pilldoc

count me here too!

Yep. Completely agree with this. He was hardly ever on the same line with Eichel this year hence the reason I avoided him like the plague during FHL. (14, 9 = 23 in 59 games = no thank you) At $9 million/yr for 7 more years the Sabres will be paying dearly for that contract ........ talk about unmovable ...wow ..... and it has a NMC to boot! - no one will touch that monstrosity .....

[Hidden Content] end it now! There is no sense in trying to salvage this season. Call it now and get plans in place for the fall. This charade by Buttman is ridiculous......

Exactly! .......

UPDATE: So with the recent announcement that the remaining NHL Regular season games have been cancelled it is time to officially conclude this years FHL Season. It sucks but it is what it is. The Final Standings will be based on what the Final Standings were right at the conclusion of the regular season. ALL STAR LEAGUE: @pilldoc @Bakanekimiwa @TropicalFruitGirl26 @J0e Th0rnton @ruxpin @Jagged Ice @Hale @FD19372 @yave1964 @hf101 @molonosoff @The Mountain Man I would like to congratulate @yave1964 for winning this year's President's Trophy. It was a very exciting season especially as we neared the playoffs to see who will be in and who will be out of ALL STAR next year. The top six (6) teams are automatically qualified for ALL STAR next year. @ruxpin (Hell Bears) and @molonosoff (Nasty Angryman) will also be invited back to the ALL STAR League as there are 2 GMS who qualified in both the ALL STAR and CONN SMYTHE thereby creating 2 more spots for ALL STAR. (Due to a lack of GM's in CONN SMYTHE we only had 10 teams and 2 GMS had teams in both ALL STAR and CONN SMYTHE to keep it competitive. Not ideal we know, but it is what it is and I had to make a League Commish decision.) CONN SMYTHE LEAGUE: @pilldoc @DevinWieser @Hale @Ladyneat @Hockey Junkie @bbgarnett @CreaseAndAssist Congrats to @Hale for winning the President's Trophy for Conn Smythe. The top six (6) teams automatically move up to ALL STAR next year. I know it is WAY TOO SOON, but please let me know if you plan on returning in the fall for next season. THANK YOU TO EVERYONE WHO PARTICIPATED THIS YEAR! HAVE A GREAT SUMMER! thanks ~doc

As the League Commish for the HF.net FHL I'm ok calling it. We were in week 1 of the playoffs and based on the new format for playoffs; 6 teams vs 8 teams (last year) I have the GM's lined for next year for each league if they so choose to participate. I was excited because both my teams in All Star and Conn Smythe had legit chances to make it to finals, but it is what it is. Not worth trying to jerry rig a system if not all the teams are going to participate.

“The only problem I have with that format is that the top teams that have a bye, I don’t know how competitive their games will be,” he said. “Where the teams that are in the bottom will be playing playoff games straight away and potentially will be more prepared for once the real playoffs start after the play-in happens.” Exactly! this is a great point!

For once I agree with you...... Just say NO to this side show circus act known as the proposed NHL playoff format.

[Hidden Content] Can You Fire an Employee over Social Media Posts? By Bridget Miller, Contributing Editor Sep 12, 2018 HR Management & Compliance Can an employer fire employees solely over what they’ve posted on social media? Does the answer change, depending on whether the post was made from a work or personal device? Does it matter whether the person’s social media account is connected to the employer in some way? Turns out, the answers aren’t always black and white. While employers can and do fire employees over social media issues, there are also instances where it would potentially be illegal to do so. When Is It Legal to Fire an Employee over Social Media Posts? Here are some examples when it is usually legal to fire employees over their social media posts*: When their behavior clearly crosses a stated employer policy or other obvious line, such as being threatening or harassing toward other employees. When the behavior is clearly violating the social media policy, or when the employee is on social media for personal use while on the clock. (This likely wouldn’t be something that would result in termination for a first offense, but it could escalate.) Behaving in a way that tarnishes the employer’s reputation, either by association or simply from the employee’s conduct. (Note: There are exceptions to this, which we discuss below.) Divulging confidential information. Posting things that prove the employee has lied to the organization, such as taking medical or disability-related leave but then showing on social media that the reason for the leave was not valid. (Employers should proceed with caution on this one and investigate before making assumptions too quickly.) When Is It Illegal to Fire an Employee over Social Media Posts? Here are some examples of when an employee’s social media posts should not result in firing, even if it may seem warranted otherwise: When the post is protected in some way. The most prominent example that some employers overlook or get wrong: Employees should not be fired when their social media post could be considered “concerted activity” and could, therefore, be protected activity under the National Labor Relations Act (NLRA). Concerted activity includes discussing working environment among coworkers—even in a negative way in public. Employers can get into trouble when they’re too restrictive in their social media policies—overbroad restrictions or repercussions can go against an employee’s NLRA rights. When there are specific rules that must be followed before a termination (and those are not followed). For example, there may be contractual stipulations with the employee’s union that outline steps that must be taken before any termination. If those steps aren’t followed, the termination may be illegal—even if it would have been fine otherwise. When the social media post represents some other protected activity, like whistle-blowing, or protected reporting of something else, such as discrimination or harassment. When the employer/employee are in a state that has other protections. Some states do not allow employers to fire employees for conduct outside of work, as long as the activities themselves are legal. This means that it would be much more difficult for an employer in one of these places to fire someone for conduct it finds distasteful that is still nonetheless legal. Some places also have protections in place for political speech. Note: Some may wonder why this is not an issue of freedom of speech. Freedom of speech, as defined in our First Amendment rights, protects individuals from governmental restrictions on speech—but it does not, in fact, mean that things we say can never have any consequences at all and does not usually apply to private employers. Employers have the right to impose consequences, and doing so does not infringe on the employee’s First Amendment rights.

