ssions Minor violation of any of these policies, or any act that

HAMILTON - Hamilton kicker Justin Medlock fought through the gusty conditions and made all five of his field-goal attempts to keep his Tiger-Cats undefeated at Tim Hortons Field.Medlocks field goals, and two conceded safeties late in the game, accounted for all the Ticat scoring in a 19-17 victory over the B.C. Lions Saturday night.I love to get the opportunity to put the game on my foot, he said after hitting attempts from 39, 15, 42, 37 and eight yards out. Its tough conditions, but youve just got to get through it.The wind now blows south-north at the new field, and Medlock is still getting used to it.Its a tricky stadium, he said. Its like kicking in an airport. Youre going into a really hard wind and (then) going downwind - its pretty hard.Receiver Shawn Gore and defensive back Josh Johnson each scored a touchdown for B.C. while kicker Paul McCallum hit a 27-yard field goal on his lone attempt.The Ticats (6-7) are on a four-game win streak and have won five of their last six, dating back to Labour Day, when they moved into their new stadium and got quarterback Zach Collaros back on the field after missing five games with concussion-like symptoms. They are now undefeated in their four games at the new stadium and sit atop the CFL East Division.Collaros completed 27 of 43 pass attempts for 367 yards and one interception that was returned 38 yards for a B.C. touchdown by Johnson.The Lions (7-7) have lost their last three games and sit fourth in the CFL West, but still hold a crossover playoff spot with a better record than the Toronto Argonauts — who are tied for second in the East.Its a little frustrating right now, because I thought we had the game, said Lions quarterback Kevin Glenn about his team holding a 17-12 lead midway through the fourth. Its tough when you come in, you fight. When you play this game as hard as weve been playing . . . and you dont come out with victories, with wins, its tough. Weve just got to figure it out. Weve got to stay together and figure it out. Itll happen.Glenn, who was the Tiger-Cat quarterback from 2009 to 2011, completed 19 of 33 pass attempts for 188 yards, no TDs and no interceptions.The B.C. offence wasnt able to get much going all game and found themselves down 12-10 late in the third before Glenn hit Ernest Jackson for a 42-yard gain to the Hamilton 17. On the very next play, he ran a reverse, handing off to receiver Emmanuel Arceneaux who threw into the end zone, finding Gore for the TD and a 17-12 lead.The Lions defence stopped Hamilton on a third-and-one attempt at the B.C. 13-yard line midway through the fourth and looked to have things under control. But when Glenn was sacked at his own six-yard line on the ensuing possession, punter Ricky Schmitt was forced to concede the safety on the next play and Hamilton pulled to 17-14.The Lions were stopped on their own nine-yard line on the next possession, and that led to Schmitt conceding his second safety in a row. B.C. led 17-16.It looked like a late Hamilton drive had stalled at the B.C. 15, but the Ticats successfully challenged a non-call on pass interference between B.C. defender Ronnie Yell and Brandon Banks. That gave Hamilton first-and-goal at the five, but the B.C. defence held firm. Medlock kicked his fifth field goal of the night, this one from eight yards, and the Ticats led 19-17.A wins a win, responded Hamilton head coach Kent Austin when asked if he was concerned his offence wasnt able to get the ball in the end zone, especially when inside the 15. I love winning. Its hard to do.This matchup featured the leagues best pass defence (B.C.) versus the leagues best run defence (Hamilton) and it looked like the first quarter would end scoreless. But McCallum finished off a 57-yard drive for the Lions with a 27-yard field goal to give B.C.a 3-0 lead with 28 seconds left on the clock. Then on the very next play, a Collaros throw to Andy Fantuz was intercepted by B.C.s Johnson who ran it back for a 38-yard TD and suddenly the Lions were up 10-0.A 39-yarder by Medlock put the Ticats on the board early in the second quarter. Midway through, the Ticats still couldnt find the end zone despite a first down inside the B.C. 15 and settled for a 15-yard field goal to pull to 10-6.Another Ticat drive stalled when Collaros was sacked by Johnson at the B.C. 35. That sent out Medlock again, who hit his third field goal of the quarter, this one from 42 yards out, for a 10-9 score.It was more of the same in the third when Medlock had to finish Hamiltons 73-yard drive with a 37-yard field goal giving Hamilton its first lead of the game, 12-10. China Jerseys Stitched .Y. - The New York Islanders are brimming with confidence these days, thanks to a standout goalie and a newfound winning attitude. Cheap Jerseys From China .The result meant Juventus will spend the winter break three points clear of Roma after the league leader beat Cagliari 3-1 on Thursday.Milan remained seventh ahead of the rest of the weekends fixtures, but was provisionally two points behind third-place Napoli in their duel for the final Champions League spot. https://www.chinajerseyscheap.us/ . -- Andrew Wiggins is from Canada, Wayne Selden from Massachusetts and Joel Embiid from the African nation of Cameroon. China Jerseys Wholesale . Team officials did not indicate the extent of the injury Saturday, simply listing Rose with "left knee soreness." Rose has played two preseason games without any sign of problems. The first NBA game in South America now will be missing its biggest star. China Jerseys Cheap . Curtis Davies and Robert Koren secured the victory with goals inside 35 minutes of the fifth-round replay against the second-tier side.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.dddddddddddd1) 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. ' ' '