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Felsberg Invitational Primer 02.06.2025 | Softball ISU will look to keep a streak of winning at least two of its opening season tournament games alive Iowa State will integrate a bevy of new players as the team lost 11 seniors from last year's team The Cyclones open the Felsberg Invitational with a pair of contests on Friday beginning with the season opener against Stony Brook at 11:30 a.m Iowa State opens the Saturday slate with a 9 a.m matchup with Indiana before waiting to see who it'll play next The fourth and fifth games will be decided by how the teams fared in the first three scheduled games Other Cyclones that look to have a major impact on offense are returning infielder Ashley Minor and Miami (OH) transfer Reagan Bartholomew Bartholomew was a First Team All-MAC selection last season and helped the Redhawks advance to the postseason where they competed in the Knoxville Regional FIU will be in a difficult spot to start the season. Its coach, Mike Larabee, announced on Jan. 18 that he would be temporarily stepping away from the team after a cancer diagnosis. The Panthers, who finished 21-29 last year, will look to stay afloat without their leader with the help of sophomore outfielder Kally Meredith, who was voted to the Preseason All-CUSA team. After finishing 40-20 last year and making the NCAA Tournament, Indiana will look to start the 2025 season strong. Indiana's trio of Bri Copeland, Taylor Minnick and Avery Parker have earned plenty of preseason honors as all three are on the Big Ten Players to Watch List. Copeland, along with ISU's Allen, made the USA Collegiate Player of the Year Watch List. After losing several key players following its 2024 campaign, Indiana softball head coach Shonda Stanton and the Hoosiers added eight freshmen and two transfers to the roster in the offseason. All of their additions saw the field on opening weekend in Miami, where the Hoosiers finished 4-1.   Five freshmen experienced successful plate appearances, including infielders Madalyn Strader and Sydni Burko, catchers Alli Gavin and Josie Bird and outfielder Hannah Haberstroh.   Strader, a four-time All-District selection throughout her Texas high school career, went 6-9 with two RBIs at the plate over the weekend while starting all five games at shortstop.   Burko’s only plate appearance of the weekend came in a pinch-hit situation during the second inning of Friday's 10-0 win against Stony Brook University. Ranked as the No. 20 overall prospect in the 2024 class by Extra Innings Softball, Burko picked up an RBI off a fielder's choice to aid in the Hoosiers’ dominant effort.   Gavin made her collegiate debut in the fifth inning Friday against Stony Brook as a pinch runner. She scored to extend the Hoosiers’ lead in Friday’s matchup with Stony Brook before earning her lone hit of the weekend in Saturday's rematch.   Bird earned five plate appearances throughout the weekend, going 1-4 with a walk in the batter’s box. Her lone hit came in the bottom of the third inning during Sunday's matchup against Iowa State University.  Coming in as a pinch hitter in the bottom of the fifth inning during Saturday’s game against Stony Brook, Haberstroh drew a walk and rounded the bases to give the Hoosiers an 8-1 lead.  Freshman outfielder Peyton Drummond also made her collegiate debut over the weekend. Despite drawing zero plate appearances, the Floyds Knobs, Indiana, native made her mark as a pinch-runner, scoring four runs and compiling three stolen bases across four games.   In the circle, freshmen Jenae Berry and Jasmine Reyes each made two appearances. Pitching in both games against Iowa State, Berry allowed zero earned runs while striking out five across 7 2/3 innings. Reyes surrendered zero earned runs and struck out four across seven innings in two appearances against Stony Brook.   In addition to the contributions made by freshmen, both of the Hoosiers’ transfer portal additions were active opening weekend and are expected to be significant pieces of the team going forward this season.   Redshirt junior outfielder Melina Wilkison, formerly of Ohio State, was productive in her first five starts for the Hoosiers. In 17 at-bats, Wilkison compiled eight hits, including six RBIs and one homerun.   Junior pitcher Taylor Hess spent her first two seasons at the University of Kentucky before transferring to Indiana in June. Hess made her debut against Stony Brook on Friday, when the lefty allowed zero earned run and struck out three across four innings.   After a productive first weekend, the Hoosiers travel to Mexico, where they will begin the Puerto Vallarta Challenge. Their first matchup comes against North Dakota State University (3-2). The game can be streamed at 8 p.m. Thursday on FloSoftball. The Daily Rundown is published Monday through Friday and gives you a quick look at the day's top stories. Friday's weekly recap will let you catch up on the most important and most popular stories of the week. Find out what the IDS is saying about IU basketball. The Monday edition, distributed during the IU basketball season, includes links to articles, columns, podcasts and more. 2024 Despite a burgeoning use of AI in the workplace organizations have barely scratched the surface of how efficiency and productivity may be enhanced by employing advancing technologies an unchecked use of AI tools in the workplace can raise serious concerns for employers about ensuring the accuracy and defensibility of AI deployment and development Despite a burgeoning use of AI in the workplace we surface and scrutinize AI risk factors recently reported in Fortune 500 businesses' SEC filings and their application beyond the Fortune 500—and how to enter this new business frontier safely through proper policies and education and emerge ahead of the game principal in Jackson Lewis's Long Island office also co-leaders of the firm's AI Service Group as AI continues to revolutionize the workplace by boosting productivity and providing valuable insights through data analysis the question on everyone's mind today is: What are the potential risks of integrating such advanced technologies and how does that impact my organization?  Principal and Artificial Intelligence Co-Leader Welcome to Episode Three of our new podcast dedicated to the issue of AI in the workplace My name is Eric Felsberg and I'm joined by my partner we've all heard about the positive impact AI will have on workplace productivity and efficiency It seems like every day we hear about a new technology that promises to streamline our work there's a lot of excitement and anticipation about how our work will evolve.  But a lot of us have this nagging concern — I know I do and I think you're the same — about the risks associated with the use of AI many are concerned about the unbridled use of AI tools in the workplace and how they may raise issues are focusing on identifying these issues and constructing methods for controlling these risks.  We recently posted on a trend; CIO Drive reported that there was an analysis done of Fortune 500 businesses and their identification of AI as a potential risk factor in their SEC files It's been really a pretty interesting development and certainly a sign of the times as businesses are trying to manage this balancing act of risk and reward when it comes to AI deployment and development.  to identify risk associated with AI use for our listeners we're also going to be covering during this podcast series strategies for employers to help mitigate risk while also leveraging the benefits of the AI tools that they're considering as illustrated by these SEC filings.  there was an interesting data point that was noted in the Arise AI which is the organization actually dove into these SEC filings And that data point says that when they look back at some during that year dubbed it the year of the data breach Maybe you might say so much for that more than 10 years later it was a jump in cyber risk disclosures of about 86 percent between 2010 – 12 Contrast that with the jump that Eric and I are talking about here the jump in AI risk reported in SEC filings between 2022 – 24 was 473 percent putting some structure around the use of AI in any organization increased governance over that process is really critical from what we're seeing and what we're talking to clients about The considerations around governance can be lengthy depending on what you're looking to accomplish some of the things that we're seeing and encountering is who in the organization is going to lead the effort is it a group from what areas of expertise What level of institutional knowledge do we want that person to have?  I'm finding that some organizations are realizing that they need more input from persons other than IT and may be forming committees are you seeing that kind of thinking around this issue of governance?  The considerations that we're discussing now very well may require more than just IT professionals They may all need to play a role depending on how the particular organization is leveraging the AI technology.  as many folks in human resources are used to doing “What if we engage a third party to help?”  We've collaborated on several vendor agreements dealing with these issues on a whole range of areas of those agreements Can we shift some of that liability?  It's worth noting that in the ARISE report there were four main categories of risk that Fortune 500 companies identified All of these can come into play when dealing with vendors So regulatory risk and data security can be pretty significant there.  Other issues in terms of governance: Organizations also want to know “How do we measure success?” You embark on this mission say So how do we know if we're being successful with it How do we train employees to use the tools or applications that the company decides to deploy Have we addressed privacy and security relating to confidential and business information?  companies / employers need to be thinking about their own systems access management to platforms that use these technologies I know that some state regulations have been toying with how to maintain — and for how — long record keeping around AI applications Have we appropriately considered ethical issues around the deployment?  How should we approach notice and transparency and safety Some of the common themes we see around thinkers who are talking about AI technologies.  From a notice and transparency perspective just thinking about a lot of the work we've been doing in the New York City law including publication of bias audits and so on I don't know if you're seeing what I am in regard to harmonizing that law with others that are now popping up and some that have popped up in terms of those issues?  I think it's challenging for employers to try to manage what is becoming a rapidly developing patchwork of laws around the country these laws are developing almost as quickly as the AI technologies themselves are developing As far as the New York City AI law is concerned for at least a period of time and maybe a little bit even now that was one of the more advanced AI laws in the country “if I feel that I'm in compliance with New York City that may put me in good stead with other laws around the country.” But as these things start to develop — again rapidly — at the pace they're currently developing it's going to be really challenging for employers to come up with a universally compliant framework for implementation of AI platforms.  these are just a few of the considerations that we're talking about Employers also must think about how they're going to tailor these considerations consistent with the use case What is the context in which they're using it associated with the use of AI in a marketing campaign We could see how that would differ very much from those associated with permitting employees to use AI note takers Employers must think through all these considerations and think about whether they should be addressed in a policy we will be covering AI policies in a future episode I think that's kind of a good place to stop here for this episode We'll definitely be addressing and continuing this discussion going forward.  