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From YouTube: Board of Commissioners' Briefing (Sept. 15, 2020)
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A
Let's
review
the
agenda:
we're
going
to
have
an
update
on
health
benefits
from
sharon.
Burke,
I'm
going
to
get
an
update
on
cobia
19
with
stacy
saunders
and
flesh
tove.
Are
there
any
other
items
that
commissioners
would
like
to
discuss
at
the
briefing
meeting?
Commissioner,
finland?
Mr
chairman,
I
would.
B
B
B
This
happened
to
be
in
a
discussion
I
had
several
weeks
ago
about
some
things
that
the
county
offers,
and
I
know
that
our
nonprofits
offer
a
lot
of
things
for
our
citizens,
but
our
citizens
have
a
place
to
go
to
see
what
is
offered
by
those
nonprofits
and
then
do
we
as
commissioners
get
a
report
back
to
see
how
many
of
our
citizens
are
actually
being
served
through.
Those.
A
Non-Profits,
so
so
it's
a
review
of
grants
that
come
out
the
county
makes
two
community
groups,
and
what's
the
reporting
process
on
that
and
monitoring
and
and
okay,
that
sounds.
That
sounds
fine.
We
could
have
a
brief
discussion
about
that
and
then,
if
there's
a
desire
for
more
information,
of
course
we
can.
We
can
follow
up
on
that
any
other
items.
A
A
I
did
have
one
other
idea
and
I
called
jasmine
before
a
meeting
started
to
get
her
feedback
on
this,
since
she
kind
of
asked
that
this
be
on
the
agenda
for
just
discussion
purposes,
no
vote
planned.
We
do
have
on
our
five
o'clock
agenda
a
discussion
about
follow-up
on
parental
benefits
for
county
employees,
and
so
I
was
wondering
if
we
might
move
that
to
our
community
briefing
discussion,
since
it
is
just
for
discussion,
no
votes
going
to
be
taken.
I
anticipate
we're
going
to
get
this
meeting
done
well
in
advance
of
five.
A
A
All
right:
well,
let's
start
off
with
the
health
benefits,
update
and
sharon.
Burke
is
here
to
take
a
lead
on
that.
C
Good
afternoon,
commissioners,
okay,
good
afternoon,
commissioners,
I
would
like
to
introduce-
I
don't
often
get
a
chance
to
actually
showcase
some
of
my
staff,
so
laura
callaway.
Do
you
want
to
stand
up
laura?
Is
our
benefits
administrator
and
has
done
a
lot
of
the
work
that
we're
getting
ready
to
talk
about
today.
I'd
also
like
to
introduce
matt
mcquaid,
and
that
is
the
senior
vice
president
for
usi,
and
he
is
going
to
provide
us
an
overview
of
upcoming
benefits
for
the
fiscal
year.
21.
C
D
Usi
just
kind
of
a
refresher
was
hired
in
2019
by
the
county
through
an
rfp
process
and
our
specialty.
What
we
work
on
is
trying
to
reduce
benefits
costs
without
reducing
benefits,
if
in
any
way
possible
to
do
that
fiscally
responsibly,
but
also
know
that
we're
trying
to
keep
benefits
for
employees
as
long
as
we
can
at
certain
levels.
So
our
goal
in
going
through
that
was
analytics.
What
could
be
done?
What
couldn't
be
done?
D
D
To
that
to
that
level
we
also
added,
what's
called
a
no
new
laser
contract,
which
means
that
if
you
guys
run
into
a
significant
significant
problem,
the
most
they
can
increase
your
premium
is
50
period,
which
is
very,
very
good
in
the
marketplace.
So
that
was
the
first
thing
we
did.
D
Employee
premiums
did
increase
by
6.6
percent.
That
was,
you
know,
part
of
the
plan
of
where
we
need
to
go.
When
we
looked
at
analytics
of
where
the
county
is
buncombe
county
was
clearly
the
one
of
the
lowest
deductions
that
there
were
and
highest
benefits,
which
is
great,
but
this
is
the
average
increase
that
we
took.
D
D
D
D
D
D
Those
that
didn't
participate
had
24
thousand
dollars
in
claims
per
person
that
didn't
go
in,
so
we're
trying
to
figure
out
how
to
get
them
in
as
well,
but
our
four
risk
people
were
roughly
32
more
in
claims.
Our
two
risk
people
16
more
than
claims,
so
so
we're
working
on
those.
The
next
health
risk
assessments
coming
up
and
then
we'll
be
able
to
take
a
point,
a
to
point
b
how
many
people
actually
improved
their
health
or
didn't
improve
their
health
in
that
time
period.
D
So
we
can
get
a
data
point
on
actual
real
moving
is
what
we're
doing,
making
a
difference
or
not,
making
a
difference
with
the
employee
wellness
clinic
various
incentives,
and
things
like
that.
So
that's
where
we
were
for
2020
up
to
this
point,
any
questions
that
you
have
on
this
okay,
so
2021
plan
year
as
we
recommended
employee
premiums
are
remaining
flat,
so
no
increases
for
this
year.
D
We're
able
to
negotiate
a
three-year
rate
guarantee
with
blue
cross
going
forward
with
no
increases
blue
cross
also
threw
in
twenty
thousand
dollars
of
wellness
incentives,
which
human
resources
is
going
through
best
way
to
spend
that
money.
We've
also
got
blue
cross
and
a
performance
guarantee.
So
now
they
have
some
of
their
fees
at
risk.
Should
they
not
pay
claims
well
have
issues
things
like
that.
So
not
only
did
we
recommend
no
budget
increase
to
the
county,
but
also
no
increases
to
the
employees
as
well.
D
After
last
year's
increase
2021,
what
we
are
doing,
what's
potentially
change
or
is
changing
or
potentially
changing,
is
we're
going
to
offer
a
base
and
a
buy
up
option
on
the
dental
plan.
So
we'll
talk
about
dental
first,
so
your
plan
is
significantly
rich
for
the
dental
plan,
while
that's
good
there's
a
lot
of
people
that
may
not
need
that
amount
for
that
price,
and
so
now
we're
kind
of
putting
in
a
base
and
a
buy
up.
D
D
Also,
due
to
the
current
plan
is
self-insured,
however,
due
to
the
risk
of
changing
plans
who
takes
what
those
kind
of
things
we
actually
negotiate
a
deal
with
delta
dental
to
take
you
on
for
two
years,
at
a
fully
insured
premium
at
less
money
than
you're
spending.
Now,
with
blue
cross,
so
delta
dental
is
the
largest
network
in
the
state.
We
did
an
analysis
of
the
local
providers
and
all
major
providers.
Dental
providers
in
the
area
are
in
delta
dental.
D
If
they're,
not
the
employee,
doesn't
lose
any
benefits,
so
the
benefits
are
exactly
the
same
going
forward
as
it
was
in
the
past.
However,
if
they
happen
to
go
in
network
which
most
probably
will
at
least
the
majority
of
them,
they
will
have
their
money
go
further
because
delta
dental
does
provide
discounts
and
the
county's
money
would
go
further,
which
is
why
we're
able
to
decrease
the
cost
on
a
fully
insured
basis.