[Hidden Content] Can You Get Fired for What You Post on Social Media? Like the answer to so many legal questions, it depends. As more and more people are using social media, this area has become a common ground for employees to post information about their jobs, their personal lives, their views and other aspects of their lives that do not pertain to their work. However, in some cases, employers may have grounds to fire employees for their social media conduct. At-Will Employment Most states are considered “at-will” states in which both the employee and employer maintain a working relationship at their own will. This means that an employee is free to quit at any time. An employer can terminate the relationship at its own will for any reason so long as it is not an illegal reason. Some employees are outside the scope of at-will. For example, the employee may have a written employment contract that specifies the conditions under which the employment relationship can end. These employees should consult their contracts to determine if there are any grounds to terminate the relationship based on social media conduct. These grounds may be elaborated upon in a general code of conduct provision or similar provision . Protected Activities The most comprehensive form of protection on this subject is in regard to the rules promulgated by the National Labor Relations Board. Employees cannot be lawfully terminated by participating in “protected concerted activity.” This generally allows employees to discuss and criticize their employer when it relates to working conditions, employment policies and decisions while talking with other workers. This is because it is legal for employees to band together in order to improve their pay and working conditions. If the employee is simply venting on social media and not attempting to actually discuss the issues with coworkers or engage with other coworkers, this conduct likely will not meet the criteria for protected concerted activity. These rules apply to all employees, not just those who work in union states or who are part of a union. Another time when social media posts should not be used as justification to terminate an employee is when the firing is based on the employee having a protected class characteristic, such as termination based on the employee’s race, color, sex, religion, age or disability. If an employer uses the social media post on this basis, it is likely in violation of Title VII of the Civil Rights Act of 1964, the ADEA or the ADA. Another possible protected activity is if the employee is terminated for whistleblowing. If the employee is making the post to announce that the employer is conducting illegal activity or if he or she is acknowledging being involved in a process to fight against discrimination, the employee may be protected by whistleblower or anti-retaliation statutes. Some states have established laws that prohibit terminating employees based particularly on social media content or on other information. For example, some states do not allow employers to terminate employees for activities that they engage in during their own time so long as the activities are legal. Other states protect the political beliefs of employees by prohibiting employers to discipline employees for making political statements. Scenarios in Which Employees May Be Fired There is a wide array of situations in which employees can be fired for their social media content. Posting trade secrets or customer lists online can be in violation of a confidentiality agreement and make the employee subject to termination. Posting photos that reflect poorly on the employee may also be grounds for dismissal. If a company believes that an employee is poorly representing the company with lude, drunken or otherwise inappropriate pictures or content, an employer may choose to sever the relationship with the employee rather than risk tainting the business’ reputation. Many employers prohibit the use of personal devices or social media during work hours because it tends to make employees less productive. In these situations, simply participating in social media while you are being paid may violate company policies and make the employee subject to discipline.