as we mentioned at the announcement of this series: If you’d like to hear about a particular topic or if you'd like to participate in an episode We'd love to hear what you're interested in So please email us at ai@jacksonlewis.com.  Please tune into our next program where we will continue to tell you not only what’s legal We get work™ is available to stream and subscribe to on Apple Podcasts our presenters and other Jackson Lewis resources this material is provided for informational purposes only It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient This material is provided for informational purposes only It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient Recipients should consult with counsel before taking any actions based on the information contained within this material This material may be considered attorney advertising in some jurisdictions Prior results do not guarantee a similar outcome Footer Contact Us Disclaimer, Privacy and Copyright Accessibility Statement Jackson Lewis P.C Game Recap: Softball | 2/9/2025 2:08:00 PM Thanks for visiting The use of software that blocks ads hinders our ability to serve you the content you came here to enjoy We ask that you consider turning off your ad blocker so we can deliver you the best experience possible while you are here 5vs7Indiana Cyclones Wrap Felsberg Invitational Play 02.09.2025 | Softball – Iowa State (1-4) wrapped up the Felsberg Invitational on Sunday morning falling to Indiana (4-1) by a score of 7-5 Iowa State had one of its best offensive performances of the weekend, tallying five runs on nine hits – three of which were extra-base knocks. Three Cyclones – Serenitit Trice, Reagan Bartholomew and Jessie Clemons – had multi-hit performances while Bartholomew led all players with three RBI The Cyclones limited errors which plagued them earlier in the weekend and trimmed down on their runners left on base but couldn't overcome Indiana's late pitching swap to Jenae Berry who limited ISU to just two hits in her 3.2 innings to close the game as Ralston was tied for a game-high five strikeouts Indiana had seven players account for nine hits and had four extra-base hits Starting pitcher Brianna Copeland threw 3.1 innings of work fanning five but allowing five runs on seven hits The aforementioned Berry would hurl the final 3.1 and hold ISU scoreless Indiana scored a run of its own in the first as a single was eventually moved to third off a stolen base and a flyout A two-out single would plate the run and tie things up at one-all The second inning was big for both sides, as each team scored three in the frame. With runners on the corners and two outs, Iowa State attempted to steal second. Indiana attempted to pick off Trice who was between bases, but while focused on her, Isabelle Nosan stole home and put the Cyclones up by one driving in both Trice and Allen with a double to left center to notch her third RBI of the day Indiana again matched ISU's run production plating its own trio of runs in the bottom of the frame An RBI triple and a two-run blast were all the Hoosiers needed After holding ISU scoreless in the top of the third doubling in a runner from second to take a 5-4 lead The Cyclones would knot things up again in the fifth, as a Hayleigh Oliver single would eventually move to third off a pair of wild pitches Trice then recorded her first collegiate extra-base hit doubling down the left line and scoring Oliver to put the teams in a 5-5 stalemate Both sides were locked down in the fifth, as Jaiden Ralston fanned a pair running her tally on the day to four before her fifth punchout in the sixth ISU was held off the scoreboard in the sixth while IU brought a pair in off a 2RBI triple to take a 7-5 lead Despite getting a base runner on in the seventh Brazilian firm Madrona Fialho Advogados has strengthened several practice areas by hiring a partner from Felsberg Advogados and promoting a further four lawyers to its partnership expert analysis and essential resources from the Latin Lawyer experts Copyright © Law Business ResearchCompany Number: 03281866 VAT: GB 160 7529 10 These firms have professional notices in the Latin Lawyer 250 Get more from LLSign up to our daily email alert Unlock unlimited access to all Latin Lawyer content Ashley Felsberg with some of the balloons she collected for Balloon Mission A Bellmore teen is flying high after collecting more than 3,000 used balloons to help protect the environment recently accumulated 3,090 balloons — about a dozen large garbage bags’ worth — from local florists and party planning businesses Many of the balloons were left over from Valentine’s Day The balloons were then picked up by representatives of Balloon Mission a Merrick-based organization that finds “good end-of-use solutions for them,” according to its website because I didn’t even realize I had collected that much,” said Felsberg who pursued the project as part of the community service requirement for her school’s Science Honor Society “It was great to take as many balloons as I could and put them toward a good cause instead of having them get into the ocean or into the sky.” From breaking news to special features and documentaries the NewsdayTV team is covering the issues that matter to you By clicking Sign up, you agree to our privacy policy which are made of materials like mylar and latex pose a danger to animals that become entangled in the strings or eat pieces of the balloons The balloons collected by Felsberg will be repurposed by Balloon Mission in several ways including as environmental art in workshops with the Long Island Children’s Museum Other balloon materials go to companies like TerraCycle where they are melted down into plastic pellets and turned into industrial flooring or pallets Balloon Mission’s founder and executive director called Felsberg’s collection “an astonishing amount” for an individual She also commended Felsberg for her idea to work with florists and party planners to keep balloons out of the environment “Ashley has pioneered a new environmental path ensuring that these balloons are properly disposed of saving animals from this harmful litter,” Seibold said “We hope to continue the relationships she has forged.” Felsberg’s efforts were also praised by Heather Bizewski the science chairwoman for the Bellmore-Merrick Central High School District “She truly has embraced the Balloon Mission initiative and we couldn’t be prouder of her work and the positive impact it is having on our community,” Bizewski said Nominate a Long Islander who goes above and beyond or serves as an inspiration to their community Send details and photograph to Michael Ebert michael.ebert@newsday.com (photos should be high-resolution) Photos may be used in other publications affiliated with Newsday Trump's influence on NY's future .. Get the latest news and more great videos at NewsdayTV Get more on these and other NewsdayTV stories The Newsday app makes it easier to access content without having to log in Unlimited Digital AccessOnly 25¢for 6 months Copyright ©2025 Newsday. All rights reserved. 2024 Artificial intelligence is revolutionizing the workplace offering unprecedented opportunities for innovation and efficiency The Colorado AI Act stands at the forefront of this transformation ensuring that AI is used responsibly and ethically This pioneering legislation aims to eliminate algorithmic bias fostering a fair and inclusive environment while promoting the innovative application of AI technologies.  Artificial intelligence is revolutionizing the workplace fostering a fair and inclusive environment while promoting the innovative application of AI technologies we discuss what makes the Colorado AI Act different from other emerging laws and regulations and how developers and vendors offering AI tools must ensure they have used reasonable care to remain legally compliant and avoid unfairness Today's hosts are Eric Felsberg and Joe Lazzarotti principals in the Long Island and Tampa offices of Jackson Lewis and leaders of the firm's AI Services Group They are joined by special guest Michelle Duncan principal in Denver office and member of the AI Services Group given the consequential decisions employers and deployers must consider when using AI tools responsibly the question on everyone's mind today is: What are the main provisions that distinguish Colorado's AI law from other jurisdictions Principal and Artificial Intelligence Group Co-Leader Welcome back to this installment of AI at Work the Colorado AI Act and all of its many features we are thrilled to have a special guest with us today my friend and principal from our Denver office we have been discussing a lot of AI-related requirements on this podcast but Colorado seems to be among the most far-reaching with its AI acts This is one of the most comprehensive AI laws that we've seen to date Interesting that a very similar law was proposed in Connecticut but was not ultimately enacted so Colorado is on the cutting edge here.  One of the main features that distinguishes this law from others is that it requires developers of AI tools or high-risk artificial intelligence systems to use reasonable care It's really a consumer protection law at its core the language you will notice is framed in protecting consumers from known or reasonably foreseeable risks of — and I'm using air quotes here — algorithmic discrimination in a high-risk system Data and Cybersecurity Group and Artificial Intelligence & Automation Group Co-Leader Can you dig in a little bit and help us understand what the statute means when they say a high-risk system The first important consideration is whether a system is used to make or assist a human in making what is called consequential decisions They're trying to tease out what are the most high-risk or most important decisions that may impact an individual in the state of Colorado It's incredibly broad what has been listed as possible consequential decisions.  I just want to be really clear: I'm an employment lawyer This law certainly covers employment and employment opportunities as being consequential decisions Consequential decisions can be defined as decisions involving education enrollment insurance; so employment is just one small piece of a much bigger puzzle that Colorado is trying to legislate here.  the state of Colorado is looking to ensure that these systems that use AI are not resulting in unfairness to the consumer — or in our world Much of that will turn on whether the tool results in algorithmic discrimination.  I know the statute refers to developers and deployers.  Help us understand that Who might developers be that have this reasonable care obligation?  It's really important because Colorado has enacted a law that places legal obligations not only on the user of an AI tool — in our world employers often use AI tools as part of their hiring process an employer who uses an AI tool as a selection procedure would actually be considered to be an employer of a high-risk AI system Employers have always had obligations with respect to ensuring that their hiring practices or their processes do not result in disparate impact discrimination which is often the theory of discrimination that we would look to when we're talking about AI tools.  What's new here is that developers — we usually call them vendors; these are the companies that are offering these tools selling them to employers as their customers or clients — now for the first time ever actually have legal obligations in the state of Colorado to ensure that they have used reasonable care to avoid algorithmic discrimination.  This is really one of the hallmark distinguishing factors of this law that it really is the first one that is putting companies that develop these tools on the hook to be potentially liable if they don't do that in a way that aligns with consumer protection and deployers can be employers who are using AI for certain purposes and have an obligation also to use reasonable care to avoid algorithmic discrimination I'm assuming based upon what you're saying that an employer could also be a developer maybe you can just address the rebuttable presumption that's in the law and give us a little more information about that.  