SEATTLE -- After just 2 1/2 quarters, Russell Wilson traded his helmet for a baseball cap. Earl Thomas turned his attention to the NFL scoreboard and took note that the rest of the NFC West lost. The Seattle Seahawks domination of Jacksonville went as everyone expected. "I was fired up we played just the way we should," Seattle coach Pete Carroll said. "A lot of people expected and asked questions about letdowns and all that type of stuff, and we didnt see it that way at all." Wilson matched his career high with four touchdown passes -- two each to Sidney Rice and Zach Miller -- and the Seahawks overwhelmed the Jaguars 45-17 on Sunday. Seattle improved to 3-0 for the first time since 2006, beginning a stretch of four straight games against the AFC South. The Seahawks came in as 19-point favourites and never gave Jacksonville (0-3) a chance. Wilson connected with Miller twice in the first 16 minutes on TDs of 1 and 4 yards. He hit Rice for an 11-yard TD late in the first half and found him again on a 23-yarder early in the third quarter. Wilson checked out with 3:54 left in the third and finished 14 of 21 for 202 yards. The four TD passes matched his performance last December in a win over San Francisco. The blowout allowed Seattle the chance to test its depth with some of its younger reserves getting their first shot at the regular season. Seattles offence finally showed the potency that made the Seahawks so dangerous at the end of 2012. It was a focus for Carroll this week to clean up the offence. "We stayed away from the dumb mental mistakes, the dumb penalties and we made the most of our opportunities through the air," Seattles Doug Baldwin said. Wilson wasnt perfect. He was sacked by Johnathan Cyprien and fumbled in the first half and made the mistake of throwing across his body and was intercepted at his 11 in the third quarter. But it was a far better performance overall by Seattles offence than in the first two weeks. No drive was better than the final possession of the first half. Linebacker Bobby Wagner had just made a juggling, diving interception at his own 21 with 44 seconds left in the half, and the Seahawks got aggressive. Wilson found Golden Tate twice, hit Rice for 23 yards, and scrambled for another 10. Wilson then capped the half with a dart to Rice for an 11-yard TD, finishing off a drive that covered 79 yards in just 34 seconds and gave Seattle a 24-0 halftime lead. "That was the biggest drive weve had all season, so far," Wilson said. "Thats the thing, we have to be able to do that. ... To be able to do that and score in 34 seconds, that crucial." Carroll said he was aggressive because of the job Seattles defence was doing, a unit that got healthier with the return of defensive end Chris Clemons and cornerback Brandon Browner. Clemons played for the first time since sustaining a major knee injury in the playoffs. "The biggest thing was just trusting in my work, trusting in the rehab and everything Ive been doing, so I felt pretty good about it," Clemons said. The Seahawks forced Jacksonville into three turnovers. They sacked Jacksonville Chad Henne four times, and Maurice Jones-Drew, playing with an injured ankle, was limited to 43 yards on 19 carries. Jacksonville spent the first quarter in negative total yardage and didnt crack the 100-yard mark until 8:30 left in the third quarter. The Jaguars found the end zone for the second time this season when Jones-Drew scored on a 2-yard run. "It was tough to move the ball early. Their defensive line did a good job, their front seven," Henne said. Millers first TD came when Wilson duped the entire stadium with a perfect play-action fake for the 1-yard TD. Wilson found Miller early in the second quarter when he pirouetted away from the pass rush for a 14-0 lead. Wilsons final TD came early in the second half when he lofted a pass into the end zone, and Rice cut in front of a defender to haul in the TD. Baldwin also made a diving, one-handed 35-yard touchdown catch from Tarvaris Jackson after Wilson departed. Jackson also had a 5-yard TD run in the fourth quarter. Notes: Seattle DE Red Bryant left in the second half with back spasms. WR Jermaine Kearse sprained an ankle in the first half. ... Jacksonville fell to 2-9 on the West Coast. ... Jackson was 7 of 8 for 129 yards and a TD. ... Jacksonvilles Jordan Todman scored his first career TD in the fourth quarter. Hydro Flask Nederland . A little more than one year after missing a last-second tip-in that would have given the Wolverines a share of the Big Ten regular-season title, the 6-foot-8 forward scored on a layup with 7. Hydro Flask Korting . Former two-time Olympic gold medallist Evi Sachenbacher-Stehle tested positive for the stimulant methylhexanamine in both her "A" and "B" samples, the German Olympic Committee said. http://www.hydroflaskkorting.com/hydro-flask-40-oz.html.com) - Delon Wright scored 17 points and No. Hydro Flask 24 OZ . "Yes, Id like to get them in," Detroits rookie manager said. "Mother Natures going to have a say in that." Sure enough, the Tigers had their game against the Kansas City Royals postponed because of rain on Thursday. Hydro Flask Kopen . Head coach Randy Carlyle confirmed the news after the Leafs morning skate on Monday. Kozun was hurt during Friday nights home game against the Red Wings and did not make the return trip to Detroit for Saturdays game.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. ' ' '