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From YouTube: Chamber Breakfast June 2019
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B
C
C
B
A
B
She's
got
squared
away
and
see
the
presentation
so,
as
I
said
on
the
director,
I
started
in
February
of
this
year
with
about
five
employees.
As
many
of
you
know,
this
program
was
established
last
summer
July.
As
a
result,
grand
bargain
part
of
the
grand
bargain
or
a
couple
of
other
items
that
were
passed
and
the
wage
walk
as
well
as
sales.
B
B
Passed
as
long
as
certain
effective
dates
to
it,
but
the
basic
premise
of
the
lawyers
to
provide
wage
people
a
sment
employees
up
on
the
wall
have
a
need
birth,
their
family
of
matically
getting
in
January
2021.
That's
when
the
bags
go
into
effect,
beginning
in
January,
2021,
employee,
keepsake,
domenica
leave
up
to
twenty
week
weeks
for
their
own
medical
condition.
You
can
also
take
12
weeks
12
weeks.
Bonding
with
a
child
is
also
a
provision
in
the
law
that
allows
the
employee
to
take
up
to
26
weeks
of
time.
C
B
B
This
is
structured
schedule
here,
as
many
of
you
may
have
heard,
that
the
conference
report
to
begin
on
July
1
last
week,
law
was
amended.
Those
contributions
will
not
go
into
effect
on
October
1
of
this
year.
So
three
months,
stay
on
a
bunch
of
the
collection
will
begin
on
October
1st,
the
first,
what
it
will
be
due
on
January
31st
of
2020.
B
B
Benefits
12
weeks,
20
weeks,
26
weeks,
you
cannot
take
more
than
26
weeks
in
the
aggregate.
It's
aspect
will
be
taking
place,
as
I
said
in
2025,
we've
been
focusing
mainly
right
now
on
dealing
with
the
contributions.
That's
been.
Our
focus
in
so
far
is
getting
clarification
up
to
our
constituents,
working
on
putting
together
an
army
now
or
putting
together
the
benefits
program
and
people
to
have
that
our
you
know
why.
B
He's
covered
under
this
program,
Massachusetts
w-2
employees
are
covered
under
this
program.
You
know
the
exception
to
that
is
disabilities.
Municipalities
have
the
ability
to
opt
in
if
they
so
choose
right.
Now,
it's
all
private
businesses
and
state
agencies,
so
your
w-2
appointee.
You
are
subject
to
this
blog.
B
He
points
to
that
where
we're
keying
in
on
in
the
legislation
speaks
to
where
the
services
our
plumbing
services
has
an
employee
in
the
Commonwealth.
You
will
be
subject
to
contributions
from
your
paycheck.
So,
for
example,
you
live
in
Massachusetts
and
work
in
Massachusetts
you're
under
this
program
live
in
Massachusetts
in
working
in
gantry.
You
are
not
live
in
New.
B
E
B
Banking,
why,
on
wages
more
employee
and
here
as
well
so
I
understand
you
I
also
has
prorated
and
you're
working
in
different
states.
You
pay
a
certain
amount
of
those
services
that
we
will
align
ourselves
with
that
the
exceptions
under
151
a
we're
going
to
be
coming
out
with
those,
as
well
as
about
20
exceptions,
I
think
something
come
to
mind:
schools
under
18,
working
for
a
parent,
railroad
workers,
real
estate
brokers,
all
those
exceptions
on
the
passenger
1:51
a
will
also
apply
here.
It's
151
a
section
six
to
be
specific,
so
the.
B
Our
program
is
heavily
reliant
on
the
Department
of
Revenue
insofar
as
the
collection
of
the
contribution,
so
you
file
a
wage
recording
with
the
department
revenue
loss
to
the
piling
or
contributions
with
us
as
an
employer
through
pass
tax
enacted,
which
is
overseen
by
do
R
and
D.
You
are
has
been
a
great
partner
in
this
endeavor
and
we
look
forward
to
a
long
term
relationship
there.
B
E
B
B
And
your
workforce,
if
they're
not,
then
those
same
individuals
have
the
opportunity
to
walked
in
on
their
own,
but
1099
miscellaneous,
only
1099
1099
miscellaneous
employees.
So
you
have
ten
w2
employees
and
you
have
seven
1099
s
that
it
worked.
If
you
they're
part
of
your
workforce
and
it's
a
it's
a
rule
of
averages,
you.
