstructing Andrew Johnson
Short Review
Peter Gay
Napoleon Against Himself
Martin Malia
Catherine Was Great


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Q: Increased line height for Consolas font in Eclipse Many people are using Consolas for their primary programming font but unfortunately there is no way to change line height in Eclipse so it looks kinda ugly as it is shown below:

I was wondering if there is anyone who solved this by adding some extra space between lines or simply changing the font itself which has longer height now.
It would be nice to share it with us here on Stackoverflow.
There are some topics I've found while searching for this but none of them were what I am looking for:

*

*How can I change line height / line spacing in Eclipse?

*https://stackoverflow.com/questions/15153938/improved-line-spacing-for-eclipse?lq=1

*and so on...

Some of them designed their own fonts (such as Meslo Font) by modifying the existing ones so it would be nice if you could share your modified Consolas font.

A: As mentioned in one of the answers you reference the underlying StyledText control does have a setLineSpacing method, but the existing editors do not use it.
The CSS styling code in Eclipse 4.3 does provide a way to access this but it requires writing a plugin to extend the CSS in order to do so.
The plugin.xml for the plugin would look like this:
<plugin>
   <extension
         point="org.eclipse.e4.ui.css.core.elementProvider">
      <provider
            class="linespacing.LineSpacingElementProvider">
         <widget
               class="org.eclipse.swt.custom.StyledText"></widget>
      </provider>
   </extension>
   <extension
         point="org.eclipse.e4.ui.css.core.propertyHandler">
      <handler
            adapter="linespacing.StyledTextElement"
            composite="false"
            handler="linespacing.LineSpacingPropertyHandler">
         <property-name
               name="line-spacing">
         </property-name>
      </handler>
   </extension>
</plugin>

which declares a CSS element provider LineSpacingElementProvider which would be:
public class LineSpacingElementProvider implements IElementProvider
{
  @Override
  public Element getElement(final Object element, final CSSEngine engine)
  {
    if (element instanceof StyledText)
      return new StyledTextElement((StyledText)element, engine);

    return null;
  }
}

The StyledTextElement this provides is just:
public class StyledTextElement extends ControlElement
{
  public StyledTextElement(StyledText control, CSSEngine theEngine)
  {
    super(control, theEngine);
  }
}

The second declaration in the plugin.xml is a CSS property handler for a property called line-spacing
public class LineSpacingPropertyHandler extends AbstractCSSPropertySWTHandler implements ICSSPropertyHandler
{
  @Override
  protected void applyCSSProperty(Control control, String property, CSSValue value, String pseudo, CSSEngine engine) throws Exception
  {
    if (!(control instanceof StyledText))
      return;

    StyledText text = (StyledText)control;

    if ("line-spacing".equals(property))
     {
       int pixelValue = (int)((CSSPrimitiveValue)value).getFloatValue(CSSPrimitiveValue.CSS_PX);

       text.setLineSpacing(pixelValue);
     }
  }

  @Override
  protected String retrieveCSSProperty(Control control, String property, String pseudo, CSSEngine engine) throws Exception
  {
     return null;
  }
}

With a plugin containing this installed you can then modify one of the existing CSS style sheets to contain:
StyledText {
    line-spacing: 2px;
}

A: You better choose different fonts. Don't just stick to things. Try new things and accept them. :D I was also using Consolas. But now I am using Courier New and they are pretty fine. If you have 21" or larger display you can use Courier New at 12 or 14 size. Once you use this you will get used to it as you are with Consolas now :P

A: You could try Fira Mono. See some screenshots here. Small sizes look good too.

redpajama_set_name: RedPajamaStackExchange


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Share of U.S. Workers Living Paycheck to Paycheck Continues Decline from Recession-Era Peak, Finds Annual CareerBuilder Survey
- Women more likely than men to live paycheck to paycheck; gap widening
- Survey asks what workers would never give up regardless of finances
CHICAGO, Sept. 25, 2013 /PRNewswire/ -- The number of U.S. workers dependent on their next pay day to make ends meet continues its decline from the height of the financial crisis, according to an annual CareerBuilder survey. Thirty-six percent of workers report that they always or usually live paycheck to paycheck, a recession-era low down from its peak of 46 percent in 2008. In 2012, 40 percent of workers reported they always or usually live paycheck to paycheck.
The nationwide survey, conducted online by Harris Interactive© from May 14 to June 5, 20l3, among a representative sample of nearly 3,000 full-time, private sector U.S. workers, found that 24 percent of workers never live paycheck to paycheck, while 40 percent state they sometimes do. Eighty-two percent of workers were able to make ends meet every month in the last year, an increase of two percentage points from 2012.
One-in-five workers have missed payments in the past year, with 16 percent reporting they have missed payments on smaller bills and four percent indicating they missed payments on mortgages or other large financial obligations.
"The financial situation for many households remains a struggle, but year-after-year fewer workers report living paycheck to paycheck -- a sign that job security and spending power may be on the rise as the labor market continues to improve," said Rosemary Haefner, vice president of human resources at CareerBuilder. "More workers are saving their earnings on a monthly basis than last year, and 70 percent feel they are more fiscally responsible post-recession. As more workers join the ranks of the gainfully employed, we expect these positive trends to continue."
Savings and Retirement
A quarter (25 percent) of workers does not set aside anything for savings each month, an improvement over 27 percent last year. Thirty-one percent save more than $250 and 10 percent save more than $1,000 per month.
Sixty-five percent participate in a 401(k), IRA, or other comparable retirement plan, down from 67 percent last year. However, fewer workers have had to reduce their contributions to retirement plans or personal savings -- 17 percent in 2013, compared to 20 percent in 2012.
Most Valued Expenses
Nearly half of workers (49 percent) have cut back on leisure activities and more than a third stopped eating out (36 percent) or drove less (34 percent) to help balance budgets in the last year. But despite attempts to save more and spend less, there are several expenses that some workers say they will not give up regardless of financial concerns:
Internet connection: 55 percent
Driving: 40 percent
Pet: 36 percent
Smart phone: 29 percent
Cable: 24 percent
Travel: 10 percent
Going out to eat: 9 percent
Smart phones switched places with cable from last year's rankings, which may suggest media preferences are changing and always-on work schedules may be gaining prominence among workers.
Paycheck to Paycheck by Gender, Age and Salary
The percentage of those living paycheck to paycheck varies by segment and demographics:
Gender: Consistent with past studies, women are more likely than men to report living paycheck to paycheck, but the gap appears to be widening despite declines for both genders. Forty-one percent of women and 31 percent of men always or usually live paycheck to paycheck, down from 44 and 36 percent in 2012, respectively.
Age: Compared to other age groups, workers closer to retirement (55+) are least likely to report living paycheck to paycheck.
25-34 – 37 percent
55+ – 32 percent
Salary: The likelihood of living paycheck to paycheck naturally decreases for respondents with higher salaries. Eleven percent of workers making $100,000 or more usually or always live paycheck to paycheck, down from 12 percent last year and 17 percent in 2010. Thirty-one percent of workers making $50,000-$99,999 and 53 percent of those making less than $50,000 usually or always live paycheck to paycheck.
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,999 workers (employed full-time, not self-employed, non-government) between May 14 and June 5, 2013 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 2,999 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.79 percentage points. Sampling error for data from sub-samples is higher and varies. For full survey methodology, including weighting variables, please contact jennifer.grasz@careerbuilder.com.
Ryan Hunt
ryan.hunt@careerbuilder.com