D
So
we
will
reassess
that
at
the
end
of
two
years
and
it
may
make
sense
to
sweep
that
back.
Self-Insured,
we'll
just
figure
that
out
at
the
time
being
also
the
employee
premiums,
I
think,
are
actually
going
yeah
yeah,
okay,
perfect,
okay,
so
this
is
the
plan,
so
the
base
proposed
plan
is
a
100
deductible
versus
the
current
at
25..
D
50
is
about
normal,
let's
say
so.
You
actually
have
a
lower
one
for
a
buy
up
and
a
slightly
higher
one
for
base.
However,
the
annual
maximum
of
1500
on
the
base
is,
I
would
say
at
least
average,
if
not
better
than
average
for
most
plans
and
the
current
2500
deductible
will
stay
the
same
on
the
buy-up,
100
still
for
preventive
care,
80
for
basic
50
percent
for
major
we're,
also
adding
orthodontia
for
the
first
time.
D
D
D
Any
questions
on
the
dental,
okay,
so
the
vision
we
have
some
upgrades
as
well.
So
the
vision
we're
continuing
to
have
the
blue
cross
eye
exam
covered
through
the
plan.
There
actually
wasn't
that
much
usage
on
it,
but
that's
still
staying,
however,
we're
putting
in
superior
vision
as
a
just
a
broad
network.
They
have
a
great
network
in
buncombe
county
as
far
as
vision
providers,
people
get
the
eye.
D
So
there's
savings
for
everyone
at
every
level
of
the
of
the
payroll
deductions,
so
the
vision's
going
to
be
a
great
plan
for
people
to
be
able
to
take
advantage
of
and
blue
cross
their
network.
Just
wasn't
as
significant
in
the
area
where
these
guys
have
basically
everyone
on
the
supplemental
life
and
short-term
disability.
Some
some
also
some
additions
here.
So
we
have
a
three
year
rate
guarantee.
So
that's
good.
We
also
had
a
five
percent
savings
on
the
short-term
disability
rate,
so
that's
a
direct
savings
to
the
county.
D
We've
also
implemented
higher
spouse
supplemental
benefits,
so
we
felt
like
they
were
a
little
too
low.
Now
spouses
can
go
up
to
a
hundred
thousand
dollars
of
benefits.
25
000
will
be
evidence
of
insurability,
and
people
have
for
this.
Open
enrollment
will
be
able
to
get
the
25
000,
even
if
they
hadn't
had
that
before.
If
they
waived
it
in
the
past,
they'll
have
that
option,
plus
the
reduction
in,
like
I
said
this.
D
The
premium
for
the
short-term
disability
so
all
benefit
additions
there,
and
a
lot
of
that
was
just
due
to
full
bidding
of
the
program.
Getting
the
open
market
and
being
able
to
get
the
current
carriers
down
from
where
they
were
before
new
voluntary
benefits.
So
most
of
the
things
we've
talked
about
before
were
were
provided
by
buncombe
county.
There
were
some
payroll
reductions,
but
most
of
it
was
provided.
These
are
actually
new
voluntary
benefits.
D
D
One
of
the
advantages,
though,
one
of
the
reasons
we
picked
voya
is
number
one.
Their
premiums
are
are
very
good
to
start
off
with,
but
secondly,
there's
a
wellness
aspect
to
this.
So
each
of
these
products
well
accident
and
the
critical
illness
product
which
pays
for
like
cancer
heart
attacks-
I
had
an
accident-
just
gives
people
a
little
bit
more
money
kind
of
like
you
hear
on
aflac,
but
less
money
pay
for
the
duck
you
know,
and
but
but
voya
does,
which
is
very
nice.
D
Is
your
health
risk
assessments
that
96
of
the
people
are
going
through
already
can
be
used
for
a
wellness
benefit
on
these
products,
meaning
that
on
the
accident
insurance
most
employees
will
get
50
to
75
percent
off
their
premium.
Just
by
doing
your
health
risk
assessment
automatically
they
send
in
the
claim
form
they
get
the
money
back
on
the
critical
illness.
It
averages
about
50
off.
D
So
not
only
are
the
premiums
good,
but
then
because
you
guys
have
the
health
risk
assessment
wellness
program,
there's
an
extra
advantage
to
employees
and
and
spouses
for
taking
those
health
risk
assessments,
so
it'll
dramatically
lower
the
premium
and
voya
they
pool
the
entire
state.
So
they
won't
take
you
guys
out
of
a
claim
experience.
Realizing
your
employees
are
just
paying
a
lot
less
than
other
people,
so
it
should
be
a
very
good
added
benefit
for
employees.
D
C
C
This
was
a
campaign
that
we
underwent
with
our
employees.
We
asked
them
to
provide
names
of
what
they
would
like
to
see
as
our
wellness
program
and
then
cataldo
actually
created
the
the
logo
for
us
we'll
be
using
this
logo
on
the
new,
be
well
application
that
we
will
be
unveiling
over
the
next
two
weeks
or
so,
and
the
cool
thing
about
this.
This
new
application
is
on
the
be
fit
program
that
we
have
been
using
for
quite
a
while.
C
C
Application
is
probably
about
more
than
50
percent
of
the
information
that
we
will
need
to
be
able
to
provide
those
employees
with
credit
for
the
be
fit
or
the
bewell
program
now
will
be
captured
through
the
application,
and
the
application
will
run
through
your
your,
your
iwatch,
your
garmin.
It's
it's.
It's
really
cool.
C
Let's
see
the
other
thing
that
the
beef
be
well
program
will
do,
is
challenges,
and
so
we'll
be
looking
at
creating
challenges
throughout
the
year
that
will
focus
on
data
that
we
receive
from
usi.
That
says
here
are
some
of
the
the
challenges
that
buncombe
county
employees
have.
It
could
be,
you
know
the
the
high
cholesterol
could
be
diabetes,
it
could
be
cardiac
issues
and
we'll
be
focusing
on
how
we
can
use
this
tool
to
actually
lower
some
of
our
claims.
C
E
The
word
that
comes
to
mind
is
excellent,
as
I
look
through
this
I'm
reminded
of
the
company
that
I
used
to
be
with
that
was
known
for
their
their
benefits
and
how
they
worked
on
them
and
in
the
in
the
private
sector,
and
you
have
all
the
options
that
they
had.
You
offer
them
the
same
way
and
I
I
would
like
to
see
us
really
push
the
wellness.
I
mean
I've
mentioned
that
before
and
you
know
expanding
that,
and
you
know
trying
to
get.
You
know,
families.
E
You
know
that
you
know
might
be
struggling
with
with
conditions
that
they
have.
F
E
In
a
way
to
encourage
them
to
start
working
on
that,
you
know
that
are
rewards,
and
you
know
if
you
can
just
continue
to
work
on
that
and
increase
the
options
there
I
mean
the
the
return.
Is
I
mean
multiple
times?
If
you
can
get
somebody
going
to
a
gym
or
you
can
get
them
going
once
a
week
or
whatever
you
get
them
to
make.
You
know
start
making
good
choices,
creating
good
habits,
then
it
just
it
just
you
know,
reduces
our
cost
over
time
and
improves
our
quality
of
life.
