Cowboy Who?

Remember the letter-writer who needed to tell a new employee he’s not cut out for the job? The first update was here, and here’s the latest.

After far too long, I was able to terminate Tom.

As the “fun” project wore on, he started telling me he was overwhelmed, and I started stepping in to do increasingly more of his work. Don’t ask me why I found his requests for help so compelling, I’m still mad at myself about falling for them.

After delivering the “needs improvement” conversation, his work improved for a few months. But then something snapped, and he completely fell below the minimum threshold. Multiple important meetings no-showed. Entire afternoons where I was unable to locate him on campus. IMs I would send at 4pm that wouldn’t be answered until 10am the next day. I always called him out, and he always had an excuse of varying believability. It’s difficult to motivate someone who doesn’t care about the impact of his actions on others, especially when he knows all of your threats are idle.

I tried for about five months to get HR to pull his badge data (or support a PIP in general), but they “left me on read” for a half dozen email/Teams attempts, then my main contact went on maternity leave, then the interim said it was protected information(?). Also, all this time I was without a manager to escalate to, as she was fired with no backup plan. Finally, I was able to get the ear of a new HR generalist, and she pulled the data herself. Over the previous six months, Tom had averaged a shocking 25 hours on campus (for a job that cannot be done from home). I bet it was overwhelming for him to get his work done while working half-time!

I was hopping mad. We work on government contracts, so time theft is incredibly serious — he could go to jail! I thought we would be firing him that day, but instead HR made me give him a formal written warning. As part of that, we established set hours he had to be on campus. Within two weeks, he was doing the “bare minimum” again — arriving at 8:10ish, taking long lunches, and leaving at 4:20ish (which, as he argued, his peers do too … but they actually get their work done). Still couldn’t fire him. Then the new year came around, and he called in sick every Monday and Friday until he was out of sick time. Still couldn’t fire him. Then, he was 20 minutes late to a major customer meeting and told me, ‘Well, that part is just boring introductions anyway.” That retort happened in front of an executive, so then I got to fire him.

Of course, I have no backfill, so now I’m stuck doing 40 hours of his work each week instead of the usual 15, but that’s another letter.

Overall, he was a good reminder that you never have enough experience to eliminate your blind spots. I wanted Tom to succeed more than he did. I take that as a sign that I’ve been very lucky to have had almost entirely conscientious and well intentioned employees over the last decade.

I appreciate the comments warning me that I was allowing Tom to fail up, and they weren’t off-base. I think it’s clear to everyone, including me, that giving Tom a fun project was a mistake. But there is always more to a story than can be summarized in a quick update. First, the project was siloed independent work and required strict rule interpretation (Tom’s favorite), while Tom’s original job required constant teamwork and an appreciation for human nature. The entire team got along much better after the reassignment. They even started including Tom in informal team lunches and happy hours again.

Second, the special project assignment was not stolen from anyone more deserving. I advertised it broadly to my team, and no one else was interested. I had rearranged the team assignments when I took over, so everyone was settling into their new spots and didn’t have a desire to shake things up again so soon. I think if Tom wasn’t in the picture, I could have cajoled a high achiever into taking it on, and it would have benefited their career some. But I also respected the desire to keep their role limited until they gained more experience. I wish I’d been that wise early in my career, rather than frantically taking on increasing “visibility” until I was drowning.

Despite the team loathing Tom as a direct coworker, he was inexplicably popular as “the project guy.” I swear, Tom should start a career as a con artist. My team was pretty angry when I fired him (he had texted them the news before I even made it back to my office, so that was fun). I spent many 1:1s reassuring people that they weren’t about to be fired out of the blue, and we have a process that ensures no one is ever surprised by a performance-based termination. I somehow got through all this without making any sarcastic comments about how HR ensures it is virtually impossible to fire someone. It’s been a rough month, but I am excited about a few internal candidates who will likely apply to backfill Tom. Full circle moment — one of them is a mentee from another department who is doing “okay” there, but would be a great skills fit here.

The post update: telling a new employee he’s not cut out for the job appeared first on Ask a Manager.

A reader writes:

My manager, Katherine, is a C-suite level executive who joined the organization eight months ago. She was previously my skip-level manager (former boss’s boss), but due to a large RIF/company restructuring four months ago, my former manager is no longer with the organization, and another colleague and I were asked to co-lead the remaining team, reporting to Katherine. Before the restructuring, I had met her maybe twice, and at the time of my recent performance review, this was my second 1-1.

