Lewis Silkin Archives - Legal Cheek https://www.legalcheek.com/tag/lewis-silkin/ Legal news, insider insight and careers advice Thu, 04 Sep 2025 12:28:28 +0000 en-US hourly 1 https://wordpress.org/?v=6.8.2 https://www.legalcheek.com/wp-content/uploads/2023/07/cropped-legal-cheek-logo-up-and-down-32x32.jpeg Lewis Silkin Archives - Legal Cheek https://www.legalcheek.com/tag/lewis-silkin/ 32 32 Pinsent Masons posts 73% autumn retention rate as Bird & Bird and Lewis Silkin also reveal figures https://www.legalcheek.com/2025/09/pinsent-masons-posts-73-autumn-retention-rate-as-bird-bird-and-lewis-silkin-also-reveal-figures/ https://www.legalcheek.com/2025/09/pinsent-masons-posts-73-autumn-retention-rate-as-bird-bird-and-lewis-silkin-also-reveal-figures/#respond Thu, 04 Sep 2025 07:44:56 +0000 https://www.legalcheek.com/?p=223771 52 out of 71

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52 out of 71


Pinsent Masons has kept on 52 of its 71 qualifying trainees this autumn, giving the firm a retention score of 73%.

Nineteen of the newly qualified (NQ) solicitors join the firm’s finance and projects team, with 13 heading to transactional departments, 10 to property, and another 10 to risk advisory services.

Elsewhere, Bird & Bird revealed a 75% retention rate, keeping 15 of its 20 qualifiers. The group includes five in commercial, five in IP, two in disputes, two in corporate, and one in employment.

The 2026 Legal Cheek Firms Most List

Elsewhere, Lewis Silkin confirmed it will retain five of its six final-seat trainees. Two join the firm’s employment practice, while the remaining three qualify into IP, corporate, and the digital, creative and commerce team.

The Legal Cheek Firms Most List 2026 shows that NQs at Pinsents start on £105,000 in London, while their counterparts at Bird & Bird earn £102,000. At Lewis Silkin, NQ salaries sit at £85,000.

Trainee retention rates: the story so far… 🤝

(scroll right if using 📱)

Firm Trainees Retained Retention Rate NQ Destinations
Wedlake Bell 8 8 100% 2 to insolvency; 1 each to commercial disputes, construction, corporate, tax, IP/commercial, and private client
Herbert Smith Freehills Kramer 31 29 94% Undisclosed
Irwin Mitchell 53 48 91% 14 to Business Services Group; 12 to Medical Negligence; 9 to Court of Protection & Public Law & Human Rights; 8 to Private Client Group; 4 to Personal Injury; 1 to General Counsel
RPC 18 16 89% 6 to insurance; 6 to disputes (3 IP/tech, 2 commercial litigation, 1 media); 4 to corporate & commercial
Watson Farley & Williams 18 16 89% 5 to asset finance; 4 to project finance; 2 to corporate; 1 to debt capital markets; 2 to disputes and 1 to finance in Dubai; 1 to disputes in Bangkok
Clifford Chance 57 49 86% Undisclosed
Macfarlanes 28 24 86% Undisclosed
Lewis Silkin 6 5 83% 2 to employment; 1 each to IP, corporate, and digital, creative & commerce
Linklaters 40 33 83% Undisclosed
Bird & Bird 20 15 75% 5 to commercial; 5 to IP; 2 to disputes; 2 to corporate; 1 to employment
Pinsent Masons 71 52 73% 19 to finance & projects; 13 to transactional; 10 to property; 10 to risk advisory
A&O Shearman 54 37 69% Undisclosed
Withers 14 9 65% Undisclosed

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Top commercial awareness topics to watch for this training contract application season https://www.legalcheek.com/lc-careers-posts/top-commercial-awareness-topics-to-watch-for-this-training-contract-application-season/ Tue, 19 Nov 2024 08:16:01 +0000 https://www.legalcheek.com/?post_type=lc-careers-posts&p=212135 From AI to interest rates -- lawyers have their say

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From AI to interest rates — lawyers have their say


Commercial awareness can be a challenging concept for aspiring lawyers to understand. What does it mean? How can you develop it? And what are the key issues students should focus on as they prepare for training contract applications and interviews?