The two definitions of employer and developer could apply to a single entity developed in-house an AI system that it uses to assist or make selection decisions for its own hiring practices then they could be both a developer of the AI tool as well as a deployer of the AI tool.  Employers who both develop and deploy these tools The vast majority of the clients that we work with in this space are employers who have engaged a third-party vendor who essentially sold them a tool or a platform or software that is meant to be used for recruiting or hiring the one where a third-party vendor is involved.  vendors have been very reluctant to share a lot of details about their tools that they've developed Many of them would claim that they're black-box algorithms — if they were to share detailed information about how the algorithm works they would essentially be giving away their intellectual property; that the algorithmic methodologies that are used are really proprietary with respect to the vendors — and so the one interesting thing that has changed with the Colorado law is that now developers are required to disclose and assess the impact that the tools that they are selling may have out in the marketplace That is something that we have not seen before I think they will be sighing a sigh of relief because now we have Colorado state law that supports the requests that have been made for many many years to vendors to provide information about how the tool was developed what it's intended to be used for and how the tool works so that employers can determine whether they're legally defensible.  just to take that one step further: The way we understand this is that there's no private right of action here any enforcement is left to the state attorney general's office the attorney general also has discretion under the statute to implement further rulemaking That's kind of an interesting aspect of this particular law.  there was a lot of uncertainty right up until Governor Polis signed this law he had a very clear message for the legislature in that he asked for continuing work to be done to ensure that the law is not going to operate against the state's ability to provide a home for high-tech companies to operate There's this thinking that potentially this could discourage some of the vendors or developers of AI tools from locating or staying in Colorado because they will now have legal requirements that they haven't had in the past We expect the AG's office to certainly provide additional information where we got some additional rulemaking as well as some clarifying questions and answers for the regulated community But I would wager a bet that the law itself could change we may see an actual amendment to the legislative text as well as rulemaking and clarification from the AG's office.  back to your point: This is a consumer protection law so the framework is slightly different than what we are used to seeing in the employment context there's a rebuttable presumption that deployers used reasonable care if they do XYZ And the XYZ has not yet fully been defined but we know that developers are required to implement some type of risk-management policy and program which is the National Institute for Standards and Technology as being one framework that would meet the requirement of using reasonable care And then also the law provides that the AG's office can also define a framework and that employers or deployers would have the ability to choose which risk management framework they will use But part of that is creating policy-program-level sort of guardrails Then also there's a requirement to complete impact assessments and to notify consumers about the decisions that are being made using these AI tools developers are required to make publicly available statements summarizing the system and to disclose — and we'll see how frequently this happens — to the attorney general if the developer determines that its tool may result in algorithmic discrimination there's a bit of a self -reporting on the discrimination piece as well I think the most significant lift for employers is going to be that the state of Colorado has adopted almost a Fair Credit Reporting Act-style notice and appeal process when consumers are notified that a decision has been returned — presumably a negative decision like a decision to not hire someone or to not advance them to interview — and that the decision was made by an AI tool has the ability to reach out and essentially ask for specific information about what piece of information or sets of information was used by the AI system [as to] why they weren't selected they have a right to ask for an opportunity to correct data that may have been acted on as part of the AI system I can't even imagine what this is going to do to an employer's hiring process if you're having to respond to individual applicants in this way.  just to go back to something you said a moment ago which is how does the state reconcile this law where it's regulating AI but at the same time certainly [having] a desire to bring tech businesses to the state We were speaking earlier how we've heard from the LinkedIn founder around this issue I don't know if you could share with our audience kind of what Reid Hoffman's comment was but kind of how you think that's going to play out in the state There was a recent AI summit that happened in Denver and the head of LinkedIn as well as the mayor of Denver were both on the stage together It's not really clear whether the current mayor is in favor of this law or not but what was very clear from the messaging was that tech leaders believe that this will create a disincentive to tech companies doing business in the state of Colorado because there is no other state currently that requires this type of notice All of this is new with respect to developers of AI tools.  I do think that being the first is always difficult But I feel like we have been drinking from a fire hose with respect to the AI legislation And even though Colorado was the first state to enact comprehensive legislation that puts the developers or vendors on the hook to see whether this framework and these requirements are picked up and sort of mirrored in other state legislation And I will say that this certainly lifts the veil that the vendors have created around transparency and explainability of AI tools it sounds like many legislatures borrow from one another We see the same kind of rebuttable presumption in the data security laws You can avoid some exposure in litigation if you take some steps it sounds like that's similar to what's going on here and these are all the kinds of best practices that it's really no time like the present to begin adopting.  Companies have been using artificial intelligence for decades It feels new to us because it's only been in the last 10 years or so that it has made its way into the human resources area My comments here would be don't be afraid of AI We need to embrace it because it's here to stay But you need to go in eyes wide open with respect to the partners that you bring in especially when we're talking about using third-party vendors who are selling these AI tools There are some exemptions that are built into the Colorado AI law those who have 50 or less or less than 50 full-time employees in Colorado those who only use the AI system as it is intended to be used by the developer and also those employers who don't use their own data to train the AI system are potentially exempt from their requirements under the law What that tells me is we need to be really careful and precise about who we partner with as well as the language that is included in your master services agreements or contracts with the vendor because you want to be able to set yourself up to use these exemptions that may apply to employers.  We're always happy to help and often get involved in discussions on behalf of our clients with vendors to make sure that we understand whether they will be able to help us stay compliant and to make sure that we can rely on the work that they do under the Colorado law to ensure that the system itself is not going to be problematic for the employer.  Thank you both for a great discussion. And to our listeners, we hope you found this helpful and insightful. If you have any questions or would like to see a particular topic featured on this podcast, please feel free to email us at ai@JacksonLewis.com.  nor does it create a client-lawyer relationship between Jackson Lewis and any recipient.  Dias Carneiro Advogados has added firepower to its labour department by hiring a partner from fellow Highly Recommended outfit Felsberg Advogados Thanks for visiting ! Felsberg is a principal in the Long Island and co-leader of the firm’s Artificial Intelligence and Technology Groups Eric has long understood the intersection of law and technology and the influence artificial intelligence has on employers today and will have on the workforce of the future Recognized as a leading voice in the industry providing practical advice and answers to emerging workplace issues before his clients even know to ask the questions He partners with clients to develop AI governance models and provides advice and counsel on AI use policies ethics and transparency issues related to AI products Eric leverages his considerable knowledge of the technology and AI industries to create meaningful partnerships with developers and distributors of AI models and tools and owners of content and data used to train AI applications for the benefit of his clients.  Eric has long served as the National Director of the firm’s Data Analytics Group and leads a multi-disciplinary team of lawyers and analysts with decades of experience managing the interplay of data analytics and the law the Data Analytics group applies proprietary algorithms and state-of-the-art modeling techniques to help employers evaluate risk and drive legal strategy Eric delivers user-friendly counsel and training to employers on everyday employment and compliance issues arising from federal Eric has successfully represented employers during OFCCP compliance reviews OFCCP individual complaint investigations and in matters involving OFCCP claims of class-based discrimination He also assists employers with diversity program risk analyses and compliance Eric is the co-host of the firm’s regular podcast series which provides the latest information and insight on all emerging AI issues for employers Eric’s ability to transform the technical into the teachable has made him a sought-after speaker on a range of technology topics for clients Thanks for visiting Prohibited Items: Items prohibited from all FIU athletic events include: any outside food/beverages pets (except for certified service dogs for disabled patrons) drone-type aircraft or any item deemed hazardous by FIU Stadium management personnel Those with illegal drugs or incendiary devices are subject to ejection and/or arrest Authorities are allowed to inspect patrons upon entering any FIU athletic facility for the purpose of spectator safety No backpacks will be allowed into FIU athletic events Baby strollers need to be kept clear of all aisle ways and must be checked upon entering the Stadium All items (packages) are subject to search Ushers will restrict entrance to the field and premium areas allowing only credentialed personnel access Thanks for visiting Thanks for visiting The Brixton Motorcycles Felsberg 125 XC is the off-roader poised to conquer the most rugged trails this motorcycle features a robust and durable design with a wide front fender and thick tread tires made to tear through the earth time and time again the Felsberg 125 XC is ready to tackle any terrain Its high and dirt-dominating front fender reinforces its off-road credentials while the strong underbody protection allows it to face any obstacle without fear The bike’s equipment is equally impressive a digital speedometer and electronic fuel injection the Felsberg 125 XC is powered by a single-cylinder air-cooled four-stroke engine that delivers a maximum power of 8.2 kW at 9000 rpm and a maximum torque of 9.7 Nm at 6500 rpm with electronic ignition and electric starting with hydraulic disc brakes both front and rear a telescopic fork suspension upfront and a swingarm with dual shock absorbers at the rear The 100/90-18 front and 120/80-17 rear off-road tires complete the package With a running order mass of 134 kg and a permissible maximum weight of 304 kg the Felsberg 125 XC is agile and maneuverable with a seat height of approximately 820 mm ensure a comfortable and controlled riding position The fuel tank with a maximum capacity of 11.5 liters guarantees good autonomy the Brixton Felsberg 125 XC reaches a top speed of 99 km/h with a fuel consumption of 2.5 liters per 100 km and CO2 emissions of 57 g/km This off-road motorcycle is clearly the trailblazer of the unbeaten tracks that any adventurer needs to explore the most challenging paths Can-Am is returning to its roots in motorcycles and its two models have been honored with the Red Dot Design Award – adding to the iF Design Award... 