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Canadian Tire Jobs & Joys
Better At
WINTER MUST-HAVE:
Amazon shoppers call this electric shovel a 'real blessing'
Make clearing snow easier, and less strenuous, with this winter with this genius gadget.
Venture firm Chapter One, focused on all things web3, draws backing from big-name VC firms
Connie Loizos
Jeff Morris Jr., founder and managing partner of the LA-based venture firm Chapter One, just closed a $40 million early-stage fund to focus on web3 investments, and he's in the process of raising a separate $20 million opportunity fund.
Even in this go-go market, where digital assets are suddenly top of mind for everyone, the achievements are notable for someone who hasn't been a VC for all that long and is a solo general partner.
To learn more about his path in building Chapter One -- which is small but growing and counts new hires from both Facebook and Stripe -- we talked recently with Morris Jr., who focused on product and revenue at Tinder for four years until leaving in late 2019. We wondered what there is to learn about how an operator transitions into a full-time investing role; he suggested that a lot of it comes down to hustle and luck and social media savvy, both to build an audience and, more than ever, to track down hot deals.
Indeed, like a lot of investors, Morris Jr. got his start by writing checks on the side of his full-time job. Specifically, in 2016, aided in part by the sheen of Tinder, he wound up putting together one of the larger syndicates on the AngelList platform, where he says he went on to raise 15 special purpose vehicles to back startups.
Some of those companies have broken out since, including Density, a startup developing people-counting, AI-powered sensors that last month announced $125 million in funding at a post-money valuation of $1.05 billion.
Deals didn't automatically find their way to Morris Jr., he says. He built a network by digging into Twitter to build an online audience (he has nearly 106,000 followers); he also messaged a whole lot of people who he saw were backing other people's syndicates on AngelList.
Along the way, he began seeing more and more crypto deals that he wanted to fund. There were so many of these, in fact, that at some point, he says, he began to run out of enough capital to invest. By his telling, a role with Index Ventures materialized around that same time and he became a scout for the powerhouse firm, investing in a handful of seed rounds, including Dapper Labs, a blockchain company behind the popular NFT game "NBA Top Shot" that's currently valued at $7.6 billion, and the centralized finance platform Compound Labs, whose native token has already returned many millions of dollars to early investors in the outfit.
Armed with those wins -- he says that particular scout fund for Index wound up being marked up by more than 30x -- Morris Jr. set out to raise his own fund. At first, he hopped back on AngelList, raising $1 million from the first related email he sent to prospective investors, he says. Feeling emboldened, he quit his job at Tinder and decided to invest full time.
In retrospect, it very much seems the right move. That debut fund went on to raise $10 million altogether, and the momentum has built from there. In perhaps the most critical development for Morris Jr., Chapter One's newest fund has garnered commitments from some of the numerous multistage venture firms that now invest substantial dollars in emerging managers in order to get more exposure to founders they might miss otherwise.
In Chapter One's case, the limited partners that are providing some of the capital include Sequoia Capital, Bessemer Venture Partners, Kleiner Perkins and Lightspeed Venture Partners. Acting in a personal capacity, Marc Andreessen and Chris Dixon of a16z are also investors in Chapter One's new fund. (Asked why Index is not also an investor, Morris Jr. says the firm doesn't invest directly in other managers' funds.)
Variant debuts a new $110M fund for crypto startups, announces Li Jin has joined as a general partner
That kind of network certainly helps when Chapter One is in a competitive situation. What bigger boast can a seed-stage manager make than to explain he has inroads into the biggest venture firms in the world?
There is also the potential for conflict, presumably, which is maybe the point. Asked who among Chapter One's venture backers gets to see its deals first, Morris Jr. says he has structured things in such a way that "everybody gets the same information at the same time." He then adds that for some deals, he defers to founders who want him to "sequence those intros," as well as advises them based on what he knows about each firm's "taste." It's very "case by case," and a "bit of a curation exercise," he says, "where you know which partners at which funds will be attracted to specific types of companies."
As for where Chapter One is shopping, because of Morris Jr.'s success to date with companies like Dapper and Compound Labs, the firm is pushing the pedal to the metal on web3 products and platforms, with five bets from the new fund already across DAO infrastructure, NFT experiences and learn-to-earn games. (The most famous of these types of games is "Axie Infinity," but a growing number of them is emerging and capturing VC dollars.)
Studio behind 'early access' crypto game Blankos Block Party banks monster $1.25B valuation from a16z
On this front, Morris Jr. says there are numerous reasons founders who are moving into the space might want to talk with Chapter One. He says, for example, that Chapter One intends to spend much of 2022 building out support services, including a media arm focused on web3 education, and resources for developers who are looking to better understand token usability and governance and how to create digital assets that are equitable for the communities to which they cater.
When it comes to finding those founders in the first place, Morris Jr. points back to his use of social media, suggesting that his large Twitter presence helps, but so does logging time elsewhere online.