redpajama_set_name: RedPajamaCommonCrawl


We are repopulating our archives by republishing important posts. This interview was originally published November 16, 2015.
Not many vinyl printers know what it's like on a billboard scaffold. Trent Lindmark is the exception. He entered the outdoor business in 1993 working for his grandfather in Amarillo, Texas. Trent grew Lindmark Outdoor Advertising to 1,800 faces before selling and purchasing Blue Sky Outdoor in 2011. Blue Sky has 700 faces scattered around Oklahoma and also operates Blue Sky Digital Printing which specializes in printing billboard vinyl. Blue Sky Digital Printing has the capacity to print 1.5 million square feet of vinyl per month. Insider talked with Lindmark this week about the vinyl printing business.
Trent, what made you decide to enter the vinyl printing business?
I got into it for a couple of reasons. The biggest reason though is the product that I was getting wasn't lasting over a year. I let most of my ad contracts roll over to month to month contracts unless a cancellation notice is given so the only time I hear from the customer was when the board started fading. Once the vinyl was faded, then they contacted us wanting to drop or wanting a free vinyl. Being in the printing in the past, I know that the board should last longer than a year. The printer was just using a cheaper product in order to save money. The other reason was I was tired of waiting a week to get the vinyl.
Tell us about your printing facility.
Our facility is no big extravagant place by any means. The only way you can make any money in the printing business is to keep your overhead down because it's a penny business. With our current facility though, we can print and ship 60 – 14×48 vinyls a day.
How does being in the outdoor advertising business make you a better vinyl printer? We understand what they want and need. We like for our printing customers to see us as a partner and not just another printer. The more experience a printer has with the customer's needs, the better off they are.
What are some common mistakes outdoor companies make when they order vinyl?
The companies need to understand which vinyl and ink the printer is using and that it's not all about price per square foot. It is worth the time asking about that instead of waiting a year and finding out their printer was cutting corners. Make sure you can trust them and that whatever product they are saying they use that they are actually using it. If you can go see the facility first hand that is what I would recommend.
How is the vinyl printing business changing?
The machines are printing faster and faster. It is all about speed. The vinyl tensile strength for the lighter weights is getting better and better so we are able to print quality products on 7 oz vinyl instead of having to always use the 12 oz. This makes it a lot better for our installers when a 14'x48' vinyl weighs 40 pounds instead of weighing 70 pounds.
What sets you apart from other printers?
We have a few things that set us apart. One of the things is that since we are an outdoor company as well, we have built our printing side to the specifications that are most beneficial to an outdoor company. We use the best vinyl and the best ink to make sure our product lasts up to two or three years for us as well as our customers. We aren't just trying to get the product out as fast as possible without worrying about quality. Another thing that sets us apart is our new program called Promo Bucks. We are offering outdoor companies with the opportunity to get free promos based on the amount of printing they do with us. For every square foot that is printed with us, 5% of that will go towards a free promo. So for 1000 square feet, 50 square feet will go towards a free promo. The last thing that I'd like to mention about our operations that sets us apart is our turnaround time. We have been able to get vinyls out the same day as the artwork is approved, as long as it's approved by noon. This means for areas that are a one day ship, they get them next day.


text:
Perse pupil showcases fossil collection at special museum exhibition
An array of fossils found by Maito Shiode (Year 7) have gone on show at the Sedgwick Museum at University of Cambridge.
Fourteen of Maito's favourite fossils are on display in a special exhibition at Cambridge's renowned earth sciences museum, including sponges, belemnites, a sea lily, a sea urchin, iguanodon and turtle bones Maito have found and collected over the years.
The exhibition highlights the Sedgwick's Gravel Hunters initiative, which aims to show how gravel can be a treasure trove for small fossils, with Maito having taken part in an event during the summer.
Maito recently visited the museum and met with curator Dr Rob Theodore, who helped him arrange his section of the display.
He said: "I'm overjoyed about having some of my fossils displayed besides the museum's regular exhibition and I feel very lucky at having the opportunity to do it."
Maito's fascination with fossils goes back further and he has amassed a collection of around 1,000 artefacts in the last four years, largely found in gravel in his garden and at The Perse Upper and Prep, as well as the coasts of Norfolk, Isle of Wight and French Riviera.
He said: "When I went to museums, I always liked looking at the fossils and I was really excited when I discovered I could find them in my garden after talking to my next-door neighbour, who was very knowledgeable about the subject because her son was a geologist.
"I just find fossils very beautiful. I'm fascinated by their natural beauty, because no two fossils are the same. They are unique. Having these fossils makes me feel like I've got my own mini museum."
Geography, Latest News, Science
Perse physicists strike Top Gold in UK olympiad
Gold for Perse student at international astronomy and astrophysics olympiad