B
Working
for
you
all
for
three
or
four
weeks
likely,
that's
not
going
to
affect
you
and
you'll,
be
dealing
just
with
your
tent,
with
your
w2
employees,
be
coming
out
with
some
guy
who
saw
on
that
is
a
bunch
of
boxes
on
the
1099
that
that
may
or
may
not
be
applicable.
We
know,
for
example,
that
walks
seven,
like
maybe
that's
wages,
paid
to
know
an
employee
fishery
was
also
part.
B
What
do
our
on
that
guys
document
and
we'll
be
coming
out
with
something
so
I
think
we
know
there
may
be
a
lot
of
questions.
We
get
a
lot
of
questions
on
the
1099
rule.
That's
why
I
brought
walk
with
me
here
today
so
again,
counting
you
working
boys
have
got
on
a
calendar
basis
and
it's
based
on
averages,
and
you
also
could
consider.
B
This
law
is
that
these
two
contribution
rates
and
we've
started
out
with
a
point:
seventy
percent,
but
on
wages
as
a
result
of
the
way,
we
praise
that
2.75
law
money
period
of
time
to
collect
the
revenue
that
we
anticipated
be
eating
or
the
benefits
where
they
begin.
Twenty-One,
so
the
there
are
two
contributions:
there's
the
medical
portion,
which
is
the
larger
pro
rata
share
and
there's
also
the
family
portion.
Right
now
we
were
counting
the
medical
portion
of
the
0.62
and
the
family
lead
point
portion
at
point.
B
B
Family,
the
key
point
there
is
is
that
if
you
are
an
employer
with
less
than
25
employees,
again
chronic
background
in
1099
that
you
do
not
pay
the
medical
share,
that's
associated
for
the
employer,
so
in
other
words
the
employer
pays
60%
of
the
medical,
the
employee
pays
40
and
the
employee
can
pay
up
to
100%
on
the
family.
These
are
all
tricky
calculations.
B
We
have
a
formula
and
a
calculator
on
our
website
and
while
I'm
at
it
math
dot,
gov
/d
FML,
we
have
contribution
calculators
and
we
also
have
benefits
calculators,
employing
you
go
in
try
to
figure
out
what
you
might
exacerbate
as
benefits
come
January
2021.
So
the
key
point
is
is:
if
you
have
less
than
25
employees,
the
employee
conceivably
is
paying
all
or
most
of
the
contributions
to
this
program.
I
say
main
because
it's
discretionary
on
the
employer
as
to
whether
or
not
they
want
to
charge
anything
to
the
employee.
B
E
B
B
B
B
B
B
That
out
about
13
languages,
and
we
both
can
have
the
rest
of
those
up
there
shortly.
The
knowledge
meant
as
well
same
thing.
We
realized
that
that
has
to
be
changed
because
of
the
dates.
We
also
realize
that
some
employers
may
have
already
had
their
employees
sign
off
on
those
acknowledgments.
So
what
we're
going
to
be
doing?
It's
just
basically
I'm
providing
an
addendum
to
that,
so
that
you
don't
have
the
exercises
need
to
connect
your
employees.
B
Dissemination
of
these
forms,
our
recommendation
is
while
your
own
public
policies
that
you
have
with
respect
to
sign
off
between
yourself
and
an
employee,
okay
notify
your
employee.
We
recommend
that
you
do
that
by
September.
30Th,
that's
been
the
acknowledgement.
When
you
get
the
poster,
you
can
feel
free
to
post
that
whenever
you
want
Massive
Attack's
Connect
is
where
you're
going
to
go.
I
think
mark
totally
immersed.
When
you
went
to
register.
It
is
similar,
at
least
to
the
same
portal
that
you
do
or
registering
with
wages.
B
B
And
an
opt-out,
if
you
are
an
employer
and
you
have
an
equal
or
Benham,
people
are
better
benefits
than
what
we're
offering
here.
Then
you
can
apply
for
a
private
plan
exemption
we've
received
about
70
of
these
applications.
I
think
we've
approved
about
their
reading,
meaning
they've
mainly
been
self-insured
companies
that
are
self
insurance.
The
reason
being
is
that
the
private
plan
market
hasn't
really
caught
up
to
this
they're
waiting
for
our
regulations
to
come
out
by
the
way
those
will
be
published
by
June
was
26.
