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From YouTube: Interim Joint Committee on Economic Development and Workforce Investment (6-22-23) - Reupload
Description
Meeting Start 00:00:00
Business-led Solutions to Kentucky’s Workforce Challenges 00:02:50
A
Is
our
first
meeting
of
the
interim
just
wanted
to
welcome
everybody
if
you
do
have
a
cell
phone?
If
you
please
would
turn
that
to
silencer
vibrate.
We
would
greatly
appreciate
it
as
we
get
ready
to
conduct
our
business
for
today.
I
also
want
to
make
a
couple
of
introductions
before
we
get
started.
The
economic
development
Workforce
committee
has
two
new
analysts.
This
is
their
first
interim
joint
committee
meeting.
A
They
were
both
grad
fellows
with
lrc,
that
being
Helen,
MacArthur
and
Eric
rodenberg,
and
just
like
to
welcome
both
of
them
they're
to
my
left
and
on
the
front.
So
thank
you
all
for
your
work.
Look
forward
to
having
you
this
this
Center.
Let's
give
them
a
round
of
applause
for
the
work
they're
going
to
be
doing.
A
I
do
want
to
make
note
also
one
of
our
lrc
staffers
that
helps
so
much
and
the
work
that
we
do
in
this
committee,
Miss
Janine,
Janine
Coy
excuse
me-
is
traveling
with
her
father
is
very
ill
and
and
not
doing
well
from
what
we've
been
told
this
morning.
Let's
please
keep
Janine
in
our
thoughts
and
our
prayers
as
we
go
about
our
business,
and
we
leave
here
today
about
the
excellent
work
that
Janine
does
for
this
committee.
C
D
A
D
A
A
F
Thank
you
all
so
much
for
having
us
today.
We
always
appreciate
the
opportunity
to
come
over
during
the
interim
and
and
talk
to
you
about
some
of
the
issues
that
we're
tackling
and
the
challenges
that
we
have,
and
you
know
this
is
a
presentation
that
I
think
is,
is
so
important
to
give,
because
you
hear
from
us
constantly
on
on
policy
as
you
should.
F
You
may
have
heard
about
some
of
these
before
we
have
some
new
things
that
we're
working
on
and
I
want
to
make
sure
that
you
know
about,
and
what's
really
neat
about,
the
Kentucky
chamber
is
that
we
can
bring
together
a
policy
approach
to
solving
Kentucky's
problems
and
a
programmatic
approach.
So
there
are
times
when
you
pass
a
piece
of
legislation.
I've
worked
with
you
all
on
certain
pieces
of
legislation
where
I
can
then
come
back
to
Lakeisha
and
say
hey.
This
is
a
new
opportunity.
F
We
want
to
make
sure
you
know
about
them
that
you
know
how
much
we're
focusing
on
our
Workforce
challenges,
because
they
are
significant
when
it
comes
to
the
overall
picture
of
our
economy,
and
we
also
want
you
to
know
about
them
because,
as
you
interact
with
your
constituents
back
home
and
you're
hearing
from
Business,
Leaders
and
they're,
saying
I
need
help
with
this
or
I'm
working
on
this.
What
do
you
know
about
it?
You
can
say:
let
me
connect
you
with
the
Kentucky
chamber
because
they
have
a
program.
F
That's
really
in
line
with
what
you're
trying
to
accomplish
at
your
business,
and
we
want
to
connect
with
your
constituents
on
these
things.
So
if
you
hear
something-
and
you
think
of
that
reminds
me
of
a
conversation
I
had
with
so
and
so
reach
out
to
me
and
I
can
connect
you
with
the
right
people
at
the
chamber
to
help
you
with
those
programs,
so
a
little
bit
on
that
a
couple
of
a
couple
of
slides
before
I
turn
it
over
to
Lakeisha
you've
seen
this
one.
F
This
is
the
we
got
a
problem
slide
with
our
Workforce
challenges
in
Kentucky
and
a
couple
couple
points
about
the
economy,
because
we
get
asked
from
time
to
time
how
is
Kentucky's
economy
doing
and
where
are
we
we're
seeing
incredible
job
growth
in
Kentucky
and
we
have
a
record
number
of
jobs
in
Kentucky
as
of
this
past
May?
That
is
good
news.
We
are
happy
about
this.
We
celebrate
new
job
announcements
in
Kentucky,
but
we
are
still
among
the
bottom
States
when
it
comes
to
Workforce
participation.
F
This
is
the
percentage
of
people
of
adults
16
and
over
who
are
working
or
are
looking
for
work,
so
they're
active
in
the
workforce.
We
are
still
struggling
with
this
quite
a
bit
and
then
the
other
picture
is
not,
unlike
any
other
state,
we're
dealing
with
inflation
and
you're
following
this
I'm
sure
you're,
seeing
you
know
the
new
reports
coming
out.
What
is
the
Fed
doing
we're
seeing
some
improvements
in
the
inflation
problem
in
the
United
States,
but
it's
still
stubbornly
high,
so
we're
still
struggling
with
some
of
that.
F
F
We're
not
we're
not
against
that.
You
should
be
able
to
retire
at
some
point
not
everybody
is
going
to
participate
in
the
workforce,
but
it's
low
relative
to
the
national
average,
which
is
in
the
low
60s
and
relative
to
some
of
the
top
states
that
hit
as
highs
is
70
percent.
Now
it's
an
average
for
the
state,
your
region
of
the
state
might
be
doing
better.
F
We
do
see
in
some
counties,
Boone
County
it's
much
higher,
and
then
we
see
in
other
counties
that
the
workforce
participation
rate
can
be
much
lower
so
that
that
is
an
average.
And
then,
if
you
look
at
the
Maine
at
working
age,
population
which
is
25
to
54.,
it's
higher
at
78.9
percent,
you
know,
because
that
reflects
the
fact
that
you're,
not
you,
don't
have
as
many
people
who
have
retired
but
that
it
still
tracks
below
the
national
average
and
it
still
tracks
below
where
we've
been
in
the
past.
F
So
it's
it's
a
better
number.
It
makes
us
feel
a
little
better
about
the
situation,
but
that
one
needs
to
come
up
as
well.
So
just
a
quick
reminder
on
where
we
are
on
Workforce
participation,
this
particular
slide.
It's
a
great
graphic,
but
this
is
something
I
promise
you
can
feel
if
you're
a
business
owner
or
just
as
a
consumer,
you
know
out
shopping.
You
know
in
your
community.
The
red
line
is
our
unemployment
number.
These
are
people
who
are
unemployed,
but
looking
for
work
in
the
blue
line
represents
job
vacancies.
F
That
Gap
is
you
know
where
we
feel
the
tight
labor
market
in
Kentucky
about
two
jobs
open
for
every
person.
Looking
it's
about
1.9,
that's
higher
than
the
national
average
of
1.6.
You
feel
this
when
you're
out
and
about
if
you're
somewhere
and
now
you
you
use
a
a
new
piece
of
equipment
to
get
service,
you
need,
you
know,
I
go
to
the
grocery
store,
I'm
checking
out
my
groceries
more.
There
are
more
Lanes
to
do
that.
I,
don't
mind
I
like
to
check
out
my
own
groceries,
I'm,
fine
with
it.
F
Maybe
you
go
to
the
fast
casual,
dining,
restaurant
and
you're
ordering
at
a
kiosk.
Maybe
it's
harder
for
you
to
get
someone
to
come
to
your
house
to
work
on
some
new
system
in
your
house
that
needs
repair
or
you
need
to
get
in
for
an
appointment,
and
it
takes
longer
for
you
to
get
into
an
appointment,
we're
feeling
this
in
Kentucky
and
you're
feeling
it
in
other
parts.
But
it's
particularly
strong
here
so
this
is.
This
is
a
challenge
that
we
want
to
point
out
to
you
we're
still
stuck
in
there.
F
It
is
driving
wage
inflation
and
that
is
driving
inflation.
It's
a
driver
of
inflation
overall
everything
we
talk
about,
we
publish
in
our
report,
so
you
can
go
back
and
look
at
our
reports.
We
did
one
in
2021
that
looked
at
our
Workforce
challenges
over
a
20-year
period
because
it
was
important
for
us
to
convey
that
it
wasn't
just
the
pandemic
that
caused
our
Workforce
challenges.
These
are
20
years
in
the
making.
That
first
report
lays
out
all
of
the
reasons
for
our
Workforce
challenges.
F
It
is
a
multi-faceted
problem
that
needs
a
multi-faceted
approach
and
I
shared
that
because
the
chamber
works
on
so
many
different
issues
and
if
you
ever
think
to
yourself,
why
is
the
chamber
working
on
that?
That's,
not
taxes,
it's
not
infrastructure.
More
than
likely
it's
because
it's
a
driver
of
our
Workforce
challenges,
because
there
are
so
many
and
it's
such
a
significant
problem
that
we
face
the
second
report
we
published
last
year
because
we
thought
okay.
Well,
we
have
this
problem.
What's
it
going
to
take
to
no
longer
have
this
problem?
F
How
many
people
do
we
need
to
get
into
the
workforce
to
meet
our
needs,
and
we
looked
at
a
number
of
around
130
000,
which
is
substantial,
Over
a
four-year
period,
and
that
math
comes
from
looking
at
openings
now
more
openings
than
we
have
now
for
people
looking
as
well
as
all
the
job
announcements.
So
it's
a
pretty
significant
number
and
then
the
third
report
on
there
working
towards
recovery.
F
F
We
want
kentuckians
who
are
struggling
with
substance,
use
disorder
to
get
into
recovery
and
to
stay
in
recovery,
and
we
want
to
have
a
role
whatever
role
we
can
play
in
helping
with
that
and
having
a
job
is
an
important
part
of
that.
So
we
had
some
really
good
discussions.
We
lay
out
our
findings
in
this
report
and
kind
of
double
down
on
some
of
our
recommendations
here,
and
it's
really
good
under
explanation
and
understanding
to
give
to
you
all.
F
While
we
work
on
substance
use
disorder
issues,
so
much
at
the
chamber
and
Lakeisha
is
going
to
talk
about
those
particular
program
so
just
to
give
you
that
background
before
she
gets
to
it
and
then
lastly
and
I'll
turn
it
over
to
Lakeisha.
This
is
that
130
000
jobs
spread
out
over
a
few
years,
so
yeah
I
mean
that's,
that's
substantial
growth
and
we
look
at
this
in
two
ways.
One
attracting
more
people
to
the
state,
so
you've
heard
me
talk
about
tax
reform.
