Welcome back.

It’s time to kick off Daily Faceoff’s second annual NHL Prospect Pool Breakdown, looking at the best all 32 teams have to offer. We’re highlighting the top 10 prospects for every franchise, their biggest strengths and weaknesses and so much more.

The criteria for being labeled a “prospect” are simple: players generally have to have played in 50 or fewer NHL games or spent more time outside of the NHL than in it last year. Players over 23 years old are not included.

Today, we’re kicking off the new year by looking at the Anaheim Ducks.

The Ducks might finally be on the come-up after years of drafting high.

After watching Leo Carlsson, Pavel Mintyukov, Jackson LaCombe and Lukas Dostal become full-time NHLers two years ago, another pair – Cutter Gauthier and Olen Zellweger – also graduated out of prospect status in 2024-25. That’s an incredible amount of young talent in such a short amount of time, which helps to explain the growing pains associated with it.

In Part 2 of their Capper Volstead series, Jay Levine and Don Barnes continue to discuss the need for the Capper Volstead Act and its key elements. Specifically, the team dives in to discuss why the Act was required and preview some of the ongoing issues with its application.

Read a transcript of the episode here.

Find Jay on Twitter and LinkedIn or contact him at jlevine@porterwright.com.

Listen wherever you listen to podcasts, including: Apple Podcasts | Google Podcasts | Spotify | Amazon Music | Stitcher | Tunein Radio | iHeartRadio | Castbox

What is the new non-U.S. citizen registration requirement?

The law requires non-U.S. citizens residing in the United States to register with the Department of Homeland Security (DHS), providing personal information such as fingerprints and home addresses. The new rule aims to enhance national security and ensure compliance with U.S. immigration laws.

Effective April 11, 2025, and subject to limited exceptions, the Immigration and Nationality Act (INA) requires all noncitizens aged 14 and older who were not fingerprinted or registered when applying for a U.S. visa and who remain in the United States for 30 days or longer to apply for registration and fingerprinting. Additionally, parents and guardians are responsible for registering children under 14. Once a child reaches their 14th birthday, they must apply for re-registration and fingerprinting within 30 days.

Continue Reading Department of Homeland Security’s non-U.S. citizen registration requirement

“[T]he comma…this capricious bit of punctuation…”

United States v. Ron Pair Enterprises, Inc., 489 US 235, 249
(1989) (O’Connor, J, dissenting)

For want of a comma, we have this case.”

O’Connor  et al. v. Oakhurst Dairy et al.,
851 F.3d 69, 70 (1st Cir. 2017)

“But, when pressed, I do find I have strong views about commas.”

Holy Writ by Mary Norris
THE NEW YORKER, February 16, 2015
Continue Reading Comma, Comma, Comma, Comma, Comma Chameleon: How Punctuation Can Color IP & Other Legal Rights

Ijoined LexBlog just a few months before the COVID pandemic hit, and I’m really grateful for that. This company has fully embraced remote work, making the transition to the “new normal” incredibly smooth. 1I’ve been working from home for years now, and along the way, I’ve picked up some useful strategies for adapting my lifestyle and mindset to this way of working. In this article, 2I’ll share some tips for achieving a healthy remote work-life balance, based on my personal experience.

The Challenges

  1. Let’s start with the hard part about remote work. For one, you have to be self-motivated and focused. Working from anywhere other than an office opens up a plethora of distractions — whether it’s pets, roommates, the TV, or random chores around the house. Not having boundaries between work and personal life is detrimental to productivity.
  2. And because I’m striving to be so productive, that means it’s sometimes hard to quit working. It’s too easy to flip open my laptop at random times in the evening as soon as an idea enters my mind. If all of my work were left at the office, I’d have no choice but to wait until the next day. Of course, this can lead to burnout, causing diminishing returns to my productivity and mental well-being.
  3. Another challenge some people struggle with is the lack of social interaction. Working remotely can feel isolating and make it hard to exchange important information with colleagues. It also slightly diminishes the feeling of camaraderie.