C
E
E
B
Required
to
be
published
by
July
1,
we
think
we're
on
track
for
that,
based
on
the
fact
that
we've
already
filed
again,
the
exemption
process
allows
an
employer
to
opt
out
in
the
market
right
now
there
are.
There
are
not
too
many
private
plans,
as
I
said
they
may
be
self-insured.
The
reason
being
is
that
we
allow
for
intermittent
leave.
Most
private
plans
do
not
require
garbageman
1099,
do
not
it
might
be.
B
We're
told
by
the
insurance
industry
that
they
probably
will
be
coming
up
to
something,
but
they
just
don't
have
it
right
now,
so
that
exemption
process
it's
a
rolling
basis
you
can
fly
whatever
you
want,
will
usually
give
you
an
approval
for
that
beginning
the
first
quarter
after
it's
been
approved,
respect
to
the
exceptions
because
of
the
amount
of
plants
in
for
the
black
of
the
plans
that
are
out
there.
We
allowed
more
companies
initially
to
apply
up
to
September
20th,
to
seek
an
exception
for
paying
contributions.
B
B
You
know
that's
what
we
feel
that
individuals
and
employers
employees
get
the
most
out
of
these
sessions.
As
I
said,
I
brought
walk
movement
to
you.
I
probably
speak
to
a
lot
of
tax
issues.
Well,
one
other
issue
on
tax
as
many
many
time.
Probably
the
number
one
question
is
cycle.
Getting
on
1099
is
whether
or
not
the
clutch
making
contributions
are
the
deductions
from
employees
as
pre
and
post
tax
we're
waiting
and
we're
willing
from
IRS.
On
that
we
don't
know
when
that
will
come
out.
B
C
B
May
have
a
direct
effect
on
how
the
benefits
of
paid,
whether
they
taxable
or
not,
and
there
are
post
attacks
that
probably
not
what
yeah
and
isn't
ruling
that
IRS
that
providing
these
some
preliminary
guidance
to
that
show.
There
is
in
this
room
that
will
give
great
analysis
as
the
why
or
what
admission
make
free
tax
on
post
tax.
But
you
know
I,
like
everybody
else,
is
waiting
that
determination.
B
A
F
G
B
H
B
B
To
you
have
a
reporting
requirement
with
Secretary
of
State
on
an
equal
basis.
I
did
maybe
others
that
difficult
with
that
opinion,
but
yeah
I
am
aware:
a
situation
where
you're
a
law
firm,
you're
using
API
n
with
a
DBA
that
we
think
you
considered
an
individual
and
I
know.
Dor
has
a
a
certain
old
member
LLC
exception.
We're
not
we're
not
going
to
treat
that
as
either.
B
Only
thing
the
statute
says,
if
they
have
to
take
a
bow
to
walk
down,
doesn't
stay.
That
thing.
We've
been
asked
that
by
a
few
minutes
of
holidays
since
the
weather,
they
have
been
doing
it.
In
words,
ain't
no
I
thought.
Maybe
you
going
down
the
road
of
charter
schools,
charter
schools
is
another
area,
I
guess,
there's
two
forms
of
charter
schools
and
a
stake
in
a
horse
ban
on
Commonwealth
and
Horace
Mann.
B
E
B
B
B
B
Deal
with,
on
the
other
end,
you're
doing
your
income
tax,
but
its
employees
cannot
walk
down.
We've
received
that
question
many
a
time.
We've
also
received
questions
that
we're
going
to
be
shutting
down
by
the
end
of
the
year.
Do
we
have
to
contribute
I'm
going
to
be
retiring
by
the
end
of
the
age?
Do
I
have
to
contribute
the
answers
to.
D
Yes,
as
mentioned
in
terms
of
do,
are
we
under
season
to
be
treated
as
in
taxes
in
the
statute?
It's
referred
to
as
a
contribution,
but
for
all
the
rights
and
purposes
we
have
to
treat
it
as
a
tax
in
order
to
you
know,
use
all
our
powers
to
collect
etcetera.
So
that
was
an
amendment
that
added
into
the
original
law
175
men,
and
that
was
to
allow
us
to
do
all
the
collections
and
sever
that
that
we
weren't
do
I
was
not
specifically
mentioned
in
the
original
legislation.
A
A
D
B
B
Leave
so,
if
you're
an
employee,
that's
making
about
sixty
seven
thousand
dollars
right
now,
the
way
the
math
works.