E
So
anything
we
can
do
like
that.
Keep
on
that
track,
but
you
know
well
done
with
the
offerings
and
everything
that
I
see
so.
A
Commissioners,
any
other
questions
or
comments
all
right,
a
great
presentation,
great
information.
Thank
you
so
much.
We
appreciate
everyone's
work
on
this
and
a
lot
of
great
ideas
and
information.
So
thank
you
for
all
your
progress
on
this
all
right.
Next
up
is
a
coveted
19
update
and
stacy
saunders
and
fletch
tove.
I
believe
he's
also
here
to
help
out
on
this
one
hi.
H
G
Go
just
a
brief
update
on
the
public
health
data,
the
trends
nationally
statewide
and
locally,
and
before
I
get
into
the
slides
just
to
touch
on
the
national
picture
that
the
cd
tracker,
as
of
today
is
reporting
over
6.5
million,
confirmed
cases
identified
and
over
194
000
deaths
associated
with
covid19
and
as
a
state
we've
identified.
Almost
187
000
confirmed
cases
with
31
a
little
over
3
100
deaths
and
also
as
a
state.
Over
2.6
million
tests
have
been
completed.
G
And
so
we'll
jump
right
into
ours,
so
for
us
in
buncombe
county,
as
of
this
afternoon,
we
have
2781
total
confirmed
cases
that
have
been
identified
and
sadly
75
covid
related
deaths.
We
saw
our
largest
increase
in
cases
after
that
july,
4th
holiday
and
into
the
summer,
as
you
can
see
from
that
larger
hump
on
that
curve.
G
G
Now
I
do
have
to
note
that
we
did
just
observe
labor
day
and,
as
I
just
mentioned,
we
have
historically
seen
an
uptick
in
cases
in
the
incubation
periods
post
a
holiday,
so
we'll
be
monitoring
that
through
this
incubation
period.
Lastly,
as
a
community
we've
administered,
almost
63
000
tests
so
far
and
so
testing
serves
two
functions.
G
The
percent
positivity
is
defined
by
the
percent
of
tests
that
are
administered
that
then
come
back
to
us
as
positive
and
in
buncombe
county
about
five
percent
of
those
tests
were
coming
back
positive
throughout
july,
and
we've
seen
that
percent
positivity
steadily
decrease
in
the
last
few
weeks.
Currently,
our
percent
positivity
is
about
three
percent
and
statewide.
G
We've
also
seen
that
percent
positivity
decrease
to
about
five
percent
and
if
you'll
remember
last
few
times,
we've
been
up
here
that
state
positivity
rate
has
been
anywhere
from
seven
to
ten
percent,
depending
throughout
the
the
last
several
months.
So
we've
seen
that
start
to
come
down
in
the
state
as
well.
G
And
then
this
graph
is
the
percent
of
emergency
department
visits
in
north
carolina
for
covid,
like
illness
through
the
week
of
september
5th
and
covet-like
illness
is
one
of
our
early
indicators,
as
these
are
those
individuals
presenting
with
symptoms
that
may
be
consistent
with
kofi
now
region.
6
on
here
it
has
been
yellow
for
every
time.
I've
been
up
here
with
you.
They
have
now
changed
the
color
to
light
blue.
So
please
direct
your
eyes
to
light
blue.
G
It
is
no
longer
bright,
yellow
region
6,
which
is
our
region,
that
light
blue
line,
showed
an
increase
in
the
percent
of
emergency
department
visits
for
cova-like
illness,
but
has
been
trending
lower
than
most
of
the
regions
and
you'll
see
just
that
slight
uptick.
At
the
very
end
of
the
week
september
5th.
G
And
the
last
indicator
of
focus
is
the
regional
hospitalizations.
So
this
data
shows
the
information
for
the
mountain
area,
health
care
preparedness
coalition,
which
is
the
17
westernmost
north
carolina
states.
This
data
is
dependent
on
the
number
of
hospitals
that
report
to
dhhs
and
that
may
differ
each
time.
G
So
you
can
see
that
our
region
has
seen
a
decrease
in
hospitalizations
through
september
6
and
then
saw
an
uptick
in
hospitalizations
for
the
most
recent
weeks
and
that
likely
is
coinciding
with
that
uptick
of
the
cova-like
illness
that
we
just
saw
on
the
previous
slide,
so
not
on
the
slide.
But
commissioner
belcher
had
inquired
about
mission
hospital,
specifically
at
our
last
meeting
and
according
to
the
partner
reports
that
we
receive.
G
The
wear,
wait
and
wash
and
you'll
see
a
new
logo
that
north
carolina
department
of
health
and
human
services
launched
a
new
campaign
about
get
behind
the
mask.
So
whatever
your
reason
get
behind
your
mask
that
we
know
that
people
have
lots
of
reasons
to
be
behind
the
mask.
Sometimes
it's
for
ourselves.
Sometimes
it's
for
a
loved
one
or
a
neighbor.
G
We
have
lots
of
different
reasons
that
we
put
the
mask
on,
and
so
it's
just
a
new
reminder
that
mass
are
really
important
in
helping
us
slow
the
spread,
but
also
not
to
forget
the
other
two,
which
is
to
wash
our
hands
often
and
to
wait
six
feet
apart,
and
so
the
three
w's
are
our
best
prevention
method.
Right
now
and
that's
it
for
today.
H
Just
quick,
thank
you
so
much
for
the
presentation
and
it's
it's
good
to
see
this
ongoing
stabilization.
I
have
a
question.
H
It
might
better
be
directed
towards
miss
pinder,
but
I
was
wondering
if,
at
an
upcoming
meeting,
we
could
get
an
update
about
what
we
might
call
sort
of
the
secondary
and
tertiary
impacts
of
the
pandemic,
thinking
about
sort
of
social
economic
indicators
for
folks
related
to
food
insecurity,
evictions
under
underemployment,
and
how
we're
thinking
about
vulnerable
populations
at
this
point,
inclusive
of
those
who
might
be
at
elevated
risk
for
covet
19,
but
also
you
know,
hearing
so
much
from
working
families
who
are
just
struggling
to
figure
out
how
to
navigate
this
time,
especially
those
sort
of
at
the
margins.
H
So
if
we
could
get
some
kind
of
yes
update,
but
also
kind
of
forecasting,
as
we
think
about
heading,
especially
into
sort
of
the
convergence
of
flu
season
and
kova
19,
and
what
we
might
see
the
school
systems
doing
and
and
be
thinking
proactively
about
what
kind
of
ways
the
county,
either
as
a
partner
and
collaborating
organization
or
as
a
lead
entity,
might
be
really
helping
do
exactly
what
you
all
have
done.
Amazing
job
of
since
february
or
january.
H
I
H
A
E
A
I
G
You
know
the
3ws
are
in
place
and
clearly
implemented
that
we're
finding
that
you
know
the
magnitude
of
new
information.
That's
coming
out
is
not
quite
as
what
it
was
in
the
very
beginning,
and
so
I'm
looking
to
change
the
community
briefing
schedule
to
bi-weekly
so
that
we
still
have
that
contact
with
our
community
partner
with
our
community
and
our
media
partners,
and
we
also
will
still
come
here
and
give
the
covet
update
as
well.