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Upgrade now. 2024 Organizations are harnessing the benefits of using generative and traditional AI technologies to enhance productivity before employing these tools in the workplace organizations must minimize potential risks and ensure the ethical and responsive use of AI Organizations are harnessing the benefits of using generative and traditional AI technologies to enhance productivity we discuss the importance of developing comprehensive AI policies and bias monitoring in AI outputs—and the potential pitfalls of not properly managing and vetting the appropriate use of AI technologies in the workplace principal in Jackson Lewis’ Long Island office principal in the firm’s Tampa office and co-leaders of the firm’s AI Group given the importance of developing comprehensive AI policies the question on everyone’s mind today is: What factors should organizations consider when developing governance structures for the use of AI in the workplace Joseph J. LazzarottiPrincipal and Privacy We’re here with another episode of We Get AI for Work I have the pleasure of being with my good partner Eric Felsberg.  It’s a real hot-button issue around AI and implementing AI in organizations One of the things that we talked about is policies: How do we create policies around this technology And one of the things we were talking about as well is maybe there’s different types of policies — a handbook policy for employees maybe there’s an assessment policy or a privacy policy If we’re talking about policies generally — maybe more so a handbook policy for employees I know there’s a lot of interest there in terms of employers thinking about how we govern employees’ use of this technology — let’s dig into some of what you might expect to see What are those provisions and what are some of the issues around those provisions I know one of the things we always think about is: “Hey can you talk a little bit about when approaching a policy what exactly is the technology and how might that impact the policy FelsbergPrincipal and Artificial Intelligence Co-Leader There’s one important thing to think about before we get into the specifics of a policy It’s pretty common that you and I will get a question from an employer that we’re working with who says “Hey do you have an AI policy template you can just send over to me?”  And you and I know our response as well: Broadly speaking we have certain features we expect to see there but the policy really should be specific to your particular organization and also as we touched on this on the governance episode how AI is going to be used in your particular organization Or maybe it’s going to be used as part of your core business model where you’re looking to streamline and make more efficient some of the tests that you perform on an everyday basis.  But we’ll talk a little bit about some of the features here one of things that you mentioned goes to the use case Are we thinking about using more traditional artificial intelligence platforms where we’re just taking data and we’re trying to make predictions out of these data Or are we using the kind that everyone is really interested in currently — generative AI we’re using an AI platform that generally speaking is going to create new content; that once we feed it information it’s going to create new content that didn’t previously exist the issues differ a little bit depending on what type of AI is being used and how it is being used.  when you’re creating new content and you’re going to rely on that output from the generative AI tool we’re going to talk in a little bit about ensuring accuracy of the output of some of these AI tools: Do you have a method in place for vetting the output that comes out of some of these AI tools How do we know that that particular AI tool or that algorithm is operating in a way that we expect it to That it’s performing the calculations correctly that we feel comfortable relying on that particular output.  There’s a few other kinds of nuances that will apply to each one but it certainly is important to identify specifically the nature and type of AI that you’re thinking about using You really should be thinking about these issues before you actually use it but it’s often the case that we get these questions after it has been used for a while and maybe some harm has resulted That’s a great point because early on in the work that we’ve been doing in this area both of us had this experience where clients would call and say: What is an AI notetaker?” And the reason they ask is because they got on the phone with a colleague and that technology was being employed We can’t really get into that specifically now — maybe we’ll talk about that on a later episode in terms of an example of that technology.  is what uses are approved and how do employees go about suggesting or maybe introducing new technologies that the company might benefit from What are you seeing there in terms of policies that say “Hey — managing that process so that you don’t have that surprise of “Wait a second we didn’t even vet it.” Can you speak to that a little bit This goes back to the point we made on previous episodes as well as earlier on this one: An AI policy is not something that just kind of drops from the sky We talked on a previous episode about this notion of a governance committee and how you want to think about the evaluation of these different AI tools.  The first thing you want to do is take inventory of all the AI tools that are out there and also try to figure out which AI tools that we currently don’t have in our possession that we think we might want to use in the future to perform some aspect of our business whether it’s more administrative or more substantive part of our business As part of that deliberation and evaluation of these different AI tools you want to think about what we should be using this AI tool for: Is it a tool that should be used more broadly with different tasks The idea being that each individual tool should be vetted for the specific use and it should not be used in a way that is inconsistent with the manner by which it’s been vetted.  If we’re using some sort of generative AI tool to create employment policies and we’ve kind of vetted that generative AI tool to help us do that that’s what the use has been and what it’s been approved for because we’ve vetted it What should not happen is using that same generative AI platform to create maybe a user manual that really impacts the core aspects of our business because that tool may not have been vetted for that particular use When it’s used in a manner that’s inconsistent with how it’s been vetted that could lead to really disastrous results We don’t know if what’s coming out of that tool is reliable Have we taken steps to try to vet whether that output is accurate?  There needs to be this function where the AI has been vetted We fully understand what its intended use is and that the different stakeholders that are involved in this have been trained as to how this tool should be used Any tool outside of that in a policy not only should be prohibited but we should explain: “Here are the tools that we vetted We’re going to talk about it again in a few minutes you should also have a function in your policy so that if somebody does come across a new tool or a new use for an existing tool they have an avenue to bring that up and maybe have that tool vetted for that particular use We certainly wouldn’t want to have folks using it in a manner inconsistent with what it’s been approved for already There’s a lot of flexibility there to structure it in a way that makes sense for some organizations that don’t have as many departments and employees some of that might be more streamlined than maybe in other organizations where you have more defined roles I imagine that certain employees in certain departments might have the approval to use certain tools where others do not what those use cases are and how best to manage it in the organization and set that by policy We talked a little bit about governance already but one other thing that also comes to mind from a policy perspective and what we expect to see is how do we manage confidentiality and data privacy and security we go back to the same issues driving these concerns Use cases are critical and what industry you’re in is really important.  some companies may already have a confidentiality and privacy and security policy But you don’t have to start from scratch in an AI policy all the time to establish basic principles around that Then the question becomes: What data do we need Who has access to that data and to the results from what you’re trying to accomplish with your tool So really building on the sensitivity of you may not be using a tool that is managed and maintained only on the company’s information systems if you’re uploading data for the AI tool and adding to the prompt you may actually be disclosing confidential personal information to a third party and have not taken all the appropriate steps to do that So that’s certainly an area of expectation in policies: Trying to manage the confidentiality cybersecurity and data security around the processing of data in the course of using the AI he co-leads our data privacy practice group We often have discussions about these issues even outside the context of AI.  One of things I know you’ve said to me in the past you don’t know how these tools are storing data You don’t know who’s managing some of these tools?” If you were to enter in proprietary company information or you’re trying to generate a document that is based on client information if as part of your business you have clients: This notion of putting into an AI tool either proprietary information confidential company information or client data — it’s tantamount to going out on the street potentially and just kind of stapling it to the telephone poles that are out there for anyone to read because you just don’t know who has access to this thing and that’s something we try to convey to our clients: You want to have very strict parameters on the nature and type of information that may be entered into these tools I don’t think I’ve ever seen a situation in a policy where we feel an employer has felt comfortable to enter into that tool client information I think it’s just absolutely critical that you have this in a policy because again to people that are kind of using this casually that don’t spend their time thinking through these issues The world is a wonderful place.” What you don’t know is who can see that information like if you’re ever sitting on a plane or a train where people have these privacy guards on their phone and laptops but yet are entering information into like an AI platform but it’s certainly not a funny issue and something that you really should detail in a written policy We’ll keep coming back to this idea of training but employees and users need to understand the significance and seriousness of this particular issue there’s a lot of considerations that go into what type of data we are talking about we were referring to personal information and others but there’s also intellectual property and copyright infringement issues that a lot of people are concerned about I know we have an episode that’s going to talk about that so maybe we can kind of table that one for now but it’s certainly a significant issue from a policy perspective.  