That's
the
maximum
50
there's
also
correlations
with
our
program
and
yeah
that
one's
a
bad.
What
long-term
disability
its
locks?
Anything
builders,
if
we
reform
that
yeah
plan
employment
8:50
week
right
now,
is
the
maximum
that
that
adjusts,
as
well
with
the
average
weekly
wage,
which
is
prescribed
by
Department
about
women
and
assistants
every
year.
H
B
F
B
C
B
That
this
Artyom
plate
policy
in
place
with
an
employer
for
maternity
leave.
How
will
that
play
here?
The
leaves
are
intended
to
run
concurrently.
So
if
you
have
a
four
week,
leave
policy
with
your
employer,
that's
full
weeks
that
beat
out
so,
if
you're
entitled
to
twelve
you're,
only
gonna
get
eight
days.
B
And
if
your
employer
happens
to
pay
greater
benefits
for
those
four
weeks
that
we
will
take
that
into
consideration
as
well
as
far
as
whether
or
not
it
exceeds
your
average
weekly
wage,
but
the
lead
periods
themselves
are
intended
to
run
concurrently
so
that
you're
not
getting
sixteen
weeks
as
opposed
to
the
twelve
days.
We
love
right.
G
So
the
employee
puts
in
for
this
benefit
with
the
state
up
with
the
employer,
right,
correct
and
then,
if
you're,
paying,
leave
as
an
employer,
while
they're
receiving
benefit
as
well,
if
they're
getting
too
much
or
whatever
the
state
was
that
you
just
pay
your
benefit.
The
way
you
won't,
we
do
and
then
the
statement
right
so.
B
If
the
employer
has
a
need
policy,
a
family
of
medical
leave
policy,
we
will
look
at
that.
They
may
be
entitled
to
reimbursement
from
us.
This
is
the
employer.
As
long
as
it's
obligated
to
pay
anyways
in
those
situations,
we
would
be
saying
to
the
employer
and
the
employee.
We
need
to
know
whether
or
not
we.
B
These
benefits,
so
we
need
to
see
the
claim
as
if
they
were
violent
with
us.
So
we
didn't
do
the
adjustments
may
not
be
dollar
for
dollar
what
the
employer
paid
with
the
employer
may
be
in
those
cases
entitled
to
come
back.
The
employee
is
using
say
vacation
time,
while
they're
taking
this
leave,
because
it's
more
generous,
the
employee
cannot
come
to
us
for
the
benefits
and
it
will
also
count
what's
the
time
line
and.
B
Right
now,
with
Deva,
it's
intended
to
work
as
well
as
the
employee
should,
in
the
perfect
case
scenario,
notify
the
employer
within
30
days
of
their
desired
intention
to
take
these
at
some
point,
they
notify
us
at
some
point
we're
looking
at
the
claim
for
benefits
we're
bringing
in
the
employer
into
the
equation
to
determine,
among
other
things,
whether
or
not
they've
been
working
for
the
employer
or
the
requisite
time.
Right
now
this
is
a
forty
seven
hundred
dollar
minimum
wage
requirement
to
be
eligible
for
benefits.
B
Dor
is
going
to
be
tracking
all
of
that
by
Social
Security
numbers.
So
if
you
have
multiple
employers
turning
here,
we
should
be
able
to
at
least
see
that
you've
met
the
wage
requirements.
At
that
point,
the
employer
is
just
basically
sitting
back
and
waiting
for
determination
from
us.
Once
we've
rented
the
determination,
we'll
say
the
amount
makes
the
amount
of
the
benefit
that
would
go
notification
wise
to
the
employer
as
well.
This
law
allows
for
both
reduced
leave
and
intermittently.
B
That
is
going
to
be
a
challenge
for
not
only
us,
but
also
the
employers
as
how
we
actually
sell
payment.
I.
Think
right
now
the
intimately
requirement
under
our
regulations
as
an
hour,
but
we've
been
about
making
it
for
much
of
how
we
landed.
So
that's
the
case
of
an
employee
takes
it
out
of
here
and
I.
B
Was
there
we're
gonna
have
to
set
up
something
that
maybe
the
employer
pays
the
employee
for
that
and
then
reimburse
the
employer
on
a
set
schedule,
maybe
that
the
employee
applies
directly
with
some
type
of
joint,
a
long
time
receipt
with
the
employer
so
that
everybody
is
understanding?