text:
Law Partners
Law Partner Guide
The Lion Group
The Third River
Sanford Rose Associates
Serving Kansas City
Ep: 16 LeaAnn King – How to Land that In-House Job
by Chris Batz | Dec 19, 2017 | In-House Counsel, Job Hunting, Podcast Episodes
Ep: 16 LeaAnn King on How to Land an In-House Job
Listen & Subscribe to this Podcast | Read & Download the Transcribed Episode
***To Download the PDF Transcript, click here*** (Look in the top right corner and click on the three dots to download.)
I interviewed Lea Ann King, General Counsel of Toyota Material Handling USA on Friday November 17th, 2017.
LeaAnn and I first discussed her plan of attack and story behind how she landed an in-house job
with the corporate legal department of a large company after being at a corporate defense law firm.
We talked about what her role at Toyota, what its like being a division of a Japanese company and
what inspired her to be a General Counsel. She shared what she looks for in hiring attorneys and her thoughts on how they hire outside counsel. LeaAnn is a product of mentoring and believes strongly in mentoring others and women in leadership. She also shared about her family life, her
recommended books and her grandmother.
Here are some highlights of my interview with LeaAnn King:
"You have to stalk a little bit to get the job of your dreams."
"It takes some self-discipline to step back and stop just saying, "I want to go in-house," but to say, "I want to go in-house and here's where I want to go. Here's my dream job.""
"So I cold called one evening and got her voicemail (VP of Litigation) and said, "You don't know me, but here's who I am. I live in Batesville, where Hill-Rom is, and I'd love to have coffee with you and understand how I can become an attractive candidate should you ever have a need on your team."
"Don't always be waiting for "what can you do for me?" in terms of giving me a job, but what can you do for them. What are ways that you can learn their business now or learn more about their legal team now and the people that you'd be working with?"
"If somebody comes to me with a general interest and genuine interest in the products that we make or in the fact that we are a Japanese company and they would like to work with a Japanese company, whatever the reason is, that says so much more than the best candidate that could be presented by a recruiter."
"It's a pretty easy business case to make for ROI to say instead of hiring an outside lawyer, let's spend a little bit more or put in personnel costs versus operating expenses and let me hire somebody."
""Hey, when you're staffing this matter, I expect to see some diversity there," I think they're open to it. And what I love now is that I'm having to say that even less. I think it's kind of – it seems to be, at least with a lot of the law firms we partner with, happening naturally."
If you have comments, recommendations, etc. please send them to Podcast@findthelions.com
If you haven't already, please leave a review on iTunes.
Links referred to in this episode:
LeaAnn King's Company Profile
LeaAnn King's LinkedIn Profile
Inside Counsel's Project 5/165
The Rice-Paper Ceiling: Breaking through Japanese Corporate Culture by Rochelle Kopp
Widow's Succession by Wikipedia
iTunes | Stitcher | Google Play
To Download the PDF Transcript, click here. (Look in the top right corner and click on the three dots to download.)
Chris: Welcome to the Law Firm Leadership podcast, I'm your host, Chris Batz with The Lion Group. Today I have the pleasure of speaking with Lea Ann King, general counsel of Toyota Material Handling, USA, which is based in Columbus, Indiana. Lea Ann leads a corporate legal department focused on litigation, IP, acquisitions and corporate governance.
Prior to joining Toyota, she was the vice president and associate general counsel with Hill-Rom Holdings, a 1.8-billion dollar public company, which is a leading worldwide manufacturer and provider of medical devices. In this role, she was the chief litigation employment counsel for all of the US operations. She also began her career with Hill-Rom in 2007 as a staff counsel for litigation. You're going to hear her story about this as well.
Since that time she's held positions of increasing responsibility, including assisting Hill-Rom's security filings in corporate governance and leading the records management program. Prior to Hill-Rom, she was a litigator at Bose McKinney & Evans in Indianapolis. She received her BA from Centre College and a cum laude graduate of the University of Louisville School of Law.
Her Story Landing an In-House Job
Chris: I'd love for you to tell your story and your desire that while you were in law school you really wanted to go in-house. Can you describe to my audience how that occurred for you?
Lea Ann: Sure, so it actually started while I was in law school and clerking. I found that even working closely with partners who were really kind of what I would kind of see as the go-to for various in-house attorneys, they never knew kind of what Paul Harvey refers to as the rest of the story. I would be involved in matters or be giving kind of legal advice, at that time it was just more memorandum to the partner, and I would always want to know how did that end up, how did that resolve. And from my purview at that point, you never knew how it ended unless it ended up in litigation. And I was always so curious to know what did the in-house lawyer do with our guidance or our counsel. Did they disregard it? Did they act on it? And kind of what happened actually with the business.
Chris: What gave you the confidence that you would be able to land a job in-house?
Lea Ann: Well, I always joke and say I think sometimes you have to stalk a little bit to get the job of your dreams.
If you truly want to go in-house, it's going to be because there is a company that you want to work for, whether that's because of the type of work that that company does, the industry that they're in or it's ranked on one of the best places to work or geographically it makes sense to you or there's even a leader in the legal team or the president of that company that you want to work for. But it's usually one of those kind of three areas that people focus in on and say that's where I want to work and that's why I want to work there.
And I think a lot of times it takes some self-discipline to step back and stop just saying, "I want to go in-house," but to say, "I want to go in-house and here's where I want to go. Here's my dream job." I think once a person realizes, yeah, that's where I want to go, it makes the transition to going in-house a lot easier because you've got one focus. And that's kind of how it happened for me, quite frankly.
Chris: So you were in law school and you envisioned yourself getting a job at Hill-Rom or that was a type of company you wanted to work for?
Lea Ann: What dictated me ending up at Hill-Rom was actually I got married while I was at Bose McKinney & Evans and geographically my husband had to be in a certain area because of his job, so I was driving about an hour and 15 minutes one way to work as a young associate at Bose McKinney.
And so I started to think about geographically what are some companies closer that I might be able to work for and one of those companies just happened to be five minutes from my house and was Hill-Rom Holdings, which publically traded, medical device, growing company at the time.
And I did a little bit of sleuthing and my firm actually was doing some work for them. And from time to time I would do document review, but I wasn't really known to the client, if you will. Probably my name would show up on billings, but I didn't have any relationships with them.
So I did research that I could about what best through public filings and online I could determine about the composition of their legal team and I figured out that they had a vice president of litigation and so I cold called one evening and got her voicemail and said, "You don't know me, but here's who I am. I live in Batesville, where Hill-Rom is, and I'd love to have coffee with you and understand how I can become an attractive candidate should you ever have a need on your team."
But it was kind of one of those great opportunities because she had actually just lost somebody on her legal team and had an immediate need, so within two months of me making that call, I landed my in-house job.
Chris: I absolutely love that Lea Ann. And I'm big advocate of encouraging people to do this, but you did something incredibly gutsy. You, first off, you had a plan. You found a company that was close to you. How did you know to go look for the VP of litigation?
Lea Ann: Well, I had gone online and I'm sure every state has something similar, like Indiana posts every year a directory of all of the in-house lawyers in the state and so by company it lists out who the attorneys are that work for that company. And so that's really where I started and then once I had a name I just did what investigative work I could from there.
Chris: And is that directory available through the Bar Association, the state Bar?
Lea Ann: It is. It's through the Indianapolis Bar Association puts it together. And it's a tremendous resource not only then, but even now I kind of use it when I'm trying to think of okay, who else would be struggling with a similar issue or dealt with this same issue.
Chris: Yeah, that sounds like a huge resource. And so you do what I don't know very many attorneys that have the courage to do, but you picked up the phone and cold called this individual. And so tell me about next steps after that. So she obviously talked to your husband and was it one or two meetings after that and were there other candidates in the mix?
Lea Ann: It was not one or two meetings after that. So one distinction probably between law firms and corporate America is the hiring process can be pretty arduous.
Because you're into this an HR function that has a process that maybe attorneys and attorney's roles don't fit well within, but they will wedge that square peg into the round hole every time. And so it was a pretty lengthy interview process, both not just with starting with her. I think it would have been pretty easy if it was just her decision to make. But having to go through HR and then meet with the general counsel at the time for the organization as well as some of the support team that I would be working with. And there were other candidates and interestingly they actually ended up hiring two of us.
At the same time. It was just one of those I think they had had a more senior person in the role historically and so I think financially and from an experience level, they felt like bringing in two junior lawyers, we could probably better handle the workload based on where we were in our career.
Going InHouse Take-aways
Chris: What are some of those key takeaways that people can glean from this process?
Lea Ann: Well, I think first it's so much easier to get any job, but speaking more of a corporate job or in-house, actually knowing somebody and having a relationship, even if it's just that personal phone call, is more attractive than a resume through a recruiter or resume through an online application system.
Chris: Yeah, when you say know somebody, you're just talking about the head of the litigation that you spoke with.
Lea Ann: Yeah, I'm just talking about – she didn't – yeah, she didn't know me really from Adam, but I stood out to her in what ended up being the interview process because I had taken the first step to proactively call when I didn't even know there was a job. There was no job for me to apply for. And that's where I think a lot of attorneys who want to go in-house kind of wait for that perfect job opportunity to present either from a recruiter bringing it to them or online. And, quite frankly, it's real easy to get lost in the shuffle if that's what you do and, moreover, a lot of those opportunities don't even make it to that stage.
That you don't even get a visibility, so that's why I'm always – as young lawyers kind of say, "How can I go in-house?" I'm always like figure out where it is that you want to go. If geography is restrictive to you, then that narrows it down and then try to network. Don't always just be waiting for what can you do for me in terms of giving me a job, but what can you do for them. What are ways that you can learn their business now or learn more about their legal team now and the people that you'd be working with? Because everybody wants to hire somebody that's going to be a good fit and so there's no better way to figure that out than early.
That's kind of what started the process for me and then I think you've just got to be patient and realize that a lot of lawyers are trained to make decisions quickly, but that's not the way of the corporate world. And as much as the attorney that is going to be hiring you or the CEO that's going to be hiring me want to move real quickly, there is a certain process dictated usually that the HR function that dictates what all has to happen before an offer can be extended, so you've just got to be patient and kind of just go with the process and not kind of let our natural tendency I think as lawyers to kind of go back and kind of pester in some ways, to say, "Have you made a decision? Have you made a decision?" and just go along with the flow.