He's a member, most importantly, of "hundreds of Discord groups," noting that "the more you participate in the community, the more you meet interesting people. It's like going to a great conference."
For web3 investors, he adds, "it's the new way of networking."
Above, the Chapter One team, with Morris, center.
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Snowden to U.S.: C'mon, stop treating me like a traitor
NYT 3:40 PM on November 02, 2013
In his letter, Mr. Snowden, 30, also appealed for clemency. He said his disclosures about American intelligence activity at home and abroad, which he called "systematic violations of law by my government that created a moral duty to act," have had positive effects.
Yet "my government continues to treat dissent as defection, and seeks to criminalize political speech with felony charges that provide no defense," Mr. Snowden wrote. "However, speaking the truth is not a crime. I am confident that with the support of the international community, the government of the United States will abandon this harmful behavior."
Mr. Ströbele, 74, is a seasoned left-wing defense lawyer and the longest-serving member of the parliamentary committee that oversees German intelligence. At a packed news conference after his return to Berlin, he said he was contacted about going to Moscow late last week after the German government said Chancellor Angela Merkel's cellphone might have been tapped by American intelligence agents. He declined to elaborate, but said he has had no dealings with the Russian authorities or the German Embassy in Moscow.
Read More From NYT

redpajama_set_name: RedPajamaCommonCrawl


Drew H. Wrigley was sworn in as North Dakota's 37th Lieutenant Governor on December 7, 2010. He is a fourth-generation North Dakotan, with his family roots in Walsh County and Burke County, where Wrigley Brothers farm still thrives. He was born in Bismarck and grew up in Fargo where his family founded and continues to operate a mechanical/industrial/environmental contracting company.
Wrigley graduated from Fargo South High School in 1984, and the University of North Dakota in 1988, with honors in economics. He graduated from law school in May 1991, and began a year-long judicial clerkship in Delaware.
Wrigley returned to Bismarck in 1998, after serving for five years as an assistant district attorney in Philadelphia, Pennsylvania. In 2000-2001, he served as Deputy Chief of Staff for then Governor John Hoeven.


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South Warwickshire academy Trust is committed to ensuring the best possible opportunities and life chances for the most vulnerable children and young people within our region.
Outstanding leadership, teaching and governance will be at the centre of all of our work along with the development of partnerships across our community with parents and multi-professional partners.
South Warwickshire Academy Trust will enable our academies to work in collaboration with each other ensuring strong networks for improvement and at the same time accessing high quality professional development. We will use action research and the latest technological developments to enhance and enrich teaching and learning inside and outside the classroom. At the same time our academies will be held rigorously to account for the progress of all children and young people.
Our aim is to enable our children and young people as much as possible to live as independent adults who are proud of their role in society and are able to contribute to the lives of those around them.
Above all our academies will be places of happiness, joy and enthusiasm where children, young people and their families will be nurtured and supported to achieve the best possible outcomes for them.
All website content copyright © South Warwickshire Academy Trust


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Miki Kashtan
Supporting Groups and Organizations
Public Offerings
The Core Nonviolence Commitments Learning and Support Community
Overcoming Patriarchy Calls
For registration information, please scroll below.
Why Focus on Patriarchy?
The focus on patriarchy emerges from the understanding that patriarchy plays a foundational role in everything. Yes, I mean it: everything.
Patriarchy is not the same as sexism; patriarchy is to sexism very much what structural racism is to (interpersonal) racism: it's a system that runs independently of any one person's attitudes or behaviors. As I understand it, patriarchy is the original separation, and it restructured both institutions and thinking. At its core, it's a separation from life, from self, from others, and from nature. Capitalism, racism, and all the other forms of exploitation, oppression, war, and now environmental degradation, could only come into being because patriarchy already primed us for them.
These calls at the same time are premised on maintaining a distinction between what is an acute issue and what is a root issue. In the US, and in many other industrialized Global North countries, the acute issues are global warming and racism/xenophobia. In some other parts of the world, acute issues may be starvation. And there are places where the most acute issues directly relate to women. Whatever the acute issue is anywhere, it makes sense for it to receive the direct activist attention. The hope fueling these calls is that whatever the acute issue is, those taking action for change will do this with an analysis that recognizes the root cause, which is just about always patriarchy. If activists don't, then even if they succeed they will end up reinforcing patriarchy, sometimes even using patriarchal methods without knowing it or even on purpose, as in "by any means necessary".
In the absence of a direct focus on patriarchy, even work that directly aims to support women will be diminished. Thus it is that feminism has been reduced to a struggle for individual women's rights, and even those are often narrowly defined in ways that focus on the acute issues of white middle class women who are not, at the same time, affected by the additional devastation of race and impoverishment. A focus on patriarchy allows us to see it as a system that sustains all division, separation, oppression, scarcity, powerlessness, and so much more.