accuracy of the data going in and the data coming out and trying to ensure that is critical I know there’s a popular case that everybody likes to talk about that would never happen to us: That story about the lawyer that wrote a brief and the AI had what’s called a hallucination and made up a couple of cases — I’m paraphrasing — and submitted it to the court and the court kind of said “Hey We never found these cases.” But that can happen when you get an output what do you think about in terms of policy there there were a lot of stories about this idea of hallucination but it really is a serious issue where — and again beyond the scope of this particular podcast — the way that the AI worked is that it produced a result that looked and felt terrific And the idea is that’s where some of this generative AI potentially could be a bit nerve wracking because if you just rely blindly on the output as has kind of been told in some of these stories that we’ve all heard about and then that’s relied upon and that particular output that’s being relied upon is completely inaccurate with the hallucinations So there needs to be in the policy a very clearly laid out directive that if the organization decides that you’re going to permit AI It’s meant to come up with the general answer While it may set you on the right path to the potential answer and it may be that the ultimate answer is the same thing that AI initially said but there needs to be some human interaction there to independently vet that output.  and so this is near and dear to our heart: When you get a citation go look up that citation to make sure that citation actually exists give credit where credit’s due: The folks that work on these AI platforms this issue of hallucinations was a bit more prevalent and we feel comfortable this never ever could happen — until that happens we just don’t know — there needs to be a mechanism in place where results are independently validated separate and apart from the output of an AI tool just going back to this idea I mentioned earlier — to the uninitiated they may not even think about this — it’s all of our jobs to make sure people understand how this stuff works and how much reliability they can afford to the output of some of these tools Instead of a case citation or a case name or description being inaccurate you can have a result that maybe has some bias embedded in it.  you’ve been a leader in the firm for a long time around doing analyses for affirmative action and government contract work you help clients with bias audits and examine a lot of the questions around this It’d be really interesting to hear from a policy perspective: What do you recommend around policy to monitor for that kind of bias This is an issue that certainly everyone should be thinking about if you’re using AI as part of your management your personnel management process — so again who’s likely to terminate and things of this nature If you’re using these tools for anything like that you have to think about this issue of bias.  there could be situations — and what I’m about to say is a bit uncommon — where you may have an AI tool and algorithm that is affirmatively taking into account a protected characteristic when making a calculation and producing output It seems kind of crazy that we have to think about these issues but what if the algorithm is taking into account somebody’s race when determining whether they would be a good candidate for employment Now that seems probably obvious to all of us that that is not lawful but what about the situation where the algorithm is taking into account facially completely neutral criteria it’s having a disproportionate impact on certain demographics These tools and the output that you’re relying on need to be monitored for impact against certain groups.  that’s known as a disparate impact analysis or even a disparate treatment where it’s affirmatively taken into account That may trigger some obligation either on your part because you are the user to have the tools validated — have an independent study as to how the tool is operating and how it’s assigning value and how it’s producing an output.  You see this in some of the regulations that are out there For those of you that have employees or jobs in the City of New York you know that the City of New York has a law dealing with automatic employment decision tools that is clearly focused on this particular issue meaning does it have a bias against certain demographics This is a huge concern for the EEO agencies both on the federal level and emerging on the state and local level across our country do we want your employees out there all doing their independent bias audits which are probably beyond the scope of this particular discussion — certainly it’s advisable to say these tools are going to be monitored for bias Before you embark on any sort of project using a new tool that hasn’t been vetted we talked previously about governance committees or the Office of General Counsel or the head of human resources so that we can ensure that whatever platforms that we’re using if we do see disparate kind of selection rates or recommendation rates that the underlying technology has been validated really important in this area because again this is a focus for lot of regulations that are out there right now we think about who’s going to address questions about the policy And who’s going to be the point person to deal with that — and how do they Is there a structure for managing that without getting it too complicated just understanding the application of policy what are you thinking there in terms of approaching that as companies develop these policies One is you want to have an outlet for individuals to ask questions about the existing policy You also want to have an outlet for folks to propose new tools or new uses for existing tools an outlet for folks to report violations of the policy the important thing is you don’t want to make it difficult for the user You don’t want to have an employee trying to hunt around figuring out who the heck am I supposed to be reporting this to This certainly should come out of some sort of governance committee that should not be left up to the employee to figure out — do I call the counsel or should I call HR what will work with clients is to develop an email hotline or a dedicated online form that can be submitted and that goes to this governance committee then that committee is responsible for getting the particular stakeholders involved If it’s an inquiry around a potential violation of a policy maybe that’s something that legal and HR need to focus on I heard about this new notetaking technology and think it’d be really terrific for our engineers and their engineering meetings to do.” Maybe that needs to go to IT compliance and the business leaders and et cetera The important thing is you want to make this easy and seamless Because what you don’t want to have happen is that the outlet can be conveyed during a training session with employees so that they know exactly where to go when they have these issues We covered a number of things about policies was that this is a pretty rapidly developing area and it’s going to have changes you want to have a mechanism to amend it and account for changes and think about how to communicate those changes and make the new policy effective.  I know we’re going to be touching upon this in upcoming episodes in the context of specific AI technologies this area is developing so rapidly and we’re in this interesting time here where on the one hand it’s exciting We’re at the forefront and seeing this really incredible technology really taking hold.  there should be a mention that this is a policy that is subject to frequent revision and update because you have to keep up with the developing technology And it’s probably a good idea to have in there that each time somebody embarks on a project where they’re going to leverage AI that they consult the policy again That’s going to be the case for the foreseeable future until this technology settles up a little bit or settles down and becomes part of our everyday life it’s developing so rapidly these policies have to be revisited frequently That would be my one last point that I would make If any of the listeners have any questions or recommendations or thoughts, please reach out to us at ai@JacksonLewis.com Brixton Motorcycles is an Austrian company 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Felsberg 125 is a bike that novices with an A1 license can ride while yet being capable enough to be ridden off-road by an experienced rider Brixton has yet to reveal pricing for the new Felsberg 125 FT anticipated to hit the European market in the second half of 2023 Brixton also has a presence in multiple Asian markets such as China the Felsberg will likely debut in Europe first prior to being marketed in other parts of the globe Zero Wants You to Lock In Pre-Tariff Electric Dirt Bike Pricing Now This Retro-Styled Electric Motorcycle Looks Like a Fun and Practical Daily Ride Looking For Free Motorcycle Training In Virginia Suzuki Really Wants You To Test Ride the New DR-Z4S Is This Italian Motorcycle Maker Full Of It Thanks for visiting ! 2024 AI is transforming the workplace by enhancing productivity AI's impact is felt in all aspects of business and written content to decision-making and everyday human interactions While AI's integration into business processes offers long-term benefits adopting and implementing AI presents compliance challenges and potential risks I'm Joe Lazzarotti and I'm honored to be here with my partner and colleague We have the pleasure of leading our AI Client Services group here at Jackson Lewis.  We're grateful that many of you already enjoy our We get work™ podcast But for those of you that have been listening you know that our purpose is to bring you timely and insightful commentary on all things related to the workplace you've probably already heard some excellent discussions on artificial intelligence.  we know that we need to continually do more to support our clients Tools and applications leveraging AI technology are popping up everywhere We see applicant selection and screening tools Companies are implementing productivity monitoring software Many of you and others may have and will continue to have questions we are all just at the beginning of this groundbreaking technology that will develop will expand and will no doubt have substantial implications for all of us we are launching a bi-monthly podcast dedicated to AI and generative AI as well as related technologies as they impact the workplace Each podcast will feature a regulatory update followed by discussions of cutting edge and practical AI issues as well as legal and compliance challenges that face organizations involving AI.  can you give listeners a sense of the recent developments we've seen in Illinois?  The state of Illinois has been very active in its regulation of AI-related matters Illinois passed two bills aimed at protecting individuals' likeness and publicity rights the Illinois governor also recently signed the Limit Predictive Analytics Use Bill that amends the Illinois Human Rights Act by including AI to the list of actions by covered employers that could constitute civil rights violations.  an employer that uses AI in recruitment hiring selection for training or apprenticeship discharge privileges or conditions of employment — pretty exhaustive list there — and which has the effect of subjecting employees to discrimination is one way in which the act may be violated the employer can also violate the act if it fails to provide notice to an employee that the employer is using AI for these purposes.  