That is some putrid goal tending ....who do the Red Wings have in the pipes down the road to help solve some of these issues? I see they have: Filip Larsson, G, Grand Rapids (AHL) Grand Rapids -- GP: 7 W-L-OTL: 2-5-0 GAA: 4.01 SV PCT: .843 Toledo -- GP: 3 W-L-OTL: 1-2-0 GAA: 3.04 SV PCT: .886 A rough first season of pro hockey has been compounded by an injury for Larsson, who was regarded as the most promising goaltending prospect in the organization. “He’s had a tough year. He hasn’t been healthy all that much," Horcoff said. "He’s starting to get back to that now, so hopefully he gets healthy and has a better second half.” I see others in the pipeline are: Kaden Fulcher Kaden Fulcher got to play in the NHL this season as he came in relief of Howard during the final week of the season. He was subsequently sent back to Toledo of the ECHL and was part of the team that made the Kelly Cup Final. The 20-year-old backed up Pat Nagle in the post-season but could get time with the Walleye or the Griffins if needed. Keith Petruzelli The 6-foot-5-inch goalie was the backup to Andrew Shortridge at Quinnipiac University in the NCAA. He played in 14 games and went 8-3 with a 2.42 GAA and .904 save percentage. Petruzelli will likely get more time in net as Shortridge signed with the San Jose Sharks. The Bobcats are usually in the mix for the ECAC title and make the NCAA tournament. He’ll get plenty of chances to gain more seasoning against high-level competition. What is your thought on this moving forward ...the Red Wings need to correct their goalie situation ......

Have you really been with us that long now? Wow ... I remember when you first joined this hockey community. My has time flown by..... Always look forward to your year in review for each team. You do such an awesome job. Thanks for doing this.

saw others discussing draft and decided it needed is own thread ....

FYI ...unconfirmed reports here ...... (from January 2020) [Hidden Content] It’s time to unleash the Kraken. According to John Hoven of Mayor’s Manor, a name has allegedly been decided for the NHL’s 32nd franchise team: The Seattle Kraken. “From everything that I’ve heard, it looks like Seattle Kraken is going to be the name,” Hoven said on NHL Network Radio."I was a little bit in shock personally, just because we had been told several times previously that was not the name that they were going for. It looked like they were leaning toward Sockeyes.” Hoven said he initially thought the franchise was leaning toward the Sockeyes, but it has since come out that there is a sexy, contemporary, new adult, sports romance series called Seattle Sockeyes already. The interesting twist is the plot of the book series, written by USA Today bestselling author Jami Davenport, is about a billionaire determined to bring professional hockey to Seattle. NHL Seattle released a statement via Twitter on Wednesday addressing the rumors: While we’re aware of some fishy rumors surrounding our team name, please rest assured we’re doing our due diligence by scouring the depths of the ocean, the tallest mountains, and the densest parts of the forest to find the right name for our great, green city. — NHL Seattle (@NHLSeattle_) January 29, 2020 People on Twitter certainly had mixed reactions to the reported name, but the NHL Seattle franchise is not confirming the name...yet. From March 19, 2020 - [Hidden Content] - Hockey fans desperate for news amidst the Coronavirus shutdown would have been ecstatic to find out the name of the new NHL expansion team in Seattle, which had been planned for release this month. However, they will have to wait a while longer. Seattle CEO Tod Leiweke released a statement today which included that the group has decided to relay the reveal of their name and brand. Those eager to see the logo and colors of the NHL’s 2021-22 entry will have to continue to be patient. .....There are thought to be as many as a dozen possible names for the expansion franchise, with Kraken emerging as a fan favorite. Other possibilities include Sockeyes, Totems, Rainiers, Emeralds, Evergreens, Sea Lions, and Seals. Whatever the choice is, the group has kept it close to the chest as there has been nothing concrete to point toward any of those possible monikers nor a potential color scheme.

[Hidden Content] The New York Americans, colloquially known as the Amerks, were a professional ice hockey team based in New York City, New York from 1925 to 1942. They were the third expansion team in the history of the National Hockey League (NHL) and the second to play in the United States. The team never won the Stanley Cup, but reached the semifinals twice. While it was the first team in New York City, it was eclipsed by the second, the New York Rangers, which arrived in 1926 under the ownership of the Amerks' landlord, Madison Square Garden. The team operated as the Brooklyn Americans during the 1941–42 season before suspending operations in 1942 due to World War II and long-standing financial difficulties. The demise of the club marked the beginning of the NHL's Original Six era from 1942 to 1967, though the Amerks' franchise was not formally canceled until 1946. The team's overall regular season record was 255–402–127.