If we use patriarchy as an analytic lens and overcoming it as the active lens, then we can maintain a commitment to right away do things differently, regardless of what the issues are that we want to engage with.
For more information and grounding, you can read the following:
Why Patriarchy Is Not about Men
Social Evolution
Who Are These Calls for?
These calls are for all people of all genders, since gender oppression, of any sort, is rooted in patriarchy. Our primary focus will be on patriarchy as a system.
What Are the Calls for?
Our hope in holding these calls is to engage in ongoing conversation, exploration, and active challenging of self and other based on the commitment to see and transcend all the ways in which we have internalized patriarchal thinking to increase our collective ability to notice and act with choice.
Overcoming Patriarchy Call Schedule and Recordings
Overcoming Patriarchy Conference Calls are an opportunity for people to engage with themselves and with others on the deep questions that arise as we reflect on the ways that patriarchal thinking, habits, and systems affect us.
Overcoming Patriarchy Call Recordings
You can access the call recordings here
Upcoming Overcoming Patriarchy Calls
Each call lasts 1.5 hours and are held at US Pacific Time. All calls are recorded.
Same Date, NEW TIME! Saturday, January 16, 11:30 am – 1:00 pm PT (call time was originally 1:00 – 2:30 pm PT)
Sunday, February 21, 9:00 – 10:30 am PT
Register for all calls here. Once you register, you will receive monthly reminders with upcoming dates. If you enter a call after it has already begun and there is silence, people are in small groups. Stay on the call and wait – someone will put you in a group, or the groups will dissolve.
If you have any questions please do not hesitate to contact events@baynvc.org
See the BayNVC website for events that I offer to the public, including my regular free calls.
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You will find the Links on the system requirements of Alias for each version here. Applies to Alias Automotive 2013, Alias Automotive 2014, Alias Automotive. Applies to Alias AutoStudio 2017, Alias AutoStudio 2018, Alias Automotive 2010, Alias Automotive 2011, Alias Automotive 2012, Alias Automotive 2013, Alias. Autodesk Alias Automotive 2014 Год/Дата Выпуска: 2013 Версия: 2014 Build 419119 Разработчик: Autodesk Сайт разработчика. Applies to Alias Automotive 2012, Alias Automotive 2013, Alias Automotive 2014, method under the Hardware Shade options in Autodesk® Alias® is missing.
We would like to show you a description here but the site won't allow. Where to find the Trim Convert tool in Autodesk® Alias®. The Trim Convert tool, which is introduced with Alias 2013, can be found in the Palette > Surface Edit. This article provides the system requirements for the Autodesk® Alias® 2013 products. For Autodesk Alias Design 2013, Autodesk Alias Surface 2013, and. Версия: 2013 (19.0.0.36.400327) Для Autodesk Alias Design 2013, Autodesk Alias Surface 2013 и Autodesk Alias Automotive 2013: (русская)!. Autodesk Showcase 2013 — программное обеспечение а также к приложениям Alias и Русская версия. To download the complete Autodesk Alias 2013 Help System to your computer or local network for installation, click an installer for your supported platform and. В разделе: Revit BIM - Русский Дата:11/08/2013 Автор: Autodesk is a leader in 3D design, engineering and entertainment software. SketchBook Designer 2013 for AutoCAD. Это версия Autodesk Design Autodesk Autodesk Alias Autodesk Building Design © Русская. Video and hands-on training for new Alias users. Download Follow along in Alias with the downloaded data files. Practice What's New in Alias 2013 Videos. This readme contains the latest information regarding the use of this software release. For reference, you should save this readme to your hard drive or print. UpdateStar is compatible with Windows platforms. UpdateStar has been tested to meet all of the technical requirements to be compatible with Windows 10, 8.1, Windows. Visit the AutoCAD forums to find solutions posted by the work provided on Autodesk Knowledge Network is licensed under a Creative Commons Attribution.
This service pack addresses a variety of issues in Autodesk Alias 2013. Please refer to the readme file for installation instructions and a summary of issues. Applies to Alias Automotive 2012, Alias Automotive 2013, Alias Automotive 2014, Alias Automotive 2015, Alias Automotive 2016, Alias Design 2012, Alias. Скачать Autodesk Maya 2013 может обладатель даже Интеграция с Autodesk Alias, Русская версия. Промышленный дизайн / Autodesk Alias Automotive 2013 версия, когда nanoCAD © Русская.


Granted but there's so many girls around him that you can't see.
I wish Billie had a weekly video blog.
Granted but he feels lonely when everyone else dies.
I wish Billie wore a bridal veil everywhere he went.
Granted but he starts to look a bit like a biker.
I wish Billie was a biker.
Awwh Granted but they keep falling down over his eyes and he can't see.
I wish Billie had X-Ray vision.
Granted but he uses it improperly.
