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Sutter Family farm in Viking, Alberta.

 
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Geregistreerd op: 15 Nov 2017
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BerichtGeplaatst: 25-11-2017 09:35:03    Onderwerp: Sutter Family farm in Viking, Alberta. Reageren met citaat

CLEVELAND -- The presumed favourite in the Browns coaching search says hes in the running. Nick Bonino Jersey . New England offensive co-ordinator Josh McDaniels confirmed he interviewed over the weekend with Cleveland owner Jimmy Haslam and CEO Joe Banner. The team is searching for its second coach in a year and seventh since 1999 after firing Rob Chudzinski last week. "We met and thats about all there is at this point," McDaniels said Monday during a conference call. "Nothing further." The Browns began the second week of their search with no conclusion in sight. McDaniels wasnt offered the job because NFL rules prohibit teams from making offers to assistant coaches on playoff teams until they are out of the post-season. Even if the Browns want to hire McDaniels, they cant discuss a contract with him until New Englands season ends. The Patriots play Indianapolis on Saturday in a divisional playoff. McDaniels, who went 11-17 as Denvers coach before he was fired, did not divulge details of his meeting. "The opportunities are certainly flattering if they come up," said McDaniels, a native of Canton, Ohio. "That being said, I am going to try to keep my focus on the Colts and our preparation this week. Like Ive said in the past, Im fortunate to have the job I have, and I love being here. I love doing what Im doing. Each opportunity that comes along is a little different and Im going to leave it at that and continue to put my effort and attention into the Colts this week." McDaniels is one of three candidates known to have interviewed with Haslam and Banner. The Browns top brass also interviewed Seattle defensive co-ordinator Dan Quinn and Arizona defensive co-ordinator Todd Bowles. The team also requested permission to interview Denver offensive co-ordinator Adam Gase, but he declined the chance to meet with the Browns or Minnesota Vikings because he didnt want to be a distraction during the Broncos playoff preparations. Denver hosts San Diego on Sunday. McDaniels immediately emerged as the front-runner to wind up in Cleveland, based mostly on his association with Patriots coach Bill Belichick, who has worked with Browns general manager Michael Lombardi. Banner, too, has always thought highly of McDaniels, who may be better suited for a second go-around as a head coach after some tough lessons learned in Denver. The 37-year-old McDaniels clashed with quarterback Jay Cutler and wide receiver Bandon Marshall and made several questionable personnel moves as the teams de facto GM. Its still possible the Browns will hire a college coach. Bob Stoops, though, isnt the one. A person with direct knowledge of Clevelands search told The Associated Press that the Browns will not interview Oklahomas coach, who has deep Ohio roots. After his Sooners stunned Alabama in the Sugar Bowl last week, Stoops did nothing to dispel a report that said he had the "inside track" for the Browns job. But the person who spoke to the AP on Monday said the team is not pursuing him and that any reports saying so are "false." The person spoke on the condition of anonymity because of the sensitivity of the search. Stoops said "you never know" when asked about the possibility of one day coaching in the NFL. His vague remarks fueled speculation about Clevelands coaching vacancy. Stoops is from Youngstown and has been linked to the Browns in the past. Cleveland is also reportedly interested in speaking with Auburns Gus Malzahn and Vanderbilts James Franklin. Malzahn will be available for an interview after Monday nights BCS national title game against Florida State. He doesnt have any NFL experience and he has made it clear hes happy at the school, but that may not prevent Haslam and Banner from making a strong run at him. The Browns were enamoured with Chip Kelly during their coaching search last year, but after a short courtship, the former Oregon coach decided to sign with Philadelphia. Franklin has one year of pro experience as Green Bays wide receivers coach in 2005. He led the Commodores to a 9-4 season and a win over Houston in Sundays BBVA Compass Bowl. Franklins impressive turnaround at Vanderbilt has caught the attention of Haslam, a Tennessee alum. Vanderbilt went 24-15 in three seasons under Franklin, who left the interview room following the win without replying when asked if he would be back at the school. Austin Watson Jersey . PETERSBURG, Fla. Nashville Predators Jerseys . "I just think what it does for everybody in life is real simple," said Babcock early on Friday afternoon. "You dont give in. You just keep on keeping on. Is it going to go your way every time? No. But you choose your attitude and how you perform and how hard you dig in." Nearly four years to the day of the 2010 gold medal match in Vancouver, his team dug in with its best effort of these Olympics, snuffing out the high-powered Americans for another opportunity at gold. http://www.nhlpredatorshockeystore.com/viktor-arvidsson-jersey/ . Off-Season Game Plan looks at the Capitals possible summer plans, with the understanding that its tough to plot a direction without a general manager or head coach around which to set those expectations.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 disagrreements (see 1. Anthony Bitetto Jersey. 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. Cheap NFL Jerseys Wholesale Jerseys Wholesale NFL Jerseys Jerseys From China Wholesale NFL Jerseys Cheap NFL Jerseys Cheap Jerseys ' ' '
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