Many of the projects I worked on last year are no longer considered company priorities after this restructuring. During my performance review, Katherine admitted that she had been unaware of much of the work I had described in my previous year’s goals (most of which are no longer team/department priorities) and instead shared general observations: positive qualities in curiosity and engaging with others, well-thought of in the company, but she felt like my confidence and communication was not where she would have expected it to be at my senior individual contributor-middle manager level and asked me to reflect on why, as she wants me to develop more tenacity and grit.

After some self-reflection, I scheduled a follow-up meeting and shared that I thrive in collaborative interactive team environments and that her observations may be tied to the previous siloed structure of our team (one thing she was unhappy about how the team had been previously structured) and how I had ended up essentially working alone for the majority of the past year, despite my efforts to find entry points into more collaborative work through my previous manager. To my utter surprise, after I finished sharing, I suddenly started crying! I think it was a combination of feeling under a lot of pressure to perform well given the company’s current shaky financials, the stress of all these recent changes, imposter syndrome, and acknowledging some of the frustration I had had over the last year.

Katherine was nice about it and said from what she knows about my previous manager, she can understand how these circumstances arose but wants me to develop skills to not acquiesce so easily in the future. I am looking for a therapist to help me learn to manage some of these stressors in my life, but I am mortified at the unprofessional-ness of crying (and concerned that Katherine, who has not seen me operate at my best so far, will think I cannot handle this role).

What, if anything, do I say when I speak with her again and how do I recover from this?

You are almost certainly not the first person to cry in Katherine’s office.

More people cry at work and in front of their managers than I think non-managers realize. Work is stressful and the stakes can be high and, in my experience, people who are conscientious are more likely to cry at work at some point. I used to keep a box of tissues prominently on my desk, and it’s not because I’m a jerk who makes people cry. Work just gets to people sometimes.

In this specific situation, it’s tougher because she was specifically talking about wanting you to develop more tenacity and grit, and so of course crying feels like the last thing you wanted to do in that moment. And that’s compounded by the fact you haven’t had much contact with her before now, so the two of you don’t yet have a strong relationship to put this all in context. But she’s also well aware that this has been a rough year in your company and for you — there have been layoffs and massive changes to priorities and your job has changed and you’ve been stuck working on your own and the company is still on shaky ground. Of course you’re stressed out. Of course the stakes feel high. If Katherine has even a small amount of emotional intelligence, she gets it.

The best thing you can do to feel you’ve put this behind you is to say something to her the next time you talk like, “I apologize for appearing emotional in our last meeting. I wasn’t expecting that to happen — just a weird physiological reaction! I really do value your feedback, and I appreciate you giving it to me.”

Say it in a matter-of-fact, breezy tone. The idea is to reassure her that you are not a delicate flower who will react strongly whenever given feedback, and to sort of reset the vibe between you since the last conversation.

From there, don’t dwell on it. Move forward in the relationship as if it didn’t happen and trust that she will too. As you get more experience working together, that more direct experience will be a far bigger contributor to her sense of what you’re like to work with and should pretty quickly eclipse this early conversation entirely.

The post I cried in front of my new boss and I’m mortified appeared first on Ask a Manager.

The post Epidemiologists Confirm First Airborne Transmission Of Mar-A-Lago Face appeared first on The Onion.

Philosophy professor Idris Robinson argued that his comments, made in an off-campus setting, were protected speech.

A bill to ban marriage between first cousins failed to pass in the Florida Senate, allowing the state to remain one of more than a dozen in the U.S. where marrying one’s first cousin is legal. What do you think?

The post Florida Bill To Ban First Cousin Marriage Fails To Pass appeared first on The Onion.

Click here to go see the bonus panel!

Hovertext:
Later she has to decide if broadcast fertilizing a lake without telling her is a kind of cheating.

Today's News:

I can’t take it anymore, Joel! It’s too terrifying!

You're listening to CRUK Crook Radio. And we got a special message for all you bad smelling, unshaved scoundrels out there - watchout for that big mouth horse! #CowboyWho

Democrats celebrated the victory as the latest sign voters are turning against President Donald Trump and Republicans ahead of the midterm elections in November.