F
F
The
work
we
do
is
not
solely
dependent
on
policy,
so
we
come
to
you
with
a
policy
approach
to
the
challenges
that
we
have,
but
sometimes
it's
programmatic
and
that's
where
the
foundation
steps
in
and
that's
where
Lakeisha
and
her
team
can
really
run
with
those
things,
and
we
can
bring
them
together
to
solve
some
of
these
problems.
So
she's
going
to
walk
us
through
some
of
the
programs
that
address
these
issues
and
then
we'll
we'll
take
whatever
questions
that
you
have.
G
Thank
you
so
much
Kate
and
again
good
morning,
chairman
and
members
of
this
committee,
I,
really
appreciate
the
opportunity
to
be
here
today,
as
Kate
mentioned,
we
have
lots
of
programs
coming
out
of
the
Foundation
that
we
want
to
be
able
to
talk
to
you
about
and
really
identify.
How
do
those
programs
address
some
of
these
Workforce
challenges
that
Kate
mentioned
a
few
moments
ago,
as
Kate
said,
labor
market
challenges
are
still
a
huge
issue
for
employers
and
employers
continue
to
struggle
to
find
Qualified
employees
to
meet
their
open
positions.
G
So
really
the
question
that
we
had
in
2016
when
we
started
the
workforce
center
was
how
do
we
create
a
system?
How
do
we
create
a
framework
to
help
pre-existing
Workforce
programs
or
education
programs
to
really
hone
in
on
exactly
what
employers
need?
So
that
was
the
question
that
we
had
and
right
in
front
of
you.
We
had
started
the
TPM
program
or
Talent
pipeline
Management
program
in
2016.,
and
this
was
in
partnership
with
the
education
and
labor
cabinet,
but
really
what
we,
what
we
recognize
is
there's
a
skills
Gap.
G
So
this
system,
this
framework
or
Talent
pipeline
management.
It
started
with
the
U.S
Chamber
a
couple
years
before
we
launched
it
in
Kentucky
and
Kentucky
was
able
to
Pilot
this
program.
Statewide.
So
essentially,
TPM
is
an
employer-led
system.
It's
demand
driven,
so
it's
not
just
anecdotal
evidence.
We
really
want
to
dig
in
and
get
the
data
and
we
want
to
figure
out.
How
do
we
organize
employers
around
their
most
critical
needs
to
solve
the
skills
Gap
that
we're
constantly
seeing
so
again,
the
goal
of
this
program
is
to
create
alignment
with
education.
G
Government
Partners
when
it
comes
to
hiring
and
upskilling
individuals
into
in-demand
careers,
so
I
feel
like
TPM,
is
better
understood
with
an
example.
So
I
want
to
take
you
through
what
we
experience,
I
think
early
on
with
TPM,
so
we
started
out
regionally
and
we
worked
in
the
Louisville
area
with
about
eight
different
hospitals
or
health
care
providers
and
of
course
their
number
one
need
was.
We
need
nurses
and
they
didn't
necessarily
have
the
data
to
to
really
say
how
many
nurses
they
needed,
but
they
knew
they
needed
nurses.
G
So,
using
the
TPM
process
we
dug
in,
we
got
some
data
and
what
it
come
came
out
is
they
had
in
1800
need
for
nurses
in
the
next
two
years?
So
of
course,
from
their
perspective,
they
felt
well
simply.
We
just
need
to
produce
more
nurses,
but
again
going
back
to
TPM.
We
want
to
make
sure
that
we
are
get
adding
data
to
support
that
anecdotal
thought.
So
we
went
to
the
education.
G
Partners
really
started
to
understand
and
dig
into
what
barriers
exist
for
you,
where
you
aren't
able
to
produce
the
nurses
to
meet
their
needs
and
again
just
to
be
clear.
That
was
eight
providers
Healthcare
Providers,
it
wasn't
a
Statewide
demand.
It
wasn't
even
a
representative
of
every
single
Louisville
Health
Care
employer,
so
this
was
a
pretty
pretty
astounding
need.
So
when
we
dug
in
with
the
education
Partners,
they
really
said,
listen
we're
enrolling
the
amount
of
nursing
students
that
would
meet
these
needs
what's
happening.
G
Is
these
students
aren't
able
to
complete
their
courses
because
we
don't
have
enough
clinical
rotation
sites
so
which
was
really
eye-opening?
When
we
brought
that
information
back
to
the
employers
because
they
went
okay,
can
we
work
together
on
this
right?
We
have
the
ability
to
do
this.
How
can
we
work
together
so
in
Partnership
the
employers,
the
education
Partners,
the
workforce
center?
We
actually
partnered
with
a
clinical
rotation
software
company
by
the
name
of
Castle
Branch,
to
standardize
this
process
and
availability
of
clinical
rotation
sites.
G
So
once
that
alignment
happened,
it
actually
helped
about
1600,
nursing
students,
locate
clinical
rotation
sites
and
that
and
then
again
that
led
to
their
ability
to
become
employed.
So
that
is
a
really
good
example
of
TPM
in
action.
We
have
several
other
examples,
but
specifically
what
the
healthcare
industry
we
know
how
tight
of
a
labor
market
exists
with
health
care
and
that's
not
just
in
the
Louisville
area.
That's
Statewide,
that's
National!
So
we're
really
excited
for
the
partnership
that
we
have
with
the
Kentucky
Hospital
Association.
G
It
really
launched
this
year
where
the
the
kha
they've
decided
to
make
an
investment
into
the
TPM
system
where
they
hire
five
pipeline
managers.
That's
focused
regionally
across
the
state
they're
able
to
work
directly
with
the
hospitals
and
nursing
programs
again
with
the
need
of
how
do
we
create
or
strengthen
that
flow
into
those
in-demand
Hospital
careers
and,
of
course,
address
that
nursing
shortage
so
again,
really
strong
example
for
TPM,
but
it's
not
unique.
We've
done
this
in
several
other
industries
that
have
proven
to
be
very,
very
successful
and
again
when
I
think
of
TPM.
G
G
So
we
know
that
manufacturing
continues
to
be
one
of
the
top
sectors
for
our
state,
so
we
are
currently
working
with
Logan
aluminum
other
manufacturers
in
Todd,
Muhlenberg
and
Logan
County,
to
put
together
a
collaborative
of
sorts,
a
Consortium
of
sorts
where
we're
going
to
specifically
focus
on
driving
interest
into
the
manufacturing
industry,
with
high
school
students
with
Career
and
Technical
education
students.
So
they
truly
understand
what
manufacturing
looks
like
it's,
not
a
dark
room,
Dusty
room
right,
it's
thriving
careers,
but
the
reality
is
a
lot
a
lot
of
times.
G
Students
don't
know
because
they
don't
have
that
connection
to
business.
So
we're
really
really
excited
about
that.
So
again,
business
engagement
continues
to
be
very
critical
when
it
comes
to
helping
to
re-engage
Workforce
and
we
couldn't
do
it
without
our
funders
with
Talent
pipeline
management.
Specifically
I
mentioned
our
public-private
partnership
with
the
education
and
labor
cabinet.
G
We
also
have
the
Kentucky's
distillers
Association
similar
to
the
healthcare
excuse
me,
Kentucky,
Hospital
Association,
the
distilling
Association
recognized
that
their
industry
also
had
a
70
percent
growth
over
the
last
five
years
over
the
next
five
years
and
needed
to
do
or
Implement
a
similar
framework,
so
the
the
KDA
they
have
also
adopted
TPM
to
help
their
distillers
organize
and
create
alignment
where
they
can
start
to
see
additional
flow
of
talent
into
their
jobs.
So
in
addition,
we
have
CVG,
so
we
have
worked
with
several
Industries
within
at
TB
em.
G
So
of
course
on
on
the
slide,
you
see
Health,
Care,
construction,
education.
So
we've
we've
tackled
some
of
the
major
industries,
but
certainly
there's
micro
industries
that
we
work
within
as
well.
So
again,
you
know
I
think
with
TPM,
it's
a
flexible
system,
but
it
is.
It
has
been
such
an
impactful
system.
We
have
400
engaged
employers
and
it's
helped.
5
000
kentuckians
get
jobs,
training
and
work
based
learning
opportunities
because
of
that
alignment.
So
we're
really
really
excited
about
this
program.
G
So
Kate
mentioned
substance
use.
So
we
know
that
our
Workforce
challenges
it
doesn't
stop
at
a
framework.
So,
as
we
dig
in
a
little
bit
more
in
terms
of
you
know
why
Kentucky
has
struggled
to
be
in
the
bottom:
10
states
for
Workforce
participation,
substance
use,
disorder,
disorder
and
incarceration
tops
the
list.
So
our
most
recent
substance
use
disorder
report
by
the
center
for
policy
and
research
showed
that
substance
use
disorder,
Justice
involvement.
There
are
two
leading
factors
in
Kentucky's:
low
rates
of
Workforce
participation.
G
In
fact,
the
opioid
epidemic
might
be
responsible
for
removing
about
55
000
prime
age
working
kentuckians
out
of
the
job
for
out
of
the
workforce,
and
we
know
that
about
13
000
individuals
are
released
from
the
justice
system
every
single
year.
So
what
does
that
tell
me?
What
does
that
tell
you?
These
are
untapped,
Talent
pools
that
go
without
jobs
oftentimes
year
after
year
after
year.
G
So
with
that
problem
in
place,
you
know
our
employers,
as
Kate
mentioned
they're,
still
trying
to
find
Qualified
people
or
just
people
right
that
they
can
train
and
help
move
into
the
workforce.
So
what
we've
seen
is
our
employers
are
engaged
and
ready
more
than
they
have
been
before
to
figure
out.
Okay.
How
do
we
engage
this
population?
So
you
know
that
led
us
to
creating
a
few
programs
to
help
make
it
easier
for
employers,
as
they
start
engaging
with
these
Talent
pools.
G
The
first
one
that
I
want
to
talk
about
is
our
Kentucky
transformational
employment
program.
So
this
program
was
launched
in
collaboration
with
the
Cabinet
for
Health
and
Family
Services
Kentucky,
and
a
health
collab
operative
at
Kentucky,
opioid
response
effort
and
the
office
for
drug
control
policy.
So
we
work
together
to
launch
the
Kentucky
transformational
employment
program
in
September
of
2021..
So
this
was
a
piece
of
legislation
that
was
passed
in
2020.
G
So
if
an
employer
hired
or
kept
that
individual
on
payroll
at
the
individual
followed
the
requirements
of
the
treatment
program,
that
employer
could
receive
legal
liability
protections
for
negligent,
hiring
supervision
or
retention,
so
other
states
like
Indiana
and
Texas,
have
similar
programs
and
they
found
success
with
these
programs.