Chris: And so what time of the year did you approach that head of litigation?
Lea Ann: So I want to say it was around mid-April. And I did not start until close to December.
Chris: Oh wow, so that was a long process.
Lea Ann: It was. It was a very long process because she had at various times kind of almost acted like oh, this is a done deal, but then she kept getting reined back in from HR of, "Oh, you didn't take this-" like here, even at Toyota, most companies a lot of times will have certain tests that they want folks to take to see kind of your natural tendencies and your personality because they have a range that they have been able to demonstrate folks that are successful in their organization fit certain profiles.
Chris: Yeah, and that's definitely an increasing matter I've found among employers. Just to ask another question. I think my audience might be asking, did you have other opportunities, you know, in the funnel for you? Did you approach other companies?
Lea Ann: I didn't. I was laser-focused. And that's not to say that I guess if that one hadn't worked out, I wouldn't have refocused, but I just kind of got lucky that the first call I made worked out for me.
Chris: That's just great. And is it safe to assume, and we'll come back to this again, but is safe to assume this is how you landed at Toyota?
Using Legal Recruiters
Lea Ann: Similar. I actually had a recruiter who had contacted me a few times about different opportunities and finally I said, you know what, here's what I'm looking for and here's what that next role has to be. It either has to be a role like I have now, leading a legal team for a specific subject matter/area at a larger company or it's got to be the next step of being general counsel. And so it was probably six or seven months later she called and she said, "I think I found the job for you."
Chris: Hm, so in that case, it wasn't you perusing the employer; you actually had a recruiter in the process with you. You know, because you're in the role of an employer at this point, you're a general counsel of a large company, I mean, how often do you see recruiters being used for in-house recruiting?
Lea Ann: We've used them for the roles that we've had to fill here, but that is usually in conjunction with or only after we have not been able to source candidates through our own network.
Chris: Oh wow, so you're a little bit more desperate is when you talk to them.
Lea Ann: Yeah, I mean I didn't want to say it. But normally, I mean it's just you want to go with somebody who's kind of known commodity. And so in-house attorneys have their own network of colleagues and friends that they've developed through the years, so we have kind of this email list that a lot of times we'll just send out a blast and say, "I'm looking for this type of attorney. If you know anybody, let me know."
Chris: Is it safe to say, Lea Ann, that you would more likely hire somebody approaching you versus someone a recruiter's presenting to you?
Lea Ann: Hands down.
Put Yourself Out There
Chris: Yeah, yeah. I wanted my listeners to hear that. I'm going to go back to your story again, did you do anything else to get the attention to stand out at Hill-Rom?
Lea Ann: Other than picking up the phone, no.
Chris: Okay. Yeah, that's really important, so sometimes it's the littlest things that make some of the biggest differences in just picking up the phone versus emailing a resume.
Lea Ann: And that's what I kind of think of today. I think if I had sent an email and said here's who I am, I think it would have been so easily deleted.
But just taking that extra step and kind of that whole thing of do something every day that scares you. I kind of put myself out there a little bit.
Her Role as General Counsel
Chris: Tell us about the company a little bit and tell us about this role that you are now a general counsel.
Lea Ann: Sure. So I work for Toyota Material Handling, USA. We are the sales and marketing arm for Toyota branded forklift here in the United States and Canada. We're the number one selling forklift brand in the United States, have been for a number of years. And in my role I provide not only legal support to sales and marketing but also to our manufacturing corporation here in Columbus, Indiana as well as we have six company owned stores that sell, market and service our forklifts. So it's a wide variety of what I'll call internal customers that I serve on any given day. And that's what I enjoy the most is that variety. So we – I can be doing an IP license agreement. I can be doing acquisition agreement another minute. I can be counseling an HR rep on terminating somebody.
Chris: You had mentioned just briefly that it's not really a US company per se; you're actually owned by a Tokyo company, correct? Japanese.
Lea Ann: Yes, our ultimate parent company is Toyota Industries Corporation out of Takahama, Japan. So we are not, though we may be affiliated somehow on the ownership team, we are not directly a subsidiary or related entity of Toyota Motors Corporation. So I always joke and say, "If you're in the market for a Camry, I can't help you, but if you need a forklift, I'm your gal."
Chris: That's excellent. And what is it like being a part of a company that's publically traded on a Tokyo stock exchange?
Lea Ann: Well, so it's more similar – I came from Hill-Rom Holdings, which is publically traded on the New York Exchange, and then coming here it feels more like it is privately held or even at times a family-owned company. I always say I get the best of both worlds when I came to Toyota because you have one of the world's most recognizable brands, so people instantly recognize our logo and what Toyota is and what it stands for. But here, within Toyota Material Handling, we are a very small company and so, you know, they still have potluck lunches at times or all hands meetings with all the staff coming in. So you really get the best of both worlds. You get the Toyota brand, the Toyota resources and the Toyota kind of way. If you've read any of those books, we have all that here, but then we get the benefit of being a very small organization.
Chris: Tell me about the leap that you made from Hill-Rom and the roles and responsibilities you had there to the role that you have now as a general counsel. Give us some more color about the differences that you're seeing.
Lea Ann: One of the main differences for me in the role that I have now versus the role I previously held is there I was reporting to our general counsel chief legal officer. And so while I did interact with the CEO and the board on occasion, it wasn't a regular part of my day-to-day work. And when I came here one of the first observations I made back to my former general counsel was I had no idea how important the relationship between myself and the president and that dynamic and trying to become his trusted advisor would be. And she said, "I know. Would you have taken the job if I had told you?"
Because it brought to light – I've seen a lot of colleagues who kind of follow one of their peers and what I mean by that is, you'll be in a large company together and one of your fellow members of the executive team will leave to go lead a business, to become a president or CEO of another business and a lot of times that lawyer will follow that person. And I never appreciated how valuable that was until I came here because I was an outsider in the industry, I was an outsider to Toyota and Japanese culture and I was an outsider to having a relationship with our president. And so I had to learn all that. I had to learn a new industry. I had to learn a ton of acronyms, all beginning with T of course. And then I had to convince this president that I was not only a capable, competent attorney that he hired but that I was his trusted advisor. I needed to be his strategic partner as he thought about doing things and moving the business forward. I wanted to be the one that he consulted with.
Chris: And is the president Japanese?
Lea Ann: He's not. So we do have a Japanese president over in manufacturing, but my direct boss is American.
Chris: Got it. Why did you take the opportunity to go to Toyota?
Lea Ann: It was the natural thing, right? I mean I always tell people, you know, you're kind of raised or at least when I was growing up, you're raised to get the best grades you could so that you could get the best job you could so that you could kind of move up the corporate rung. And as much times as people say you're career development is more of a jungle gym than a ladder, something I completely ascribe too, there are times when the next role is truly the next role and so it really felt like becoming a general counsel was something that I wanted to do.
I wasn't sure it was going to happen for me at Hill-Rom Holdings. Like I mentioned, my husband, he's an attorney, but actually he was elected judge during the time I was at Hill-Rom, so with his role we couldn't relocate. And I think for me to have been successful as a general counsel at Hill-Rom would have required relocation or at least me to be away from home most days of the week and with having a young family, that wasn't where we wanted to go at this stage in our life.
The ROI of Corporate Legal Departments
Chris: Lets talk about corporate legal department trends right now. There are articles in the news about basically the boom of corporate legal departments and the shrinking demand for defense law firms. Are you feeling that? Is that happened right now for you at Toyota?
Lea Ann: We've been pretty stagnant in the number of attorneys that we have, but we don't have a whole lot of outside counsel spend. One of the other big differences in moving from medical device publically traded to Toyota Material Handling was the lack of securities legal issues that you really need a certain level of expertise around.
So we haven't seen it necessarily here, but among colleagues who are at other companies, I think it becomes this complete ROI that more and more companies are seeing their lawyers not just as a lawyer, but as a trusted business advisor who truly has the proverbial seat at the table and who offer more value and are doing more things than just legal. And so I think as that transformation has happened versus "We'll call you if we see a legal issue that we need you to work on," versus this pretty broad leadership role that lawyers are being asked to fit into, it's become easier, I think, for lawyers to make the case to bring more people inside.
And I think more and more are teams internally at companies are seeing greater value, are seeing that they appreciate somebody who knows the business and speaks the language and understands risk tolerance. And with that, it's a pretty easy business case to make for ROI to say instead of hiring an outside lawyer, let's spend a little bit more or put in personnel costs versus operating expenses and let me hire somebody.
"You can be a General Counsel"
Chris: Let's transition to diversity and women issues. I know you have a passion for this very front and center topic right now. Can you share your story as it relates to this? I know you mentioned the phrase before recording 'pay it forward,' share a little bit about that.
Lea Ann: I can't say that I would be where I am today if I had not been mentored and had a lot of great development opportunities from women who were more senior than I was in my legal department over the years. And most notably there was a group called 5 in 165 that was an offshoot I believe of Inside Counsel magazine. And this initiative was trying to increase the number of women who are general counsels at Fortune 500 companies in 5 years to 165, with the math being one-third, roughly.
And my general counsel at the time came to me and said there's this development program and somebody asked me to select one person to go to it and I'd like you to go. And I was so flattered and then I went and I looked around the room and I heard everybody talking and I thought I don't deserve to be here. These women are amazing and fabulous. And I kept – the whole thought that somebody else selected you versus you self-selecting to be in the program, just was top of my mind. Okay, so she thought I deserved to be here, so I'm going to stay and see it through. And that created a great network of support all across the country and real friendships across the country for me.
And that's really what got me started to say I think I want to be general counsel one day. Because I would tell my husband like, we want to have a family and, you know, you want to do everything and he has a career that is demanding as well. And so I used to just kind of say, "Hey, I'm good where I am." I don't want to move up. I don't want her job. Do you see the crazy hours she works and that he's putting in and the stress and I don't want it. And for the first time that was when I thought maybe I do and maybe there's a way that I can, for what I define as having it all, make it happen.
Chris: That's amazing that program and how that gave you the confidence or just show you that this was possible and to have the network support. So tell me about how that's translating now that you are in leadership of a corporate legal department as it relates to outside counsel.
Diversity as a Mandate