Strategies for Achieving Work-Life Balance in Remote Work

So, how do I maintain a healthy work-life balance while working remotely? Having accumulated years of remote work experience, I’ve honed strategies to tackle the unique challenges that come with my situation.

For starters, I find it best to establish a dedicated workspace in my home. This not only helps me mentally separate my work life from my personal life, but also allows me to create an environment that fosters productivity and minimizes distractions. It’s tempting to work from bed or on the couch in front of the TV, but this distracts from being productive while also making it harder to enjoy my relaxation after work.

At the same time, I place high priority on self-care when working from home. Remote work offers a great opportunity to care for myself since I have more control of my environment and resources. Taking regular breaks to grab a snack from the fridge, sit out on the balcony, or play a quick round of video games allows me to reset and tackle the next work task. However, it’s important stick to a schedule and not over-extend breaks.

A young african woman with dark hair works on a laptop. Work from home. Freelance. Stay at home. Vector flat illustration.

One of the hardest challenges is when outside factors, such as family visits, cause me to have to improvise a new routine. In these situations, I try to establish boundaries with visitors while also being respectful of theirs. This might mean moving my workspace into the kitchen so that a family member can sleep in the office. It’s okay to improvise a little so long as I make it clear to others when I’m in work mode.

Overall, the best way to thrive in remote work situations is to establish boundaries and a routine while also remembering when to set work aside and enjoy yourself. I’m a huge advocate for self-care and believe that remote work offers a better opportunity to provide this than working in an office. In the next section, I’ll provide some tool and resources that can help maintain remote work-life balance.

Tools and Resources to Assist in Maintaining Work-Life Balance

Below is a list of tools and resources that have helped me find work-life balance during the new normal:

Tools

  • Microsoft To-Do: a simple task checklist app for setting reminders and setting my intentions for the day
  • Headspace: a mindfulness mediation app that offers quick and easy ways to mentally reset during busy days
  • Slack: a corporate chat app for quickly communicating with colleagues
  • Google Calendar: an easy way to maintain my schedule and block off time for both personal and work tasks
  • Evernote: an all-in-one note-taking app for keeping track of important information and journaling my daily experiences
  • Talkspace: a therapy app for near-instantaneous counseling via chat or video

Resources

  • “The 4-Hour Workweek” by Tim Ferriss
  • Communicating with team members and managers about work expectations and workload
  • Communicating with friends and family as a support system for managing personal life
  • LinkedIn for finding remote work support groups, or just general work/productivity resources
  • Massive Online Open Courses (MOOC’s) such as Udemy or Coursera for finding courses on personal growth, work productivity, and job skills

Employer’s Role in Supporting Work-Life Balance for Remote Workers

In recent times, I’ve encountered numerous stories about employers who have been quite resistant to the surge in remote work since the COVID-19 pandemic began. Although working in an office setting has its perks, I’ve noticed that employees tend to be much happier when they have the flexibility to work remotely for at least part of the week. By implementing hybrid or fully remote work arrangements, employers can support their staff in achieving a balanced work-life dynamic. Allow me to share some insights on how this can be accomplished:

  • Establish clear communication guidelines and expectations
  • Encourage and support flexible working hours
  • Provide access to time management tools and resources
  • Organize regular virtual team-building activities
  • Offer mental health support and resources
  • Respect employees’ personal time and boundaries
  • Encourage employees to take regular breaks and vacations
  • Provide opportunities for professional development and growth
  • Promote a healthy work environment by sharing wellness tips and resources
  • Regularly check in with employees to address concerns and offer support
Diverse people on online group video chat screen

LexBlog has done a great job ensuring our staff has a healthy work-life balance while working remote. This has been evident in their great benefits package, suite of communication tools, and flexible work culture. We even have a company WeWork subscription that allows employees to have an in-office experience when desired, and to organize occasional, all expenses paid, full-team meetups.

The Importance of Work-Life Balance in Remote Work

In conclusion, achieving a healthy work-life balance while working remotely is crucial for maintaining productivity, mental well-being, and overall job satisfaction. By establishing boundaries, routines, and utilizing various tools and resources, remote workers can thrive in their careers and personal lives. Employers also play a significant role in supporting their employees’ work-life balance, leading to a happier and more efficient workforce. If you’re interested in learning more about my experiences and tips for maintaining work-life balance as a digital nomad, be sure to check out my blog post on the topic. Happy remote working!