We
wanted
to
make
sure
that
we
implemented
something
like
that
in
Kentucky,
and
the
great
thing
is:
we
know
that
the
employers
have
interest
in
how
to
hire
from
this
population,
but
the
reality
is.
G
There
are
employers
that
were
hesitant
right
to
do
so
because
they
don't
know
the
risks
so
by
signing
up
for
k-tep,
at
least
that
alleviates
the
the
responsibility
to
some
degree
or
the
thought
process
that
this
could
result
in
some
type
of
negligent,
hiring
or
lawsuit.
So
by
signing
up
for
k
tip
that
really
provides
that
protection
for
the
employer
if
they
need
it,
so
our
job
or
our
responsibility
and
that
partnership
with
all
of
the
the
partners
was
how
do
we
promote
and
engage
employers
around
signing
up
for
ktep?
G
So
we've
been
able
to
recruit
about
145
businesses
to
participate
in
this
program
and
that
really
ex
that
really
comes
out
to
about
50
000
employees.
That's
been
impacted
by
k-tep,
which
is
very,
very
good,
so
we
continue
to
promote.
We
continue
to
Market
this
program
and
it's
been
very
very
successful
thus
far,
but
we
can
stop
there
right.
So
we
we
really
understood
that
employers-
they
not
only
have
eagerness
to
hire
but
there's
a
reality
that
they
don't
necessarily
know
the
resources
and
the
training.
G
The
support,
that's
in
place
when
hiring
from
recovery
populations
or
formerly
incarcerated
populations.
So
we
started
the
fair
chance
Academy
so
again
with
with
our
funders
the
office
of
drug
control
policy
and
the
just
trust
we
developed
the
fair
chance
Academy
in
2022,
with
the
sole
goal
of
making
it
easier
for
employers
to
access
resources
and
trainings
needed
to
hire,
train
and
retain
people
in
recovery
and
the
formally
incarcerated.
So
I
want
to
give
you
an
idea
of
what
that
Academy
looks
like
so.
G
Employers
go
through
an
immersive
three-day
Workshop,
where
they
experience
on
the
first
day
a
re-entry
simulation
conducted
by
the
Department
of
Corrections.
So
this
is
an
opportunity
for
employers
and
it's
really
a
two-hour
simulation.
I,
don't
know
if
anybody
has
gone
through
that,
but
it's
a
two-hour
simulation
of
what
the
first
two
or
three
weeks
are
like
when
somebody's
trying
to
re-enter
the
workforce.
It
is
amazing.
G
Employers
come
out
of
that
simulation
with
sometimes
a
newfound
respect
for
how
hard
it
is
to
Simply
get
to
the
job,
which
is
fantastic,
and
it
sets
the
foundation
for
the
Academy,
because
now
there's
a
level
level
of
empathy
but
knowledge
and
another
part
of
this
simulation
is
the
individuals
working.
The
booths
are
incarcerated
individuals.
G
So
now
the
employers
have
an
opportunity
after
the
simulation
to
ask
questions.
What
would
it
take
for
you
to
successfully
re-enter
into
my
business?
What
skills
do
you
have
that
you
think
are
transferable
to
be
able
to
work
and
what
we
saw
in
our
last
cohort
is
96
of
businesses
once
they
went
through
that
simulation
and
had
those
interactions
with
that
population
they
wanted
to
hire
them
on
the
spot.
G
They
were
like
when
do
you
get
out,
and
when
do
you
get
out
because
I
want
you
to
work
for
my
business
so
and
that's
just
on
day
one
so
day
sessions
two
and
three
is
really
focused
on
support
systems,
incentives,
tax
incentives,
resources,
Partners,
government,
Partners
education
partners
that
can
come
in
and
help
employers.
As
again,
they
start
to
revise
their
business
practices.
To
be
to
be
welcoming
of
that
population,
so
it's
a
it's
pretty
much
an
immersive
experience
for
employers
and
and
we've
based
on
employer
demand.
G
We've
done
three
cohorts
at
this
point.
So
I
wanted
to
share
with
you
this
testimonial
from
one
of
the
employers
that
went
through
the
fair
chance
Academy,
and
this
was
actually
our
second
cohort.
But,
as
you
can
see,
based
on
David's
comment,
events
and
David
works
in
the
healthcare
industry.
So
I
know
the
first
time
we
did
the
fair
chance
Academy.
It
was
predominantly
construction
and
Manufacturing.
Based
on
the
success
of
the
academy,
we've
seen
pretty
much
an
even
split
across
a
variety
of
Industries.
G
So,
as
you
can
see,
resources
feeling
like
I,
had
to
do
this
alone
and
now
coming
out
of
the
academy
feeling
a
sense
of
community
and
the
fact
that
hey
I
can
do.
This
was
was
really
impactful
for
for
David
McKenzie,
but
it
doesn't
stop
there.
So
this
is
just
some
of
the
logos
of
the
companies
that
went
through
and
have
graduated
the
first
cohort
of
fair
chance,
Academy
the
second
cohort
and
then
today
is
actually
graduation
day
for
the
third
cohort.
G
So
again
these
these
companies
have
found
the
fair
chance
Academy
to
be
impactful,
but
not
just
impactful
but
actionable
for
their
businesses.
To
date,
we've
seen
over
a
hundred
people
hired
as
a
result
of
this
Academy
and
again
that's
coming
individuals
coming
out
of
incarceration
or
come
that's
currently
in
active
recovery.
That's
now
been
able
to
find
employment
so
so
far,
we've
we've
certified
roughly
80
businesses
through
this
Academy,
with
the
hopes
of
doing
our
fourth
Academy
in
the
fall
which
we're
really
really
excited
about.
G
So
again,
these
are
just
two
examples
of
the
efforts
that
we've
done
to
help
address
the
substance,
use
disorder
epidemic
that
we
have
and,
of
course,
helping
formerly
incarcerated
individuals,
re-enter
the
workforce.
We
have
done
other
efforts
in
the
past,
so
who's
hiring
campaign.
That's
focused
on
you
know.
If
employers
aren't
going
through
the
fair
chance
Academy,
there
are
other
employers
that
are
welcoming
to
these
populations.
We
want
to
make
sure
that
those
job
opportunities
are
easily
accessible
for
kentuckians,
so
we
have
a
talent,
Hub
website.
G
So
to
speaking,
you
can
find
that
at
talent,
hubky.com
and
that's
a
really
easy
place
for
employers
to
be
able
to
post
those
fair
chance,
job
opportunities
and
that's
easily
accessible
for
anyone,
as
well
as
employers
that
again
you're
not
going
through
the
academy,
but
you
still
need
the
resources
and
the
the
training
and
the
education
around
what
it
takes
to
transform
your
workplace.
We
have
the
Kentucky
comeback
website
where
there's
an
employer
resource
guide,
that's
filled
with
additional
information
policy
and
procedure
documents
that
employers
can
easily
utilize.
G
G
So
last,
but
certainly
not
least,
I
usually
call
this
our
cutest
program
because
it
involves
our
kids,
but
it's
at
the
Busta
business
programs.
So
when
we
think
about
Workforce,
it's
really
hard
not
to
think
about
the
young
Workforce
right,
we
think
about,
as
Kate
mentioned
the
prime
working
age
adults,
but
we
know
that
the
earlier
kids
are
exposed
to
careers.
It
makes
it
easier
for
them
to
make
better
career
choices,
so
this
program
is
really
focused
on
bridging
that
gap
between
the
classroom
and
careers.
G
With
again
the
end
goal
that
students
are
better
equipped
to
make
career
choices.
So
a
little
history
on
this
program
it
started
in
2019.
It
really
was
an
effort
just
to
be
one
day.
It
was
actually
focused
around
like
manufacturing
day,
and
we
wanted
to
do
exactly
what
the
name
says:
Bus
kids
to
businesses,
which
we
did
and
we
got
about
6
600,
kids
that
participated
Statewide
they
loved
it.
They
got
lunch,
they
got
on
the
bus,
it
was
fantastic,
but
we
quickly
realized.
It
can't
just
be
one
day.
G
So,
of
course,
the
pandemic
hit
in
2020.
So
we
couldn't
do
it
exactly
the
way
we
did
it
the
first
year,
but
we
executed
it
virtually.
So
what
we
did
is
we
held
Workforce
Wednesday
sessions.
We
were
able
to
beam
into
classrooms
across
the
state
and
over
the
span
of
two
years
we
were
able
to
engage
roughly
90
000
students,
so
they
heard
from
a
variety
of
businesses.
They
were
able
to
do
virtual
tours.
One
memorable
tour
was
when
students
were
able
to
go
on
a
farm
and
tour
the
horses.
G
They
were
also
able
to
to
talk
to
you,
know,
deckhands
and
and
various
industries
that
they
had
probably
never
even
heard
of
and
careers
they
had
never
heard
of.
So
it
was
really
great
for
those
two
years,
but
we
quickly
realized
that
students
were
ready
to
get
out
from
behind
the
zoom
camera
and
get
back
into
real
life.
So
this
year,
we've
seen
a
lot
of
success
with
this
program,
where
we've
been
able
to
engage
roughly
around
2500
students
across
53
different
events.
G
So
again
those
students
are
engaging
with
businesses,
we're
starting
to
have
a
focus
on
if
a
particular
high
school
has
a
career
pathway,
we
want
to
be
able
to
connect
them
with
employers
within
that
industry
again,
making
it
very
very
real
for
them.
But
we've
seen
we've
been
able
to
engage
around
40
unique
employers
just
this
year,
which
resulted
in
145
work-based
learning
placements,
so
that's
anywhere
from
just
youth
employment
to
an
internship
which
is
really
fantastic
for
for
these
students.
G
G
Human
Resources
management
group
I,
don't
know
why
I've
linked
on
that
name,
but
they've
been
able
to
be
an
incredible
partner
because
they
can
help
students
learn
interviewing
skills
and
career
tips
and
it's
been
really
Dynamic.
So
that
is
our
bus
to
Business
program
and,
of
course,
we
would
be
remiss
not
to
show
you
the
cool
pictures
of
the
kids.
That's
participated
this
year,
you
see
a
set
of
kids
holding
up
the
Ready
Set
future.
G
That's
a
coloring
book,
so
you
know
High
School
engagement
is
one
thing,
but
but
trying
to
engage
kids
even
earlier
is
another.
So
we
created
a
coloring
book
that
targets
the
elementary
students
where
again
it
lists
a
lot
of
the
in-demand
jobs,
but
it's
just
a
fun
way
to
engage
them
around
different
careers
there,
as
well
as
we
created
a
critical
jobs
of
the
week
book,
which
is
just
a
condensed
book
that
lists
all
the
different
jobs
that
we've
come
across.
So
again,
students
can
really
find
access
to
these
careers
pretty
easily.