Lea Ann: Sure, so that's kind of where this whole pay-it-forward idea even came to me in some conversations with women I had met. They are, they really raised my awareness to an obligation that we have. Instead of waiting for law firms to present diverse folks to work on our matters to us, that we need to be the ones mandating it or requiring it to the extent that we can or at least letting them know it's a priority for us.
And it's a little bit different in the world that I'm in because I'm business to business. I'm not business to consumer. And I think if you're a business to consumer, there's – and especially if you're publically traded, there's a whole lot more diversity initiatives around there and a whole lot more emphasis to it. But I think if we all, as in-house counsel, can agree that this is kind of the right thing and a priority we need to make it, there are great opportunities that you can really pay it forward, more than just saying we expect diversity in our billing guidelines.
It's as simple as when I have an opportunity to take a client to an event that we are hosting or even something socially, that I call and if my go-to person that I will call for that firm is a man, then I say,
"Okay, who's kind of an up and coming associate female that you have or a diverse associate that I can take with me that I can start to build a relationship with that you think has expertise in an area that we'll need it or will just be a great personality fit for the rest of my team."
Chris: And how are firms receiving this? I've been hearing lots of feedback around this, but I'm curious from your standpoint.
Lea Ann: From my standpoint, they're receptive. I mean there's a little bit of hesitation, right? Because we still struggle like so many firms have always with who's the originating client, whoever is the perceived, there's always going to be a perceived owner of that client. And sometimes where I've been met with some hesitation or resistance has been, "Well, I'm your contact. You should start with me when you're offering up opportunities to kind of come and get to know you as our client better." I think if it's more of,
Chris: What have you been passionate about lately for you personally?
Family as a Passion
Lea Ann: So as I alluded too, we have a young family, so I have a daughter who just turned six and a son who is getting ready to turn nine and so my passions are dictated by what they are passionate about at the moment. So for my daughter, who's in kindergarten, we are working on sight words and trying to read. And my son loves sports and so right now we are in swim season and basketball season. So, you know, having time with my family really energizes me and that's kind of my passion.
I mean if it was just my husband and I, I think we would travel a lot more frequently. That's something we enjoy doing. We do it as a family, but then getting away, just he and I, is something that I will continue to be passionate about as the kids get older.
Chris: Yeah, and if you two were to travel, where would you go?
Lea Ann: A cruise to the Greek Isles is my next Mediterranean, that's the next one that I would really like to plan.
Chris: Yeah, go to Santorini and Mykonos?
Lea Ann: There you go. I love it.
Chris: When we were talking beforehand, but you have a passion for goal setting and as we're getting towards the end of the calendar year, how do you approach goal setting for yourself and maybe even for your corporate legal department?
Year End Planning and Her Corporate Legal Department
Lea Ann: Sure, so I'll start with the legal department. So what I always like to challenge my folks to do is not so much think about goals, but think about where should we be as a department a year from now. What should we be spending our time on or what – how can we look back and say we were successful? What are the two or three things, I never want more than three, two or three things that a year from now if we can say we've done these things, we were successful?
For us it can be – it's largely around process improvement or in the Japanese world kaizen, that might be introducing an improved technology for contract management system or more updated, easier to use contracting templates or completing a large acquisition that's going to make a big change for the business. But what could we do versus getting, you know,
it's always kind of the sand and rock, so what are those big rocks that we can do before we get bogged down in the day-to-day in the sand and the day-to-day work that's always going to be there. That's what I challenge my team to.
For me, personally, I love goal setting, so I go through these phases where sometimes it's like every day I'm going to have two goals, one personal, one professional that I'm going to try and achieve. But at the end of the year, I just think it's kind of a natural reflection point that a lot of people say and I do myself, what are three things that I want to do personally over the next year and three things professionally that I want to do over the next year. And then sometimes, kind of a – I view those as goals. Then I'll also sometimes throw in a resolution, you know, of something that I really want to do. So a couple of years ago, my resolution was that I was going to do a handwritten note every day.
Some days I got behind, so I'd have to do kind of a weeks' worth on the weekend, but I did. And the funny thing was at the beginning it was really easy to do because just, you would have so many thoughts about people that you wanted to send notes to and then as the year progressed, it got harder. But what I found was that it was so interesting that all of the sudden I would read an article or hear something about someone and it would just inspire me to send them a note. And I just think that mail and handwritten notes are becoming such a lost art that people really appreciate. So it was so funny because I would send a note and then I would get an email back thanking me for the note that I had sent. But I should, I've always joked and said I could write a book about how it changed my life when I wrote a note every day for a year. So I've got to come up with something fantastic for next year's resolution.
Chris: What advice would you give yourself if you were to go back through law school again.
Lea Ann: Hands down, the one thing that I would do if I had it to do all over again or to give myself advice, would be to get my MBA at the same time I was getting my JD. At the time I was in law school, those programs for you to complete both in four years were just becoming popular and there weren't many people in my class that had done it. But now, especially if you think that you want to end up in-house, it's invaluable. Because you will find when you are in-house, there's just this kind of – my husband refers to it as corporate speak, so I circle back and I drill down a whole lot. But you pick up on terminology and you understand priorities and it is so important for a lawyer to be successful in-house to understand your partner's priorities and their focus and what's going to resonate with them. And I think you're better prepared as an in-house lawyer if you have that background versus doing what I did and then buying the book, like the ten-day MBA book.
Chris: So is it about connecting the dots meaning understanding more about your clients?
Lea Ann: I think you would understand better in a business world what it is your clients are looking for or at least the right questions to ask. Because, you know, as lawyers, we get asked – when I was in private practice, you get asked a question and I almost felt like, now looking back in hindsight, I would run off to find out the answer or to address the problem and not ask the right question because whatever the outside counsel is calling you about, it's not because it's a legal issue, it's because it's a business issue. Right? I mean there's an interplay there. And so I never asked a lot of those questions. Who's driving this? Who wants to know? When do you need to get back to them? In the big scheme of things, how important is this for the business? Is this a strategic initiative that if you can't do it, it's going to derail your plans for next year? Is there a work around? Is it too late? Have they already done this and you're just trying to understand what the risk looks like?
Chris: How do you like to wind down from a busy week or a night?
Lea Ann: So I do try to do yoga when I can. I love to read when I can. And then the quickest way for us is, as I shared with you before, with little kids they love music and so we will kind of play – we have kind of – I won't call them family theme songs, but we do have like our go-to songs and we'll play that and just kind of dance around. We call it shaking the grumpies out because, you know, working parents can get just as grumpy as sleep-deprived little people and so that's what we do. And just spending time together as a family is a great way to unwind.
Chris: Lea Ann, you had mentioned your love for reading. You brought up a book I thought was fascinating because of your relationship with the Japanese in business. Can you describe this book again and why?
Lea Ann: Yeah, sure, so the book that I have on my nightstand and I'll admit that I haven't started reading it yet, is The Rice Paper Ceiling: Breaking through Japanese Corporate Culture. And the way it got on my radar is I work very closely with a lot of Japanese associates who are here on assignment and I noticed that one of my colleagues was carrying this book around and I asked him about it and he said that it was going to help him understand how the Japanese could work better with Americans. And I tried to explain to him that, I view it as a two-way street, like, yeah, you're here in the United States, but our ultimate parent is a Japanese company and so you don't have to just mold yourself to the way we Americans work. I should learn even more than I already know about your culture in ways that I can better work with you and better communicate with you. So when he got done with the book, he shared it with me. So luckily, he hasn't asked me how I like the book yet because I'll confess I've had it for a few weeks and haven't opened it yet.
Grandmother and Widow's Succession
Chris: Do you have any current heroes right now, Lea Ann?
Lea Ann: So my hero, and she has been for many, many years, was my grandmother. She passed away about 12 years ago, but she was 90 when she did pass away. And so back in the day when not many women were running for office or being elected, she was actually part of what's referred to as The Widow's Succession in Kentucky. My grandfather was the state representative in the General Assembly in Kentucky and died suddenly in a car accident. And what was common at that time was that when – and most of the elected officials were men and so when they would pass away or something would happen suddenly that they could not fulfill their term, their surviving widow would be the one that would very smoothly and easily go through the process to fill out the remainder of their election term. So she did that for my grandfather and then I don't know if she liked it so much or what led her to do it, but then she actually ran. She was actually opposed and ran and continued to serve another term after that.
And so I've always thought like how brave to go through such a sudden traumatic loss, but then still kind of keep your chin up and go forward and serve. And she did some legislation. I have all of her old scrapbooks and things from her time. And so she inspires me every day to kind of take a risk and put yourself out there.
Family Holiday Tradition
Chris: Do you have any holiday traditions as it relates to either Thanksgiving or Christmas ?
Lea Ann: So we have, I don't know if you can call three years in a tradition, but actually we do not do anything on Thanksgiving. We host – both of my kids have November birthdays, so we kind of host the family. We'll do it this Sunday, so the Sunday before Thanksgiving, for just a real laid-back open house celebration for the kids. And then on Thanksgiving we stay in our pajamas and watch Thanksgiving Day parade. And later in the night we've gone to Dave & Buster's, which is kind of this gaming place. Nobody's there. I feel a little guilty because, you know, there are people there working, but they have to be there regardless. And then we actually have Thanksgivings that we go to at our families on Friday and Saturday, but we just feel like it is just an awesome little secret that we don't let a lot of people know. And then for Christmas, I go down to Kentucky for Christmas Eve and then we obviously do the big Christmas day when Santa comes.
Chris: Yeah. Lea Ann, it's been a pleasure to have you on the show and I just want to say thank you for your time.
Lea Ann: Thank you so much, Chris. I enjoyed it.
Thank you everyone who listened to this episode of the Law Firm Leadership podcast.
As a reminder, you can get a PDF download of the transcript of this audio. You can also read it on my website. You can also share it with others and you can also leave reviews on iTunes. You can find those things at www.liongrouprecruiting .com/podcast.
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Le babine (autonyme : Nedut'een–Witsuwit'en) est une langue amérindienne parlée en Colombie-Britannique, au Canada. En 2021, Statistique Canada compte  de langue maternelle au pays.