A 3-foot-wide meteor weighing about a ton broke through the Earth’s atmosphere on Saturday and exploded with the force of 26 tons of TNT. A piece of the space rock crashed into a home.

Gov. Greg Abbott had opened two such sites as he surged thousands of DPS troopers and Guard members to the Texas-Mexico border.

In brief: Very nice spring weather, albeit more typical for May will continue in Houston through the weekend. A slight change toward better rain chances remains in the cards next week, but there are reasons to have some healthy skepticism.

Despite somewhat underwhelming maximum temperatures so far in this period of warm weather, Houston remains on track to basically lock in a top 5 warmest March on record and the warmest March since 2020, if not longer. Yesterday, Bush only hit 84°, while Hobby managed 82°. Let’s take a run at the forecast.

Today and Thursday

It would appear that we’ll be seeing more of the same today and tomorrow. It should be a touch hotter on both days, with highs likely topping off somewhere in the 85-to-87-degree range. Originally, it looked like Thursday could be perhaps a skosh cooler but that appears to be an imperceptible difference at this point. Other than that, expect sun and a few fair weather clouds after some patchy morning fog or low clouds. *Roofcast:* Based on this forecast, the roof will probably be closed for a 3 PM game on Opening Day at Daikin Park. Odds will be higher that it will open for night games through the weekend.

Friday

Our best chance at approaching 90 degrees continues to look as if it will come on Friday. I still think we’ll come up just short. Yesterday I said to put 8 bucks on 89° and a dollar each on 88 and 90+. Today, I might say to put 7 dollars on 89°, 2 dollars on 88°, and a buck on 90+. Once again it should be sunny.

Overnight lows will remain fairly comfortable, generally in the 60s with humidity that isn’t too terribly high. In fact, as you can see from the precipitable water anomaly map above, the air mass is actually running a bit drier than normal on Friday morning, meaning humidity should be kept in check. Overall, conditions in our neck of the woods have not been too uncomfortable or exceptionally dry either over the last week or so, which feels like a bit of a rarity. But it’s what sometimes makes early spring the best season here in Houston, even when it’s hotter than normal.

The weekend

Saturday will be something of an interesting temperature forecast. I would still say much of the area sees upper-70s for highs, but if the air is just dry enough, we may bust hotter, with highs in the low-80s in spots.

Either way, it looks like a lovely day. Sunday should be much the same with morning lows in the 50s or low-60s and highs in the low-80s and sunshine.

Next week

We continue to see modeling suggest we go to a slightly more active, wetter weather pattern across Texas. Whether or not that actually translates to significant rain for the Houston area remains to be seen. But if you look at what the upper-level weather pattern is expected to do next week, this big ridge that has been anchored in either the West or Plains since last week will finally shoot eastward, leaving Texas in a weaker transition zone between ridge and trough.

This should allow for some Pacific moisture to infiltrate Mexico and Texas. And if we don’t see organized thunderstorms per se, we will probably see a scattering of typical spring storms across the state. Hopefully that nets us a couple inches of much-needed rain, but time will tell. One thing that could wreck that is if the high pressure in the East flexes too much, meaning we just end up on the western edge of it rather than on the outside of it. Also, as noted yesterday, in long-term droughts, these things have a habit of going “poof” so I’m keeping my expectations low for now.

It’s five answers to five questions. Here we go…

1. My coworker is charging personal purchases to our team

I work in higher ed on a small team. All of us are able to make purchases up to a certain amount with little to no oversight.

I have suspected that my coworker has bought things for herself. It seemed like a few small things here and there, a $30 hand cream, essential oils, things that didn’t seem to have a business purpose.

Recently I purchased an expensive item (with permission) for the office. She said someone asked her where it was from and asked if I could send her the link. A week later, a box arrives with this very item. I look up her purchase order, which says it’s a replacement for a broken one. The original is obviously not broken. I put the package by her desk and the item disappears from the office.

It seems obvious to me that she has purchased this for herself. While the other items were small, this is a $300 appliance. I’m not sure whether I should report it to our boss or not. If I do report it and she isn’t fired, it will be obvious that it was me and that will make my work life difficult. I’ve been here less than a year and my feeling is that getting involved won’t end well for me, but I also don’t want anything to come back to me if she finally gets caught.

You should report it because she’s stealing! A $300 appliance isn’t like taking pens home; it’s serious theft. And you risk seeming like you knew and didn’t say anything. It also risks hurting your department in other ways, like lowering the funds that are available to your team for actual work needs.