G
So
that's
the
end
of
the
presentation,
but
I
did
want
to
share
with
you
some
efforts
that
we
didn't
put
a
slide
for,
but
it's
really
on
the
horizon
for
the
workforce
center,
so
we're
focused
on
building
a
military
connected
Academy.
So
when
we
think
of
our
our
veterans,
that's
a
huge
population
that
I
don't
think,
we've
quite
figured
out,
and
we
know
we
have
a
model
through
the
fair
chance
Academy
that
works.
G
So
we
want
to
be
able
to
replicate
that
but
focus
it
on
military-connected
individuals
with
the
sole
goal
of
helping
our
businesses
to
be
you
know,
military,
friendly,
military,
ready
and,
ultimately
military
engaged,
so
we're
in
the
early
stages
of
putting
that
Academy
together,
so
didn't
have
cool
pictures
to
show
or
slides
to
show,
but
really
wanted
to
to
share
that.
You
know
we
have
a
veteran
in
our
team,
Zach
Morgan
and
he's
leading
that
effort
and
he's
a
hundred
percent
in
his
wheelhouse.
G
This
is
what
he
wants
to
do
and
I
think
with
you
know:
I,
don't
think
it
would
be
right
if
a
non-veteran
put
this
together
and
and
he's
really
going
to
be
pivotal
in
helping
us
to
form
an
incredible
Academy.
So
once
we
go
a
little
further
with
that,
Academy
we'd
be
more
than
happy
to
come
back
and
share
those
results
but
happy
to
answer
any
questions.
A
A
You
know
a
lot
of
us
up
here
are
business
owners
or,
if
not,
that
we
all
have
Employers
in
our
district,
that
we
listen
to
quite
often
how
much
of
the
workforce
issue
we're
facing
is
because
of
the
cliff
effect
that,
in
terms
of
when
we
get
to
somebody
losing
their
public
benefits
because
of
wage
increases
or
the
work
that
they're,
you
know
capacity
level
getting
to.
How
much
are
you
finding
that
as
being
an
issue
yeah.
G
So
I,
when
Kate
was
talking
earlier,
she
talked
about
this
Workforce
crisis,
so
to
speak
as
being
multifaceted.
That's
certainly
a
part
of
it
right,
especially
with
individuals
that
make
a
certain
amount,
they're
nervous
about
making
a
little
bit
more
because
that's
gonna,
that's
where
that
Cliff
effect
comes
in
I,
wouldn't
say
that
that
has
risen
to
the
top
reason.
But
it's
certainly
a
big
reason
as
to
why
we're
seeing
not
as
many
people
participate
in
the
workforce.
F
And
you
know
what
occurred
to
me
when
we
were
having
this
conversation.
Is
that
if
both
those
people
want
to
fix
to
that
right,
so
if
you're,
someone
working
for
an
employer
and
you're
being
offered
a
promotion
and
a
raise
and
an
opportunity
to
reach
your
full
potential,
but
you're
capped
by
these
benefits
that
you
your
child
needs,
or
that
you
would
so
there's
some
need
there.
F
You
know
both
people
need
a
solution
to
that
and
so
I
don't
think
the
conversations
about
taking
benefits
away,
that
people
need
that
they've
earned,
or
you
know
this
is
just
about
getting
people
to
work
more
I
think
that
we're
missing
an
opportunity
to
help
people
raise
their
full
potential
in
these
workplaces
and
employers
to
put
their
employees
in
the
right
positions
for
their
skill
sets.
So
that
was
the
concern
that
we
heard
about
and
so
we're
all
in.
On
that
conversation,
it's
tough
It's,
a
it's
there's
the
you
know,
the
senator
being
chairman.
F
It's
the
federal!
These
are
federal
programs.
We've
we've
talked
about
waivers
and
things
of
that
nature.
We
we're
rolling
up
our
sleeves
on
it,
I
think
it's
an
area
where
we
can
be
helpful
from
a
research
standpoint,
but
it's
I
think
it's
something
important
for
Kentucky
to
look
at
because
of
the
populations
that
are
affected
by
it.
For
sure.
Thank.
A
You
I
think
you're
correct
when
we're
dealing
with
you
know:
federal
government
and
legislation
we're
trying
to
pass
and
the
the
hurdles
that
we
try
to
overcome.
Dealing
with
the
federal
government.
I
can
tell
you
talking
to
players
in
my
district.
What
they're
finding
is
many
times
they'll
employ
somebody
and
have
them
for
one
to
two
weeks
and
they
leave
and
they're
looking
to
go
to
another
company
for
one
to
two
weeks
then
leave
they're
doing
this
in
multiple
counties
in
our
area.
A
I
can't
speak
for
other
members
up
here,
but
we're
finding
that
in
our
area
yesterday
this
was
part
of
an
economic
Roundtable
that
someone
from
the
Federal
Reserve
was
in
Campbellsville
to
sit
down
with
our
business
leaders,
and
that
was
one
of
the
number
one
concerns
they're
having
miracama.
You
just
had
a
screenshot,
that's
what
they're
dealing
with
right
now.
They
can't
keep
people
to
stay
more
than
two
weeks
and
then
they're
going
to
another
County
and
then
they're
they're.
Seeing
it's
a
track
record
revolving
door
of
this
is
happening.
A
H
H
Kate,
you
indicated
in
the
opening
of
your
remarks
that
Kentucky's
Workforce
participation
rate
is
57.6
percent.
Okay,
and
you
said
that
was
the
seventh
lowest
in
the
nation:
okay,
Now
by
my
calculation,
that
puts
us
44th
of
50
states
in
terms
of
Workforce
participation
rate,
okay
and
I
agree
with
you,
that's
a
problem
and
something
that
we
need
to
address
and
when
we
need
to
address
right
away
now,
as
I've
been
here
now
10
years
and
I've
looked
over
this
legislature
I'm
very
much
aware
that
the
governors
and
this
legislature
have.
I
H
Been
very,
very
active
in
trying
to
deal
with
substance,
use
disorders
and
trying
to
really
get
a
handle
on
that
problem,
because
that's
a
major
problem
Kentucky,
but
we've
been
trying
to
work
on
that,
and
certainly
in
the
last
four
years,
Governor
Bashir
and
this
legislature
have
taken
efforts
to
try
to
really
reduce
the
incarceration
rate
expungements
looking
at
ways
in
which
we
can
lower
penalties,
keep
people
out
of
prison.
Why
that's
been
a
big
problem
in
the
past?
We're
really
trying
to
do
something
about
that.
H
So
so
you
know
we're
addressing
those
two
factors.
What
this
legislature,
in
my
opinion,
has
not
addressed,
and
you
know
where
I'm
going
here.
Okay,
is
this
your
minimum
wage,
okay
and
Kate
whenever
I
analyze
a
problem,
I
really
try
to
be
fair.
So
what
I
do
Kate
in
this
instance
is
I.
Look
at
those
States
who,
whose
attitudes
and
cultures
most
resemble
Kentucky
that
are
around
us.
Let's
see
what
what
they're
doing
in
in
the
issue
of
of
of
wages,
because.
H
To
be
honest,
the
most
important
questions
people
whenever
they
think
about
hiring
a
job
you
know
and
and
and
when
they
get
to
the
nuts
and
bolts
of
it,
is
how
much
you
gonna
pay
me.
What
are
you
going
to
pay
me
if
I
come
work
for
you?
Okay,
that's
the
most
important
question
on
people's
minds.
There
may
be
other
important
questions,
but
the
most
important
questions.
What
you're
going
to
pay
me?
H
Well,
when
I
look
at
West,
Virginia
State,
like
Kentucky,
their
minimum
wage
rate,
is
ten
dollars
and
Kate
is
going
to
eleven
dollars
next
year.
Okay,
I,
look
at
Virginia
that
borders
Kentucky
their
minimum
wage
rate,
is
9.50.
Okay,
I,
look
at
Missouri
Kate
and
their
minimum
wage
rate
is
ten
dollars
as
well
of
all
the
southern
or
semi-southern
states
that
border
Kentucky.
H
F
Thank
you
senator
for
that
question.
I
feel
like
we've.
Had
this
conversation
before
and
I
know
that
you're
very
passionate
about
this
issue
and
I
always
appreciate
your
interest
in
it,
and
you
know
to
be
clear
that
the
chamber
loves
wage
growth.
Sustainable
wage
growth
is
part
of
growing
our
economy
and
having
a
thriving,
growing
good
economy
in
Kentucky.
So
wage
growth
in
and
of
itself
is
a
good
thing.
We
want
to
see
it.
It's
the
part
where
we
are
mandating.
Specific
dollar
amounts
on
all
businesses
across
our
across
all
of
our
sectors.
F
You're
going
to
see
the
chamber
continue
to
engage
with
concern
about
business
mandates
that
that's
the
the
kicker
and
I
actually
heard
from
a
member
of
ours,
one
of
one
of
our
new
members,
small
business,
and
they
do
a
lot
of
federal,
Contracting
and
they've
upped
the
federal
the
minimum
wage
for
federal
contractors
recently,
and
he
called
about
it
and
said.
Well,
you
know
that's
going
to
cause
every
every
other
layer
of
employees
wage
to
hike
up.
If
these
base
wages
are
going
up
by.
F
However
much
it
was
I
think
it
was
two
dollars
an
hour.
I'm
raising
everybody
up,
and
so
that's
going
to
increase
our
costs,
so
that
continues
to
be
a
concern
and
when
you
look
at
it
as
a
mandate,
we
want
to
see
it
through
economic
growth.
We
are
seeing
wage
growth,
we
are
seeing
wage
growth
in
Kentucky,
I
mean
we
know
this
you're
out
and
about,
and
you
see
now
hiring
signs
and
they're
putting
in
there.
The
dollar
amount
that
they're
hiring.
F
My
son
joined
the
Workforce
this
summer,
though
he's
not
16
so
he's
not
in
our
Workforce
participation
numbers,
but
he
joined
the
workforce
and
when
he
works
on
the
weekends
he
makes
ten
dollars
an
hour,
he's
in
a
recreation
type
job
and
so
they're
very
busy
on
the
weekends
I'd
like
to
get
him
into
Landscaping
at
some
point.
But
he's
got
to
be
18.
so
so
he
makes
ten
dollars
an
hour
on
the
weekends.
He
makes
a
little
less
during
the
week
they're,
not
as
busy.
F
So
we
are
seeing
wage
growth
in
Kentucky,
so
the
chamber
is
going
to
continue
to
advocate
for
policies
that
grow
our
economy,
because
that's
how
we
can
get
those
effects
and
I
think
that's.