Granted but it's one that he found laying on the street.
I wish Billie tweeted even more than he does now.


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Scaling silicon quantum photonic technology
A large-scale integrated silicon-photonic quantum circuit for controlling multidimensional entanglement University of Bristol
Press release issued: 8 March 2018
An international team of quantum scientists and engineers led by the University of Bristol and involving groups from China, Denmark, Spain, Germany and Poland, have realised an advanced large-scale silicon quantum photonic device that can entangle photons to incredible levels of precision.
While standard quantum hardware entangles particles in two states, the team has found a way to generate and entangle pairs of particles that each has 15 states.
The integrated photonic chip sets a new standard for complexity and precision of quantum photonics, with immediate applications for quantum technologies.
Integrated quantum photonics allows the routing and control of single particles of light with intrinsically high stability and precision, however to date it has been limited to small-scale demonstrations in which only a small number of components are integrated on a chip.
Scaling up these quantum circuits is of paramount importance to increasing the complexity and computational power of modern quantum information processing technologies, opening-up the possibility of many revolutionary applications.
The team, led by scientists from the University of Bristol's Quantum Engineering Technology Laboratories (QET Labs) has demonstrated the first ever large-scale integrated quantum photonic circuit, which integrating hundreds of essential components, can generate, control and analyse high-dimensional entanglement with an unprecedented level of precision.
The quantum chip was realised using a scalable silicon photonics technology, similar to today's electronic circuits, which would provide a path to manufacture massive components for the realization of a optical quantum computer.
The work, in collaboration with Peking University, Technical University of Denmark (DTU), Institut de Ciencies Fotoniques (ICFO), Max Planck Institute, Center for Theoretical Physics of the Polish Academy of Sciences, and University of Copenhagen, has been published today in the journal Science.
The coherent and precise control of large quantum devices and complex multidimensional entanglement systems has been a challenging task owing to the complex interactions of correlated particles in large quantum systems. Significant progress towards the realization of large-scale quantum devices has been recently reported in a variety of platforms including photons, superconductors, ions, dots and defects.
In particular, photonics represents a promising approach to naturally encode and process multidimensional qudit states in the photon's different degrees of freedom.
In this work, a programmable path-encoded multidimensional entangled system with dimension up to 15×15 is demonstrated, where two photon exists over 15 optical paths at the same time and are entangled with each other.
This multidimensional entanglement is realised by exploiting silicon-photonics quantum circuits, integrating in a single chip, 550 optical components, including 16 identical photon-pair sources, 93 optical phase-shifters, 122 beam-splitters.
Lead author, Dr Jianwei Wang, said: "It is the maturity of today's silicon-photonics that allows us to scale up the technology and reach a large-scale integration of quantum circuits.
"This is the most beautiful thing of quantum photonics on silicon. Our quantum chip allows us to reach unprecedented levels of precision and control of multidimensional entanglement, a key factor in many quantum information tasks of computing and communication."
Senior researcher, corresponding author Yunhong Ding from DTU, Centre for Silicon Photonics for Optical Communication (SPOC), added: "New technologies always enable new applications.
"The capabilities of our silicon photonics integrated technologies at DTU allow large scale, highly stable quantum information processing chips, which enable us to observe high-quality multidimensional quantum correlations including generalized Bell and EPR steering violations, and also to implement experimentally unexplored multidimensional quantum protocols: multidimensional randomness expansion and state self-testing."
Dr Anthony Laing, a lead academic in Bristol's QETLabs and corresponding author, said: "Entanglement is a fascinating feature of quantum mechanics and one that we do not yet fully understand. This device and future generations of chips of increasing complexity and sophistication will allow us to explore this realm of quantum science and make new discoveries."
Professor Mark Thompson, leader of the Bristol team, added: "We have used the same manufacturing tools and techniques that are exploited in today's microelectronics industry to realise our silicon quantum photonic microchip. However, unlike conventional electronic circuits that utilise the classical behaviour of electrons, our circuits exploit the quantum properties of single particle of light. This silicon photonics approach to quantum technologies provides a clear path to scaling up to the many millions of components that are ultimately needed for large-scale quantum computing applications."
'Multidimensional quantum entanglement with large-scale integrated optics' by J. Wang, S. Paesani, Y. Ding, R. Santagati, P. Skrzypczyk, A. Salavrakos, J. Tura, R. Augusiak, L. Mancinska, D. Bacco, D. Bonneau, J. W. Silverstone, Q Gong, A. Acin, K. Rottwitt, L. K. Oxenløwe, J. L. O'Brien, A. Laing, and M. G. Thompson in Science.
