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xusuwen96



Joined: 12 Dec 2017
Posts: 1140

PostPosted: Fri Jan 12, 2018 3:17:45 am    Post subject: . While in the secured cubicle, penalized Reply with quote

SAN ANTONIO -- Annual traditions are everywhere in San Antonio. Theres the way the famed Riverwalk is transformed into a sea of lights at holiday time. Fiesta Noche del Rio, a summerlong outdoor performance of song and dance that dates back more than half a century. A huge rodeo, taking over the city for about three weeks every winter. And of late, theres been the Tim Duncan Watch. Unlike the others, this is one San Antonioians dread. But if he goes out now, hell be going out as a champion -- for the fifth time. San Antonios 104-87 win over the Miami Heat in Game 5 of the NBA Finals on Sunday night gave Duncan his fifth title, all with the Spurs. And throughout this series, speculation has been rampant that if the Spurs ended Miamis reign Duncan might finally feel like the time is right to end what will surely be a Hall of Fame career. "Amazing," Duncan said. "It makes last year OK." His first title was in 1999. Only Kareem Abdul-Jabbar has a longer span between championships. "Its a very emotional time," Duncan said. When the 2011-12 season was threatened by a lockout, it was speculated that Duncan might have already played his last game. Hes certainly doesnt play for money anymore -- hes making about $10 million this season, a giant sum in the real world but well below market value by NBA standards -- and has always seemed to be a reluctant superstar. And then, every fall, Duncan shows up for training camp, the Spurs win a bunch of games, and the legacy just keeps growing. "I know hes got one more year on his contract, and he loves being with us, loves playing basketball," Spurs guard Tony Parker said. "Either way, whatever he decides, Ill support him. But if I have to choose, obviously, I would love him to keep going. I love playing with him." Its hard to find something in San Antonio more revered than the Spurs. "Go Spurs Go" signage hangs from what seems like every other building in the sprawling city. If someone is on the streets of San Antonio on game day and not wearing Spurs gear, chances are they live somewhere else. During the NBA Finals, its not uncommon for residents to strap Spurs flags onto their cars, drive through downtown and honk like crazy -- even on off days in the series. Duncan has never played for money anyplace else. Sunday was his 1,488th NBA game. Every one of them has been in a Spurs uniform. The only other players in NBA history to play that many games and never change teams: Utahs John Stockton and Indianas Reggie Miller. "He feels a responsibility to his teammates," Spurs coach Gregg Popovich said. "He enjoys them. He wants to hang around as long as he can while hes useful and while hes having an impact on the game. He takes care of his body. He works out all summer long with a variety of different things, boxing, swimming. Hes very careful about what he puts in his body, so he does everything he can to maintain a level of play. "At some point," Popovich added, "that will stop." But when? Duncan insists he doesnt know. Its something he, Parker and Manu Ginobili -- the Spurs Big 3 -- have been hearing for years, that their demise and breakup is imminent. By now, they almost find it amusing. "Weve been on our last run for the last five or six years from how everyone wants to put it," Duncan said. "We show up every year, and we try to put together the best teams and the best runs possible because what people say doesnt matter to us. As I said, as long as we feel were being effective, were going to stay out here and were going to play. We feel like we can be effective, and we have been." Duncan is the 21st player in NBA history to win five rings with one team. Everyone else on that list played for the Lakers, Celtics or Bulls. That speaks to longevity and sustained greatness, which all factors in to the enormous legacy hell leave behind at some point. Again, though, thats not Duncans thinking. Not now. Not yet. First things first -- theres another parade coming to San Antonio. When the Spurs won the Western Conference title and earned their rematch shot with Miami, which won last years finals in a seven-game classic, Duncan vowed that San Antonio would win this time around. He was right. "This is the only one that counts right now," Duncan said. Brandon Knight Jersey . Kyle Shanahan was hired as offensive co-ordinator Monday after spending the previous four years in the same role with the Washington Redskins. Penny Hardaway Jersey . Two-time Olympic bronze medallists Savchenko and Szolkowy received 79.02 points to finish ahead of world bronze medallists Meagan Duhamel and Eric Radford of Canada, who had 77.01 points. http://www.sunsofficialshop.us/steve-nash-suns-jersey/. He, the 25-year-old Toronto backup net-minder and Manitoba native, would be making just his fourth start in the past 16 games against the Jets the following evening. It was the word of opportunity for Reimer, who has fallen into the role of backup, outmatched in recent weeks by Jonathan Bernier, his Quebec counterpart. Jason Kidd Jersey . According to TSN Hockey Insider Pierre LeBrun, Brodeurs agent Pat Brisson has spoken to six teams so far regarding the veteran goaltender. Tyson Chandler Jersey . Sections of the British media reported Friday that Brooklyn Beckham, the son of United great David, was invited to a training session at the club on Thursday.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. 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