In Brief

On May 17, 2024 Colorado Governor Polis signed the landmark Colorado AI Act (Senate Bill 24-205) into law. Colorado is now the first US state with comprehensive AI regulation, adopting a classification system like the European Union’s recent AI Act. The law will take effect February 1, 2026. 

The law exempts small employers (fewer than fifty full-time employees) from some of its requirements but otherwise requires companies to take extensive measures to protect Colorado residents against harms such as algorithmic discrimination.

In Detail

SB 205 requires “developers” and “deployers” of “high-risk artificial intelligence systems” to use “reasonable care” to protect Colorado resident consumers from any known or reasonably foreseeable risks of “algorithmic discrimination.” As written, the law most likely applies to both creators of high-risk AI systems, as well as employers adopting high-risk AI technologies within their organization.  

Key definitions in SB 205

  • High-Risk AI System: A system that when deployed, makes, or is a substantial factor in making, a “consequential decision.”
  • Consequential Decision: A decision that has “material legal or similarly significant effect” on the provision or denial to any consumer of, or the cost or terms of:
    • Educational enrolment or an education opportunity; 
    • Employment or an employment opportunity; 
    • A financial or lending service; 
    • An essential government service; 
    • Health-care services; 
    • Housing; 
    • Insurance; or
    • A legal service. 
  • Deployer: A person doing business in Colorado that deploys a high-risk AI system. This presumably includes employers (with more than 50 employees) in the state.
  • Developer: A person doing business in Colorado that develops or intentionally and substantially modifies an AI system. 
  • Consumer: An individual who is a Colorado resident.

Classification system: SB 205 adopts similar classifications as exist under the EU AI Act, classifying entities as either a Developer or a Deployer. The role of an entity impacts the attendant obligations. 

Obligations under SB 205DevelopersDeployers
Detailed documentation requirementsRequiredNot required
Risk management policy specifying and incorporating the principles, processes and personnel that the deployer uses to identify, document and mitigate known or reasonably foreseeable risks of algorithmic discriminationNot requiredRequired
Detailed impact assessment completed pursuant to the requirements of SB 205Not requiredRequired
Direct notice to the consumer in plain languageRequiredRequired
Disclosure of consequential decisionsNot requiredRequired
Reporting to the state Attorney GeneralRequiredRequired
Disclosure of AI systems that interact with consumersRequiredRequired

Risk Management Framework: Highlighting the importance of aligning AI governance to a standardized risk management framework, such as the NIST AI Risk Management Framework, the new law requires companies to comply with a standard risk management framework in order to assert an affirmative defense in response to an enforcement action. 

Enforcement: SB 205 does not have a private right of action. The Colorado Attorney General has exclusive enforcement authority and may seek up to $20,000 per violation of the law. In the case of an enforcement action, the law creates an affirmative defense for businesses that can show they have taken steps to address any discovered violations, and that they are in compliance with a national or international risk management framework for AI.

  1. Next Steps

We recommend that organizations that develop or deploy AI systems in Colorado: 

  • Review existing AI governance to confirm it conforms to a standardized risk management framework. 
  • Draft and implement a risk management policy and program if deploying a high-risk AI system in the organization. 
  • Identify AI systems they are developing or using that make consequential decisions such the AI systems are subject to SB 205 (this may include deploying AI technologies in HR decision-making like recruiting, hiring and performance management).
  • Establish processes for detecting and mitigating algorithmic bias arising from their use of such AI systems. 
  • Prepare documentation required by SB 205 based on the role of the entity as set forth above. 


The Colorado Attorney General is authorized to promulgate rules on the legislation and we will continue to monitor and report updates. We note that it is likely the law may serve as a model for other state legislatures across the US, or for states with pending regulation to move forward quickly. 

Our cross-functional team of experts is available to support your organization in developing or deploying AI systems in a responsible manner. Please contact your Baker McKenzie attorney with questions.