More information and a copy of the paper, can be found online at the Science press package at http://www.eurekalert.org/jrnls/sci
Quantum Engineering Technology Labs (QETLabs)
The mission of QETLabs is to take quantum science discoveries out of the labs and engineer them into technologies for the benefit of society. It brings together £50 million worth of activity that covers theoretical quantum physics through experiment, engineering and skills and training toward concept demonstrators of quantum technologies. Read more on our website: http://www.bristol.ac.uk/qet-labs/
Bristol Quantum Information Institute
Quantum information and its translation into technologies is one of the most exciting research activities in science and technology today. Long at the forefront of the growing worldwide activity in this area, the Bristol Quantum Information Institute crystallises our research across the entire spectrum, from theory to technology. With our expert cross-disciplinary team, including founders of the field, we have expertise in all major areas of theoretical quantum information science and in experiment. We foster partnerships with the private sector and provide superb teaching and training for the future generation of quantum scientists and engineers and the prototypes of tomorrow. Read more on our website: http://www.bristol.ac.uk/research/institutes/quantum/
All news feeds


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House of Commons bezeichnet im angelsächsischen Raum das Unterhaus im Zweikammersystem, insbesondere:
 House of Commons (Vereinigtes Königreich)
 das ehemalige House of Commons von Irland, siehe Parliament of Ireland
 das ehemalige House of Commons von Südirland, siehe Parliament of Southern Ireland
 das ehemalige House of Commons von Nordirland, siehe Parliament of Northern Ireland
 House of Commons von Kanada, siehe Unterhaus (Kanada)

redpajama_set_name: RedPajamaWikipedia


Dainfern Country Club golf course is a bold and beautiful Gary Player design. There are big, undulating greens, plenty of interesting water holes, spectator mounds and a strong emphasis on retaining natural hazards. Situated in a peaceful valley north of Randburg and about 30 minutes' drive from the hustle and bustle of downtown Johannesburg, Dainfern is primarily a residential estate and country club rolled into one. A particularly beautiful stretch of the Jukskei River runs through the 300-hectare estate. In designing the course Player has used this river and its valley to the very best advantage. Several holes cross the river, while others sweep down dramatically towards the water.
The gracious clubhouse, restaurant, ladies bar and patio overlooking the fairways and river are the social meeting place for residents and visitors. Activities such as swimming, tennis, squash, volleyball, walking, cycling and bird watching from hides can be enjoyed while children's playgrounds are plentiful.
Signature Hole: is the 8th, which has an interesting double fairway, which favours the longer hitter, who will be able to reach the upper right fairway. The shorter hitter will play the lower fairway, avoiding the river bank on the left and the deep bunker between both fairways. Leaving a semi-blind, short to medium iron, over a hill to a generous target unprotected by bunkers.


Who leads the firm and how is it run?
ENSafrica is led by Michael Katz (chairman), Mzi Mgudlwa (chief executive), Otsile Matlou (chief operating officer | practice integration) and Lee Mendelsohn (chief operating officer | operations).
We operate within a flat structure which allows everyone, be they practitioners or support staff, to make a difference - here everyone has a say in how things are done. We encourage rigorous debate as that is how we can ensure that ENSafrica continues to deliver world class solutions and keeps breaking new ground.
In fact when it came to defining our values and determining our vision for the next few years, we asked everyone for their inputs and even the final proposal was first presented in workshops for comment and input before being released and documented as our values and vision. Similarly, our restaurants got their names from within - everyone had a chance to suggest a name and to vote on which one they liked best.
What are AfricENS really like?
We believe our people are problem solvers, always looking for innovative solutions when faced with an obstacle - they challenge the status quo to make things that little bit better or more edgy for our clients. ENSafrica employees are diverse, brave individuals, unfazed by what has been "done before" and what others may think "cannot be done" - they are truly looking to add value and make a difference - to our clients, to the less fortunate in our society, and to one another.
How would you describe the firm?
As one of Africa's largest and most respected law firms, we are devoted to providing top-quality legal, tax and forensics services to our clients, offering innovative and creative solutions tailored specifically to individual client needs and wants. We maintain our reputation by constantly re-inventing ourselves and challenging employees to create inspired solutions which mirror the changing political, social, economic and environmental landscape of Africa.
We firmly believe in our ability to initiate positive change and transformation, both within the firm and within the profession itself.
Now over 1100 strong, the firm operates out of twelve major African cities, namely Accra, Cape Town, Dar es Salaam, Durban, Johannesburg, Kampala, Kigali, Port Louis, Stellenbosch, Swakopmund, Walvis Bay and Windhoek as 'one-firm' despite the many departments, teams and individuals that contribute to our success.
And it is our vision to continue to be "one team" irrespective of our disparate locations, our size or the logistical divisions and operational necessities that at times may make this difficult - indeed, we believe it is our ability to capitalise on our differences and work as a synergistic team that is one of our greatest strengths.
What is the firm's biggest positive?
Our strength lies in our people - working as one team, and capitalising on the diverse backgrounds from which we come, the people at ENSafrica take pride in delivering world-class innovative solutions.