To address these questions, Legal Cheek recently partnered with The University of Law (ULaw) and solicitors from six leading law firms to host an event titled ‘The Big Commercial Awareness Themes of 2024-25 — with DWF, Goodwin Procter, Irwin Mitchell, Lewis Silkin, Morrison Foerster, TLT and ULaw’.

We heard from lawyers across a wide range of practice areas, including medical negligence, data privacy, and public inquiries. The panellists offered diverse insights into how today’s major commercial trends are impacting solicitors and their clients.

ULaw’s careers manager, Kat Meehan, also joined us to provide valuable advice on how applicants can effectively demonstrate their understanding of these trends during the recruitment process.

AI

We kicked off our panel by discussing AI — the hot topic which has been on everyone’s lips this year. AI is affecting the type of work which lands on solicitors’ desks across firms, drives developments in the sectors they work in and is slowly changing the day-to-day practice of law.

We heard from Tughan Thuraisingam, partner in the data protection, privacy and cyber security team at DWF, about how developments in AI are affecting his clients. “I had a call from a client just last week who was concerned that one of their providers has started using an AI system,” he explained. “Our client didn’t have any clarity on how this system was using data. The GDPR focuses on ensuring that individuals have greater control over their personal data.” Yet as more business begin to use AI, “the way data is being used is becoming more and more obscure”.

Developments in AI technology are also raising questions in the medical negligence team at Irwin Mitchell, where Emma Rush is a partner. “If use of AI in healthcare became widespread, we would have to see an overhaul of the legal test to establish legal liability,” Rush explained. “You can’t take a witness statement from a robot, so who would be the defendant?” she asked. The medical negligence lawyers of the future could well be sitting across the table from software developers as well as doctors and NHS trusts.

Find out more about studying at The University of Law

Kat Meehan, careers manager at ULaw, shared her advice on how applicants can best respond to application questions on this hot topic. “Students often give very general assessments of the impact of AI on solicitors,” she said. “Recruiters want to see candidates who can give specific details of how AI will affect various legal practice areas.”

Interest rates

This is another topic which has dominated commercial news headlines over the past few months. Interest rates have risen steadily from the beginning of 2022 after dropping to record lows. We heard from our panellists about how this affects their clients.

Ravi Chopra, a partner in the private investment funds team at Goodwin Procter, discussed how the private equity houses he advises adapt to market conditions. “My clients consider what strategies to launch depending on the interest rate environment,” he said. Private equity firms typically buy companies with the goal of selling them later, known as “exiting”. Chopra added: “When interest rates are volatile, particularly if they are increasing, you might have a slowdown in exits because businesses are not sure how much things are worth, or buyers might be struggling to raise money.”

We heard more on interest rates and M&A deals from Luke Rowland, of counsel in the corporate M&A team at Morrison Foerster. Rowland’s clients “tend to be larger listed multinationals.” These companies are less heavily affected by interest rate fluctuation than the PE houses that Chopra works with. “My clients are often funding acquisitions from the balance sheet,” he told us — i.e. without raising outside capital. Additionally, the economic environment has meant “share prices are at an all-time high which is a good thing for listed companies”. Rowland explained that “there are winners and losers in every type of economic environment”.

SQE Prep: Prepare to take the plunge into SQE with trevision tips and assessment advice, a taster lesson and more!

Politics

Major political elections have also been a topic of discussion this year, with the election of Kier Starmer’s Labour Party in the UK and the recent election of Donald Trump across the pond. Our panellists discussed how changes in government, particularly here in the UK, are affecting their practice areas and their clients.

Michaela Bolton, senior associate in the public inquiries and public law team at TLT, explained that “public inquiries are independent of government although they are bankrolled and initiated by governments”. However, “the decision to commission an inquiry rest with government minsters.” This can mean that the type of inquiries that spring up can be influenced by the goals of the government of the day. “I’m looking forward to seeing how the practice changes in the next few years,” Bolton told the virtual audience.