What's
really
important
and
when
you
look
at
Kentucky's
economy
and
you
look
at
the
record
job
creation,
you
know
sometimes
we
plant
those
seeds.
F
We
planted
those
seeds
years
ago
in
Kentucky,
with
the
legislation
that
this
General
Assembly
has
passed,
and
we're
going
to
continue
to
do
that
and
I
think
we're
going
to
get
the
effect
that
you
want
Senator,
but
through
those
policies
and
through
economic
growth
and
you're,
going
to
see
that
that
wage
growth-
and
you
know
I'll-
also
go
ahead
and
throw
out.
We
work
a
lot
with
Goodwill
Industries
with
Amy
Latrell.
F
She
serves
on
our
executive
committee
and
she
talks
about
how
you
know
when
you
get
people
into
the
stores
and
usually
that's
their
first
job
when
they're
recovering
from
a
setback
in
their
life.
Their
goal
is
that
you
move
up
in
the
organization
or
you
move
out
into
something
more
in
a
different
organization
and
I
think
you
know
creating
those
opportunities
for
everyone
for
people
who
need
those
that
she
serves,
but
also
for
everyone,
so
that
they
can
continue
to
climb
financially
I
think
is
going
to
be
what's
important,
so
you
know
I
I.
F
F
We
can't
we
can't
step
aside
because
other
states
will
will
pass
Us
by
and
you
know,
we've
got
a
lot
of
potential
in
Kentucky
and
you
mentioned
Tennessee
and
Tennessee's
growing
like
crazy,
but
I
want
to
point
out
a
little
stat
for
you
we're
not
talking
about
taxes.
We
rank
18th
in
in
our
tax
code,
competitiveness
by
the
tax
Foundation
Tennessee's
at
14th,
we're
on
their
heels
and
you're
like
well.
They
don't
have
an
income
tax
and
we're
all
four
zeroing
out
our
income
tax
slowly
over
time
as
the
economy
grows.
F
You
know
we're
coming
for
Tennessee
when
it
turns
when
it
comes
to
their
tax
code.
Competitiveness,
Indiana,
North
Carolina,
are
in
the
top
ten
North
Carolina
passed
a
bill
before
us,
similar
to
House
Bill
8
that
you
all
passed
a
couple
years
ago.
Indiana
has
an
income
tax
at
individual
income
tax
around
three
percent,
we're
at
four
or
we're
heading
to
four.
F
I
I'm
going
to
direct
several
of
my
questions
to
you,
but
I
wanted
to
acknowledge
that
in
my
visit
to
one
of
my
rural
elementaries
with
fourth
graders
and
fifth
graders,
one
of
the
questions
that
they
ask
me
is
why
can't
I
get
a
job
and
where
do
you
stand
for
children
working
well,
just
to
be
clear.
My
13
year
old
has
also
been
in
the
workforce
since
she
was
12.
I
and
she
doesn't
count
those
numbers
either,
but
I
loved
that
question
by
the
children.
So
you
would
imagine
that
I
love
your
bus
to
Business
program,
I,
think
that's,
absolutely
fantastic!
I,
don't
see
my
district
lit
up
so
I'd
like
to
get
with
you
on
how
we
can
get
my
district
lit
up
and
frankly,
all
of
our
districts
in
this
room
lit
up
to
that
relative
to
the
fair
chance
Academy
and
the
talent
Hub.
How
many
people
are
we
talking
about
that
are
incarcerated?
G
It's
a
great
question
with
the
so
we
do
have
a
partnership
with
the
Department
of
Corrections.
It's
the
prison
to
work
project
so
essentially
inmates
that
are
three
months
to
release.
We
connect
them
with
employers,
so
again
the
the
amount
of
individuals
that
would
qualify
that
varies
from
month
to
month,
but
the
idea
is:
how
do
we?
How
do
we
reduce
that
Gap
and
get
these
individuals
a
job
on
day
one?
G
So
really
our
job
is
to
bring
a
coalition
of
employers
to
the
table
for
the
doc
and
the
re-entry
specialist
to
connect
those
individuals
with
employment.
So
it's
hard
to
give
you
an
exact
number
at
this
point,
because
that
eligibility
varies
month
to
month,
but
I
know
we
have
quite
a
few
employers,
especially
from
this
last
fair
chance.
Academy
that,
like
I
said
the
hands
were
raised.
They
were
already
a
few
of
those
individuals.
They
were
getting
out
in
just
a
couple
months
and
I
know.
G
I
I
have
seen
it
happening
in
Bracken,
County
and
I
I
I'm,
seeing
this
happening
and
I
think
it's
wonderful
in
the
Germantown
area,
but
then
just
that
follow-up
question
then,
is
there
particular
industry
classifications
that
maybe
we
could
be
more
encouraging
of
within
our
districts
to
consider
this
program
as
well.
So.
G
We
we
try
to
be
industry
agnostic,
because
I
think
we're
of
the
mindset
that
every
industry
to
some
degree
can
incorporate
some
some
form
of
fair
chance
hiring.
So
even
when
you
think
Health
Care,
they
have
traditionally
said
like
no,
we
can't
do
this,
but
we've
seen
more
Health,
Care
Providers
come
to
the
table
and
say
well
I
think
we
can.
G
You
know,
look
at
the
types
of
jobs
that
we
have
and
there
is
a
path
so
I
would
say
if
I
were
to
to
pick
a
few
Industries,
where
we've
seen
manufacturing
construction
we've
actually
seen
they.
Those
Industries,
be
more
prevalent
with
our
fair
chance
Academy
in
terms
of
of
an
industry
segment,
but
Healthcare
has
risen.
G
E
Thank
you.
You
knew
I
was
going
to
comment
check.
Kate
I
can't
go
by
without
question.
You
know
we
look
at
that.
You
know
again
you
make
touched
on
inflation,
you
know
and
it
you
know,
I,
don't
care
what
they
say.
At
least
in
my
company,
the
lowest
amount
of
inflation
we've
had
on
any
chemical
or
product
we
use
is
38
as
high
as
250
percent.
That's
affected,
Market
too,
and
I
hear
this
every
day.
E
I
don't
care
if
you're
a
Toyota
who's
in
my
backyard,
who
has
over
10
000
employees
or
I
just
heard
from
a
young
man
who
just
opened
up
a
coffee
shop.
He
needs
himself
and
two
other
employees.
He
can't
find
a
third
employee
and
because
that
he's
shutting
his
coffee
shop
down
early
because
he
can't
stay
open
which
is
affecting
he
doesn't
think
he's
going
to
make
it,
but
I
actually
have
two
questions:
I
can
Mr
chairman.
E
F
So
it
it's
because
unemployment
numbers
are
people
who
are
looking
for
work,
see
what
what
the
low
Workforce
participation
number
is
telling
us
is
that
there
are
a
lot
of
people
that
aren't
even
looking
for
work
and
that
aren't
trying
to
participate
in
the
workforce.
So
in
theory
you
know
you
could
see
a
tick,
an
uptick
in
unemployment
and
if
that's
not
because
of
loss
of
employment,
that
might
be
more
people
joining
the
work
trying
to
join
the
work.
That
could
be
a
good
thing
in
some
ways.
F
You
know
and
I
track
a
lot
of
I
track.
The
numbers
on
women
in
the
workforce
and
we've
recovered
a
lot
of
the
laws
from
covid,
but
their
unemployment
rate
is
higher
than
men
right
now.
Women
is
higher
than
men
and
so
I
said.
Well,
maybe
we're
getting
more
women
to
come
back
into
the
workforce,
so
they're
they're,
two
completely
different
numbers
for
sure,
and
it
has
been
a
record
low
unemployment.
F
You
know
I
think
if,
if
you
had
like
some
big
awful
recession,
hit
and
people
started,
losing
their
jobs
and
that
number
swelled
it
because
it'd
be
because
people
who
want
to
work
can't
find
jobs,
whereas
it's
opposite
right
now.
People
who
want
to
work
and
can
find
these
jobs
there's
two
jobs
for
everybody.
F
Every
person
looking,
they
might
not
be
exactly
where
you
are,
but
there's
jobs
open,
and
so
that
number
is
really
low
now,
so
the
workforce
participation
number
is
a
much
broader
picture
of
what
our
Workforce
situation
is,
whereas
I
feel
like
UI
is
often
it
fluctuates
it's
it.
You
tend
to
hear
a
lot
more
about
it
when
there's
a
recession
or
when
the
pandemic
hit
and
people
are
flat
out,
losing
jobs
and
struggling
to
find
one.
F
You
just
have
people
sitting
out
for
a
lot
of
the
reasons
that
we
discuss,
but
another
reason
we
haven't
mentioned
is
retirements
and
the
the
baby
boom
generation
and
the
fact
that
the
pandemic
sped
up
some
of
those
retirements.
So
that
might
have
been
seen
more
smoothly
over
time,
and
maybe
they
still
were
people
working.
But
you
had
this
Health
crisis
and
maybe
people
were
like
I'm
done
I'm
out
of
here,
so
that's
impacting
it
as
well,
and
so,
if
you
can
you
look
at
regions
of
the
state
that
maybe
have
an
older
population?
F
E
It's
kind
of
interesting
you
talking
about
that
retirement,
early
I,
know
some
people
who's
retired
early
and
because
of
401ks
took
such
a
massive
hit
they've
now
reunited
to
Workforce
to
make
sure
they
have
enough
money
to
to
live
on.
You
did
touch
on
something
else
on
the
on
the
employment,
basically,
the
the
fair
chance
Academy.
You
said
you
give
protection
to
the
employer.
E
G
So
it's
so
the
Kentucky
transformational
employment
program
that
was
born
out
of
legislation
in
2020,
so
with
Senate
bill
191..
So
it
was
legislation.
It's
passed
for
the
exact
reason
that
you
were
talking
about.
We
wanted
to
be
able
to
provide
that
legal
liability
protection
for
employers
if
they
were
to
hire.
Somebody
from
you
know
a
fair
chance
population
formerly
incarcerated
or
in
recovery.
So
you
know
with
that.
It's
not
necessarily
a
part
of
the
fair
chance
Academy,
but
we
do
so.
G
If
an
employer
is
signed
up
for
fair
chance
Academy,
we
want
to
make
sure
you're
signed
up
for
for
the
Kentucky
transformational
employment
program,
but
it,
but
they
are
two
separate
programs,
so
employers
that
have
no
interest
necessarily
in
the
academy,
but
is
looking
for
that
legal
liability
protection.
We
want
them
to
sign
up
for
ktep,
so
the
states
behind
us-
and
we
want
to
make
sure
that
employers
know
that
this
program
exists.
When.