We've kind of seen a little bit of that in some other regulations across the country that have come out not intending to focus only on legal issues future episodes of this podcast will cover practical topics such as: Of course, we welcome any thoughts any of you may have on issues that you would like to see us cover. To submit ideas, please feel free to email us at ai@JacksonLewis.com.  This is perhaps the part of this initiative that we are most excited about: It will bring to the table unique and practical perspectives on AI that will be a tremendous benefit to listeners — perspectives that you may not be able to get elsewhere.  So, if you're interested in joining us for an episode, we'd love to have you. Again, simply just email us at ai@JacksonLewis.com and we'll be in touch.  We're going to be signing off for now and hope you'll join us in the weeks and months ahead as we tackle AI issues facing the workplace.  By Morgan Hughes Florida International University has been recognized for its efforts to support military-affiliated students and those who are veterans It was recently recognized as a 2020 Top School for Veterans by U.S. Veterans Magazine, which came on the heels of ranking as a 2020-2021 Military College of Distinction last month Veterans Magazine works to inform veterans and their families of opportunities and information that can help ease the transition from military to civilian life “These recognitions reflect the efforts to improve processes and tailored services for our veteran and military-affiliated students,” said Assistant Vice President for Student Affairs Anthony DeSantis “We’re making sure this population of students’ needs are being met.” FIU works to achieve a “holistic approach” to supporting veterans The FIU Office of Veteran & Military Affairs (VMA) offers services to veterans and military-affiliated students that includes sorting through Veteran Affairs (VA) benefits connecting students with disability services and counseling resources There are over 1,600 veteran and military-affiliated (active duty and 125 faculty and staff veterans employed at the university according to student-veteran Matthew DeBord also serves as a place to connect with others from similar backgrounds a junior dual degree student studying accounting and religious studies which he describes as a safe haven for students adjusting from life in the military to life at a university “It’s the camaraderie,” DeBord said “It helped with the transition from military to higher education a lot It felt good to know that we are going through the same sort of process with other people - to know that that you’re not the only veteran scholar transitioning into higher education.” DeBord is involved with many aspects of veteran life on campus and has worked diligently as a voice of change within the VMA office to improve student life for veterans He was the president of the Student Veterans of America chapter at FIU worked with the Student Government Association to tend to student veterans’ needs and organized and participated in community-building events with other veterans “The directors and staff in the VMA office have been great advocates for students like me,” DeBord said and I’m looking forward to the work to come.” Receive daily FIU stories and updates directly to your inbox By Monica Smith There are unique challenges that make a return to civilian life somewhat difficult for those in the military From understanding the nature of processes for veterans and their benefits to how to dress for work the consensus among veterans is that there is a readjustment period Many will consider advancing their education that route can be daunting without the support of resources and a military-friendly institution here are five tips that may help support veterans.  is pursuing a double major—a bachelor’s degree in accounting with a minor in business analytics and a second bachelor’s degree in religious studies DeBord settled in Florida to be close to family he realized that securing the kind of job he wanted would be challenging without a degree DeBord works in FIU’s VMA and he “pays it forward,” helping veterans with his firsthand knowledge to make things easier staying disciplined with coursework and online learning “The most attractive part about online learning is that most courses allow you to work ahead and there is no scheduled class time I am a family man and it makes it easier as I can do coursework whenever I have time in the day This gives me more time with my now 3-month-old son,” says DeBord graduate and doctoral degrees fully online; so she completely understands the veteran experience “Adapting to civilian life can be difficult grow your connections and consider advancing your education,” she says “Make the most of your GI Bill as it can pay you for more than just higher education Sometimes the first person doesn’t know the complete answer Jennifer Puentes ’19 feels the same about the flexibility afforded to students with online learning Puentes is currently pursuing her master’s degree in international and intercultural education and she also works within the VMA From 2009 to 2013, Puentes served in the U.S. Navy. As a veteran, she’s found that the greatest resource beyond the VMA is FIU’s Disability Resource Center. The center helps with accommodations for classes. It can also act as a liaison on behalf of students with professors.  “FIU means opportunity and it means growth. I’ve been able to meet amazing people who have helped me achieve my education and career goals. I have also received lots of support adapting to an academic setting,” says Puentes.  Three days after leaving active duty, Webber interviewed for her first civilian job as a veteran. Her entire wardrobe was jeans, t-shirts and casual wear, she laughs as recalls how she asked her friends to help her build a work wardrobe and practice interviewing with non-military folks.  Both DeBord and Puentes agree that part of their success with being a student is their connections with others who have served; they both suggest students, especially if they're online, find a club either on or off campus. Realize that being a veteran, no matter where you go, makes you a special case, says Webber. “Make lots of extra copies of your DD-214—you’ll need it for everything from a store discount to applying for benefits, jobs, and for veteran preference for things such as renting housing or school placement for children,” she offers. While there really are so many tips for every situation, stick to your military service core value, adds Webber, which includes duty, ethics, honor, courage, commitment, respect and excellence. DeBord stresses that it is normal to feel isolated, but there are other veterans going back to school—you’re not alone. Puentes’ best advice is not to be afraid to “take a break” because there will be time ahead to do what you need to, and people will be there to help you. FIU’s Veterans and Military Affairs (VMA) has partnered with the Veterans Education Project to help provide veteran students and veteran dependents additional support as well as develop models on how to address obstacles they may face as they progress toward graduation. Florida International University has been recognized for its efforts to support military-affiliated students and those who are veterans. Receive daily FIU stories and updates directly to your inbox. Submit a story or give us feedback, we want to hear from you. Please enable JS and disable any ad blocker along with a long list of corrective action items for the defendants The EEOC’s allegations are fairly straightforward: The defendants hire tutors from the United States to provide online English-language tutoring to adults and children in China they hire thousands of tutors who submit applications through the defendant’s website The defendant’s website requested the date of birth of applicants and programmed their application software to automatically reject female applicants age 55 and older and male applicants age 60 and older She then resubmitted her application with a more recent date of birth as the only change The defendants rejected more than 200 other presumably qualified applicants because of age these employment practices violated Section 4 of the Age Discrimination in Employment Act the EEOC observed that employers sometimes rely on different types of software that incorporate algorithmic decision-making at a number of stages of the employment process The examples it provides include resume scanners that prioritize applications using certain keywords; or “virtual assistants” or “chatbots” that ask job candidates about their qualifications (perhaps even age) and reject those who do not meet pre-defined requirements These algorithmic decision-making tools can have the effect of unlawfully screening out otherwise qualified candidates the sophistication of the application software and the nature of the AI that allegedly screened out applicants of a certain age were unclear through its Artificial Intelligence and Algorithmic Fairness Initiative is increasing its efforts to ensure the use of software (including AI and other emerging technologies used in hiring and other employment decisions) comply with the federal civil rights laws the agency enforces or “automated employment decision tools” as they are referred to under the New York City AI law can significantly boost the productivity and results of an organization’s recruiting efforts the development and implementation of those tools also come with significant compliance and litigation risk Issues organizations rolling out these tools should consider include: Contact a Jackson Lewis attorney with questions or for advice on AI in any employment process.  Footer Contact Us Disclaimer, Privacy and Copyright Accessibility Statement Jackson Lewis P.C. © 2025. with works selling for prices between $20,000 and $60,000 the artist’s acrylic and modeling paste on canvas work Based on Milk by Marlies Plank (2019) broke the artist’s auction record at Phillips’s “New Now” sale in New York where it doubled its high estimate to sell for $30,240 Carl Kostyál Gallery sold two 2021 paintings by Beavers Between the support from influential galleries expect demand for Beavers’s work to keep rising Explore more works by Gina Beavers. The Knut and Alice Wallenberg Foundation supports several innovative projects in Sweden and one of the most notable is the Wallenberg AI Autonomous Systems and Software Programme (Wasp) the country’s biggest research project to date.   Michael Felsberg is part of that project A professor at Sweden’s Linköping University Felsberg is also head of the university’s computer vision laboratory Much of his research in artificial intelligence (AI) is funded as part of Wasp.   While Felsberg sits on several committees that support the overall Wasp project his own work is focused on perception and machine learning He has been conducting research in AI for more than two decades and has observed first-hand the cycles of funding and general interest in areas of scientific research – especially those that capture public attention.   A good example is the research around autonomous vehicles, which, according to Felsberg, started more than 40 years ago. Trials on self-driving cars began in the first half of the 20th century, he says, and serious prototypes were developed by Ernst Dickmanns in the 1980s. But most people didn’t start hearing about the possibility of self-driving cars until the early 2000s.  “That’s typical with new technology,” says Felsberg. “Companies do a lot of PR and oversell their contributions to the domain. This leads to a general misunderstanding among the public, which in turn leads to depression within the research area. Too many investors buy into the hype and mistakenly believe it is no longer an area for academic research – that it’s now in the hands of industry. When investors start thinking like that, nobody dares to ask for funding. “But then, what is also typical is that some major failure occurs in a commercial system – or a breakthrough occurs in the little bit of academic research that is still going on despite the depression. Then everybody becomes concerned about what is perceived as a new problem, which in fact, serious researchers had been recognising as a problem all along. Suddenly, people call for more academic research to figure out a solution.” Felsberg adds: “What is lacking in our society is an appreciation for classical academic research. Doing basic research – enabling all these breakthroughs – means doing a lot of groundwork. This takes many years, and many generations of PhD students.” For Felsberg, these cycles of bashing an area and then overhyping it are bad for scientific development. Progress would be better served if these peaks and valleys were levelled off to maintain steady pace in these fields that are getting so much attention.  