Rush shared an insight into how the medical negligence field might be affected by the latest budget. “The national insurance increase set out in the budget wasn’t accompanied by an increase in funding for GP practices,” she told us. NHS trusts, on the other hand, received additional funding to cover this national insurance hike. “As employment costs rise, I wouldn’t be at all surprised to see GP surgeries replacing doctors with lower cost roles which don’t have the same level of medical expertise.” In Rush’s view, “there is the potential for this to impact patient care going forward and we might see more medical negligence cases relating to primary care.”

ESG

Environmental, Social and Governance (ESG) principles are encouraging businesses across sectors to consider their impact on the world around them more carefully — and law firms are no exception.

Sam Pennington, corporate partner at Lewis Silkin, chairs the firm’s responsible business group. Founded by Lewis Silkin, a Lithuanian refugee who rose from humble beginnings to qualify as a solicitor and win a seat in parliament, this firm’s relationship to ESG principles goes back a long way. “We were founded as a law firm doing legal aid work in Peckham with a strong social mobility story of our own,” Pennington said. But ESG considerations are now relevant to all law firms. “Even law firms who have been historically unconvinced by ESG agendas are being dragged there by their clients and they’re being dragged there by their staff. People now want to work at a firm which aligns with their ethics.”

In Pennington’s view, the pressure to adhere to these principles is only set to increase. He references the UK’s new target of an 81% emissions reduction by 2035, recently announced by Keir Starmer, stating, “pressure on businesses is going to have to ramp up if the country is going to hit these targets”.

Find out more about studying at The University of Law

How can you show off your commercial awareness?

So, we have heard from our panellists about how these big issues are affecting their practices, but how can aspiring lawyers best show off their commercial awareness in the recruitment process? ULaw’s Kat Meehan was on hand to share her insights.

“Students do really worry about not being commercially aware enough,” she acknowledged. “It’s important to know that you aren’t expected to know everything.” Therefore, you should be selective about the issues that you do choose to follow:

“Make sure you choose to follw issues that you have a genuine interest in and track developments over time,” Meehan said. “It’s going to be very difficult to get up to speed the night before an interview.”

As well as choosing topics that you are interested in, it’s equally important to make sure they are relevant to your target firms. “Ask yourself how the issues you’re interested in affect the sectors that the firm advises,” Meehan said. She also shared some practical advice for spotting which issues are most relevant to which firms: “Look at what news stories they are covering on their websites, through LinkedIn posts or blog articles. This is a big clue as to the hot topics that are relevant to their clients.”

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Inside the life of an employment lawyer  https://www.legalcheek.com/lc-careers-posts/inside-the-life-of-an-employment-lawyer/ Thu, 29 Aug 2024 11:10:46 +0000 https://www.legalcheek.com/?post_type=lc-careers-posts&p=208861 Carly Mather, partner at Lewis Silkin, discusses her work, life at the firm and its rapid expansion across the North of England

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Carly Mather, partner at Lewis Silkin, discusses her work, life at the firm and its rapid expansion across the North of England

Carly Mather partner at Lewis Silkin
Carly Mather, partner at Lewis Silkin

“For me, it’s the people aspect,” says Carly Mather, employment partner at Lewis Silkin, when I ask what draws her to employment law. “The subject matter relates to people; you’re not just advising on the law, you must consider the psychology of employment: How are people going to react? What’s the demographic like? This is fascinating to me because you’re advising people about people,” she explains. “Secondly, it’s the pace. There are many updates to employment law throughout the year, so it’s imperative to stay sharp and keep moving as an employment lawyer.”

A self-professed employment “generalist”, Mather not only enjoys pace and perspective as an employment partner at Lewis Silkin, but also a huge breadth and variety. “My work spans restructuring projects and managing key litigation accounts, undertaking case work on complex discrimination matters as well as dealing with redundancy exercises and board room disputes. So, I work on both contentious and non-contentious areas, and I like the different perspectives,” she explains. Mather also emphasises that after dealing with complex, long-running cases that are contentious, acrimonious, and at times combative, it’s a relief to occasionally switch to less emotive commercial/ transactional work.