E
F
So
and
I
can
fill
in
about
191
and
it
passed
near
unanimously
in
2020
I'm,
not
going
to
say
in
this
room
who
voted
for
because
I
don't
have
a
record
in
front
of
me,
but
it
passed
near
unanimously.
So
it
was
a
very
popular
Bill
and
it
was
quite
a
statement
by
the
general
assembly
to
say
hiring
or
retaining
someone
who
is
in
recovery
in
and
of
itself
is
not
negligent,
but
the
legislation
laid
out
a
framework,
so
you
gotta
have
some
skin
in
the
game.
F
So
there's
things
like
you
know,
monitoring
the
individual
to
make
sure
they're,
not
re.
You
know
reusing
there.
It
lays
it
all
out
in
the
legislation
and
so
part
of
what
Lakeisha
does
through
that
program
is
to
teach
businesses
what
they
have
to
do
in
order
to
have
those
three
protections
now.
Does
that
mean
you
can't
get
sued?
No,
you
can
offer,
you
can
always
get
sued.
It's
sucky
and
you
know,
access
to
the
courts
is
a
thing.
You
know
I'm
looking
at
the
lawyers,
so
you're
still
there's
still
some
there
still
could
be.
F
General
negligence
claims,
but
those
three
negligent
hiring
supervision
and
retention
are
specifically
spelled
out
in
the
bill
and
it's
a
you
know.
It's
a
really
I
think
important
piece
of
legislation
that
you
all
passed
and
something
that,
without
this
program,
employers
wouldn't
probably
know
much
about
it
because
they
would
just
have
to
find
it
on
their.
G
Own
yeah-
and
one
thing
I
would
add
to
that-
is
Kate
mentioned
this
training,
so
signing
up,
isn't
the
start
and
the
end.
So
we
do
take
employers
through
education,
and
you
know
what
what
types
of
policies
should
you
have
in
place,
etc,
etc.
So
it
is
a
quite
extensive
program,
but
signing
up
is
the
first
step
in
the
process
and.
J
G
All
sizes
so
we're
we
Market
pretty
broadly,
so
it's
it's
really
on
the
employer
to
sign
up,
and
they
just
tell
us
how
many
employees
they
have
so
yeah.
We've
worked
with
companies
with
as
little
as
like
20
employees
and
huge
companies
with
300
500
plus
employees.
So
really
it
doesn't
it
doesn't
matter.
What
matters
to
us
is
that
the
employer
is
ready
to
make
that
step
and
then
we're
there
to
support
them.
J
And
then
what
do
you
mean
by
Fairchance
business
practices
and
specifically
I'm
I'm
wondering
do
you
all
partner
or
does
some
of
this
involve?
Can
immunity-based
recovery
and
re-entry
programs
or
organizations,
because
this
is
something
that
will
need
to
be
ongoing
so
once
you've
connected
somebody
to
a
job,
you
can't
just
let
it
go
with
that.
What
is
the
ongoing
sort
of?
What
are
the
steps
that
that
are
being
taken
within
this
certification
program
for
that
business?
To
continue
that
so.
G
To
answer
the
first
question
like
what
do
we
mean
about
like
fair
chance
business
practices,
so
that
can
mean
a
variety
of
things
depending
on
the
business,
so,
for
instance,
there's
some
policies
around
attendance
that
can
be
a
hindrance
to
the
recovery
process
for
an
individual
or
someone
that's
coming
out
of
incarceration
and
needs
to
check
in
with
their
parole
officer.
So
if
you
have
an
attendance
policy
that
you
know
if
you're
30
minutes
late,
you're
tardy
or
you
have
to
miss
this
amount
of
days,
that
can
result
in
termination
for
really
good
employee.
G
That
just
has
to
do
certain
things
to
stay
on
track.
So
a
lot
of
companies
make
revisions
to
their
attendance
policy.
We
do
have
some
companies
that
even
make
revisions
to
check
in.
So
what
does
that
process?
Look
like
how
do
I
know
that
my
employees
are
doing
okay,
because
what
we
do
know
is
just
based
on
National
statistics,
there's
23
or
24
million
people.
That
would
say
they
are
in
either
active
addiction
or
you
know,
using
of
some
sort
and
70
of
those
individuals
are
in
the
workforce.
G
So
the
reality
that,
even
if
you
don't
think
you're
a
fair
chance
employer,
you
probably
are
so
it's.
What
can
you
do?
What
practices
can
you
put
in
place
to
get
a
temperature
gauge
on
your
current
and
existing
employees,
but
also
create
an
environment
where
you're,
not
unintentionally,
creating
barriers
for
individuals
that
need
to
re-enter?
So
that's
what
we
mean
by
that,
and
we
lay
a
lot
of
that
out
on
the
Kentucky
comeback
website
under
policy
and
procedure.
So
employers
can
actually
go
through
that
and
see.
G
Okay,
do
I,
have
this
in
place
or
not,
or
what
do
I
need
to
adjust,
so
that
can
mean
different
things
for
different
employers.
We
know
some
employers
that
have
done
away
with
drug
testing.
You
know
because
that's
been
a
major
barrier
for
them,
so
it
really
depends,
but
we
we
provide
support
to
your
other
question
about
just
community
supports.
That's
part
of
the
academy
in
terms
of
we're,
not
the
experts
on
all
things,
but
we
are
conveners.
G
So
we
we
tend
to
have
connections
to
you,
know
addiction,
recovery
care,
various
State
organizations,
Nations
or
Community
Resources.
We
pull
that
and
bring
those
individuals
into
the
academy,
so
they
can
talk
directly
to
the
employer,
so
transportation
is
a
huge
barrier,
so
we've
brought
an
Enterprise
and
various
Transportation
solutions
that
employers
can
Implement,
so
even
just
tax
credits.
G
So
we've
brought
in
individuals
from
our
state
Partners
to
talk
about
watsi
and
various
incentives
that
they
can
take
advantage
of,
as
well
as
peer
support,
Specialists,
so
I
know
in
EK
sep
they
you
know
they
can
have
a
peer
support
specialist
in
their
organizations.
That's
going
to
be
that
touch
point
that
helps
Foster
that
environment.
To
your
point,
getting
the
job
is
step.
One
helping
somebody
retain
that
job
is
a
whole
other
set
of
skills,
so
I
think
our
goal
is
to
not
have
employers.
J
D
J
G
So
great
question:
don't
know
if
I
have
an
answer
to
that
today,
so
I
will
have
to
follow
up,
but
I
can
give
you
just
some
insight
into
how
we
chose
those
industry
alignments.
So
when
we
started
at
TPM
our
talent
pipeline
management,
we
really
started
with
the
Coalition
of
the
Willing.
We
wanted
to
do
something
different.
G
Not
every
employer
was
on
board
to
work
with
their
competitor
to
grow
their
industry,
but
over
time
we
we
started
to
see
more
and
more
and
more
employers
join
our
Network,
so
the
assignments
or
alignments
that
you
see
is
strictly
based
on
the
employers.
That's
come
to
the
table
to
do
these
efforts.
So
it's
not
necessarily
saying
these
are
the
industries
in
Kentucky?
It's
just
simply
the
industries
of
employers.
That's
come
to
the
table
to
work
through
this
issue
and
part
of
the
TPM
process
is
digging
into
that
data.
G
Not
only
just
a
current
view
of
the
industry
demand,
but
a
forward
view.
So
we've
started
having
those
types
of
conversations
in
terms
of
jobs
of
the
the
future.
What's
going
to
go
away,
we
know
that
automation
is
certainly
going
to
be
a
threat
and
to
Kate's
point
when
we
think
about
wage
progression
and
advancement.
That
is
certainly
a
conversation
that
we're
hearing
more
and
more
and
more
with
our
employers.
How
do
we
create
a
career
pathway?
G
C
Thank
you
Kate
and
Acacia
for
being
here
today.
You
mentioned
two
primary
areas
earlier,
one
regarding
getting
people
back
in
the
workforce,
recovery
and
incarceration,
but
I'm
going
to
suggest
to
you
there's
another
whole
category
that
you
touched
on
just
a
minute
ago:
those
that
are
using
cannabis.
C
Everybody
knows
how
I
feel
about
cancer,
cannabis,
I
call
it
the
scourge
of
the
Earth
and
the
reason
I'm
bringing
this
up
is.
There
is
a
large
number
of
people
between
the
ages
of
18
and
30
right
now,
who
are
not
necessarily
addicted,
but
that
are
using
this
product.
It's
becoming
more
and
more
just
so,
people
know
readily
available.
You
can
even
buy
it
at
a
gas
station.
C
You
could
buy
products
that
have
THC
in
them,
which
makes
you
disqualified
for
a
lot
of
jobs
and,
and
so
as
part
of
your,
what
you're
doing
I
wonder.
I
think
there
are
some
companies
now
that
are
starting
to
kind
of
look
the
other
way
when
it
comes
to
having
THC
in
your
body.
But
this
is
a
major
problem.
I
just
want
to
call
that
your
attention,
yeah
and
I-
do
have
one
other
question.
But
if
you
want
to
comment
on
that.
G
Yeah
I
think
we've
seen
to
your
point.
A
variety
of
employers
address
that
differently.
You
know
I
mentioned
earlier.
Some
employers
have
decided
that
you
know.
Drug
testing
is
something
that
they're
doing
away
with
all
together
and
you
have
some
employers
that
you
know
have
removed
marijuana
from
the
drug
panels
that
they
do
test
for
so
you
know
I,
think
I,
think
each
employer
has
the
autonomy
to
kind
of
make
that
decision.
During
the
academy
we
address
substance
use
and
that's
of
all
forms.
G
You
know,
how
do
you
create
an
environment
where
you
can
support
that?
But
typically
you
know
for
a
lot
of
the
individuals
that
are
re-entering
the
workforce.
They
are
in
recovery
and
that's
recovery
from
all
substances
so,
but
again
how
employers
are
choosing
to
handle
that
it
really
is,
depending
on
the
employer.
A
C
Problem
because
it's
becoming
a
very
big
problem
in
our
state,
the
other
question
I
have
is
simple.
Is
that
and
I
want
to
say
suggest
that
wages
have
always
been
based
on
supply
and
demand?
I
sell
my
business
I
have
some
experience
in
this
area,
so
I
sold
my
business
12
years
ago.
I
had
500
full-time
equivalent
employees
and
at
that
time
the
minimum
wage
was
7.25,
but
the
lowest
paid
individual
I
had
working
for
me
was
nine
dollars
an
hour
now.
I
would
suggest
that
you
can't
hire
really
as
a
practical
matter.
C
If
you
look
at
all
jobs
that
are
available
in
this
state
right
now,
the
very
lowest
wages
you
can
hire
an
individual
poor
now
is
somewhere
in
the
13
to
14
dollar
arranging
per
hour
so
effectively
I,
don't
know
of
anyone
and
that's
my
question:
do
you
do
you
know
of
any
employers?
