CHICAGO -- Derrick Rose came to work unsure if hed be able to play. cheap jerseys from china . He left with his confidence intact and his teams future looking very bright. Luol Deng scored 23 points, Rose added 20 and the Chicago Bulls knocked off the NBAs last unbeaten team with a 110-94 win over the Indiana Pacers on Saturday night. Taj Gibson had 15 points and eight rebounds for Chicago (5-3), which won its fourth straight game behind 11-of-19 shooting from 3-point range. "We got off to a good start," Bulls coach Tom Thibodeau said. "(The Pacers) missed some shots that they usually make. Overall, I thought it was a good win. We played very unselfishly." Indiana (9-1) was the NBAs first 9-0 team since the 2002-03 Dallas Mavericks, who started 14-0. The nine wins to start a season matched a franchise record. Nursing a sore right hamstring, Rose was effective in his 30 minutes on the court. He weaved around and penetrated the leagues best defence, which hadnt allowed more than 91 points to any opponent this year. Rose was injured Monday against Cleveland, and did not play in Chicagos 96-80 win Friday at Toronto. "I was just being smart about the situation," he said about not playing Friday. "This is my first time having a hamstring injury. I dont know how it would go if I had played last night. I dont think Id be able to play tonight." The 25-year-old former MVP shook off the rust after a pair of early off-balance misses. He sank a floater in the lane 3 minutes in, followed by a 3-pointer 30 seconds later to ignite a 12-2 first-quarter run for Chicago. "They were giving me shots," Rose said. "Ive got to take those shots. I saw some go in, so I kept shooting." Rose cozied up at the 3-point arc in the second quarter, knocking down all three attempts as the Bulls took a 25-point advantage into the half. He finished 6 for 11 from beyond the arc. "Most of Roses 3s were pretty well contested considering his speed," Pacers coach Frank Vogel contended. "You cant just jam him. You have to give up something. You have to give them credit." Kirk Hinrich came off the bench to contribute 13 points, eight assists and four rebounds for the Bulls, who avenged a 97-80 loss at Indiana on Nov. 6. The Pacers lost despite having all five starters -- and two reserves -- score in double-digits. Roy Hibbert led Indiana with 14 points a day after posting season-highs with 24 points and eight blocks. Chicago held Paul George to 12 points. He entered the game seventh in the NBA with 24.6 points per game. George and Lance Stephenson combined to miss all seven of their 3-point attempts, and the team made just 25 per cent. "I understand Im going to have nights like this when shots arent falling," George said. "I just dont want to have many." The Pacers were coming off their most lopsided win of the season, a 104-77 drubbing of Milwaukee. Carlos Boozer and Chris Copeland were ejected with 21 seconds left when a double-technical was called for pushing and shoving. NOTES: Chicago reached triple-digits for the second time this season. . Deng led Chicago in scoring for the fourth time this year. . Pacers forward Danny Granger (strained left calf) was inactive Saturday. He has yet to play in a game this season. wholesale nfl jerseys . Sweden, first in Group B with a 4-0-0-0 record, will face Slovakia in Thursdays quarterfinals while Russia (2-0-0-2) will finish either second or third depending on the outcome of the Finland-Switzerland game later Tuesday. cheap jerseys . The one thing we know for sure is that Tessa Virtue and Scott Moirs new free dance has Olympics written all over it. Their music is by Russian composer Alexander Glazunov, who is described as a Romantic Classicist. It is an emotionally poignant and uplifting piece that plays to Tessa and Scotts strengths and is bound to captivate the Sochi audience. Last year, the reviews for their provocative Carmen free dance were mixed.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. wholesale jerseys. 1) 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. cheap jerseys ' ' '