Classification
Le babine est une langue athapascane septentrionale.

Écriture

Notes et références

Sources

Voir aussi

Articles connexes
 Linguistique
 Liste de langues
 Langues par famille
 Langues amérindiennes
 Langues na-dené
 Langues athapascanes
 Langues athapascanes septentrionales

Liens externes

Inventaire de langues
Inventaire de langues amérindiennes
Langue athapascane septentrionale
Langue amérindienne en Amérique du Nord
Langue amérindienne au Canada
Langue amérindienne en Colombie-Britannique
Langue classée en danger par l'UNESCO

redpajama_set_name: RedPajamaWikipedia


My second graders love learning multiplication. They also love candy! So combining the two was a real treat. Check out how we created arrays with Nerds candy in class and snag this freebie in English or Spanish along with other beginning multiplication freebies at my latest blog post. Click on the image to take you there!


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WAKO'S 4CR LC500 WINS THE 2019 SUPER GT CHAMPIONSHIP
Posted by sportscarracingnews ⋅ November 3, 2019 ⋅ Leave a comment
Filed Under 2019, race report, sportscar racing, sportscar racing news, super gt, Twin Ring Motegi
The MOTEGI GT 250km RACE, Round 8 of the 2019 AUTOBACS SUPER GT series, was held at the Twin Ring Motegi circuit (lap = 4.801 km x 53 laps) in Tochigi Pref. on November 3 (Sun.). In the GT500 class, the race winner was the No. 37 KeePer TOM'S LC500 (Ryo Hirakawa/Nick Cassidy, but the season championship title went to the No. 6 WAKO'S 4CR LC500 that finished 2nd, giving drivers Kazuya Oshima and Kenta Yamashita their first Drivers Championship title. In the GT300 class, the No. 11 GAINER TANAX GT-R driven by Katsuyuki Hiranaka and Hironobu Yasuda won the race, while the Drivers Championship title went to the No. 55 ARTA NSX GT3 pair of Shinichi Takagi and Nirei Fukuzumi.
The venue for the final round of the 2019 season, Twin Rings Motegi, was blessed with fair skies on race day. In the early running, the pole-starting No. 36 au TOM'S LC500 (Kazuki Nakajima) ran out in the lead followed by the two title contenders, the No. 37 KeePer TOM'S LC500 (Nick Cassidy) and the No. 6 WAKO'S 4CR LC500 (Kazuya Oshima), with the No. 23 MOTUL AUTECH GT-R (Ronnie Quintarelli) and the No.17 KEIHIN NSX-GT (Koudai Tsukakoshi) also joining in the fight up front. Emerging from these to take 2nd place was car No. 37. Meanwhile, top ranked car No. 6 fell back to 4th place, making its title hopes uncertain.
In the second half of the race, the No. 37 KeePer TOM'S LC500 (Ryo Hirakawa) moved into the lead. Needing a 2nd-place finish to ensure its title win, the No. 6 WAKO'S 4CR LC500 (Kenta Yamashita) aggressively put the pressure on the No. 36 au TOM'S LC500 (Yuhi Sekiguchi). The side-by-side battle staged by these two cars was eventually won by Yamashita in car No. 6 to take the 2nd-place finish it needed.
With this 2nd-place finish, the No. 6 WAKO'S 4CR LC500 pair of Kazuya Oshima and Kenta Yamashita won their first Drivers Championship title. The race was won by the No. 37 KeePer TOM'S LC500. With this their LEXUS TEAM KeePer TOM'S claimed the Team Championship title. The LEXUS LC500 cars that will be retired with this season ended up winning the top four places spectacularly in this, their final race. The top finishing Honda NSX-GT was the No. 17 KEIHIN NSX-GT (Koudai Tsukakoshi/Bertrand Bagette) that finished in 5th place. The top finisher among the NISSAN GT-R NISMO GT500 teams was the No. 23 MOTUL AUTECH GT-R (Tsugio Matsuda/Ronnie Quintarelli) that finished 8th.
In the GT300 class race, the pole-starting No.720 McLaren 720S (Seji Ara/Alex Palou) gradually lost position in the field while the 3rd-grid starting No. 65 LEON PYRAMID AMG (Naoya Gamou/Togo Suganami) adopted an no-tire-change strategy that put it in the lead in the second half until it suddenly came to a stop on the last lap of the race. This gave the race win to the No. 11 GAINER TANAX GT-R (Katsuyuki Hiranaka/ Hironobu Yasuda).
In the title race, the top ranked No. 55 ARTA NSX GT3 (Shinichi Takagi/Nirei Fukuzumi) that started the race in 5th position and gradually moved up to finish in 4th place. With this, the ARTA pair of Takagi and Fukuzumi became the GT300 champions.
(Spectators: 35,500)
Winner/Champion Comments
GT500 Class Winner
No. 37 KeePer TOM'S LC500
Ryo Hirakawa
"The first lap out went well, but after that I couldn't keep up the pace. While I was running behind car No. 36, the grip in the front was not good. After I got in the lead I had a good pace and I was able to pull away from the pack. In the end we were able to win the race, but it was really disappointing that we couldn't win the season title and it is hard for me to put in words how I feel now."
Nick Cassidy
"It was a really difficult race. We started from 4th position on the grid and all of the cars in front of us were strong, but I was able to get a perfect start. Our aim this time was to find the right timing for out pit stop, and that went well so we were able to take the lead. I think our car was the fastest one out there today."
GT500 Class Champion
No.6 WAKO'S 4CR LC500
Kazuya Oshima
"It seems that the tires weren't well enough warmed up, so the first lap was really tough. I was very frustrated, but I knew I had to change my mindset and do the best I could and make up the loss afterwards. In the second half, Kenta [Yamashita] did a fantastic job of moving up. I'm really grateful to him."
Kenta Yamashita
"This was a very special race and I came into it with a determination that we really had to win the title. Since I had anticipated the situation where car No. 36 would be trying to block us, I had the feeling that I couldn't be beaten there, and I am very glad that I was successful in the end. The shock when car No. 36 and I collided as I was passing it was really strong and I was worried that it might cause the car to start vibrating, so I was glad that it held out for me to the end."
No.11 GAINER TANAX GT-R
Katsuyuki Hiranaka
"On this race weekend, the feeling of the car was very good from the beginning. There were worries because we hadn't been able to do any tests at all about the new Dunlop tires we were using, but they felt good to drive on from the very start. In the race, car No. 65 was always fast, so I thought there wasn't much chance for us, but as I drew near our team platform I suddenly found it so close that I accelerated again and was able to pass it and take the checkered flag first."
Hironobu Yasuda
"Although we were starting from 4th position on the grid, I was confident that I could gain ground in the early stages of the race. I was behind the Maclaren (No. 720) and car No. 56, but I was able to get past them when the collided with each other. After that, No. 56 caught up with me again, but it was OK because we were running at the same pace. We made our pit stop at the same time as No. 56 and we changed drivers to Hiranaka-san. In the end we were lucky (when No. 65 came to a stop) and were able to win the race. But I am very Happy because until now we have never won two races in the same season."
No. 55 ARTA NSX GT3
Shinichi Takagi
"I am very glad to have won such a great championship title after driving for our team manager Aguri Suzuki for 17 years. I am very thankful for this. The whole team worked as one to set up this machine and I am glad that we were able to win points in every race of the season. I think that is why we were rewarded with this championship. I am just filled with gratitude."
Nirei Fukuzumi
"I'm relieved. Car No. 96 (the championship rival that put the pressure on us) was very fast. We were fortunate that No. 96 had trouble in the qualifying, which helped us win the title. And thanks to the great efforts of [Shinichi] Takagi-san and the team we were able to run strongly all season, and I think that is why we won this championship. I am simply very happy with this result."
Source. Super GT
« TOM'S LC500 WINS ITS SECOND SUPER GT POLE POSITION OF THE SEASON
LAMBORGHINI ONE-TWO SECURES GOLD AND SILVER MEDALS AT INAUGURAL FIA MOTORSPORT GAMES »


