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NEWTON, Iowa -- If this was Brad Keselowskis final trip to Iowa Speedway, he made it a memorable one. Keselowski held off the charging Michael McDowell on Saturday night to win the NASCAR Nationwide race at the short track. The only Sprint Cup driver commuting from Pocono in Pennsylvania, Keselowski led 146 of 250 laps for his third Nationwide victory of the season and second in two starts. Trevor Bayne was third, followed by Sam Hornish Jr. and Ty Dillon. Keselowski, who ran the No. 22 car so Ryan Blaney could stay in Pocono for Saturdays Truck race, was set to cruise to an easy win when James Bueschers crash erased his lead less than 10 laps from the finish. But Keselowski went high to overtake McDowell and held on for his 30th series victory. "He had me there for a minute. Somehow I slipped back by him. Im really not even sure how that worked out," said Keselowski, who mentioned after the race that the seat for the No. 22 car in Iowa will likely be given to a Penske developmental driver in the future. "These wins, theyre not easy to come by." Points leader Chase Elliott finished eighth. He leads Regan Smith by two points. Keselowski won for the third time at the track. He won the inaugural race five years ago and topped Hornish last season. Keselowskis success on Iowas short track -- along with a front-row spot next to Bayne and six consecutive top-three finishes in NASCARs second-tier series -- had him pegged as the heavy favourite from the moment the green flag dropped. The Sprint Cup regular didnt disappoint. Keselowski and Hornish swapped the lead much of the night, with Keselowski taking control two-thirds of the way through the race. Dakoda Armstrongs blown tire less than 70 laps from the finish gave the front-runners a chance to make pit stops. Keselowski won the race off pit road and appeared to have the race locked up until the final caution put him in jeopardy. The flag gave a relatively boring race a brilliant finish. McDowell briefly held the lead, and the first win of his career appeared within reach before Keselowski made the move of the race. "Brad definitely had the best car. But on those restarts, everybodys got a shot," McDowell said. "I tried my best. I gave it all I had. But I just got a little too loose on (turn) three and Brad got a run on the outside." Bayne won his first pole of the season earlier Saturday and led the first 31 laps, besting his total for the entire season just minutes into the race. Bayne also won the "Dash 4 Cash" promotion for series regulars, pocketing $100,000. Keselowski put himself in position for a weekend sweep after qualifying third for Sundays race in Pocono. Keselowski flew from Pennsylvania to Iowa about three hours before the race and flew right back to Pocono after the race, this time clutching perhaps his last trophy from the Iowa Speedway. "This isnt a race that Penske circles and says we want to send a Cup driver to. Its just the way it works right now with our development drivers in the trucks series. The race is a conflict," Keselowski said. "But Ive enjoyed the success Ive had here." Joshua Kimmich Germany Jersey . Osasunas Alvaro Cejudo drove the ball onto the crossbar in the fifth minute and his team squandered several long-range strikes before he was denied one-on-one by goalkeeper Jaime Jimenez in the 50th. Germany Soccer Jerseys . New York (16-9-8) took over first place in the Eastern Conference and has the best record in the league with one game remaining. Houstons five-game unbeaten streak was snapped, and the Dynamo (13-11-9) are sixth in the East with one game remaining. http://www.germanysoccerpro.com/Toni-Kroos-Germany-Jersey/. -- New York Yankees centre fielder Jacoby Ellsbury was sent for an MRI Thursday of his ailing right calf, which was negative. Leon Goretzka Germany Jersey . Lynchs attorney, Ivan Golde, told The Associated Press on Thursday of the plea deal that was reached with the Alameda County District Attorney Office. The plea will be formally entered in court in Oakland, Calif. Niklas Sule Germany Jersey .ca presents a week long look at some of the teams and stories that will shape the up coming campaign.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. ' ' '