You can tell your boss that you’re concerned about blowback in your relationship with the coworker, and ask that your name not be mentioned. The should be easy to do, since it’s entirely plausible that your boss or someone else was reviewing the purchase orders and questioned this one. It doesn’t sound like she’s even trying to cover her tracks very well.

2. Our next work meeting is being held in a church

I work at a nonprofit organization, in healthcare. Up until the last year or so, my leadership generally made its business decisions with good intentions for staff and patients. Then the election happened, and suddenly all leadership talks about is our federal funding — or lack thereof, being that we serve a large migrant/undocumented and LGBTQ+ population.

My department consists of small (4-5 person) teams spread across 20 satellite sites. Together we are a big group, and no one site is big enough to gather us all in person for meetings. For that reason we usually have one in-person meeting yearly in a rented space and manage the rest of our meetings via Zoom or smaller groups. Before the budget tightening, leadership’s idea was to increase in-person meeting frequency to quarterly. After the budget tightening, the idea became have quarterly in-person meetings in a location that is free.

Which is why my next staff meeting in a few weeks is going to be in a church.

Our company has no religious affiliation, and I am extremely uncomfortable with this as I myself am agnostic. I have coworkers who identify as queer and do not feel welcome in churches, and I have coworkers of other faiths (Mormon, Jehovah’s Witness, Methodist, etc.) who feel conflicted being on grounds that aren’t “theirs.” We have been given the option to just take PTO instead of attending (no option to take it unpaid so anyone who doesn’t have PTO is SOL), but I’m a bit peeved I have to do this. Am I wrong to be so bothered?

Churches often offer space to outside groups for a whole range of activities that aren’t religious in nature, as part of serving the community (or, in some cases, as a way to raise money).

If the objection is just “it’s a church,” period, I don’t think that’s going to get you anywhere. But if it’s “this is a space that is actively harmful to people like me and people I love” … well, it still might not get you anywhere, but you’d have a better shot at trying. And surely there are other meeting spaces in your community — and if none of them are free, then maybe this isn’t the time to increase these meetings from annual to quarterly.

3. Why would my interviewer reject me this way?

Years ago, I used to work in a communications role, in-house. My company was circling the drain and I was semi-recruited by a high-level employee of an agency in the same subspecialty that I worked in. I’d worked with this group quite a bit previously and knew most of the (small, less than 10-person) team pretty well. After an on-site interview, the owner called me and his first words were, “So, what did you think of the team?” I talked about how much I liked them and thought we would work well together, feeling that warm “I got it!” glow.

The next words out of his mouth were basically, “You didn’t get the job.”

I found this bizarre, off-putting, and cruel (not to mention embarrassing). I never did get an explanation of why he would deliver this message in such a way. Obviously, I dodged a bullet, but can you think of any reason why he would do this? Have you ever heard of anything like this happening to other people?

That’s obnoxious and it happened because he’s thoughtless, awkward, or a jerk, or possibly all three.

That’s a really awful way to reject someone — he asked a question that would get anyone’s hopes up and which there was no point in asking since he wasn’t hiring you. The most generous explanation is that he feels awkward about rejecting people and hadn’t planned out what he was going to say and started making conversation without realizing what he was setting you up for, or even that he thought it would be rude to jump straight into the message and thought this was a softer way of leading up to it (it wasn’t!). Either of those are more likely than that he’s just a sadist who enjoys toying with people — but since you knew this team pretty well, you probably have a sense of which explanation is most likely.

4. Should I avoid giving staff rewards because of favoritism?

I work at a public university and supervise four people. We have a few university-wide staff awards, some with a monetary prize, others with just positive, public recognition. As a supervisor, I have staff I think about nominating but I worry about showing favoritism. Am I overthinking? Am I right to try to recognize my staff in other ways and not nominate them through these more public ways?

It’s not favoritism to recognize people for doing excellent work; it’s appreciation based on merit and contributions, which is how it’s supposed to work. If you were only nominating people you personally liked or who you ate lunch with, that would be favoritism. But using your employer’s official appreciation systems is not favoritism. I would be more concerned that your staff will be frustrated that you’re blocking them from receiving the types of recognition your employer has specifically set up for them!