Sometimes serious researchers, who are patiently plugging away at major problems, speak up – but their voices are often no more than a whisper amidst the market noise. For example, in 2008, in an interview for Swedish television, Felsberg was asked if his children would ever need a driver’s licence. His response was that they would certainly need a licence because fully autonomous vehicles – that is, level 5 autonomous vehicles – would not be available within 10 years, despite what companies were saying at that time. Nobody paid much attention to his prediction at that time, even though it was spot on.  Now, in 2022, Felsberg still believes that although many of the easiest problems for autonomous vehicles have been solved, there are still a lot of hard problems that are nowhere near resolution. Level 5 automation, in which vehicles do not require human attention, is still a long way off.  According to Felsberg, several big problems still stand in the way of fully autonomous vehicles – image classification, for example. “We know for each image, this is a bicycle, this is a dog and this is a car,” he says. “The images are hand-labelled by humans and the annotated images are used to train image recognition systems.” The current generation of AI algorithms requires a period of supervised learning before a system can be deployed. In preparation for this phase, an army of annotators is needed to label the images for a given application. Images are annotated with not only the name of the class of objects the algorithm should look for, but also the location of the object within the image.   For autonomous vehicles to work on a large scale, algorithms should be able to recognise new classes of objects without having to undergo another round of supervised training. It takes too much time and effort to re-label the huge volumes of data. It would be much better if the algorithm could learn to recognise the new class after it has been deployed. But researchers have yet to come up with a solid way of doing this process, which is referred to as “class incremental learning”.  “Let’s say we have an image classification system that detects cars and suddenly we have a new type of vehicle like the e-scooter, which has become very popular recently,” says Felsberg. “The new class of object will not be recognised because it was not known at the time the system was built. But now we have to add it, which means going through supervised training once again. This is unacceptable. We really need to add the new class of objects on the fly.” Another issue is the pure volume of training data and the amount of computation needed to process that data. An enormous amount of energy is consumed for training AI systems because machine learning is often performed in a “brute force” manner.   “If AI is to be used on the scale needed for autonomous vehicles, it would be necessary to have more efficient hardware that consumes less energy during the machine learning process,” says Felsberg. “We would also need better strategies for machine learning, methods that work better than just parameter sweeping, which is what is done today.” “Another issue is continual learning or lifelong learning in AI systems,” says Felsberg. “Unfortunately, many mechanisms for machine learning cannot be used in this incremental way. You would like to spend around 90% of the training time before you release the system and then the remaining 10% while it’s alive to improve it. But not all systems support this – and it also brings about some issues around quality control. Felsberg adds: “It is not clear how these upgrades will be certified and where liability lies when the inevitable mistakes occur. How do you do a quality check on a system that is continuously changing?” Ultimately, cars will upload new data to the cloud to be used for training. The advantage of this approach will be the large quantity of new data and the shared learning. But here again, there are challenges around quality assurance, and there are problems around protecting the privacy of the car owner.  Felsberg adds: “These are just some of the open problems today – and we were already working on them before the most recent big hype.” During the big hypes, the general public thinks that because there has been huge progress, research is no longer required. This attitude is toxic because implementation may start before the technology is ready.   Also, this only addresses the technical aspects of autonomous vehicles. There are still just as many ethical and liability questions to resolve. When is the driver responsible and when is the manufacturer responsible? These issues are in the hands of insurance companies and law-makers. Academic researchers already have enough work to do.  According to Felsberg, the Knut and Alice Wallenberg Foundation is a patient investor. It tries to battle the huge hypes and to smooth out the landscape to fund basic research on a whole, even during periods when this is not the most popular topic, because it uses experts in the respective areas to understand where it is important to invest. In this way, the foundation was aware of many requirements before they were publicly known in the media.  “A good strategy for research is to build technologies that companies can use 10 years later to develop products that change the world,” says Felsberg.  “Regarding whether a child born today will ever need a driver’s licence, that will be about 15 or 16 years from now, which is about two hype cycles into the future. The technology still won’t be ready, but companies will force it to work anyway. Even if the technology is not sufficiently mature to do the job of autonomous driving everywhere, I believe that the societal need for autonomous vehicles and people’s expectations will have grown so much by then that companies will force it to work.” Felsberg concludes: “The technology will not be completely ready, but it will be put to use with all its deficits. There will be certain limitations and there will be workarounds to avoid the unsolved problems. 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The database vendor plans to add support for Model Context Protocol and automated vector embedding capabilities to make it faster... 2021Jack Shainman GalleryThe Artsy Vanguard is our annual feature on the artists to know right now spotlighting early-career artists on the rise the list is carefully curated by Artsy Editorial drawing from hundreds of nominations from art world insiders Ahead of the fourth edition of The Artsy Vanguard we’re taking a look at nine of the artists featured in past editions we offer a glimpse into these artists’ practices and career milestones demonstrating how they have gone on to become leading figures in contemporary art since being featured in The Artsy Vanguard Tyler MitchellUntitled (Merry Go Round II) 2020Jack Shainman GalleryTyler MitchellUntitled (Ball Toss) 2019Jack Shainman GalleryAdvertisementAbout the artist: Since finishing his undergraduate studies at New York University in 2017 Tyler Mitchell has risen to the forefront of contemporary photography His photographs and films convey experiences of Black joy and utopia in the United States Career highlights after The Artsy Vanguard 2018: Tyler MitchellUntitled (Couture II), 2019Jack Shainman GalleryTyler MitchellUntitled (New Royals), 2018Jack Shainman GalleryIn September 2020, Mitchell gained representation with Jack Shainman Gallery, and in October of the same year, a new iteration of his debut solo show opened at the International Center of Photography in New York Mitchell received a Gordon Parks Fellowship which culminated in a new project by the artist that is currently on view in a solo exhibition at the Gordon Parks Foundation Gallery in Pleasantville Mitchell held his first solo show with Jack Shainman which spanned the New York gallery’s two Chelsea locations Christina QuarlesA Part Apart (Fade), 2017The Studio Museum in Harlem About the artist: Shaped by her daily experiences as a queer, cisgender, biracial woman, Christina Quarles imbues her acrylic canvases with a sense of ambiguity Quarles creates figurative paintings that are anything but predictable portraying entwined and fragmented bodies moving through colorful and dazzling abstract backgrounds Quarles’s works are deft reflections on sexual and racial identity Paul Mpagi SepuyaDarkroom Mirror Study (0X5A1536), 2017ApertureSold Paul Mpagi SepuyaExposure (_1150781) 2020Michael Dawson GalleryAbout the artist: Paul Mpagi Sepuya toys with perspective in photographs that offer fresh approaches to portraiture and the role of the studio The Los Angeles–based artist focuses on capturing the people within his queer community place an emphasis on the power dynamics between the artist and sitter in photography Sepuya won a Louis Comfort Tiffany Foundation grant and took part in the prestigious Rauschenberg Residency on Captiva Island 2020Michael Dawson GalleryPaul Mpagi SepuyaDarkroom Mirror (_2160521) Sepuya’s work was exhibited in four solo shows across Europe and the U.S. and the Bemis Center for Contemporary Arts the artist has made strides on the secondary market and exhibited two billboards of his work as part of the Hamilton Public Art Project at the University of the Arts in Philadelphia 2021Marianne Boesky GalleryAbout the artist: At the root of Allison Janae Hamilton’s practice—which spans sculpture and video—are reflections on the vulnerable and rustic landscapes of the American South which center the natural world as protagonist Hamilton aims to address sustainability and the ongoing climate crisis she received a Creative Capital Award; her work entered the secondary market; and in November Hamilton was featured in nearly a dozen group shows at galleries and institutions from Miami to Shanghai and held an online solo show with Marianne Boesky Derek FordjourPringle Memorial,, 2019Josh LilleyDerek FordjourNo. 