Applications for Lewis Silkin’s training contract programme (London, Manchester, Cardiff and Belfast) open 14 October 2024 and closes 15 January 2025

With this breadth of practice knowledge across employment law, I was keen to dig into the key commercial awareness topics affecting her practice area. I ask Mather about the pandemic-era effects on employment work, and whether there is an overhang that can still be felt today.

“I would say that the people aspect of employment law has become even more prominent since the pandemic,” she says. “This is because there are real hangover ‘issues’ which relate fundamentally to changes in society such as hybrid working, people leaving London, remote working or maintaining culture and even real estate issues.”

However, she’s keen to point out that these are not ‘problems’ but rather opportunities for clients to evolve with societal changes. “At the time, clients were saying: ‘How do we get people back to the office? How should we change our policies?’” But rather, employment lawyers need to shift focus from seeing these as problems with a “quick fix” solution, to exploring them in the context of evolution,” she explains. “Becoming comfortable with change and evolution speaks to the long-term strategy of a client firm, its resilience and its adaptability.” So, one of the key takeaways for employment lawyers post-pandemic has been to think more creatively and “holistically” about how they advise their clients. “Lawyers need to focus on clients’ business priorities and align their advice with these goals, rather than just seeking to provide quick solutions to perceived problems,” she says.

Find out more about training as a solicitor with Lewis Silkin

Having been part of a team of only four lawyers spearheading the launch of Lewis Silkin’s new Manchester office in 2022, the conversation shifts to the firm’s long-term strategy. Is the firm’s rapid expansion into the North of England over the past few years part of a plan to ‘capture the North’? “Not quite,” she laughs. “The expansion of the firm into the North, by opening its offices in Leeds and Manchester in 2022 and 2023 respectively, was a ‘people-led decision’,” she explains. “It’s essentially a plan for growth that comes from an acknowledgement that there are hugely talented lawyers outside of London, and we want to attract these lawyers across the country.” She reveals that Lewis Silkin’s plan for the North specifically is in recognition of the fact that Manchester and Leeds are huge legal markets, but they are different in their identities, client bases and in firm demographics.

“It has been hugely exciting and incredibly busy!” Mather continues. “I had always worked in big teams, and suddenly there were only four of us! That’s ultimately why I joined; I thought, ‘I am going to have the most intense fear of missing out if I don’t become part of this exciting growth!’” Regarding the culture in the Manchester office, she says, “Everyone here is very close and collaborative. I have never worked anywhere with a culture as strong and genuine as this.”

With the firm launching a brand-new Manchester-based training contract in 2025, Mather goes on to explain why the city is such a hotspot for budding lawyers. “I’m biased of course, but Manchester is a very special place because it’s very diverse, it has a great economy, a big banking industry, and it has huge tech and media influence through the media city. It’s a strong, contained market, and an interesting place to be in terms of the universities and culture,” she says. “But it’s also easily connected to London, meaning that it pivots well as a strong independent market whilst also retaining strong links with the Capital.”

Mather also stresses that being a Manchester-based lawyer doesn’t necessarily mean that you’re limited to local clients. She tells me that the common perception of London being the sole legal hub when it comes to juicy deals is not the case for Lewis Silkin’s lawyers. “There are huge transactions done here, in the Manchester office. At Lewis Silkin, it’s not the case that if you’re working in Manchester, you service only Manchester based clients. Our clients are national, and many are headquartered in the Capital. So, the work we do in Manchester isn’t any different from the work done in London, it just so happens that we’re based here!”

Applications for Lewis Silkin’s training contract programme (London, Manchester, Cardiff and Belfast) open 14 October 2024 and closes 15 January 2025

Along with being a part of a vibey legal culture in Manchester with national work, Mather also emphasises that trainees will be joining the firm’s Manchester office at a very exciting moment in time for the firm. “The most exciting opportunity with the Manchester training contract is the point at which recruits would be joining,” she says. With “rapid growth” firmly on the radar for this national giant, Mather is keen to emphasise the opportunities that this brings to its juniors. “Trainees will be playing a key part in Lewis Silkin’s journey: the plan is to continue investing heavily in both the Leeds and Manchester locations. We started the office as a team of four people less than two years ago, and we’re now at a headcount of 11 lawyers in Manchester and 9 in Leeds! This is a huge opportunity for trainees to gain incredible exposure and experience the expansion of a law firm first-hand.”