If the worry is that some people will be nominated and some people won’t, you of course want to make sure that you can justify your decisions for who is nominated for what (and who isn’t) and that you’re giving people enough regular, ongoing feedback that your recognition decisions will clearly align with that.

One more thing: make sure you’re not overlooking people who do excellent work but in areas that are inherently less flashy; good work is good work, regardless of how glamorous or not-glamorous it might be (and if anything, there might be more need to ensure the less glamorous gets recognized).

5. When can I ask about health insurance details during an interview process?

I’m currently in the second round of interviews for a new job. In my introductory call they told me a bit about the perks (health insurance provider, PTO, 401k, etc.) but I didn’t want to dig into them too much and look overeager. When would be a good time to ask more specific questions? If offered the job, is there anyway for me to ask to review their insurance options/tiers before I say yes? Is that an insane ask?

Wait until you have an offer, but at that point it’s not in any way odd to ask for details about their insurance coverage (including the drug formulary if you want to see how specific medications are covered).

That said, it’s always true that the company could end up changing its insurance in the near future, or the insurance company could change its drug formulary, or so forth. The whole system is way more of a crapshoot than it should be.

Related:
an expert on how to get what you need from your health insurance

The post coworker is charging personal purchases to our team, work meeting is being held in a church, and more appeared first on Ask a Manager.

To: cutthebull@Ɣmail.com
From: panta.rhei@eristikosinsurance.com
Subject: Your pending boat insurance claim – more information needed

Hi Mr. Theseus,

Thanks for submitting your claim.

We’re sorry to hear that your ship sank in the localized typhoon that recently demolished the Athenian harbor. Poseidon must have been feeling cranky about someone failing to properly honor him again. Were you all flying the correct sails? (This is not meant as snark. I hear he has a thing against wool nowadays after a shepherd blinded one of his kids.)

In any event, we need you to answer a few routine questions before we can process your submission. The information you provide will help us determine the extent of your reimbursement.

Please answer the questions below, making sure your responses are as thorough and truthful as possible. Be advised that providing ambiguous, false, or misleading attestations will result in the denial of your claim.

1. How many of your ship’s planks did you replace since your last insurance payment?

2. How many of your ship’s planks did you replace since you first took out your insurance policy?

3. Have all the planks of your ship been replaced?

4. Did you replace the planks with the same material(s) as before?

5. Do any of the original planks remain?

6. Did you or anyone else build a ship out of the old planks?

7. Have you or another party taken out an insurance policy on any watercraft assembled from planks that were once part of your ship?

8. Supposing anybody did build a ship out of the old planks, are you sure that’s not your ship, instead of the one you’re making a claim about? If so, why?

9. Can you say with certainty that the ship that sank is the same ship for which you took out an insurance policy?

10. Can you confirm—legally, philosophically, or forensically—that the ship you’re making a claim about is the same ship that your policy covers?

Lastly, I’ll need you to provide a digital signature at [LINK REDACTED] to affirm your identity and the honesty of your statements. When finished, you’ll be prompted to complete a CAPTCHA challenge. Simply specify the number of points Achilles must pass to overtake the tortoise, and your claim will be filed and ready to go.

Thanks!
~Rhei

NEW YORK—Raising the alarm about an increasingly unstable labor market, economists at Columbia University warned in a report published Wednesday that even their friend’s son who went to business school hadn’t been able to find a job. “Americans’ employment prospects must be truly dire if Natalie’s son Trevor is still stuck working at Best Buy,” said lead author Joseph Stiglitz, adding that Trevor’s bachelor’s degree from MIT Sloan School of Management and extensive internship experience should have been “more than enough” to secure him a respectable marketing or sales position by now. “I mean, this is an incredibly bright young man we’re talking about. He was president of his business fraternity and even made the dean’s list. Can you believe it? He’s such a great guy too. Volunteers every Sunday at his local animal shelter. If a smart kid like that can’t find a job, what hope do the rest of us have?” Stiglitz added that the shuttering of his granddaughter’s lemonade stand boded ill for the future of small business.

The post Economists Warn That Even Their Friend’s Son Who Went To Business School Can’t Find A Job appeared first on The Onion.