61, 2017John Wolf Art Advisory & BrokeragePrice on request About the artist: Derek Fordjour creates heavily layered paintings that are often populated by uniformed figures such as cheerleaders methodically built up with newspaper and cardboard are celebratory as they evoke the cultural rituals and communal rites of passage of the Black community Career highlights after The Artsy Vanguard 2019: In October 2019, Fordjour opened his first U.K. solo show at Josh Lilley in London. In January 2020, Fordjour’s first full-scale solo museum exhibition opened at the Contemporary Art Museum St. Louis. This was followed by his first solo show with Petzel Gallery in New York which included a dynamic puppet show experience titled Fly Away (2020); Petzel announced its representation of the artist in spring 2019 Fordjour served as the Cooper Union’s Alex Katz Chair of Painting his work set new records on the secondary market The demand for Fordjour’s work on the primary market has accelerated this year At September’s edition of Art Basel in Basel David Kordanksy sold a large-scale canvas of competitive swimmers in hot-pink bathing suits Jordan Nassar derives the hand-embroidered geometric patterns found in his works from the traditional craft techniques of his ancestral homeland of Palestine The intricately stretched and framed textile works which are made in collaboration with female weavers in the West Bank depict the idyllic scenery of Palestine in muted tones and bold primary colors as well as three solo exhibitions—including his first at James Cohan’s New York outpost and another at the KMAC Museum in Louisville 2016-2018Kukje GallerySuki Seokyeong KangMat Black Mat 122 × 163 #19-10, In her research-driven practice, Suki Seokyeong Kang incorporates the visual structure of the grid into her abstract sculptures made from found materials used in traditional Korean musical notation as a spatial and social structuring device is employed in her work as a way to investigate the notion of space in relation to an individual’s power in society the University of Chicago’s Booth School of Business For her physical and digital collages of anonymous Black women, Nigerian Norwegian artist Frida Orupabo combs through her personal archive and the news to challenge the viewer’s voyeuristic gaze of her subjects’s body Career highlights after The Artsy Vanguard 2020: In 2020, Orupabo was shortlisted for the sixth edition of the Future Generation Art Prize. As a result of this prestigious recognition, new works by the artist are currently being presented in a sprawling group exhibition at Kiev’s Pinchuk Art Centre through late February 2022 before traveling to Venice to be shown in time with the Biennale The artist is also currently participating in the 34th São Paulo Bienal where she is exhibiting new digital collages in a solo show at the Museu Afro Brasil Orupabo is the focus of another solo exhibition “How did you feel when you come out of the wilderness,” at Norway’s Kunsthall Trondheim which consists of new works focused on bringing together fragmented counternarratives the artist already has four solo and group exhibitions lined up: at Nicola Vassell Gallery 2020Pippy Houldsworth GalleryAbout the artist: A 2017 graduate of the Royal College of Art, British painter Jadé Fadojutimi conjures various emotions in her vibrantly colored abstractions as she explores identity and the notion of the “self” through explosive lines of color and slapdash brushstrokes layered compositions stretch the limits of figuration as gestural marks can transform into limbs and pieces of clothing Fadojutimi made major strides in 2020: First, at the age of 27, she became the youngest artist to have her work acquired by the Tate, and then, the artist held her first solo exhibition with Pippy Houldsworth Gallery Fadojutimi’s work also made its first appearance on the secondary market that year which will feature a series of new large-scale paintings Fadojutimi will hold two more solo exhibitions—at the Hepworth Wakefield in Yorkshire and the Fondazione Sandretto Re Rebaudengo in Turin With South Carolina scoring their first run in the seventh inning and challenging the Panthers’ 3-1 lead sophomore pitcher Shannon Saile struck out the final two batters for the Gamecocks to stop the opposition’s threat and conclude the game She ended the game tying her career-high in strikeouts with 15 10 helped lead the Panthers to a (2-2) record in the second day of the Felsberg Invitational at FIU Softball Stadium The sophomore ace continued right where she left off last season as Saile had one of the most successful freshman campaigns in program history held opposing hitters to a .151 batting average and averaged 8.1 strikeouts per seven innings She was tied for the league lead with eight shutouts and concluded the year with 240 total strikeouts Saile became the first FIU softball player to be named First-Team All-Conference Pitcher The Land O’Lakes High School alumna explained the potential obstacles a player will go through while transiting from high school to college relying on my team as much as I can are some differences I’ve noticed so far,” said Saile during her freshman season you don’t really have the outstanding outfielder that you would in college my fielders have really been backing me up and that always makes a difference throughout any game.” The Conference USA Freshman of the Year started out the 2017 season with a 4-5 record however after adjusting to the collegiate level Saile finished out the regular season and the conference tournament with a 9-1 record She even tied the school record for wins in a row with nine Saile discussed her relationship with the freshmen and how she has embraced a leadership role “I’m actually really close to the freshmen,” said Saile “The freshmen have really stepped up this year and I enjoy being a leader for them.” Saile’s leadership along with the other upperclassmen on the team will be crucial because of the important roles the freshmen will play this year This past weekend at the Felsberg Invitational FIU featured seven different freshmen during critical moments “We have a good 5 or 6 that we know are solid,” said Panthers’ Head Coach Gator Rebhan following the first day of the Felsberg Invitational “Right now we have a couple of young girls battling to see who’s going to take over certain positions.” the sophomore ace worked towards improving the mental aspect of her game Last year I lacked the mental side and I think that’s where I would fall in some games,” Saile said “But now I feel like I’m a lot stronger in that part of the game I no longer let the stupid little runs or hits get in my head anymore.” Saile broke her career-high in strikeouts with 15 and secured the victory for the Panthers by only allowing four hits and one run She followed up her first 15-strikeout performance with yet another on Saturday against South Carolina leading FIU to their second win of the season C-USA named her the first Pitcher of the Week for this season following her stellar performance this past weekend Saile won the accolade four times in 11 weeks NV to participate in the Marucci Desert Classic The opening-game for (2-4) FIU will be against the (2-3) Utah State Aggies on Feb FIU Student Media includes PantherNOW Magazine and PantherNOW.com which are edited and produced by students at FIU We publish every Wednesday during the regular academic year The Roar (WRGP) is the student-run radio station 96.9 in North Miami and 88.1 in Kendall/Homestead area Pinheiro Neto Advogados has helped local retailer Grupo Casas Bahia reach an out-of-court restructuring agreement to reorganise its 4.1 billion reais (US$801 million) debt pile the state of Texas enacted the most restrictive abortion ban currently in effect in the United States prohibits abortions as early as six weeks into the pregnancy—a time period in which most women are unware they are even pregnant The state’s sweeping legislation also makes no exceptions for people who are victims of rape or incest The bill is part of a national agenda to end access to abortion across the U.S. which the Supreme Court could possibly overturn—triggering bans in 26 states to go into effect within months we offer insights on 10 of the standout lots that artists have donated to support Planned Parenthood’s urgent initiatives Jenny HolzerAMAZEMENT, 2019Planned Parenthood Benefit AuctionAdvertisementMade from Versiyls gold marble, AMAZEMENT is emblematic of Jenny Holzer’s practice of inscribing poetic phrases into works of art is engraved with a tercet from Wisława Szymborska’s “Among the Multitudes,” a poem from her 2002 collection Moment that is centered on a speaker memorializing a past self Holzer has a track record of supporting Planned Parenthood; she previously donated another bench piece she teamed up with American designer Virgil Abloh to create limited-edition T-shirts with proceeds benefiting Planned Parenthood Los Angeles Elizabeth GlaessnerHuddle, 2020Planned Parenthood Benefit AuctionBidding closed This painting by Elizabeth Glaessner, entitled Huddle depicts three anthropomorphic figures engaging in a saturated who draws inspiration from her experiences growing up in southeastern Texas as well as the ordinary objects that surround her creates alluring paintings that continue to evolve and morph after their completion due to the artist’s practice of mixing oil paint with solvent the playful dog’s shaggy brown hair takes up the entirety of the paper as her red tongue begins to peek out was included in The Paris Review’ssummer issue that year while another portrait of Boo graced the issue’s cover Acclaimed for her transgressive writing that challenged conservative restraints on society Acker comes across as timid in this 1983 photograph Proceeds from this work will benefit the nonprofit Project Street Beat which is a mobile health center that provides confidential healthcare and counseling to those living and working on the streets of New York Speaking about her participation in the auction “Planned Parenthood was a lifeline in my quest for autonomy as a teenager through to adulthood It has been inspiring to see how it has fought to remain a resource available for everyone and I am honored to donate my work to help it continue on its mission.” Known for her erotic wool textiles, the Brooklyn-based artist magnifies the varied sexual expierences of everyday women through imagery culled from the internet. Riley, who has described herself “as a queer human who grew up in chat rooms,” hand-dyes the yarn for each object and subject that gives space for women’s stories detailing drug use and sexuality that are often hidden from the larger part of society Herrera donated this work in honor of Diane L Max—a collector and former board chair member of Planned Parenthood—with whom she had a close relationship who portrays people she meets by chance in public discovered the young subject of this work—a dancer—while attending a performance of the Alvin Ailey American Dance Theater the distinctive forms convey the physical experience of becoming a parent Log InADBrixton Felsberg 250 is a Royal Enfield Himalayan Flat Tracker doppelgangerSuvil Susvirkar Austria-based two-wheeler manufacturer Brixton Motorcycles has unveiled its quarter-litre flat-track-style product, the Felsberg 250 for the international markets. The flat-track racing-inspired design reminds us of the Custom Himalayan Flat Tracker that was showcased in India this retro-style motorcycle features a round headlight The feature list comprises full-LED lighting while the safety net includes a dual-channel ABS the hardware on this motorcycle consists of upside-down front forks The 18-inch front and 17-inch rear wheels are shod in 100/90-section and 120/80-section tyres The mechanical specifications include a 250cc air-cooled engine that delivers a maximum output of 16.9bhp at 7,500rpm and a peak torque of 16.5Nm at 6,500rpm This motor is linked to a five-speed gearbox and the company claims a top speed of 114kmph It boasts a 14.5-litre fuel tank and tips the weighing scale at 155kg While the Brixton Felsberg 250 will be sold in several international markets this motorcycle is highly unlikely to arrive in India The Felsberg 125 XC is Brixton's attempt at an entry level scrambler motorcycle and the third entry in the Felsberg range after the 125 and 250 editions Brixton Felsberg 125 XC Brixton is a small manufacturer owned by the Austrian KSR Group, and its Felsberg 125 XC is the brand’s entry-level scrambler-style motorcycle The XC is based on the standard Felsberg 125, and therefore features a single-cylinder, air-cooled four-stroke 125cc engine producing 8.2kW (11 horsepower) and 9.7Nm and connected to a five-speed transmission. The 125cc unit can power the Felsberg 125 XC to a top speed of 99kph Brixton Felsberg 125 XC That engine sits within a relatively simple cradle frame with twin rear shock absorbers and telescopic front forks and attached to them are singular 276mm and 220mm brake discs The fuel tank can hold 11.5 litres of unleaded fuel with an octane rating of 95 or higher and when it is brimmed the bike will weigh 134kg it will drink those 11.5 (a 2.5-litre reduction compared to the standard bike) litres at a rate of 2.5 litres per 100km Brixton Felsberg 125 XC Like the standard Felsberg 125 the XC takes a kind of neo-retro approach to aesthetics but compared to the standard bike the XC picks up the front mudguard and adds under-engine protection to enhance its off-road capabilities.  which doesn’t seem to be so well suited to dirt tracks (no other colour options are available) The price for the Brixton Felsberg 125 XC is €3,299. 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