"It was like giving someone the death penalty on hearsay.”

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Jim Achenbach digs up more on the dreadful Duramed DQ of Sarah Brown and it paints an ugly picture considering that there was an on-site testing device (not used) and some silly on-course behavior from the rules official, who is identified in the story as Jim Linyard. I'd like to give Linyard the benefit of the doubt since this isn't exactly the big leagues of officiating work and there were inevitably issues with determining conforming clubs on a tour that only this month adopted the groove condition of competition, but it's hard to look past the events reported by Achenbach.
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"It was the arrogance to say, ‘I’m pulling her off the course.’"

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Sean Martin fleshes out the story of Sarah Brown's terribly unfair DQ in a Duramed Futures Tour event. While the confusion of determining conforming vs. non-conforming wedges could be chalked up to a USGA rule implementation issue, you really have to wonder about the official who pulled her off the course. I'm guessing a retired school principal type missing the days of major power displays.
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What These Wild And Crazy (Ad Agency Guys) Will Do For Adidas Golf!

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Thanks to reader Stuart for Rich Thomaselli's AdAge look at the new, authentic outreach by adidas Golf to circumvent the lack of organic social connections found in your every day television ads: send two finalists chosen from an applicant pool of thousands who are will to do anything for a job working at adidas, and film the entire thing in a Survivor meets Big Break in the vein of Amazing Race social media campaign aimed at...golfers!?
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"And he calls himself a proud Australian.

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Nick Tabakoff in the Herald Sun looks at Greg Norman's handling of his design office closure and questions about termination pay for his staff.

The ex-employee also said that while the Sydney office had fewer than 15 staff, it was "part of a larger company that employs about 40 people globally".

Norman was at the top of the latest BRW Sports Rich List, earning $15 million last year, largely because of the successful golf course design company.

Fair Work Australia guidelines specify redundancy payments are required to be made to terminated staff of a company with "15 or more employees".

Many Australian companies have historically chosen to pay four weeks' redundancy pay for every year of service, which would have allowed Norman's longest-serving ex-member of staff to be paid 40 weeks' redundancy.

Even baseline new national employment standards provide for a minimum 12-16 weeks' redundancy for staff of companies of 15 staff or more.

But Mr Steven said he received a "letter of termination" delivered in person by company vice-president, Jason McCoy, on April 30 - the day he was made redundant.

"It said I would just get statutory entitlements," he said. "It didn't even state I was being made redundant. It just said my termination was effective immediately."