Workplace Policies (Effective Immediately) 1.1 Disagreements Minor disagreements shall be settled with small acts of violence: a slap to the face, a stapler to the groin, or a laptop to the knees are just a few examples. Employees may use any workplace object or surface in order to injure other employees. Remember: violence encourages others to better understand your way of thinking, and fosters respect in future disagreements. Those who attempt to settle minor disagreements with reason and dialogue shall be in violation of The Code. Major disagreements shall be settled by dropping the gloves and chucking knuckles. The last employee standing shall be considered in the right, though both employees shall be sent home for the duration of that workday. Third parties in disagreements are strictly forbidden, and any third party combatants shall be sent home without pay for the duration of the workweek, though will be considered to have grit and admirable character. Third party incidents shall be ignored if the number of those in the disagreement grows to include the division or team its entirety. Those not participating in a full-division disagreement shall be in violation of The Code and will be considered to be absent of grit and admirable character. 1.2 Benefits and Compensation Benefits and compensation shall henceforth be awarded without reason or rationale. Lower level employees will inexplicably, at times, be better compensated than executives or long-serving employees. Those in the Toronto offices shall be compensated at a rate double of that in regional offices. Performance shall have little to do with compensation. Unquantifiable intangibles will be cited as reasons for inflated remuneration. Those who have outstanding fourth quarters shall be rewarded for that quarter in ignorance of all previous quarters. Those who carry the bulk of the workload and adhere to The Code shall be rewarded in empty platitudes, but not monetarily, though will be considered to have grit and admirable character. 1.3 Responsibility Failure and underperformance by teams and divisions shall fall upon the team leaders and divisional executives. If teams or divisions fail to meet expectations, the team leader or divisional executive shall be summarily dismissed. Teams and divisions will publicly praise their dismissed leaders, and will promise to continue to support the organization with efforts of no less than 110%. 1.4 Discrimination and Harassment We expect and demand a respectful and professional work environment. Discrimination shall not be accepted under any circumstances, with the following exceptions: If it involves Europeans. If it involves French Canadians. If it involves non-Canadians. If its really funny. Harassment shall be tolerated only under the following circumstances: If it involves interns. If it involves first-year employees. If it involves guys who had it coming. If its really funny. For circumstances that do not fall into the above categories, please refer to The Code. 1.5 Statement on the Bearing of Firearms Carrying of firearms is strictly prohibited. This is not the NFL. 1.6 Health & Safety All workplace-related injuries and illnesses shall be kept private, and referred to only as upper- and lower-body ailments. Employees who are absent while suffering from workplace-related injuries and illnesses shall be considered to be lacking grit and admirable character. Should an employee be absent due to non-workplace health issues (hangovers, STDs, pregnant in an adulterous affair), their ailment shall be referred to as the flu or food poisoning. Information concerning hangovers, STDs, and pregnancies from adulterous affairs shall be kept within the organization, under the purview of The Code, and because they are indicative of grit and admirable character. For safety purposes, suits and protective headwear shall be worn at all times on the premises, and removed only in instances of disagreements (see 1.1) or celebration. Athletic supporters are not mandatory, but, cmon. 1.7 Nepotism Nepotism shall be rewarded and encouraged. Family members of previously successful employees shall be determined to possess equal or superior skills to the aforementioned. Automatic respect will be garnered. 1.8 Alcohol & Drugs Use of alcohol and drugs on work premises are strictly forbidden, except during celebrations or getting ready for a big day. Alcohol and drug use on employees personal time shall be discouraged, though ignored if said employees are productive or adhere to The Code or have grit and admirable character. 1.9 Media Relations After each workday, all employees shall be required to address the media. Team leaders and divisional executives shall issue brief statements, followed by terse and adversarial responses to the medias questions. The media shall, at all times, be considered ill-informed and intrusive. Employees will be permitted to answer questions with only the following five responses: We gave a 100% and put in a full day. Its all about the team. I refer you to The Code. Were taking it one day at a time. Only time will tell. Any media member who challenges the policies or activities of the organization will be questioned for not having previously worked in our industry, and dismissed for a lack of understanding of The Code or the merits of those who have grit and admirable character. 