G
E
So
just
a
quick
comment:
I
think,
if
you're
going
to
do
that,
it
might
be
good
on
some
of
the
graphs
that
have
so
much
information
for
such
a
long
period
of
time,
if
you
can
expand
those
graphs
to
show
that
what's
going
on,
you
know
right
now.
You
know
you
know,
look
at
what's
going
on
in
the
past,
but
what's
going
on,
you
know,
what's
been
going
on
the
last
few
weeks
and
or
a
month
or
two
months
or
whatever.
Instead
of
you
know,
almost
a
year's
information
up
there
so.
G
G
A
All
right,
thank
you.
So
much
all
right,
commissioners,
as
we
discussed
at
the
beginning,
there's
two
other
items
we're
going
to
touch
on
and
the
commissioner
pendleton
asked
that
we
have
a
little
bit
of
discussion
about
the
county,
the
county's
grants
programs
to
non-profit
organizations
and
how
we
conduct
performance
reviews
on
those
did.
A
I
don't
think
we're
going
to
have
any
other
discussion.
I
think
those
were
the
two
items
that
we
just
that
we
identified.
A
B
No,
the
question
is:
is:
is
there
somebody
that's
measuring
the
performance?
So,
if
someone
comes
in
says,
I
want
a
grant
to
help
with
such
and
such
how
many
citizens
are
being
assisted
with
these
grants,
and
is
there
a
performance
measure
that
comes
back?
It
says
within
six
months
we
would
have
done
this
and
if
they
don't
meet
that
what
every
grant
I've
ever
been
a
part
of
has
a
performance
measure,
and
it
comes
back
that
you
have
to
meet
certain
performances.
So
do
we
do
that
and
who?
Who
oversees?
That.
I
Yes,
sir,
and
our
strategic
partnerships
department
actually
oversees
the
grants
and
every
contract
every
grant.
We
have
has
a
contract
with
metrics
and
measures.
In
that
I
did
ask
rachel
issues.
Do
you
want
to
answer
any
specific
questions
that
you
have?
We
can
just
lay
out
generally
what
those
performance
metrics
are.
We
do
require
that
they
give
us
financial
statements
and
how
many
citizens
are
measured.
Every
grant.
We
have
is
a
specific
program
and
we
measure
those
programs
as
well,
but
if
there's
anything
additional,
you
want
to
add
rho.
F
So,
thanks
for
the
question
I'll
give
a
brief
overview
of
how
the
process
is
structured,
so
rachel
nygard
strategic
partnerships
director.
We
have
eight
different
grant
programs
within
buncombe
county.
Some
of
them
are
general
county
funds
that
are
granted
out
and
some
of
them
are
passed
through.
So
an
example
of
pass-through
might
be
the
home
and
community
care
block
grant
for
aging
funds
or
jcpc,
which
is
juvenile
crime
prevention
council.
F
Those
instances
where
we're
passing
through
federal
or
state
funds,
typically
we're
following
the
process
that
that
pass-through
funder
puts
in
place
for
those
funds
we're
granting
local
county
dollars
an
example
of
that
would
be
the
strategic
partnership
grants
or
maybe
the
early
childhood
grants.
Here's
how
the
process
looks.
The
granting
committee
reviews
the
applications
kind
of
sets,
priorities,
reviews
the
applications
and
makes
funding
recommendations.
F
Those
grants
are
approved
by
the
board
of
commissioners
as
part
of
budget
adoption,
and
then
staff
works
with
all
of
the
grantees.
The
groups
that
were
awarded
a
grant
and
establishes
a
contract
that
would
that's
what
county
manager
pinder
was
referencing,
so
the
contracts
serve
two
purposes:
the
performance
programmatically.
F
F
F
This
can
be
random
just
to
make
sure
that
in
any
given
year,
we're
doing
a
certain
number
of
com
of
contract
monitorings,
which
might
look
like
a
site
visit
or
an
interview
or
an
inspection
of
records,
and
we
also
anytime
by
complaint.
So
if
there,
if
the
committee
wants
us
to
take
a
closer
look
or
if
there's
some
concern
or
if
an
agency
themselves
comes
to
us
and
wants
to
talk
about
their
particular
project,
we
can
go
in
and
work
with
them
in
a
sort
of
closer
deeper
level
inspecting
specific
records.
F
But
as
a
general
rule,
we
have
these
reporting
timelines
monthly,
quarterly
or
annually.
And
then
we
publish
that
up
to
the
committee
to
the
board
and
to
the
public.
B
F
Or
idea
my
understanding
yeah,
my
understanding
of
how
a
non-profit
could
get
county
funding,
as
is
one
of
two
mechanisms.
They
could
get
a
grant
which
requires
an
official
application
review
and
then
award
or
they
could
get
a
contract.
We've
talked
before
about
how
grants
and
contracts
can
sometimes
seem
similar
in
overlap,
but
contracts
are
purchased
of
a
service.
So
a
department
wants
to
get
a
service
for
their
clients.
B
A
E
E
We
would
get
a
quarterly
graph
that
actually
showed
if
they
were
on
track.
I
don't
remember
if
we
were
if
we
received
it
here,
but
it
seems
like
to
me
that
would
be
just
a
good
opportunity.
You
know
quarterly
just
to
see
that
information.
You
know,
maybe
in
a
in
a
briefing
you
know
or
something.
I
can't
remember
when
when
I
just
remember
that
we
were
seeing
it
and
that
was
a
discussion
we've
we've
had
we
have
that
discussion.
E
Commissioner
often,
the
other
thing
that
is
still
an
ordinance
and
that
we
would
want
to
be
checking
is
that
there
is
an
ordinance
that
states
it
didn't
that
it
is
recommended
it
doesn't,
it
doesn't
say
required,
so
it
is
it
is.
It
is
a
little
open
that
the
administrative
costs
of
those
non-profits
that
are
receiving
grants
would
be
12
or
less,
and
so
that's
a
just.
F
So
the
place
we
look
to
for
guidance
from
the
board
on
that
funding
is
the
resolution
on
funding
of
nonprofit
agencies,
which
was
updated,
last
fall,
maybe
october
november
december
of
2019,
and
that's
got
some
guidance
on
how
the
grants
should
be
structured,
and
we
follow
that
guidance
and
good
point
around
having
one
place
to
look.
That's
staff
have
been
in
touch
with
each
other
about,
instead
of
having
to
look
for
eight
different
places
for
how
those
grants
are
working.
J
F
Yes,
okay,
my!
I
think
that
if
you
went
to
buncomecounty.org
transparency,
what
you
would
see
is
some
fy
20
year-end
information,
because
we
haven't
got
that
first
report.
E
I
think
commissioner
edwards
one
of
the
things
that
we
had
too
is.
We
did
have
in
addition
to
the
ability
to
be
able
to
search
if
someone
wanted
to
look
at
any
particular
non-profit
or
we,
we
also
had
a
just
a
collective
review
that
showed
the
show
the
graphing
of
where
they
were
at,
and
I
mean
I
can't
remember.
E
I
mean
I
can't
remember
one
that
just
jumps
out
in
in
my
mind,
that
was
not
you
know
really
staying
on
track.