The
only
plan,
this
the
federal
state,
minimum
wage
of
7.25?
Because
I
don't
know
anybody
can
hire
anyone
for
that
yeah.
G
Most
of
the
employers
that
we
work
with
their
wages,
don't
aren't
starting
that
low
Kate
mentioned
Goodwill,
we're
actually
working
with
them
on
a
Goodwill
ramp
project
and
really
the
minimum.
The
minimum
wage
requirement
for
Goodwill
to
even
want
their
employees
to
ramp
up
into
is
like
15
an
hour.
So
you
know
a
lot
of
the
employers
and
again
it
really
is
job
dependent.
But
a
lot
of
the
employers
that
we
see
come
to
the
table.
That's
engaged
around,
creating
a
pathway.
G
K
Thank
you
both
for
being
here
today,
some
excellent
information.
I,
just
I'm
excited
to
hear
about
your
military
veterans
and
and
the
employment
opportunities
there
for
them.
Just
National
Guard
members
alone,
we
have
8
000
National
Guard
members
in
Kentucky,
everything
from
CNAs
to
Pilots,
to
Legal
assistants,
to
X-ray,
techs
and
mechanics
so
I
think
that
makes
it
that's
a
good
opportunity.
One
of
the
challenges
I
see
with
that
is
that
some
employers
don't
want
to
hire
National
Guard
members
or
other
members
in
the
military,
because
the
they're
deployed
a
lot.
K
If
you
look
just
in
the
past
two
years,
just
the
state
of
Kentucky
alone
has
called
out
the
National
Guard
for
pandemics,
setting
up
makeshift
hospitals,
all
of
our
medical
people,
doing
rescue
operations
down
in
Hazard,
doing
tornado
relief
efforts
in
Bowling
Green
area,
doing
Riot
riots
down
in
Louisville,
so
they've
been
deployed
or
called
out
numerous
times.
That's
just
for
the
state
and
then
you've
got
Federal
missions
that
you
you're
required
to
do
too.
K
So
some
of
the
employers
I
don't
think
that
they
still
rely
or
they
think
that
National
Guard
members
are
one
week
and
a
month
two
weeks
out
of
the
year
and
that's
just
not
the
case
now
in
this
environment
and
hasn't
been
for
several
years
now.
They're
they're,
definitely
a
and
that's
why
I
think
the
suicide
rate
is
so
high
with
the
National
Guard
members,
because
that
operations
Tempo
but
I
I,
think
I'm
excited
to
hear
about
that.
K
So
I'd
like
to
hear
more
about
that
and
then
one
of
the
other
things
I
recognize
is
that
veterans
are
leaving
the
state
and
going
and
living
in
Tennessee
and
some
of
these
other
states
that
have
that
don't
have
to
pay
tax
on
their
retirement.
So
they
know
they
can
people
retiring
for
Fort,
Campbell
or
Fort
Knox
and
go
to
Tennessee
and
not
get
their
retirement
taxed
and
so
I'm
excited
to
see
about
that
tax.
K
But
we
just
passed
lower
the
tax
rate
from
four
and
a
half
to
four
percent
and
I
was
I,
was
kind
of
perplexed
to
understand
why
100
of
the
legislature
didn't
vote
for
that,
and
so
it
was
interesting
to
see
that
also
I
was
looking
at
the
minimum
wage
in
Kentucky.
Right
now
is
25
an
hour
or
not
minimum
wage
I'm.
Sorry,
the
average
wage
in
kentucky
is
25
an
hour.
That's
about
52
000
a
year,
and
even
though
we
still
don't
have
them,
we
don't
have
a
minimum
wage
law.
K
Despite
that,
our
nation,
our
we
I'm,
sorry
Kentucky
ranks
25th
in
the
nation
in
salaries,
so
we're
we're
about
mid-range,
so
I
would
still
think
that
companies
and
and
organizations
like
one
of
the
other
Senators
alluded
to-
is
that
some
of
the
some
individuals
doing
what
minimum
wage
is
right
now
because
I
I
don't
know
any
organization
in
Kentucky,
that's
paying
just
minimum
wage
I
mean
McDonald's,
and
some
of
these
others
are
paying
14
15
an
hour.
So
I
think
it
comes
down
to
that
supply
and
demand.
K
F
M
Thank
you,
Mr
chairman,
thank
you,
Kate
Lakisha,
for
your
presentation
today
and
the
efforts
that
you
guys
are
doing
and
very
commendable.
I
know
that,
and
but
yet
we're
still
just
scratching
the
surface
on
our
people
that
we
need
for
jobs.
In
my
area,
Alone,
10,
County
region,
we
have
8
000,
open
positions
that
we
don't
have
the
people
that
have
the
skills
to
fill
those
spots
and,
of
course,
we've
been
number
one
in
Economic
Development.
M
Before
we
have
the
trans
Park,
we
just
got
the
battery
plant
there
for
2
000
jobs
and,
of
course,
in
Glendale,
just
up
the
road
from
us.
They
have
the
Ford
battery
plant.
That's
5,
000
open
jobs.
You
know
this
whole
thing
about.
You
mentioned
Nationwide,
like
nurses,
but
it's
Nationwide
on
all
kinds
of
different
jobs.
M
For
everyone,
we're
seeing
that
I
mean
CDL
drivers
I
mean
there's
a
huge
demand
for
those
welders,
plumbers,
HVAC
I
had
to
call
a
friend
of
mine
who
has
an
HVAC
company
and
he
came
out
because
my
upstairs
air
conditioning
was
out.
He
spent
15
minutes
there
outside
never
had
to
come
in
and
sent
me
a
bill
for
175
dollars
so
and
even
if
you
can
get
them
to
come
it
just
you
know,
takes
forever
for
them
to
get
there
and,
of
course,
it's
very
expensive.
M
They
make
over
a
hundred
thousand
dollars
a
year
just
as
a
technician,
and
those
are
valuable
jobs
that
are
needed
in
all
areas,
not
just
manufacturing
and
so
we're
seeing
that
in
our
area.
What
you're
doing
is
great,
but
we
need
to
see
how
do
we
scale
that
to
other
areas,
and
we
have
a
great
Chamber
of
Commerce.
You
know
where.
M
I
mean
they
do
most
of
all
the
recruiting
of
companies
before
it
ever
even
gets
to
us
and
then
to
the
administration.
The
administration
is
not
the
number
one
recruiter,
it's
mostly
our
Chambers
of
Commerce
that
are
actually
involved
in
that,
and
we
do
one
of
those
bus
things
like
that
and
we've
done
it
for
years.
It
takes
our
eighth
graders,
but
we
bring
them
all
to
one
area
and
bring
all
the
employers
to
that
area
as
well
to
engage
with
them.
M
It's
been
hugely
successful,
so
we're
working
within
our
state
on
these
programs,
but
my
dad
always
said
you
know
it's
easier
to
tame
a
wild
horse
than
it
is
to
be
life
into
a
dead
one.
That
57
percent
is
a
dead
horse.
I,
don't
know
that
you're
going
to
be
able
to
get
a
lot
out
of
it
to
be
honest
with
you
for
that
participation
rate.
So
why
aren't
we
somehow
going
outside
of
our
state?
And
you
know,
marketing,
to
places
where
they're
moving
away
from
to
other
states?
M
G
Absolutely
Kate
mentioned
the
report
about
the
growth
that
we
need
in
our
state
to
meet
our
needs
and
roughly
130
000,
increasing
our
Workforce
participation
through
getting
people
off
the
sidelines.
That's
one
piece
of
the
formula
we
have
talent
attraction
is
the
other
piece
so
you're
a
thousand
percent
correct,
like
we
have
to
develop
a
strategy
where
we're
bringing
Talent
into
our
state
I,
don't
know
if
we
figured
that
out
yet
to
be
quite
honest,
I
think
we've
started
the
conversation
in
a
more
strategic
way
because
we
know
we
have
to
do
that.
G
But
I
don't
know
if
we
have
the
I
don't
know
if
we've
had
that
figured
out
yeah,
but
it's
it's
definitely
something
that
we
need
and
to
your
other
point
about
how
do
we
scale
the
efforts
we
we
try
to
work
very
closely
with
all
of
our
local
Chambers,
because
you
know
we
can
drive
programs
at
the
state
level,
but
the
true
change
and
the
true
impact
you
as
you
all
know,
happens
locally.
So
any
efforts
where
we
can
align
with
this
with
the
local
chamber.
We
are
a
hundred
percent
behind
and
okay.
F
F
You
know
you
know
these
numbers
even
less
than
Tennessee,
so
I
I
do
think
we're
on
the
right
track,
with
some
of
the
ways
that
we
can
attract
more
people
to
Kentucky
Tennessee
has
one
of
the
worst
sales
tax
codes
in
the
nation,
so
there
there
are
challenges
there.
Some
of
that
growth
seems
sort
of
explosive
in
certain
regions
and
that
that
probably
is
tricky
on
on
cost
of
living
in
those
regions.
So
I
think
sustainable
growth
in
Kentucky
is
going
to
be
key.
F
You
know
you're
right
there
on
the
I-65
Corridor,
which
is
growing
significantly
so
you're
kind
of
in
the
middle
of
that
crunch.
We're
going
to
feel
on
everything
from
this
really
great
economic
growth
that
we're
seeing
so
I
I,
think
being
able
to
work
in
your
region
and
with
your
chamber,
which
we
do
I
think
that'll
be
helpful
to
us
is
to
maybe
even
pilot
some
programs,
but
you
do
have
those
large
Metro
chambers
that
are
very
active
in
recruitment.
F
They
do
a
great
job
with
it,
and
so
we
as
like
you
should
say
we
do
work
with
them,
but
yeah
we
got
to
grow,
this
state
I
will
say
the
southeast
is
growing,
and
so
you
do
have
people
leaving
some
of
those
other.
You
know
Coastal
States
and
there's
a
lot
of
growth
in
the
Southeast.
But
getting
people
to
recognize
Kentucky
is
a
quality
of
life
and
cost
of
living.
F
I
was
reading
an
article
about
people
why
they
were
moving
from
state
to
state
and
this
one
couple
I
don't
mean
to
keep
talking
about
Tennessee
Tennessee's
lovely,
but
this
one
couple
was
leaving
Tennessee
and
they
were
moving
to
Northern
Kentucky
and
they
were
doing
that
to
be
closer
to
family,
but
also
they're
like
we
can't
afford
a
house
and
we
can
afford
a
house
there.