Bringing the interview to a close, I ask Mather for her advice for budding lawyers embarking on their legal careers. “Be patient!” she says. “There is a propensity with a career in law to want to achieve everything quickly. But, if you work hard enough, you’ll be able to achieve anything that you want to, even if getting there isn’t exactly linear.”

Lewis Silkin will be taking part in ‘The Big Commercial Awareness Themes of 2024-25’, a virtual student event taking place on Tuesday 12 November. The event will also feature lawyers and industry experts from DWF, Goodwin Procter, Irwin Mitchell, Morrison Foerster, TLT and The University of Law. APPLY NOW.

Find out more about training as a solicitor with Lewis Silkin

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Revealed: The best law firms for training and quality of work 2023 https://www.legalcheek.com/2022/11/revealed-the-best-law-firms-for-training-and-quality-of-work-2023/ Fri, 18 Nov 2022 08:42:13 +0000 https://www.legalcheek.com/?p=181175 From top career development to big ticket deals -- which outfits do it best?

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From top career development to big ticket deals — which outfits do it best?

The results are in! Legal Cheek’s exclusive survey reveals the law firms with the highest scores for training and quality of work.

The Legal Cheek Trainee and Junior Lawyer Survey 2022-23 questioned over 2,000 trainees and junior associates on what life is like at the UK’s leading law firms, with a handful of firms scoring an A* in the training and quality of work categories.

Respondents rated the training they’ve received on a scale of 1 to 10 — with 1 being ‘very poor’ and 10 being ‘excellent’. Similarly, respondents rated the quality of work from ‘not at all stimulating’ to ‘highly stimulating’. Firms are then scored from A* to D on the Legal Cheek Insider Scorecard for each category.

With these two categories being the centrepiece of a training contract, achieving the highest possible grade is a sure-fire way to attract the attention of training contract seekers.

A total of six law firms scored A*s and feature in the shortlist for both categories: Burges Salmon, CMS, Farrer & Co, Mills & Reeve, Osborne Clarke and Willkie Farr & Gallagher. Below are the results listed alphabetically:

Best law firms for training 2023

Addleshaw Goddard, Allen & Overy, Bryan Cave Leighton Paisner, Burges Salmon, CMS, Clifford Chance, Dentons, Farrer & Co, Freshfields, Herbert Smith Freehills, Linklaters, Macfarlanes, Mayer Brown, Mills & Reeve, Osborne Clarke, Pinsent Masons, RPC, Shoosmiths, Slaughter and May, TLT, Travers Smith and Willkie Farr & Gallagher

The 2023 Firms Most List -- featuring the Legal Cheek Survey results in full

Best law firms for quality of work 2023

Akin Gump, Burges Salmon, CMS, Farrer & Co, Forsters, Hogan Lovells, Latham & Watkins, Lewis Silkin, Mills & Reeve, Mishcon de Reya, Osborne Clarke, Ropes & Gray, Shakespeare Martineau, Shearman & Sterling, White & Case and Willkie Farr & Gallagher

Through submitting anonymous comments in the survey, respondents could expand on their scores to give further insight into their experiences at their firm. Here is a selection of comments from some of the above firms:

How would you describe the training you have received?

“People are interested in your day to day development as well as the broader picture of how you develop key skills as a junior lawyer. There is an active effort to keep you from doing too much of the same thing. Everyone has so much time for trainees and you can tell they take real enjoyment and supervision and teaching.”

“Training is consistent, well planned and practical.”

“The continued support and guidance has really helped my ability to move between different departments smoothy, understand the areas of law I’d like to work in and provide career guidance for the next steps to qualification.”

“Very high end. I’ve been working directly with very senior people since I started. I’m allowed to make tasks my own and take ownership of them which I’m very pleased about. I’ve developed hugely in a short period of time.”

“Supervisors and the wider teams are genuinely invested in the provision and quality of training (largely because we are seen as the future of the firm).”

How stimulating is the work you are given?

“Throughout my training contract there has been a recognition of when I’ve been reaching my comfort zone and a constant effort to keep pushing me further whilst supporting me at the same time. I have been able to run my own matters and take real ownership over pieces of work.”