So,
as
far
as
I
know,
you
know
all
those
are
big
going
out,
they're
being
monitored
properly,
but
to
see
them
all
at
one
time
and
I
think
the
only
ones
we
did
that
on
were
the
community
grants
you
know
so,
but
it
was
it
was.
It
was
good
information.
I
I
The
grants
that
we
actually
put
we
put
the
grants
on
the
website
to
where
till's
point
they're
eight
we're
trying
to
put
away
that
they're
all
could
be
on
one
space.
So
if
that's
something
you're
asking,
we
can
start
printing
those
or
putting
them
in
a
format.
We
can
bring
them
to
you
on
a
quarterly
basis.
E
It
just
becomes
part
of
other
information
that
I
review,
so
I
don't
have
a
problem
in
in
in
looking
at
it
and
I'm
probably
not
going
to
go
to
the
website
and
unless
somebody
hasn't
complained
or
something
I'm
probably
not
going
to
go
to
the
website
and
just
you
know,
look
for
a
particular
non-profit,
but
it's
just
good
to
see
that
they're
doing
the
work
and
the
work's
coming
along
good.
So
I
think
any
anything
you
can
do
to
present
that
back
to
to
the
to
me
or
the
commission.
A
You
know,
obviously
we
want
to
have
it
all
reviewed
as
part
of
the
budget
process
in
particular.
So
I
don't
know
if
just
a
quarterly
update,
I'm
not
against
the
quarterly
update,
but
it
seems
like
in
a
way
kind
of
you
know
we
allocate
funding
people
go
out
and
implement
their
work
and
then
there's
it's
really
like
the
annual
review
and
kind
of
renewed
funding
or
new
funding
that
to
me.
That's
where
it
seems
sort
of
most
important
that
we
really
focus
our
attention.
So
that's
not
very
specific
guidance.
A
I
know,
but
I'm
just
sort
of
sharing
my
high
level
thoughts
on
it,
if
maybe
in
particular,
if
there
are,
you
know
issues
that
we're
working
on
where
the
county
has
allocated
funding
to
community
partners.
You
know
getting
updates
in
conjunction
with
some
of
those
discussions
that
you
know
that
seems
timely
too,
but
you
know.
J
Excuse
me,
oftentimes
things
do
move
a
little
bit
slower
in
the
nonprofit
world
in
terms
of
you
know,
particularly
now,
in
light
of
what
we're
facing
you
know,
we
could
certainly
look
at
a
six
month
review
halfway
through
the
funding
period
and
then
again
at
the
end,
I
would
be
okay
with
that.
I
don't
necessarily
need
anything
additional
than
what's
on
here.
Maybe
a
presentation
for
me
would
be
fine.
J
I
am
curious,
though,
the
communication
that
comes
back
from
the
nonprofits
to
you
rachel
that
if
they
are
experiencing
challenges
in
serving
the
client
population
that
they
said
they're
going
to
spend
if
they've
experienced
additional
financial
challenges
to
me,
those
are
the
more
important
things
than
just
a
general
overview
just
to
keep
us
on
track
of.
You
know
what
organization
a
may
not
meet
their
outcomes
this
year
and
they're
keeping
us
in
the
loop
and
here's.
E
E
Have
to
get
any
anything
quarterly,
but
I
mean
we're
doing
this
different
now
you
know
you're
taking
you
know,
you've
got
direction
on
a
certain
amount
and
you
know
there's
a
process
there,
and
so
I
think
it'd
be
good
to
have
the
reporting
back,
because
what
you
will
find
if
someone's
struggling
then
maybe
we
can
we'll
know
that
you're
going
to
be
giving
them
direction
and
it's
you
know
it's
a,
but
I
think
people
need
to
know
it.
It
wouldn't
be
bad,
I'm,
okay,
with
six
months.
If
you
want
this.
K
And
I
think
the
website
works
great
for
me.
I
know
I've
had
just
two
people
to
call
me
complaining
about
asking
questions
about
two
different
non-profits
and
while
I
had
them
on
the
phone,
I
think
one
it
surprised
that
she
didn't
even
think
I
knew
how
to
use
a
computer,
but
I
guided
her
to
the
website
and
showed
her.
What
was
you
know
once
she
saw
what
was
going
on?
I
haven't
heard
any
more
from
her
so
and
the
other
one.
So
the
website
works.
For
me,
you
know
with
constituents.
A
F
Just
going
to
make
a
quick
comment
that
remember,
we've
got
a
advisory
group
for
each
of
these
funding.
For
each
of
these
grants,
like
example,
was
early
childhood
committee
met
today,
they're
going
to
be
reviewing
all
the
results
as
they
come
in
kind
of
pre-commissioner,
and
then
we'll
take
this
and
figure
out
how
to
get
you
and
the
public.
The
best
ongoing
reporting.
I
A
Okay,
the
one
other
item
that
we
decided
to
go
ahead
and
have
some
discussion
about
at
the
briefing
meeting
is
the
parental
leave
policy
and
commissioner
beech
ferrara.
H
A
H
My
hope
in
bringing
this
forward
as
a
discussion
item,
was
just
to
drill
down
a
little
further
into
the
discussion
we
had
in
march,
where
we
were
talking
about
both
paid
family
leave
models
and
also
the
the
federal
policies
related
to
covey
related
lead,
there's
a
lot
on
the
table,
and
I
just
thought
it
would
be
helpful
as
we
sort
of
prepare
for
january
1
to
begin
a
conversation,
a
bit
more
depth
and
just
to
provide
a
bit
of
context.
H
This
is
a
issue
that
I
began
talking
with
county
staff
about
in
january
of
2017.
H
Shortly
after
being
elected,
there
have
been
a
lot
of
transitions,
of
course
during
that
time,
and
it's
so
exciting
to
see
the
level
of
robustness
that's
being
developed
out
of
the
hr
right
now,
and
it
feels
like
a
great
time
to
move
forward,
and
my
hope
specifically
was
that
we
could
just
drill
down
a
little
bit
in
terms
of
thinking
both
at
the
really
the
both
the
philosophical
level
and
the
practical
implementation
level
about
whether
paid
parental
leave
gets.
H
Nested
within
a
larger
family
leave
policy
or
whether
we
think
about
paid
parental
leave,
certainly
as
a
related
policy,
but
one
that
we
might
approach
a
little
bit
differently
and
and
part
of
what
I'm
thinking
about
in
that
is
sort
of
what
we're
seeing
as
best
practices,
whether
it's
the
federal
government
offering
12
leaks
of
paid
parental
leave.
I
believe
a
lot
of
major
you
know
fortune
500
fortune,
100
companies
moving
in
that
direction.
H
The
this
and
that
kind
of
being
the
gold
standard
around
paid
parental
leave
and
then
seeing
sort
of
more
of
a
range
in
the
six
to
ten
weeks,
as
we
think
about
family
leave
more
broadly.
So
I
just
really
wanted
to
kind
of
hear
people's
thoughts
on
this.
I'm
excited
for
us
to
move
forward.
It
feels
like
a
really
important
step
for
us
as
a
anchor
employer
locally
and
as
an
employer
thinking
about
how
we
continue
to
recruit
and
then
retain
the
the
best
and
diverse
and
brightest
most
diverse
and
brightest
workforce.
