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Daley Blind and Juan Mata will be high-profile victims of Jose Mourinhos arrival at Manchester United this summer, Sky Sports News HQ understands. Mourinho, who was shown around Uniteds Carrington training ground by executive vice-chairman Ed Woodward and Sir Bobby Charlton on Monday, is already planning his assault on the summer transfer market, and has identified a number of key targets. Mourinho (R) was shown around Uniteds training complex on Monday by executive vice-chairman Ed Woodward Neither Mata nor Blind are expected to feature in Mourinhos plans for the forthcoming season as he builds a team, which he believes, can win the Premier League. It is understood Mourinho would approve the sale of both players this summer should United receive acceptable bids, with the expectation he can sign players to directly replace them. Charlton welcomes Mourinho Sir Bobby Charlton appears to have given new Man Utd manager Jose Mourinho his seal of approval… Mourinho sanctioned Matas sale to Manchester United from Chelsea in January 2014 for a fee in the region of £33.5m, despite the Spaniard being named Chelseas Player Of The Season six months earlier.At the time, Mourinho was unhappy with Matas work rate and pace, and also held doubts about the his tactical suitability for his preferred system. It is understood he has not changed his mind since, which in all likelihood spells the end of Matas time at the club. Mata was sold to United by Mourinho during their time together at Chelsea Meanwhile Blind, signed by Van Gaal for £14m in his first summer transfer window after arriving at Old Trafford, does not fit the physical profile Mourinho looks for in his central defenders, deeming him also surplus to requirements.Mourinho has a history of signing tall, fast, strong central defenders, such as Kurt Zouma and Raphael Varane at Chelsea and Real Madrid respectively. The physical attributes of both players were seen as key factors in their recruitment, and Mourinho had no qualms in introducing them to the first team at a young age. Mourinho has signed a three-year contract at United Blind was also critical of the manner of Van Gaals sacking last week, just days after winning Uniteds first piece of silverware since Sir Alex Ferguson left the club. He claimed Van Gaal should have been given more time in charge, making him seemingly at odds with Mourinhos appointment.I always worked well with him and would have been keen that the co-operation lasted longer, Blind told reporters at the Netherlands training camp in Portugal. Blind will be allowed to depart Old Trafford after only two seasons at United Over the last six months he has not been treated fairly. I think a manager like Louis van Gaal, who has achieved so much already, deserved more respect.Even though there was so much being written about him losing his job over the last months, he always looked to protect and shelter us. It is not easy for a coach if you are repeatedly being fired in the newspapers. Rashford signs new deal Marcus Rashford has signed a new four-year contract at Manchester United… Also See: Mourinho v Guardiola Terry backs Mourinho at United Carrick: Winning over style Keane: Mourinho is irritating Nemanja Matic Jersey . -- Thirty years ago, the Detroit Pistons beat the Denver Nuggets 186-184 in triple overtime, a game that remains the highest scoring in NBA history. Dominic Solanke Jersey . Once again, the third baseman delivered in a big spot. Ramirez kept up his torrid hitting with a two-run homer to help back Wily Peraltas solid start, and the Brewers extended their winning streak to seven with a 4-2 victory over the Pittsburgh Pirates on Friday night. http://www.chelseasoccerjerseysonline.co...sea-jersey/.com) - The Los Angeles Dodgers and Philadelphia Phillies have finalized their agreed-upon trade that sends former National League MVP Jimmy Rollins to the West Coast for a pair of minor league pitching prospects. Diego Costa Jersey . Duhamel, from Lively, Ont., and Radford, from Balmertown, Ont., were second with 77.01 points, just behind Olympic bronze medallists Aliona Savchenko and Robin Szolkowy of Germany. The four-time world champs lead at 79. Gary Cahill Jersey .Y. -- Sore nose and all, Sidney Crosby had a goal and three assists to help Pittsburgh beat Buffalo 5-3 on Friday night, snapping the Penguins mini-slump and slowing the Sabres late-season surge.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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