“Trainees get involved in top work from day one. No photocopying or printing!”

“As a trainee I have received a broad range of work from the more classic “trainee” tasks to leading workstreams, drafting contracts and leading on client calls.”

“I’ve been given a broad range of contentious and non-contentious work. The breadth of work includes drafting documents, assisting on the signing process for large scale transactions and preparing documents for court hearings.”

“The work is overall of great quality and there is lots of trust from the team.”

The winning law firm in each category will be announced at The Legal Cheek Awards 2023, sponsored by BARBRI and BPP University Law School, on Tuesday 14 March.

The 2023 Firms Most List -- featuring the Legal Cheek Survey results in full

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Lawyers caught gossiping about employment case in the pub let off the hook https://www.legalcheek.com/2019/10/lawyers-caught-gossiping-about-employment-case-in-the-pub-let-off-the-hook/ Thu, 24 Oct 2019 12:06:43 +0000 https://www.legalcheek.com/?p=137088 Discussion of how to 'manage out' man bringing discrimination claim not allowed into evidence

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Discussion of how to ‘manage out’ man bringing discrimination claim not allowed into evidence

The Court of Appeal has taken a stand on behalf of lawyers caught gossiping about live cases during after work drinks, ruling that incriminating pub chat is legally privileged.

The banter-friendly judgment came about after an in-house lawyer for Shell, Michael Curless, allegedly overheard solicitors acting for the oil giant discussing how to “manage him out”.

Curless, who is suing Shell for disability discrimination, persuaded the Employment Appeal Tribunal that the company could not claim legal advice privilege for the overheard conversation.

But appeal judges have decided that Curless could not draw upon the conversation, or a leaked email discussing his case, in his discrimination claim.

Curless, a long-time Shell employee, suffers from diabetes and sleep apnoea. He first raised a disability discrimination claim in 2015 after getting in trouble for poor performance at work.

While the discrimination claim was ongoing, Shell launched a round of redundancies. It was at this juncture that Curless claimed to have overheard two solicitors talking about him in the Old Bank of England pub at the bottom of Chancery Lane:

“He overheard a conversation between two people, who he believes to have been lawyers from Lewis Silkin. They mentioned a senior lawyer at [Shell] who had commenced a disability discrimination claim in the Employment Tribunal. The claimant believes that they were referring to him. They said that this individual’s ‘days are numbered’, because his managers had said that his Employment Tribunal claim was to be handled firmly, and because [Shell] planned to use the context of a redundancy exercise to terminate his employment purportedly by reason of redundancy.”

The Old Bank of England, which has four stars on TripAdvisor, is across the road from Lewis Silkin’s office.

The 2020 Legal Cheek Firms Most List

Adding to Curless’s suspicions, he was anonymously sent an email about him from a Shell lawyer to a Lewis Silkin solicitor. It discussed how he could be offered voluntary severance or made redundant despite his ongoing discrimination claim:

“If done with appropriate safeguards and in the right circumstances, while there is always the risk he would argue unfairness/discrimination, there is at least a wider reorganisation and process at play that we could put this into the context of. I felt in the circumstances this is definitely worth considering even if there is the inevitable degree of legal risk which we would try to mitigate.”

Curless sued again, alleging that Shell had “relied on a planned re-organisation of its in-house legal department as a pretext by which to terminate his employment by way of redundancy”.

The issue in the Court of Appeal was whether Shell could claim legal advice privilege over the email and the pub conversation.

The court concluded that the email contained “the sort of advice which employment lawyers give ‘day in, day out’… we do not agree that this was advice to act in an underhand or iniquitous way”.

Commenting on the case, employment law barrister Jason Braier said “some might see that construction of the email as a tad charitable”.

He added that “solicitors would be well advised to make clear they’re dealing with litigation risks of a genuine redundancy situation rather than considering how good an opportunity this is to manage out an irritant employee”.

The Court of Appeal went on to find that the overheard pub conversation couldn’t be used to put a negative spin on the email. Its judgment, written by Sir Terence Etherton and two other top judges, said that “the advice in the email cannot be tainted by a conversation involving gossip from someone else after the event”.

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