H
We
can
certainly
the
family
leave
structure
speaks,
I
think,
to
the
range
of
issues
that
come
up
in
people's
lives,
but
my
hope
in
in
in
having
a
focused
conversation
around
parental
leave
specifically
was
thinking
about
what
do
we
really
know
about
what
whether
they've
adopted
or
had
or
given
birth
to
a
child?
What
parents
need-
and
you
know
you
certainly
think
about
situations
where
there's
extenuating
circumstances
or
a
child's
in
the
nicu
or
just
situations
where
an
eight-week
policy
might
not
be
adequate
to
the
needs
that
someone's
experiencing.
F
H
A
Can
I
ask
you
just
one
question
just
just
to
make
sure
the
terminology
that
we're
using
is
something
that
we're
all
kind
of
on
the
same
page
about
and
feel
free
to
correct
me,
because
this
is,
you
know
not
my
area
of
expertise,
but
when
we,
when
we're
using
the
terminology
of
parental
leave
jasmine,
that's
in
reference
to,
if,
if,
if
a
staff,
employee
or
their
spouse
has
a
child
at
the
time
of
their
child's
birth
or
adoption,
that's
parental
leave
right
and
when
we
use
the
term
family
leave.
A
F
I
C
A
Okay,
thank
you
very
much
and
and
jasmine
in
terms
of
your
discussions
today
are
those
more
focused
on
the
parental
leave
policy
or
broader.
Well,
it's
really.
H
Wanting
to
drill
down
a
bit
if,
if
all
those
are
sort
of
umbrellaed
under
family
leave,
one
way
to
sort
of
drive
down
that
lane
is
say,
let's
think
about
the
general
best
approach
across
whether
you
have
a
sick,
family,
member
or
a
newborn
child
and
let's
get
to
10
weeks
or
eight
weeks
or
wherever
we
land.
If
you
think
about
here's,
our
family
leave
policies,
here's
what
we
would
offer
someone
caring
for
a
sick
family
member,
because
we
think
on
the
whole
x
number
of
weeks
is
probably
adequate
to
that.
H
And
then
here
section
b
is
the
parental
leave
policy
that
we
would
offer
to
families
around
the
adoption
or
birth
of
a
child
where
we
might
offer
x
number
of
weeks
because,
on
the
whole,
that's
considered
the
best
practice.
So
that's
kind
of
where
I
was
hoping.
Maybe
we
could
move
the
conversation.
We
may
decide
that
it's
best
to
just
lump
it
all
under
one
thing
and
say
you
know
kind
of
least
common
and
on
me
or
equals
x
weeks.
H
C
It
does
it
offers
any
employee
that
has
worked
for
the
organization
and
has
worked
more
than
1
250
hours
up
to
12
weeks
of
unpaid
leave.
E
E
And
then
we,
what
did
we
recently
approve.
C
C
Now
we
didn't
implement
that
if
you
recall
back
in
march
when
I
presented
it
was
a
week,
just
as
I
was
like
a
couple
days
before
covet
hit
and
then
a
week
later,
that's
when
the
emergency
family,
medical
leave
came
into
existence,
and
so
we
actually
had
decided
to
postpone
any
implementation
until
january.
E
I
That's
what
we
brought
forward
was
six
weeks
and
the
board
asked
us
to
look
at
eight
weeks
right.
So
we
landed
on
about
eight
weeks
of
leave
to
go
from
birth
to
death,
so
to
speak
so
all-encompassing,
but
that
was
put
on
hold
until
january
first,
so
we
we
have
to
bring
it
back
and
discuss
with
you
guys
moving
that
forward
at
the
eight
week
mark.
Or
did
you
want
to
talk
about
more?
Did
you
want
to
parse
out
more
for
parental
leave
or
all
encompasses
equitable
for
all.
H
Yeah,
I
I
think
I
had
I'm
really
glad
we're
having
this
conversation,
because
I'd
sort
of
understood
that,
as
a
as
a
discussion
item
versus
here's,
our
final
sort
of
vote
on
the
matter.
So
I'd
like
to
talk
about
exploring
exploring
what
it
would
look
like
to
potentially
differentiate
those
two
times
of
leave
kind
of
leave
and
increasing
the
amount
of
parental
leave.
H
Knowing
that
12
is
really
considered
sort
of
the
gold
standard,
increasingly
and
and
and
looking
at
the
range
might
be
in
north
carolina,
which
you
know
it
seems
like
eight
to
ten,
is
sort
of
a
high-water
mark
right
now.
So
I'd
like
to
have
that
discussion
with
the
board
and
obviously
hear
where
other
people
are
at
as
we
think
about
that.
E
H
That's
really
where
I
want
the
discussion
to
be.
I
think
my
understanding
when
we
last
talked
about
this
and
it's
been
a
pretty
chaotic,
nine
months
of
2020
so
far
so,
and
I'm
really
looking
at
sharon's
expertise
on
this
brick's
expertise
on
this,
but
is
really
drilling
down
into
that.
H
You
know
and
and
figuring
out
what
is
considered
the
best
practice
based
on
not
just
what's
happening
in
both
the
public
and
private
sector,
but
also
kind
of
what
happens
in
people's
lives
during
those
times
and
how
we
can
have
the
strongest
possible
policies
that
are
also
sustainable
and
tenable.
C
If
it
helps
58
of
our
employees
are
not
child
bearing
in
the
child
bearing
so
that's
41
years
old
plus
is
where
employees
lie.
Repeat
that
stat
again,
please
58
of
our
employees
that
are
not.
C
J
So
my
own
employer
just
recently
approved
an
eight-week
paid
parental
leave.
So
I
I
think
I
have
mentioned
to
you,
ms
burt.
I
know
you
had
benchmark
versus
other
county
governments,
but
maybe
what
some
of
the
other
larger
employees,
employers
in
buncombe
county,
are
also
offering
for
us
to
take
a
look
at
so
that
we're
often
offering
something
equitable.
J
So
I'm
very
curious
to
hear
where
others
land,
but
where
I'm
really
unwilling
to
budge
on
is
that
it
does
need
to
be
paid,
and
I
came
from
that.
The
more
we've
talked
about
this
after
our
august
4th
meeting
where
we
did
approve
the
resolution
stating
that
racism
is
a
public
health
crisis
and
to
me
this
lumps
right
into
that
as
a
way
that
we
can
have.
J
You
know
deeds,
not
just
words
behind
signing
our
name
to
that
resolution
that
I
think
the
if
we
really
dig
in
and
we
look
about
unpaid
leave,
that
it
does
contribute
to
wealth
and
wealth,
building
disparities
among
employees
of
color,
and
we
dig
a
little
bit
deeper
into
that
and
then
those
financial
disparities
make
it
even
more
challenging.
J
Should
they
have
an
unexpected
circumstance.
At
the
delivery
of
their
child,
or
a
few
days
after
the
child
has
been
born,
as
commissioner
b
ferrara
said,
you
know,
my
own
child
ended
up
in
the
nicu
and
I
can't
imagine
what
type
of
financial
catastrophe
that
can
cause
other
families
so
having
that
paid
leave
there,
I
think,
is
really
important,
as
we
start
to
address
specifically
our
commitment
to
addressing
structural
and
racism
in
regards
to
health.