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Uppsala, Sweden—March 28, 2018, 21.30 CET — I.A.R. Systems Group AB (publ) ("IAR Systems" or the "Company") has, based on the authorization granted by IAR Systems' Annual General Meeting on 26 April 2017, resolved to carry out a directed share issue of 812,000 Class B shares at subscription price of SEK 220 per share (the "Issue"). The subscription price corresponds to a premium of approximately 0.4 per cent compared to the volume weighted average price 30 calendar days prior to the Board of Directors' resolution , and a discount of approximately 4.1 per cent compared to the closing price on 28 March 2018. Subscribers in the Issue are a few well-known institutional investors, including e.g. Andra AP-fonden, Catella Fonder, Första AP-fonden, Handelsbanken Fonder and Norron Asset Management. The reasons for deviation from the shareholders' preferential rights is to raise capital in a resource and time efficient manner to finance the acquisition of Secure Thingz, Inc., previously announced during the first quarter 2018.
By completion of the Issue, IAR Systems will receive proceeds amounting to approximately SEK 178.6 million before transaction costs. The Issue corresponds to a dilution of approximately 6.0 per cent of the capital in relation to the number of shares in IAR Systems through an increase in the number of outstanding shares to 13,444,061 (divided into 100,000 shares of Class A and 13,344,061 shares of Class B).
DNB Markets, a part of DNB Bank ASA, has acted as financial advisor in connection with the transaction. Setterwalls Advokatbyrå has acted as legal advisor.
 219.12 SEK per share, volume weighted average price 30 calendar days prior to the Board of Directors' resolution.
 2 229.50 SEK per share, closing share price 28 March 2018.
This press release does not constitute an offer, or a solicitation of any offer, to buy or subscribe for any securities in I.A.R. Systems Group AB (publ) in any jurisdiction, neither of I.A.R. Systems Group AB (publ), DNB Bank ASA or any other party. Copies of this announcement are not being made and may not be distributed or sent into the United States, Australia, Canada, Japan or any other jurisdiction in which such distribution would be unlawful or would require registration or other measures. The recipient of this press release is responsible for using the information in this press release in accordance with the applicable law in each jurisdiction.
In any member state within the European Economic Area ("EEA"), that has implemented Directive 2003/71/EC as amended (together with any applicable implementing measures in any member State, the "Prospectus Directive"), this communication is only addressed to and is only directed to investors in that EEA member state who fulfill the criteria for exemption from the obligation to publish a prospectus, including qualified investors, within the meaning of the Prospectus Directive as implemented in each such EEA member state.
This announcement and the information contained herein are not for distribution in or into the United States. This announcement does not constitute an offer to sell, or a solicitation of an offer to purchase, any securities in the United States. Any securities referred to herein have not been and will not be registered under the U.S. Securities Act of 1933, as amended (the "Securities Act"), and may not be offered or sold within the United States absent registration or an applicable exemption from, or in a transaction not subject to, the registration requirements of the Securities Act. There will be no public offering of the securities described herein in the United States.
This announcement and any other materials in relation to the securities described herein are only directed to (i) persons who are outside the United Kingdom or (ii) to investment professionals falling within Article 19(5) of the Financial Services and Markets Act 2000 (Financial Promotion) Order 2005 (the "Order") or (iii) high net worth companies, and other persons to whom it may be lawfully communicated, falling within Article 49(2)(a) to (d) of the Order (all such persons in (i), (ii) and (iii) above together being referred to as "relevant persons"). The securities described herein are only available to, and any invitation, offer or agreement to subscribe, purchase or otherwise acquire the securities will be engaged in only with, relevant persons. Any person who is not a relevant person should not act or rely on information contained herein.
This information is information that IAR Systems Group AB is obliged to make public pursuant to the EU Market Abuse Regulation. The information was submitted for publication, through the agency of the contact person set out above, at 21:30 CET on 28 March 2018.
Our customers build products of today and technology for future innovations. We are proud to be part of that. IAR Systems is the world's leading independent provider of software for programming of processors in embedded systems. IAR Systems' software is used by many of the world's largest corporations, as well as thousands of small and medium-sized companies, mainly operating in industrial automation, medical technology, telecommunications, consumer electronics and the automotive industry. IAR Systems Group AB is listed on the Mid Cap list of Nasdaq Stockholm.


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Listen: Phoebe Bridgers Covers Tom Petty's 'It'll All Work Out'
Another cover to honour the late Tom Petty
By chelsea brimstin New Releases 02.10.2018
Last year, Phoebe Bridgers was one of many artists to cover Tom Petty songs as a tribute after he passed away.
Today, on the one-year anniversary of Petty's death, Bridgers released a deluxe digital album of her 2017 LP Stranger Things in the Alps, which includes a cover of Tom Petty's "It'll All Work Out" as a bonus track. The album also includes a demo of Bridgers' indie hit "Motion Sickness."
Bridgers is one of several artists sharing a cover in honour of Petty including The Lumineers and Pains Of Being Pure At Heart.
Listen to the track below.
Artist: Phoebe Bridgers, Tom Petty


The size of the poster board is 1200 mm (tall) x 900 mm (wide). The poster board can take an A0 poster in 'Portrait' layout (A0 prints measure 841mm x 1189mm). Your poster number is located at the top left hand corner of the board. Find your poster board number in the online programme (available at a later point) and on the signs at the venue. Push pins will be available for your use.
The poster should be in place during the coffee break in the afternoon (16:30-17:00) of the day of your poster session, and removed during the lunch-time (13:00-14:30) of the next day.
Each winning poster recipient will receive a certificate, acknowledging them as poster finalists and they will be recognized at the awards ceremony held during the Nobel Prize Dinner on 28 June 2017.


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Q: Merging bitbucket and google earth repositories? I am new to managing repositories with bitbucket and am accessing it via sourcetree.
I have created a private bitbucket repository to provide a number of users a place to store and share code (primarily python/IDL). A number of members use Google Earth engine (via the online interface) and the goal is for their code to be available to others, alongside everyone else's code in the same repository.
Earth Engine provides a URL to clone your online code database and I have managed to do this, creating a new separate repository. I added it as a submodule to the group repository, but I cannot see this code on bitbucket. The submodule allows me to edit/push/pull the code with Sourcetree to Earth engine, but I would like this code (and changes) to be available on the group repository. I would like to streamline it so that any changes made in an individuals earth engine environment can be pulled into the group repository.
Is it possible to merge these repositories so they can all be managed from one place, even though one directs to bitbucket and one directs to google?

A: From this answer on a related question:
git remote set-url origin --push --add <a remote>
git remote set-url origin --push --add <another remote>
So you can then do a single git push origin that pushes to both repos.


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Partly cloudy early with increasing clouds overnight. Low near 20F. Winds NW at 5 to 10 mph..
Partly cloudy early with increasing clouds overnight. Low near 20F. Winds NW at 5 to 10 mph.
A Manchester man was believed to be seriously injured after rear-ending a snowplow just north of Marion, authorities stated.
According to a press release from the Linn County Sheriff's Office, on Jan. 4 deputies along with Linn County Sheriff's Rescue, the Marion Fire Department and Area Ambulance Service were dispatched to a two-vehicle rear-end collision on Hwy 13 north of Austin Road.
Authorities say that a southbound Ford F250 driven by Terry Bond, 46, of Manchester, failed to change lanes and struck an IDOT snow plow that was clearing the right lane of the highway.
Bond, who authorities say was not wearing a seatbelt, was transported to St. Luke's Hospital for what are believed to be serious injuries. The snowplow driver was also transported to St. Luke's for possible injuries.
Authorities say Bond was not valid to drive and will receive charges for causing the collision and failure to wear a seatbelt.


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Stringfellow Restaurants Ltd v Quashie [2012] EWCA Civ 1735 is a UK labour law case concerning employment status.

Facts
The claimant, Ms Quashie, worked as a lap dancer for 18 months at two clubs owned by the appellant. She paid a fee to work at the club, and was classed as an independent contractor in the club owner's handbook. Ms Quashie was paid directly by patrons, with prices set out by the club for various dance packages. She was paid in 'heavenly money', which was a type of voucher patrons bought from the club. At the end of a shift, she would exchange these for a payment from the club. The club would make various deductions from this to pay for the facilities. They could also make deductions for things such as being late for a shift, or being off rota.

Ms Quashie brought a claim for unfair dismissal, after being dismissed because of involvement with drugs. The issue was whether she came under the definition of "employee" under section 230 of the Employment Rights Act 1996. While her contract defined her as an independent contractor, she always felt as though she was treated as an employee.

Judgement
The Employment Tribunal decided that Ms Quashie was not an employee because there was no wage-work bargain between her and the club, as she was paid directly by patrons. In addition to this, she had not met the continuous period of employment. Ms Quashie appealed.

Her appeal was accepted by the Employment Appeals Tribunal. The EAT took a broader understanding of the wage-work bargain, believing it to occur when an establishment provides something in exchange for work. The opportunity to work at the club was enough to satisfy this requirement. The EAT considered that since the club also had significant control over her, and she completed the work for them personally, Ms Quashie was an employee of the club. The club owners appealed this.