WASHINGTON—Warning administration members that the unauthorized websites were not supposed to be accessed by work computers, White House IT guy Jason Kellerman reportedly sent out a memo Wednesday reminding staff about child porn. “Keep in mind that every website you go to while on the White House network, even while using incognito mode, is cached and can be reviewed on our end,” the memo read in part, urging officials to avoid perusing risky sites featuring explicit images and videos of minors while on the job. “Be extremely wary of clicking any links promising hot preteen action, as they may be phishing attempts that could download malware onto the server. Each time we have to restart the system because it was damaged by someone trying to watch videos of underage children engaging in sexual situations, we experience workflow disruptions and lose valuable man-hours. Please be respectful.” At press time, Kellerman had reportedly sent a follow-up memo resigning from his position after seeing what was on homeland security advisor Stephen Miller’s hard drive.

The post White House IT Guy Sends Out Reminder Memo About Child Porn  appeared first on The Onion.

The post 42-Year-Old Woman Refers To Herself As ‘Preggerz’ appeared first on The Onion.

Eggman and Dr. Wily are trying to cheat the race! It's up to Sonic and Mega Man to stop them!

https://RaceCrossWorlds.com

The Blue Blur and the Blue Bomber are back in action!

YouTube - https://www.youtube.com/@SonictheHedgehog
X/Twitter - https://x.com/sonic_hedgehog
Facebook - https://www.facebook.com/Sonic/
Instagram - https://www.instagram.com/sonicthehedgehog
TikTok - https://www.tiktok.com/@sonic_hedgehog

Animatic, Animation, Lineart, Backgrounds, Coloring, Visual Effects, Sound Design, Writing by Jeremey Chinshue
https://twitter.com/JeremeyChinshue

This video is a paid promotion.

TERMINALMONTAGE® SOMETHING ABOUT® SOMETHING SERIES®
Registered in the U.S. Patent and Trademark Office.
© TERMINALMONTAGE LLC. All Rights Reserved.
For additional legal information, please see: https://terminalmontageportal.weebly.com/legal-notices-and-disclaimers.html

ⒸSEGA. All rights reserved. SEGA is registered in the U.S. Patent and Trademark Office. SEGA, the SEGA logo and SONIC RACING CROSSWORLDS are registered trademarks or trademarks of SEGA CORPORATION. All other trademarks, logos and copyrights are property of their respective owners. / ⒸCapcom

#SEGA #Sonic #MegaMan #Capcom #SomethingSeries #gaming #terminalmontage #animation #cartoon #memes

The U.S. Border Patrol said Monday that Big Bend Ranch State Park may be spared from border wall construction. The news came after federal authorities briefed Big Bend area officials on border wall plans in recent days.

Mohammad Nazeer Paktiawal, 41, died March 14 in a Dallas hospital, the day after ICE arrested him outside his home. He was the 24th person to die in ICE custody since last October.

The National Transportation Safety Board said it was likely a series of failures that led to the accident at LaGuardia Airport when an Air Canada jet struck a fire truck on the runway. Geoff Bennett discussed the latest with science and aviation correspondent Miles O'Brien.

The United States is preparing to send around 1,000 troops from 82nd Airborne Division to the Middle East in the coming days, a person with knowledge of the plans told The Associated Press.

I was still ill when I drew this. And when I turned my Cintiq on that morning, well, it didn’t turn on, for after being on hand for about 900 pages. It had died, a loyal soldier. I had to dig out a small and ancient back-up to make this page and despite the headwinds, as is so often the case, I raised my game and brought you the GRABBO machine. No charge, friends. No charge.

TORONTO – After another quarter of rapid growth and impressive profits, Amazon’s CEO Jeff Bezos has announced the company must immediately do another round of layoffs. The announcement comes just months after all of the Amazon executives and board were forced to meet in Venice following Bezos’ wedding. During that meeting, they spoke about their […]

The post CEO blames current round of layoffs on record profits appeared first on The Beaverton.

Johnny, you forgot your lunch!

Former FBI director Robert Mueller, who served as special counsel in the probe of President Trump and Russian interference in the 2016 election, has died at age 81, with Trump responding by saying, “Good, I’m glad he’s dead.” What do you think?

The post Robert Mueller Dead At 81 appeared first on The Onion.

“Perhaps the Attorney General only recently learned of this program; perhaps the office’s attention was focused elsewhere,” lawyers for Abbott wrote, noting the fund has existed for five years.

Click here to go see the bonus panel!

Hovertext:
There should be demotivational youtube math videos. Just to be different.

Today's News: