MONTREAL -- Theres no doubt in Troy Smiths mind hell be the Montreal Alouettes starting quarterback when training camp opens in June. Esa Lindell Jersey . "In my mind, thats the only way I will prepare," he said via telephone from Columbus, Ohio. "Thats the only way I think I will do the team justice. "When you think the way youre supposed to, thats when you help the team most. When you hold back, when you dont allow yourself to reach your full potential obviously you hinder the team. I want to do nothing but help the team and the only way I can is thinking as the starter." Montreal agreed with Smith, a former Heisman Trophy winner at Ohio State, and youngster Tanner Marsh on three-year contracts Friday. Both took significant snaps with the club in 2013 after incumbent Anthony Calvillo suffered a season-ending concussion. Montreal continues to await official word from Calvillo, 41, regarding his CFL future. But in November, pro footballs all-time passing leader admitted hes leaning towards retirement. Jim Popp, Montreals head coach and GM, said there was plenty to like about Smiths play last season. "Im very impressed with Troys leadership, communication skills and ability to grab his teammates attention," Popp said. "Last season, Troy quickly proved to us he can adapt to the CFL and showed great promise for the future." Smith, 29, joined the Alouettes roughly midway through the season and took over as the starter Oct. 20, compiling a 2-1 record. Montreal finished third in the East Division with an 8-11 record and the six-foot, 225-pound Smith was under centre for the clubs 19-16 overtime loss to Hamilton in the conference semifinal. Late in the fourth quarter, game officials missed a pass interference call in the end zone on Montreals Duron Carter. Instead of getting the ball at the Hamilton one-yard line with a chance for the go-ahead touchdown, the Alouettes had to settle for a field goal to force overtime. "Losing on a fluke call does nothing but leave a bitter taste in my mouth," Smith said. "Playing last year makes me a little more hungry, a little more thirsty about having the chance and possibility to get to the Grey Cup. "Its on." Marsh began his rookie season third on Montreals depth chart behind Calvillo and backup Josh Neiswander. On Aug. 22, the former Arkansas Tech star came off the bench to rally Montreal to a thrilling 39-38 home win over B.C., his 57-yard completion to Eric Deslauriers setting up the game-winning field goal. The six-foot-four, 218-pound Marsh finished his rookie season completing 56-of-106 passes for 972 yards with three TDs and eight interceptions. He also ran for 125 yards and two TDs on 21 carries. Heady stuff considering Marsh arrived in Montreal with low expectations. "I was just hoping to make the practice squad," he said via telephone from Russellville, Ark. "The next thing you know, a year later I sign an extension, which is pretty darn awesome." Popp said Marsh impressed with both his legs and arm. "Were excited about Tanner," he said. "Were looking forward to seeing his athletic skills and his dual-threat ability as he continues to develop into what we feel will be a premier player. "His performance versus B.C. made him an instant icon in Montreal. Marsh Madness continues." But Marsh understands hell return to Montreal in 2014 with no guarantees. "I got an extension so obviously they have faith in me," he said. "It gives me a chance to come back next year and compete. "It gives me a little confidence to come in and compete and know I have a chance to be the quarterback with the Montreal Alouettes for the next three years." Marsh has no indication what Calvillo will ultimately decide but admitted he was stunned by Calvillos football knowledge. "The biggest thing I learned last year was I have a lot to learn," Marsh said. "I remember A.C. and I going over reads and every little thing. "After that first meeting, I was like, Wow, theres a reason why hes the best. I learned more from him than I could even describe." Jon Casey Jersey . The top-ranked Williams carried her winning momentum from 2013 into the new season, beating No. 2-ranked Victoria Azarenka 6-4, 7-5 on Saturday to defend her title at the Brisbane International and set the tone for the Australian Open. Dino Ciccarelli Jersey . If Vettel wins at Suzuka on Sunday, and his nearest rival Fernando Alonso finishes worse than eighth, the German driver will join his compatriot Michael Schumacher and Argentine Juan-Manuel Fangio as the only men to win four consecutive titles. http://www.hockeystarsonline.com/adidas+greg+pateryn+stars+jersey . Murakami gracefully executed a double triple toe jump and a triple flip jump that put her at the top of a tightly contested race with 64.73 points, just ahead of Li Zijun of China on 62.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. Tyler Seguin 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. 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