The Court of Appeal allowed this, overturning the EAT's decision. They recognised that the club did have a significant degree of control, but it was not enough to say there was a contract of employment. For instance, she had a great deal of control over her appearance. The Court of Appeal accepted there was some mutuality of obligation too. However, this was only for a few nights a week, with nothing preventing her from working at other clubs on her nights off. As such, they concluded that there was no contract of employment, and Ms Quashie could have no claim of unfair dismissal.

Significance
Quashie was partly overruled in Robinson v HRH Al Qasimi [2021] EWCA Civ 862, in relation to comments affecting the illegality doctrine that were inconsistent with Patel v Mirza. The main ruling in Quashie, that the claimant was not an employee, has been subjected to extensive criticism, including for failing to properly apply the principle and test in Autoclenz Ltd v Belcher.<reg>e.g. </ref>

See also
 United Kingdom labour law
 Employment contract in English law
 Uber BV v Aslam

Notes

References

2012 in the United Kingdom
Labour law
United Kingdom labour law


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By Randy Olson
BREATHTAKING! (VIDEO)
B-B-E Fall Musical provides incredible showing at Olson Auditorium
RANDY OLSON
Audrey and Seymour during the opening scene of Act II on opening night for B-B-E's fall musical, Friday, November 19 at Olson Auditorium in Belgrade.
The Belgrade-Brooten-Elrosa fall musical 'Little Shop of Horrors' opened tonight, Friday, November 19, at Olson Auditorium, B-B-E high school. At the end of the business day, 105 tickets had been pre-sold for the opening night. When the dust settled, the crowd had grown to almost 200. Tickets were on sale for the past few weeks at Bonanza Valley State Bank in Brooten and at Kensington Bank and Central Minnesota Credit Union in Belgrade.
(HD VIDEO) Shown is a clip from Scene II of Act I at the opening night of the musical at Olson Auditorium on November 19.
The musical Little Shop of Horrors is based on a 1960 film by Roger Corman, book by Howard Ashman, music by Alan Menken and lyrics by Ashman.
B-B-E Theater's opening night production of Little Shop of Horrors was breathtaking with captivating, gripping scenes that showed a wide range of emotions. The cast was outstanding from top to bottom! Simply put, they knocked it out of the park. The show will pin your ears back. Scenes such as "Somewhere That's Green" in Act I (and its reprise in Act II) will bring tears to your eyes, while other scenes have moments that will make you gasp.
Two more shows are coming this weekend: Saturday, November 20 at 7 p.m. and Sunday, November 21 at 5 p.m. Tickets are $7 for adults and $5 for students. Come early and get a good seat if you haven't pre-purchased your tickets already.
Below is a short video clip from Act I, Scene 2.
A tragic loss: Jaguar Country is devastated
Obituary for Josey Tensen, 1997-2021
B-B-E Class of 2021 graduation (LIVE VIDEO)
Wanted: historical school photos from across the B-B-E district
Jaguar Open golf fundraiser a huge success (VIDEO)


Scientists at the University of Glasgow could have made a major breakthrough in electric vehicle technology with a battery that could be recharged in seconds.
The research has developed a new flow battery system that uses nano-molecules to store electric power. This charged liquid material can then be pumped straight into a car, like a traditional fuel fill up, with the old battery liquid removed at the same time.
The use of a concentrated liquid containing nano-molecules can also increase energy storage by almost 10 times which will excite those currently developing electric vehicles. The development in Scotland is currently at a very early test stage and with no car manufacturers thought to be involved in the research it is unknown if the technology will ever be used in a production car.
"For future renewables to be effective, high capacity and flexible energy storage systems are needed to smooth out the peaks and troughs in supply," said Professor Leroy Cronin from the University of Glasgow.
"Our approach will provide a new route to do this electrochemically and could even have application in electric cars where batteries can still take hours to recharge and have limited capacity.
"Moreover, the very high energy density of our material could increase the range of electric cars, and also increase the resilience of energy storage systems to keep the lights on at times of peak demand."
Lithium ion batteries are heavy and expensive compared to traditional fuel options, they can also take between 45 minutes and 17 hours to recharge.


Do you know about Kate Pimple Road, Waghere Colony Number 2, Pimpri Gaon, Pimpri Colony?. write information about this place, history,origin . how to reach there ?. Share complete info about Kate Pimple Road, Waghere Colony Number 2, Pimpri Gaon, Pimpri Colony Let world discover this place.
Kate Pimple Road, Waghere Colony Number 2, Pimpri Gaon, Pimpri Colony is a in Pune City in Maharashtra State, India. It belongs to Desh or Paschim Maharashtra region . It is belongs to Pune Division .
Kate Pimple Road, Waghere Colony Number 2, Pimpri Gaon, Pimpri Colony Pin code is 411017 and postal head office is Pimpri Waghire .
Shivdatta Nagar , Pimpri Gaon , Mali Ali , Shastri Nagar , Kokane Mala are the nearby Localities to Kate Pimple Road Waghere Colony Number 2 Pimpri Gaon Pimpri Colony.
Pimpri Rail Way Station , Kasarwadi Rail Way Station are the very nearby railway station to Kate Pimple Road, Waghere Colony Number 2, Pimpri Gaon, Pimpri Colony.
Pimprigaon Bus Station , Waghire Height Bus Station , Pmc School Pimpri Bus Station , Shivshakti Mandir Bus Station , Pimpale Saudagar Bus Station are the nearby by Local Bus Stops to Kate Pimple Road, Waghere Colony Number 2, Pimpri Gaon, Pimpri Colony . runs Number of busses from Kate Pimple Road, Waghere Colony Number 2, Pimpri Gaon, Pimpri Colony to different Places.


California and San Francisco Whistleblower and Consumer Attorneys: Securities Fraud Whistleblowers - Evans Law Firm, Inc.
Over this past summer, two former Tesla employees filed formal tips with the U.S. Securities and Exchange Commission (SEC) alleging misrepresentations and omissions by the automobile manufacturer in information provided investors. Both tipsters claim they were fired by Tesla in retaliation for blowing the whistle on the company's fraudulent practices. The wrongful practices allegedly include sale of unsafe products, unreported theft, material misstatements and misrepresentations, and failing to disclose that a Mexican drug cartel may be dealing drugs inside a Tesla plant. Tesla has denied the allegations but reports indicate both whistleblowers met with the SEC this summer concerning their accusations.
Not all securities fraud allegations are as exotic as those against Tesla. But securities fraud is real and employees and former employees may have credible information of frauds perpetrated against investors. The SEC rewards whistleblowers whose original information leads to recoveries with up to 10-30% of any amounts recovered. If you have credible, original information of securities fraud, the whistleblower and securities fraud lawyers at Evans Law Firm, Inc. can organize your information into a whistleblower application under the relevant rules and advance your case in the most effective way to secure a reward. Call us today at (415)441-8669.
Concealment of assets from a government conservator, receiver or liquidator of a bank.
If you have original information of any of these frauds call us today at (415)441-8669 and we can help. Our whistleblower attorneys represent whistleblowers in cases brought under the False Claims Act for false claims for government payments; SEC whistleblower cases for securities fraud related to stocks, bonds, private placements and variable annuities for example; Internal Revenue Service (IRS) whistleblower cases for tax fraud, particularly offshore tax avoidance schemes; and Commodities Future Trading Commission (CFTC) cases involving fraud in the trading of commodities, futures, options, currencies and virtual currencies (like Bitcoin). Your information may lead to more than one kind of whistleblower application and our lawyers will help determine the best way for your case to proceed. Each of these government programs protects you from employer retaliation for blowing the whistle on fraud and our attorneys can represent you in any case for retaliation or wrongful termination as well.
If you have information regarding a whistleblower/qui tam case in San Francisco or elsewhere in California involving the SEC Whistleblower Program, the Commodities Futures Trading Commission Whistleblower Program, False Claims Act cases, the Internal Revenue Service Whistleblower Office, the FINRA Whistleblower Office or other illegal activity, contact the California whistleblower attorneys at Evans Law Firm at (415) 441-8669, or by email at info@evanslaw.com. Our attorneys have experience with complex financial contracts and large insurance companies. We can help guide your case through a jury trial or toward an equitable settlement. We also handle cases involving physical and financial elder abuse, qui tam and whistleblower law, nursing home abuse, whole life insurance and universal life insurance, and indexed, variable, and fixed annuities.
 Evans Law Firm, Inc. is not involved in any whistleblower case concerning Tesla.