What is the firm's biggest challenge?
Our biggest "plus" is also our biggest challenge. With the growth of the firm, the ability to continue to recruit, develop and retain forward-thinking, creative and talented individuals remains an ongoing challenge.
ENSafrica is Africa's largest law firm with over 600 practitioners and was established over 100 years ago. The firm has a significant breadth and depth of experience and specialist expertise that spans all commercial areas of law, tax, forensics and IP and benchmarks itself according to international standards whilst retaining a uniquely African focus.
This sounds very clichéd - so perhaps we should rather say, in essence, what really differentiates us is the breadth and depth of the services we offer clients - we do not have small departments made up of one or two practitioners specialising in certain areas of law, or even, large departments with everyone doing a bit of everything.
Rather, we have a wide range of departments each of which is focused on a different aspect of the law and divided into a number of specialist teams - in turn, each team comprises a number of experts working within a niche area of that type of law and business. This means that the quantity and quality of the work we do is exciting and most often, ground breaking, as we have both the skills and resources to be creative and develop our expertise to remain cutting edge.
It is by knowing the in's-and-out's of the law at this level and being able to have specialists within each field of business dealing with all the aspects that relate to the matter, that we can make a difference and add value when advising our clients.
Does ENSafrica classify itself as a major player?
Most definitely - as do the likes of Global Chambers (The World's Leading Lawyers for Business), an international publication! Our recent awards, including best large law firm in SA and best legal employer in SA and the fact that we are the largest law firm in Africa explains why we think we are a force to be reckoned with, but then again, we don't want to sound arrogant either.
We are structured on world-class business principles. Our state-of-the-art IT systems provide our practitioners with a constant stream of up-to-the-minute data from around the world, aimed at providing and continually renewing the competitive edge of our clients. All of the firm's operations are managed by experts in their respective fields, enabling our practitioners to focus on what they do best - the business of law.
ENSafrica operates as one firm through fully-integrated offices across Africa. We currently have six offices in South Africa and a growing presence throughout Africa. Our offices don't operate by means of a network or as an alliance, nor do we adopt a 'Swiss Verein' approach. Instead, we work as one team and one firm across countries.
To view our office locations please click here.
To view our areas of expertise please click here.
What is ENSafrica's policy on training and development and the retention of talent?
One of the key focus areas of our human resources department is on developing our talent.
We have an in-house training programme that caters for the needs of individual practitioners, teams and new learnerships.
Our Chairman, Michael Katz, who is one of the leading commercial and tax lawyers in South Africa with some 40 years of experience and numerous accolades (including being named as the leading M&A lawyer in South Africa by Chambers Global); assisted by Professor Dale Hutchison, (who currently lectures law at the University of Cape Town), personally manage the firm's formal weekly training programme to ensure that our practitioners remain up to date regarding the latest developments in law and business and are up to speed with local and global issues facing our clients and their businesses.
The firm hosts a number of internal seminars and workshops to promote communication and to workshop ideas so as to constantly grow business intelligence and ensure that our people remain on top of the latest developments in law, tax and forensics. We are also currently recruiting a dedicated Training and Development Director who will be focused solely on driving these initiatives - this is further proof of our commitment to growing our people.
Apart from our more formal training and development programmes we encourage our people to mix informally to discuss and debate matters and this creates a buzz around the place - these ad hoc encounters between our practitioners enable them to be creative, problem solve and to come up with the inspired solutions for which the firm is renowned.
To this end the firm has a state-of-the-art restaurant, a pool table and coffee bar. In addition to this, we also host a variety of other events to allow practitioners and support staff to share knowledge and chat in "creative spaces". We believe it is these ad hoc, informal gathering times that inspire our people to deliver their best creatively and have fun at the same time.
How does the company compare with others regarding salaries, benefits and work environment?
Because we are so committed to the hiring of talented employees, we also set the benchmark for salaries in the legal industry. In Cape Town, ENSafrica is the highest paying firm in the legal industry and is among the top-paying firms in Johannesburg. A comprehensive compulsory medical aid scheme is in place. Annual leave complies with legislation and there is a progressive maternity leave programme. We also offer religious, study and family responsibility leave. Long service awards are presented to those who have dedicated more than five years to the company.
The work environment itself is characterised by giving employees an opportunity not only to work together but to spend time relaxing together should they choose to do so. The firm holds an annual retreat to which all practitioners and senior services team members are invited along with their spouses and families. This is a big event not only in size but in terms of excitement as everyone comes together to enjoy a weekend of fun and leisure. It is an opportunity for everyone to get to know each other better in a relaxing and informal setting, and for our practitioners' families to be acknowledged for their contribution - after all it's because of their support at home, that our people are able to do what they do.
There are numerous events and functions throughout the year in which teams and employees at different levels can participate. Some choose to play action cricket, some soccer, still others touch-rugby or cycling. There is something for everyone including monthly social functions such as month-end drinks.