So
I
think
some
of
these
things,
too
are
going
to
become
more
apparent
to
people
when
they
see
the
Kentucky.
You
know
they've
got
this
Rich
culture.
F
We
have
the
horse
racing
and
the
bourbon
industry.
We
have
cost
of
living
benefits
compared
to
other
states.
I
think
that's
going
to
become
clear,
but
yeah
I
mean
we
have
to
sell
ourselves
not
just
to
businesses
wanting
to
come
here,
but
to
people
who
are
looking.
You
know
to
start
their
lives
somewhere
and
where
do
they
want
to
live?
Well.
M
I
think
that
we
need
to
be
reaching
out
beyond
our
borders
and
to
other
places
where
we
know
people
are
leaving
from
and
I've
brought
that
up
several
times,
but
nobody
seems
to
kind
of
latch
on
to
that
and
we're
having
a
marketing
background.
For
me,
it
just
makes
sense
that
we
do
that,
because
currently,
what
we're
having
in
in
our
businesses
and
industries
is
they're
cannibalizing
people
yeah
from
each
other.
You
know
it's
a
wage
war
going
on
1950
over
here.
M
N
Thank
you
Mr
chairman,
thank
you
Kate
and
Lakeisha.
This
is
one
of
the
most
real
world
conversations
I've
had
since
I've,
been
up
here
in
Frankfurt
and
I
appreciate
the
work
that
you
all
are
doing
in
this
area.
Senator
Wilson
I
represent
some
of
the
same
area
that
he
does
and
we're
very
fortunate
that
we
have
a
booming
economy
in
the
Bowling
Green
area.
N
N
I,
don't
know
if
anybody's
mentioned
this,
but
is
there
a
role
that
child
care
plays
in
the
workforce
situation
that
we
have
I
hear
that
a
lot
I
know
we
had
the
tornado
in
Bowling
Green
and
we
had
several
daycares
that
did
not
reopen
after
the
tornado.
Covid
caused
a
lot
of
those
same
problems
and
I.
Just
wonder
if
you
have
any
background
any
statistics,
any
knowledge
that,
and
if
you
do
are
there
any
suggestions,
things
that
we
could
do
to
help
with
daycare
and
Workforce
participation,
I'm.
F
So
glad
you
mentioned
that
I
can't
believe
I
was
we're
going
to
wrap
up
without
me
mentioning
child
care,
because
it
is
so
important.
We
supported
House
Bill
4.99
two
sessions
ago,
the
employee
child
care
assistance
program
which
has
launched,
and
we
are
actively
promoting
that
amongst
employers.
This
is
the
program
that
provides
some
State
funds
to
match
employers
that
provide
a
benefit
to
employees,
to
cover
the
cost
of
child
care
or
a
part
of
the
cost
of
child
care.
I
mean
it
rolled
out
this
summer,
her
and
we
are
promoting
it.
F
We're
gonna
be
doing
a
series
of
webinars
with
our
local
Chambers.
We
have
businesses
that
have
applied
for
it.
It
is
a
new
program.
There
are
a
lot
of
questions,
we're
kind
of
in
the
early
adopter
stage
on
it.
So
you
know
I
think
it's
something
that
we
have
to
be
kind
of
patient
on
and
work
through,
that.
The
other
big
issue
with
child
care
is
the
child
care
assistance
program
which
are
federal
dollars
and
I
I.
F
Don't
have
all
the
expertise
on
it,
but
I
know
we
will
come
back
and
talk
through
some
of
this,
but
that's
going
to
be
probably
a
conversation
as
you
go
into
next
session
in
the
budget
year
on
how
we
handle
that.
This
is
that's
a
program
that
supports
families
that
are
in
need
of
financial
support
to
cover
child
care.
You
know
it's,
it's
significant.
It's
a
big
deal,
it's
a
problem
from
the
standpoint
of
capacity
Workforce,
getting
people
who
to
work
in
a
child
care
center.
F
When
there
are
other
options,
maybe
that
pay
more
and
if
you
pay
the
workers
more
than
the
cost
of
the
child
care
goes
up
and
then
people
can't
afford
the
child
care.
I
mean
it's.
You
know
it's
a
second
mortgage
when
I
had
kids,
which
has
been
a
minute.
It
was
a
second
mortgage
payment,
my
husband
and
I,
made
for
one
child
in
child
care
and
then
to
have
two
children
in
child
care.
I,
don't
know
what
we
were
doing,
so
we
both
were
working
for
state
government
at
the
time.
F
So
it's
it's
a
it's
an
issue.
No
one
magic
way
to
fix
it,
but
the
program
like
the
employee
assistance
program
through
House
Bill
499,
which
representative
Hever
and
spearheaded
you
know
we
we're
all
in
on
that,
and
we
think
that
that
employee
employer,
you
know
public
private
relationship.
There
is
really
good
for
that
kind
of
stuff,
but
we're
probably
gonna
have
to
look
at
the
CCAP
child
care
assistance
program
as
well.
What
that
looks
like
in
the
future
and
then
the
workforce
angle
of
it
it's.
A
Thank
you,
representative,
Jackson,
also
I,
think
yesterday,
Gary
fields
from
Bowling,
Green,
School,
System
superintendent
did
a
presentation
revolving
what
they're
doing
there
so
a
lot
of
times
everybody's
looking
to
government
to
solve
the
solutions,
but
it's
also
good
to
see
that
people
at
the
local
level
are
trying
to
solve
these
issues
without
always
coming
to
us
for
more
questions
and
answers.
Representative.
O
Thank
you.
Yes,
I
did
just
want
to
acknowledge
that
yesterday,
family,
the
interim
Joint
Committee
for
health
and
health
and
then
also
family
and
children's
met,
and
during
Health
Services,
it
was
brought
up
that
I
think
about
450
Physicians,
have
left
the
state
and
got
elsewhere,
and
then
during
family
and
children's.
O
One
of
the
things
I
wanted
to
ask
about,
were
you
know:
I've
attended
several
Kentucky
cities
meetings
over
the
years,
and
one
thing
that
has
gotten
brought
up
was
around
incentives
to
attract
remote
workers
to
this
day
and
and
I.
Think
we
all
can
acknowledge
that
it's
not
just
taxes
that
attract
folks
to
one
particular
State.
It's
you
know,
welcoming
communities,
it's
amenities
like
our
Park
systems
and
nature
and
Beauty,
and
the
quality
of
life
aspects,
especially
around
health
care.
So
I
think
it's
always
interesting.
O
Now
that
I'm
serving
on
this
committee
to
see
how
during
health
committee,
we
talk
about
Economic
Development
and
during
Economic
Development,
we
talk
a
lot
about
health
and
child
care
and
things.
So
it's
all
intermingled
and
I
think
we
can
acknowledge
that.
So
my
question
and
a
lot
is
I,
have
two.
So,
first
of
all,
have
we
considered
incentives
to
attract
younger?
O
Sometimes
it
may
be
remote
workers
that
maybe
also
have
a
family
member
that
would
be
interested
in
looking
for
a
job
here,
because
our
state
is
so
lovely
and
beautiful
that
there's
so
many
great
opportunities
out
in
the
state,
but
also
in
our
cities
and
then.
My
second
question
is
in
terms
of
the
buses
bus
to
business
programs.
Certain
industries,
of
course,
still
lack
representation
in
terms
of
female
employment
and
people
of
color.
O
G
Ahead,
I
can
tackle
the
bus
to
business
piece
and
you
can
do
the
other
one,
so
so,
with
bus
to
business,
you're
right
so
with
construction.
What
we've
seen
a
lot
of
times
is
the
the
talent
pool
that
they
want
is
more
women
right,
so
we've
definitely
seen
an
uptick
in
attracting
female
students
to
those
jobs.
G
Now
how
how
successful
has
it
been
it's
hard
to
say
right,
but
I
think
for
us?
We
want
the
interest,
especially
with
that,
with
the
bus
to
Business
program.
You
know
how
do
we
expose
you
to
some
of
those
other
Industries
I?
Think
of
you
know
when
we,
the
deckhand
positions,
or
you
know
traditionally
male
positions,
we're
starting
to
see
more
females
or
more
female
students
just
become
more
interested
in
that,
so
we
have
definitely
seen
construction
manufacturing
even
Finance
to
some
degree.
G
That's
really
male
dominated
we've,
seen
them
have
an
interest
in
recruiting
more
female
or
diverse
candidates
in
terms
of
just
diversity,
equity
and
inclusion.
We
do
have
that
as
part
of
the
fair
chance
Academy.
So
it's
probably
about
an
hour
and
a
half
where
we
have
a
Deni
Center,
A
diversity.
Equity
inclusion
Center
as
part
of
the
foundation
we
have
that
executive
director
come
in
and
they
do
a
presentation
on
what
does
it
take
to
increase
a
diverse
pipeline
into
your
business?
G
F
As
far
as
the
remote
worker
incentives
go,
we've
looked
into
this
and
have
worked
on
some
legislation
in
the
past.
You
know
there
was
something
I
think
that
a
couple
years
ago
on
on
incentives,
more
traditional
incentives
that
you
would
think
about
it,
I
I,
think
Kentucky
is
getting
some
of
that
interest
from
remote
workers.
I
think
the
remote
worker
world
is
kind
of
in
flux,
too.
F
You
know
you're,
seeing
more
and
more
people
called
back
to
the
office,
or
they
at
least
need
to
be
close,
so
they
can
get
there
some
of
the
time.
So
you
know
it
might
be
less
direct
policies.
You
know,
maybe
it's
we're
tackling
housing
or
these
Recreation
opportunities,
reducing
our
individual
income
tax,
that's
good
for
everybody!
F
That
might
be
what
the
draw
is
versus,
something
that
is
just
targeted
towards
the
remote
worker,
but
you
know
I
think
we're
open
to
having
those
conversations
as
well,
because
those
are
individuals
that
you
know
would
be
in
our
communities
and
spending
in
our
communities
which
creates
that
economic
churn
that
we
want
and
while
they
might
be
a
remote
worker,
we're
at
a
business
somewhere
else.
That
could
change
so
that
could
be
I.
Think
part
of
the
conversation
around
attracting
more
people
to
our
state.
So
we
do.
F
A
Thank
you,
so
much
I
don't
see
any
further
questions.
I
first
want
to
thank
both
of
you
all
for
the
presentation
today.
Thank
you
for
the
dialogue.
It
was
fantastic
I
want
to
thank
all
the
committee
members
for
the
questions.
The
discussion
for
this
first
meeting
of
our
interim
I
think
we
started
off
with
an
excellent
topic
and
excellent
discussion.
So
thank
you
all
so
much
if
I
see
no
further
questions
a
motion
for
adjournment
so
move.
Thank
you
all.