What's
going
on
yeah
these
things
in
the
law
that
we're
trying
to
figure
out
and
establish
Paul
says
warm.
G
B
C
B
G
Some
time
talking
about
the
real
life
experience,
patient
has
a
real
COPD
diagnosis
that
qualifies
you
for
medical
leave
and
then
their
buddy
says:
hey
I
got
a
great
construction
project,
pay
you
cash
for
four
weeks,
I
need
time
off
and
they
get
that
job
on
the
side
and
you
find
out
a
Facebook
post,
all
kinds
of
ways.
People
are
stupid
about
it.
Then
they
were
working
while
on
leave
one
minute.
How
do
you
report
that
we're.
B
Gonna
have
a
QA
QC
process.
We're
gonna
have
an
audit
process,
we're
gonna.
You
know
we're
going
to
take
all
that
into
consideration,
be
looking
to
our
UI
and
workers
pop
sister
agencies
for
any
guides
that
they
can
provide
as
well
or
also.
You
know,
take
any
advice
that
anybody
must
have
provide
us.
We
may
have
a
hotline.
C
F
B
F
F
Right
here,
I
was
I,
don't
know
what
might
be
see
professors
instead.
So
thank
you
very
much.
They
asked
me
to
hold
on
for
a
couple
of
minutes
and
pull
a
raffle
ticket
for
us
if
anyone
else
would
like
to
get
a
raffle
ticket,
we're
raffling
off
a
putter,
so
my
dollar
ticket
to
the
Chamber's
pot
of
gold,
$10,000
pot
of
gold
dinner
and
drive.
So
if
you
still
need
to
get
a
ticket,
please
raise
your
hand
and
outside
Freddie
Brad.
This
is
trying
to
keep
this
Roman.
Okay.
F
F
So
marinelle
was
here
early,
which
is
great
plug
my
tablet
into
the
TV.
My
tablet
wanted
to
do,
updates
which
it
did
until
756
when
I
finally
decided
was
finished.
So
if
you
saw
me
sweating-
and
that
was
one
of
the
reasons-
and
she
was
very
helpful
as
that-
so
if
you
are
part
of
a
company
that
does
not
have
an
internal
IT
assignments
and
you
would
like
to
offload
your
technology
woes
to
experienced
people,
please
give
marinelle
call.
So
thank
you
very
much
for
that.
The.
F
F
Is
a
crowdfunding
grant
it's
a
patch
for
the
city!
Grant
development,
if
you
remember
Greenwood,
says
project
last
summer,
where
they
pink
the
murals
in
the
Chelsea
walk
we're
working
on
one
now.
What's
disgusting,
we're
working
on
one
now
to
kind
of
pick
up
without
that
dog
and
right
now
you
go
through
a
Chelsea
walk.
You
said
it
before.
F
F
F
Bring
some
neural
treatments
to
the
walls
over
their
place.
We're
looking
at
installing
some
shade
sails.
Basically
Luther
place
is
surrounded
by
buildings
on
all
sides
and
it's
a
cauldron
in
the
summer
cells.
Would
you
have
a
hot
July
or
August
J?
You
want
to
have
a
special
event
in
that
space.
At
night
the
tarmac
is
still
braiding
up
the
heat
from
the
day
we're
looking
at
pasting
a
stockers
flash
basketball
court
into
the
parking
spaces.
F
F
There's
a
function
there,
the
forge
slash
forward,
slash
shades
of
Chelsea
is
URL,
but
you
can
also
just
search
by
the
Chelsea
zip
code
go
to
one
500
and
it
will
pop
up.
You
can
watch
the
project
video
there.
You
can
read
Lord
on
the
project,
look
at
some
project
renderings
and,
most
importantly,
you
can't
just
like
to
contribute,
which
we
would
appreciate
very
much.
I.
A
F
F
F
F
A
Anything
other
thing,
as
I
mentioned
before,
what
we're
trying
to
do
mister
involved
in
things.
If
you
have
any
questions,
six,
one,
seven,
eight,
eight,
four:
zero:
zero,
zero
one
Oh
Jo
against
Joe
calm.
If
you
have
ideas
of
what
how
we
can
expand
the
city
to
make
it
a
greater
city,
I'd
appreciate
it,
because
what
I
learned
a
lot
of
great
ideas,
just
bringing
forward
appreciate
if
you
have
any
ideas,
that's
just.