Furthermore, the environment is such that it encourages people to get together - be it for a late breakfast or luncheon, just to chat and catch up on various matters - these ad hoc meetings encourage team building and collaboration at all levels but in a spontaneous and dynamic way. We purposely created spaces within the firm which encourage people to get together whether it be over a meal in our JHB or CPT restaurants or just for a cup of coffee. Meals in our restaurants are heavily subsidised and employees can invite family members and friends to join them in the restaurant.
By design, we have tried to make the workspace creatively appealing so that being at work can be exciting for our people - we want everyone to feel and "be part of it"!
Our work environment is also designed around making the systems work for our people rather than the other way round. The firm does not put limits on mailbox sizes and apart from the obvious internet firewall blocking for spam and viruses, everyone can access the internet as and when they need to. Our intranet is also a great tool for people to share ideas and see what's happening in the business. The environment is characterised by being open and transparent - there are no levels and hierarchies - we're one team.
What's the company's view on BEE?
We are committed to Black Economic Empowerment (BEE) within the firm firm and we are recognised for our contribution to Broad-based Black Economic Empowerment (BBBEE) in South Africa and are proud to be a level 2 BBBEE contributor. Our objective is to become the foremost empowered provider of legal, tax and forensics services in South Africa. The firm's desire to be fully transformed is motivated by a combination of its commitment to diversity - one of the core values of the firm- and good business sense. We have known for many years that utilising the talents and abilities offered by a full cross-section of South Africa's people means better clients service.
Our commitment to empowerment and transformation is driven through our compensation system whereby principals are either rewarded or penalised financially depending on the level of contribution they make towards transformation.
As a leading law firm, we are keenly aware of the role we can play in enhancing transformation efforts in the legal field. As such, the firm's commercial litigation department has adopted a policy which gives preference to black advocates when external counsel is required. In order to track the effectiveness of this policy, all members of the department are required to record which advocates services are utilised, and these records are collected and considered by a committee which was established to oversee this and similar initiatives. It is also our policy to support all transformation and skills transfer initiatives adopted by the bar councils at the various bars around the country. While the firm believes that it can contribute most by developing promising black practitioners from within, it remains open to entering into alliances or affiliations with black firms should it be in the interests of the client and/or BEE and skills transfer. We have already worked successfully with a number of black firms on a variety of large projects.
The firm has a transformation task team who constantly looks at issues in order to create optimum conditions to ensure the success of black practitioners.
What is the firm's view on empowering women?
The firm has a special programme to empower and assist women in their careers and to be promoted to executive. For example, our maternity benefits allow our female practitioners to work part-time while maintaining and developing their legal, tax or forensics practices if they choose to do so. In fact, the firm's compensation and criteria system provides time and space to enable women to balance their professional life with their family commitments.
How does ENSafrica implement/embrace responsible environmental programmes and corporate social investment?
In terms of our corporate social investment policy, we are committed to helping and transforming the lives of disadvantaged individuals and communities. Our ultimate goal is to improve the skills, knowledge, economic capacity and quality of these individual's lives so that they, in turn, are empowered to transform their surroundings.
We were the first law firm in South Africa to have established a pro bono office in the heart of a historically disadvantaged community - Mitchells Plein in Cape Town - from where the lawyers provide free legal advice to the underprivileged and lend support and training to non-governmental organisations such as trauma centres and advice offices. We are also proud of our pro bono office in the poverty stricken community of Alexandra, Johannesburg out of which our practitioners from our Johannesburg office provides access to legal advice to those who cannot afford to pay.
Each of our lawyers renders at least 32 hours of pro bono service per annum to our pro bono initiative. We also do pro bono work for the Nelson Mandela Children's Fund and the Desmond Tutu Peace Foundation. In addition, we provide pro bono services to community-based interest groups for a variety of causes and projects. We also donate funding and resources to a number of charity organisations.
In addition, the ENSafrica educational trust provides financial assistance to schools in the disadvantaged areas of Gauteng and the Western Cape in order to uplift the standard of education. As part of this initiative we sponsor three Grade 11 pupils from Portlands High School in Mitchells Plein and three from Fezeka High School in Gugulethu to attend extra lessons on Saturdays and during the holidays in order to increase their chances of qualifying for tertiary education.
Time, money and resources are also donated to the Alexandra Education Committee (AEC) which raises funds for bursaries. The firm sponsors a five-year bursary for one pupil and also participated in the AEC's mentoring programme, where our practitioners help students with their studies, guide them in their career choices and provide emotional support.
What is exciting about the future of the firm?
We will continue to drive transformation and aggressively recruit, develop and retain young talent. We will continually evolve with the times, maintain and develop a first-rate reputation and provide inspired and solution-driven results at all times. The firm will continue to grow and develop, not only in terms of sheer employee number, but also with regards to quality and service. This will be achieved through commitment to their employee relationships; the 'one-team' approach that demands collaboration and communication within. We will remain committed to playing our part as a corporate citizen by making meaningful contributions to underprivileged members of society.