I
think
we
can
take
it
again.
J
I've
got
kind
of
this
whole
layered
approach
to
get
another
layer
into
that
that
if
we
are
committed
to
addressing
more
birth
mortality
rates,
pre-postnatal
care
for
mothers
and
babies
that
paid
leave
really
supports
our
commitment
to
that,
and
just
I
think
it's
just
really
important,
where
we
are
as
commissioners
right
now
and
again
as
a
county.
Putting
equity
ahead
of
you
know
at
the
forefront
of
so
much
of
what
we're
doing
that
paid
leave
is
a
huge
component
of
that
and
showing
that
we're
really
committed
to
doing
the
work
into
listening.
J
So
that
may
seem
like
coming
from
two
completely
different
perspectives,
but
for
me
it's
really
coming
back
to
how
do
we
make
a
difference
in
these
areas
that
we've
expressed
our
commitment
to,
and
for
me
this
is
just
one
of
those
pieces,
but
I
am
open
to
having
you
know
the
conversation
about
additional
pay
time,
but
at
least
a
minimum
for
me
of
eight
weeks
at
this
point
for
birth,
adoption
of
a
child.
C
I
think,
with
the
demographics
that
we
have
I'm
absolutely
in
support
of
the
the
paid
child
care
component,
but
I
think
with
the
demographics
that
we
have
here,
I
think
for
equity
purposes,
to
if
we
offer
it
for
one.
You
know
offering
for
the
the
birth
and
adoption
of
a
child
to
offer
it
for
the
care
of
a
sick
family
member
would
make
sense
as
well.
G
C
Am
concerned:
if
we
go
much
more
than
eight
weeks,
then
we
have
backfill
issues.
E
C
B
Mr
chairman,
yes,
sir,
I'm
going
to
say
I'm
a
little
disappointed,
but
I'm
not
disappointed
in
this
thing.
I'm
just
disappointed.
We
took
it
off
the
agenda.
I'm
ready
to
put
this
back
on
the
agenda,
let's
vote
on
it
eight
weeks,
that's
what
staff
has
brought
to
us
eight
weeks
for
the
birth
of
a
child
adopted
a
child
eight
weeks
to
take
care
of
a
sick
family
member.
This
is
something
that
we
need
to.
We
said
in
march.
A
A
So
I
just
I
just
also
want
to
be
make
sure
I'm
100
clear
on
the
process,
so
we
talked
about
this
pre-covered
then
coveted
landed
on
our
shores
and
there
were
all
these
new
federal
policies
that
provided
for
paid
leave.
A
So
so
we
decided
to
defer
implementation
of
our
local
policy
until
january
1st
2021,
but
did
that
was
that
actually
I
mean
like
do
we
need
to
vote
on
it
again
or
does
that
go
into
effect
automatically
based
on
the
previous
discussions,
or
do
we
need
to
reaffirm
that
formally
with
a
new
vote?
I
think.
C
And
there
would
also
be
we'd
have
to
amend
the
ordinance
so.
I
H
Just
as
another
point
of
clarification
is
my
understanding,
please
tell
me
if
I
got
this
wrong,
is
that
what
people
are
covered
under
right
now?
Is
emergency
leave
related
to
covid
19.?
H
E
I
mean,
and
so
I'm
assuming,
if
you,
if
you
I
mean
the
ordinance,
you
know
you're,
going
to
have
specifics
in
there
as
to
what
you
know
particular
illness
illnesses.
You
know
and
do.
C
I
create
a
presentation
if
I
can
get
to
the
slides.
Where
give
me
a
second.
A
I
C
So
this
was
what
we
proposed
back
in
march
that
it's
eight
weeks
at
100
of
the
employee's
salary
in
either
an
intermittent
or
a
single,
continuous
block.
We
allowed
them
to
make
that
decision
that
it
would
be
concurrent
with
our
current
fmla
policy.
So
it's.
K
C
A
C
A
A
C
Thank
you,
and
so
obviously
we
need
to
vote
on
the
benefit.
We
need
to
amend
the
current
personnel
ordinance,
and
so
the
changes
have
to
do
with
the
eligibility
again
it
talks
about
the
bonding
of
the
newborn
child
or
the
adoption,
and
then
the
care
of
the
spouse,
child
or
parent
and
we'd
be
using
the
definitions
that
we
currently
use
under
the
family.
Medical
leave
act.
C
C
Then
this
would
be
the
piece
in
the
policy
that
I
would
recommend
for
change
and
the
first
one
is:
it
provides
100
of
the
employees
salary
up
to
eight
weeks.
They
may
not
use
vacation,
sick
or
holiday,
while
they're
actually
getting
100
percent
of
that
benefit,
so
they
couldn't
exceed
more
than
100
of
their
compensation
for
those
weeks
that
they're
actually
enjoying
the
benefit,
they
can't
be
using
temporary
disability
income
during
that
time
again,
it's
double
dipping
right.
K
C
Duration
is
eight
weeks,
and
I
just
mentioned
how
that
that
works,
and
they
can
usually
either
use
it
singularly
or
intermittently
okay.
So
if
they
are
taking
care
of
a
sick
family
member
and
they
need
to
go
back
and
forth,
they
can
take
that
period
of
time
that
they're
caring
for
that
that
family
member
and
then
come
back
to
work,
and
that
happens
a
lot
with
our
employees
right
now,
all
right,
we
talked
about
that
one.
The
next
piece
is
it
talks
about.
C
It's
12
it's
from
the
time
the
incident
happened
so
from
the
time
the
baby's
born
they
have
12
months
to
use
this
okay
and
the
same
thing
when
the
qualifying
event.
So
if
a
family
member
gets
sick,
it's
12
months
from
the
time
the
family
member
gets
sick,
okay
in
each
one
of
their
look-back
periods,
if
a
husband
and
wife
both
work
for
the
county,
they
get
to
split
those
eight
weeks.
Okay,
so
that
way,
it's
we're
not
paying
16
weeks
per
family.
B
E
I
C
E
C
G
G
B
Well,
I'm
just
I'm
just
curious
how
two
employees
are
getting
eight
weeks
of
this
combined,
whereas
if,
if
I'm
an
employee
and
my
wife
has
a
child,
I
take
four
weeks.
She
takes
four
weeks,
but
then
my
father
gets
sick.
I
think
another
two
weeks,
but
her
mother
gets
sick.
She
can't
take
another
two
weeks
because
we
we're
already
up
to
she's
gonna.
I
B
E
And
that's
within
one
year,
so
you
got
to
remember
that
you
know
to
get
in
the
complication
that
you're
talking
about
which
happens.
Sometimes
you
know
you've
got
to
have
these
two
big
events
happen
within
the
same
year
right
because
each
year
they
have
12
weeks
or
8
8
and
12.
they
paid.
If
we
d,
if
we
did
this,
you
know
12,
fmla
and
8
of
it
could
possibly
be
paid.
E
E
E
K
L
Now
yeah
so
yeah
they
I
can
understand.