2.0 Treatment of Co-Workers All co-workers shall refer to each other by their first name or surname with a –y added to the end (Smith=Smithy or Smitty, Dave=Davey) or by a nickname that is equally affectionate and insulting. Adolescent, insulting, and vile language is henceforth the norm. Employees are encouraged to insult co-workers by calling each other by names that are not gender appropriate, referring to having intercourse with each others mothers and/or partners, and to question both the size and effectiveness of employees manhood. Such language is noted to adhere to The Code, and those who excel at its employment are seen to have grit and admirable character. 2.1 Transferability Henceforth, all employee contracts are transferable. Without notice or warning, any employee may be transferred to another organization. Reasoning for the transfer must include: Spite. Mismanagement. An attempt to shake things up. Disagreement over compensation. Perceived disrespect. Employees request. Failure to adhere to The Code. Lack of grit and/or admirable character. Alternately, employees may now be demoted to subsidiary organizations with lesser facilities in lesser locations, though these subsidiaries are known to foster grit and admirable character. 2.2 Repercussions Minor violation of any of these policies, or any act that violates The Code, will result in a half-day banishment to a secured cubicle that has been built in each divisions workspace. While in the secured cubicle, penalized employees will feel shame. Major violations shall require suspensions at the purview of management, though the length of any suspension shall not be related to any other. At the discretion of management, minor and major violations may be ignored if they are deemed to fall under the discretion of The Code. In such instances, the offending party shall be labeled as having grit and admirable character. Conclusion Each of these policies may change without notice or rationale at the discretion of management, and every 4-8 years the workplace shall be shutdown for 8 months to reevaluate all policies to the great frustration of our valued customers. All employees are forthwith encouraged to adhere to The Code and develop grit and admirable character, or they should go work for a European organization. Interested parties may opt to enroll in the organizations monthly character building workshops on the Sutter Family farm in Viking, Alberta. Adidas Schoenen NMD . "I met her, I think, a week ago. We went to a Norwood hockey store and picked her out some gear. Adidas Zx 9000 Kopen . Team spokesman Donald Beauchamp said there was no new information on the 80-year-old Hall of Famers condition. The family has requested privacy. http://www.nmdbelgie.com/kopen-adidas-co...al-80-sale.html. The redshirt freshman finished the regular season with nearly 3,500 passing yards, and 35 touchdowns with another three on the ground while leading the Seminoles to the top of the BCS Rankings. Adidas NMD R2 Heren .35 million. The right-hander had agreed last February to a deal that pays him $3.775 million this year and allows him to earn an additional $225,000 in bonuses based on games finished. Adidas Alphabounce Kopen . - The infectious smile was missing from Nam Nguyen last week.NORMAN, Okla. -- Trevor Knight passed for 252 yards and a touchdown and Keith Ford had 117 yards from scrimmage and scored two touchdowns to help No. 4 Oklahoma defeat Louisiana Tech 48-16 on Saturday night. Ford ran for 51 yards and caught four passes for 66 yards for the Sooners, who rolled to a 31-0 lead in the second quarter of the season opener for both teams. Samaje Perine ran for 78 yards and a touchdown and Alex Ross ran for two scores for the Sooners. Zack Sanchez led Oklahomas defence with an interception and a blocked field goal. Oklahoma linebacker Jordan Evans was ejected in the second quarter for targeting when he tried to make a play against Louisiana Tech quarterback Cody Sokol, but the Sooners remained dominant. Sokol, an Iowa transfer in his first career start, passed for 191 yards and two touchdowns for Louisiana Tech. Oklahoma scored on its first four possessions. On Oklahomas first drive, Knight bought time and flipped an 8-yard completion to Dimitri Flowers on fourth-and-2, then Ford rumbled 22 yards down the left sideline on the next play to open the scoring. Knight found Sterling Shepard for a 16-yard touchdown on Oklahomas second possession to put the Sooners up 14-0. Shepard, who fiinished with four catches for 49 yards, passed his late father, Derrick Shepard, on the schools all-time receiving yardage list.dddddddddddd Late in the first quarter, after Evans was ejected, Sanchez blocked a field goal to give the Sooners good field position. Oklahoma took advantage with a 5-yard touchdown run by Ford that pushed the lead to 21-0 with 33 seconds remaining in the first quarter. After Sanchez intercepted Sokol, Michael Hunnicutts 39-yard field goal pushed the Sooners lead to 24-0 early in the second quarter. After Ross scored again, Tech finally got on the board when Jonathan Barnes made a 36-yard field goal with four seconds left in the first half to trim Oklahomas lead to 31-3 at halftime. Oklahoma held the Bulldogs to 89 yards in the first half, and Tech got 56 of them on their final possession before the break. The Sooners gained 270 yards in the first half and scored on all but one possession before the break. Ford hauled in a 29-yard pass and held on after taking a vicious hit, then Ross capped the possession with an 8-yard touchdown run to push the Sooners ahead 38-3. Dixons 6-yard touchdown catch gave the Bulldogs their first touchdown, but they still trailed 41-10. ' ' '