What epitomises your firm and what is your culture and style?
Our company culture is defined by a set of core values. The values set the tone and the environment of the firm. We hold each other accountable to live the values on a day-to-day basis and hold them close to our hearts.
In 2007 and again in 2013 the firm undertook a re-evaluation of its vision and strategic goals. This was not done based on a "top-down" approach but rather our final vision and strategic goals were determined based on everyone's inputs. Everyone at every level in the organisation was consulted and gave their view as to what the firm should focus on going forward. Our vision is to be the African law firm of choice: innovative - world class - solution driven. We are indeed proud of our vision as it incorporates everything we stand for in a simple statement, but what makes it even more special is that it is the product of all of our people's inputs - together we are more.
So where do I send my CV?
Have outstanding track records with at least 1 - 2 years' experience in Labour Court and CCMA litigation.
Have outstanding track records with at least 2 years' post admission experience.
Be able to co-ordinate client and counsel expectations, ensuring outstanding levels of client service.
Should be a team player, who is able to support other practitioners in teams to deliver required product.
Have outstanding track records with at least 1 - 2 years' experience in either general Commercial Law or Commercial Litigation.
Have exposure to Competition law and the ability to litigate independently in Competition Law matters would be added recommendations.
Appropriate accounting qualification (Chartered Accountant (SA)), or be a qualified attorney with Corporate Tax / Income Tax / International Tax experience.
The focus of this position will be to proactively implement and effectively maintain this particular area of responsibility (see attached outline of roles) in a business context; and, in so doing, achieve optimum turn-around time and efficiencies within all areas of ENSafrica's services department (and in particular, that area for which the incumbent is responsible).
As such, the incumbent will have to play a very proactive role in chasing and gathering required information and "sign-offs", as well as be responsible for all administration aspects within their specific area of expertise/focus. Furthermore they will be required to make an effort to understand the existing firm systems and procedures and in terms of that background, be instrumental in coming up with better ways of working and new standard operating systems to enhance workflows within ENSafrica and ameliorate the way in which we do business with both our clients and suppliers and communicate these to their team leader.
The incumbent of this position will also need to demonstrate high levels of EQ and excellent communication skills. Loyalty to ENSafrica and strong alignment to ENSafrica's one-firm culture, vision and values is key - it is important that the candidate is willing to promote what ENSafrica stands for within the team and firm, as well as be willing to mentor and coach other team members and ENSafrica staff members in the "ENSafrica way".
We have a one-on-one mentoring and training system for the firm's young professionals, who have access to the most experienced commercial practitioners in the country. ENSafrica has huge ambitions for its accredited in-house Practical Legal Training course, which has been running for some time and is also open to external black candidates. In addition, ENSafrica holds in-house lectures every week and takes skills transfer very seriously.
ENSafrica has an in-house training programme that caters for the needs of individuals, teams and new learnerships. ENSafrica's chairman, Michael Katz, one of the leading commercial and tax lawyers in South Africa, is assisted by Professor Dale Hutchison, who currently lectures law at the University of Cape Town; in setting in place the training programme. The training programme is facilitated through the firm's accredited in-house Practical Legal Training course lectures which have been running for some time, and are open to external black candidates to attend.The firm also hosts a number of internal seminars and workshops to promote communication and workshop ideas so as to constantly grow business intelligence and be on top of the latest developments in law, tax and forensics.
We have a one-on-one mentoring and training system for the firm's young professionals, who have access to the most experienced commercial practitioners in South Africa. A principal, a mentor and a human resources monitor are assigned to each new recruit to help him or her to adjust, learn and grow within the company. New recruits are not held back but from day one exposed to real world of business and law, sitting in on client meetings and liaising with the legal and tax experts within that area to see "hands-on" how client solutions are generated and communicated In addition, ENSafrica has a formal mentorship programme specifically designed for young black practitioners to be mentored and trained as world-class lawyers.
You can email us at info@ensafrica.com or use the form below.
Our clients are many and varied. We act for many listed companies, such as Pick 'n Pay, First National Bank, the Bidvest Group, Goldfields, Coronation, ABSA, Distell, Woolworths, Investec and Clicks, as well as the 2010 FIFA World Cup Local Organising Committee, the National Treasury, the Public Investment corporation and parastatals such as Transnet. Among our clients are international companies such as Barclays Bank and Standard Chartered Bank, as well as top sporting personalities and media companies.
ENSafrica won AFRICA & MIDDLE EAST DEAL of the YEAR for its involvement in Gold Reef Resorts Ltd merger with Tsogo Sun Holdings Pty Ltd at the M&A Atlas Awards 2012 in New York. ENSafrica represented both parties in the transaction.
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