They
can't
take
off
the
16
weeks
for
the
child
over
that,
but
I
think
what
county
manager
and
commissioner
pendleton's
saying
if
something
else
happened
within
the
family
that
year,
then
the
other
spouse
could
use
eight
weeks
right.
C
Oh,
this
is
stump
the
chump.
Can
I
get
back
to
you
on
that
one
I
want
to
make.
K
K
E
E
A
E
So
that
right,
so
that's
that's
that's
this
discussion
that
doesn't
that
doesn't
pump
out
any
other
benefits
that
they
would
be
receiving.
That.
A
I
have
a
question:
sharon
have
the
you
know.
As
jasmine
said
many
organizations
and
corporations.
You
know
have
policies
around
around
this
to
supplement
the
federal
medical
medical
leave
act
in
terms
of
the
policies
that,
where
it's
a
paid,
a
paid
leave
policy
and
it
includes-
and
it's
for
the
provision
of
caring
for
a
family
member
who
has
a
health
condition.
A
You
know,
as
you
pointed
out,
you
know
it's
probably
pretty
easy
to
kind
of
forecast
how
many
births
and
adoptions
will
happen,
because
those
numbers
are
probably
pretty
steady
over
time,
so,
probably
pretty,
predictable
and
and
fairly.
You
know
for
an
organization
like
ours
like
you're,
saying
it's
probably
not
going
to
be
a
huge
number
of
days
taken
under
the
parental
leave
policy.
A
So
my
question
is
about
so
this
would
be
a
new
policy
for
us
paying
for
the
the
health
care
part
of
it
do.
Are
you
able
to
estimate
how
many,
how
much
it's
going
to
be
utilized
right?
Because
people
have
people
have
you
know
lots
of
family
members?
And
you
know,
people
have
health
conditions,
frequently
right
and
they're
in,
and
some
of
them
are
are
long-term
conditions
where
they're
they're
going
to
have
it
and
they're
going
to
have
it
for
years.
A
So
I
guess
my
I
mean
I'm
very
supportive
of
of
this,
of
being
able
to
support
these
employees
in
their
in
their
work
to
care
for
people.
A
Are
you
able
to
estimate
you
know
how
many,
how
many
employees
will
utilize
the
full
eight
weeks,
maybe
every
single
year
or.
C
A
A
Would
I
really
welcome
that
because
I
just
think,
as
we
think
about
the
different
benefits
you
know
and
and
how
long
you
know,
how
long
can
we
do
we?
How
long
do
we
want
to
make
this
benefit
for
really
understanding?
Well,
how?
How
does
what
does
it
mean
for
the
workforce?
You
know,
because
when
folks
are
off
doing
this,
that's
great
it's
a
great
benefit
to
offer,
but
how
does
it
affect
the
organization
too,
would
be
great
to
okay
he's
out.
I'm.
J
Curious
because
this
is
often
touted
as
a
way
to
retain
employees.
So
what
is
the
cost?
If
an
employee
left
to
recruit
train
on
board
a
new
employee.
I
I
A
I've
one
other
question
about
the
health
provision
part
and,
and
that
is
covered
under
federal
medical
leave
act,
but
it's
all
unpaid
so
obviously,
unless
folks
are
financially
in
a
position
to
take
that
much
time
off
which
some
are,
but
many
frankly
are
not.
This
paid
policy
will
be
much
more
heavily
utilized
than
an
unpaid.
C
Right
right,
significant
numbers
of
employees
who
have
very
ill
family
members
and
they
don't
have
an
option
and
so
they're
either
having
to
take
use
up
all
their
time
and
then
take
you
know,
reduction
in
pay.
So
it's
it.
This
is
real
or.
A
I
Talk
about
advanced
leave
and
the
borrower
in
ours.
C
Correct
so
we
do
already
have
in
place
where,
if
an
employee
has
to
take
care
of
a
family
member
and
they've
exhausted
all
their
leave,
they
could
borrow
up
to
two
weeks
of
their.
You
know
their
sick
leave
and
stuff
like
that,
and
they
do
have
to
then
pay
it
back.
However,
often
these
people
are,
this
is
a
continuous
issue,
so
it's
not
like
something
like.
Oh
my
family
member's
miraculously
better.
A
C
Oh
that's
the
other
one.
So
if
employees,
if
they
have
it,
you
know
extra
leave,
they
can
also
donate
that
leave
to
another
one
of
these
staff
members.
So
we
also
have
that
in
place
as
well.
A
So
it
is
often
used
as
we
as
we
move
this
conversation
ahead
and
we
have.
We
need
a
public
hearing,
so
we're
going
to
talk
about
this
at
least
one
more
time
right
in
addition
to
the
public
hearing,
the
the
follow-up
information
I
would
be
interested
in
is
just
kind
of
seeing
that
you
know
if
the
if
the
total
financial
cost
of
it
is
around
500
000.
I
just
I
would
be
interested
in
just
the
analysis
that
went
into
arriving
at
that
number.
A
L
L
H
In
doing
that,
analysis
that
that
chairman
newman
asked
for,
could
we
look
at
it
at
what
the
cost
of
10
weeks
would
be
as
well
and
drill
down
also
on
a
model
where,
if
we
did
say
eight
weeks
for
a
sick,
relative
and
10
weeks
for
the
birth
or
adoption
of
a
child
just
so,
we
can
really
understand
sort
of
the
economics
of
the
different
ways
to
structure
it
perfect.
Thank
you.
L
And
one
other
thing,
I
guess
with
don
here
that
you
brought
up
avril.
This
really
ain't
new
money
because
it
is
allotted
in
the
budget
for
the
year
for
their
salary.
A
I
No,
so
if
the
eight
weeks
you're
on
salaried
now,
so
you
don't
in
the
past
what
they've
done
there
with
it,
they
would
have
used
their
sick
leave
and
their
vacations
and
everything
else.
So
they
will
have
zero
banks
so
to
spay.
But
when
this,
if
we
give
them
eight
weeks
of
pay,
this
is
their
salary.
A
Thank
you
for
clarifying
that.
I
thought
the
way
I
was
interpreting.
What
you
were
saying
is
that
I
wasn't
really
thinking
about
that
as
much
as
more
of
hey.
If
you
know,
if
we're
in
an
organization
of
this
many
employees,
if
we
offer
these
benefits,
so
a
certain
percentage
of
employees
will
be
off,
you
know
doing
these
things
at
any
point
in
time.
A
C
One
of
the
additions
to
the
policy,
if
it
were
to
be
approved,
was
that
if
someone
were
to
leave
once
they
came
back
from
this
type
of
belief,
they
or
they,
they
can't
sell
their
pto
for.
C
E
I
B
A
Okay,
well,
commissioner,
beach
ferrara,
thank
you
for
asking.
This
has
been
this
to
be
on
the
agenda.
I
think,
has
been
a
very
it's
been
great
to
dig
into
this
again,
it's
been
a
while,
since
we
talked
about
it,
so
it's
been
a
great
refresher
and
some
some
new
information
too.
So
we'll
keep
focusing
on
this,
so
that
we
have
a
good
good
plan
in
place
to
start
start
off
in
2021
all
right.