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A
C
A
Here
we
do,
we
do
have
a
quorum
at
this
time,
I'd
like
to
ask
for
a
motion
for
approval
of
the
minutes
from
the
last
meeting.
Second
of
US
senator
wise.
Second,
who
should
buy
I,
didn't
get
the
second
okay,
all
those
in
favor
say
aye
aye,
any
opposed!
No
minutes
are
adopted
before
we
move
into
the
presentation.
Do
we
have
any
members
here
that
want
to.
F
G
Sure
thank
you,
Charles
all
I'm,
the
executive
director
of
the
Kentucky
chamber,
Center
for
policy
and
research.
Thank
you.
This
committee,
for
having
me
I,
think,
based
on
the
the
audience
presence
here
today.
I
probably
could
have
picked
a
better
title
for
this,
but
I
I
did
want
to
give
something
as
specific
as
possible,
which
is
exactly
what
we're
going
to
be
doing
today,
which
is
a
a
broad
update
on
Kentucky's
Workforce
in
Kentucky's
labor
market
I.
Do
want
to
thank
this
committee
for
having
me
here
today.
G
I
know:
I've
I've
had
an
opportunity
to
speak
with
this
committee
during
about
once
a
year
where
I
could
kind
of
come
in
and
talk
about
some
of
these
labor
market
challenges.
G
These
are
always
really
valuable
conversations
to
meet
individually
into
our
organization
because
of
all
the
great
feedback
we
get
from
you
all,
but
I
do
really
hope
that
you
find
this
information
helpful
as
you
try
to
chart
a
path
forward
for
Kentucky
when
it
comes
to
addressing
our
our
broader
Workforce
challenges.
Are
we
hearing
me?
Okay,.
G
G
What
we're
going
to
be
doing
here
today
in
terms
of
just
this,
what
I
want
to
cover
in
this
presentation
is
a
broad
summary
of
Kentucky's
current
labor
market,
with
some
analysis
of
recent
and
long-term
trends,
while
also
kind
of
compare
Kentucky
to
other
states,
we're
going
to
discuss
some
structural
factors
that
are
shaping
our
labor
market
and
that
particular
part
of
this
presentation,
I
think,
is
particularly
important
to
hit
on
because
there
are
some
big
structural
factors
at
play
here
that
are
having
an
effect
on
some
of
the
economic
data
that
we're
going
to
walk
through
and
then
third
we'll
move
into
a
discussion
of
state
public
policy
considerations
for
you
all
to
think
about
as
we
head
into
another
legislative
session
in
terms
of
key
takeaways
I.
G
Think
a
good
presentation
should
be
like
a
good
research
paper.
Don't
bear
your
leads
in
this
instance,
though.
There's
there's
quite
a
few
things
that
I
hope
you
all
take
away
from
this.
First
of
all,
Workforce
participation
and
levels
in
Kentucky
remain
below
where
they
were
before
the
pandemic.
That
remains
a
challenge.
Employer
demand
for
workers
remains
elevated
and
continues
to
outpace
worker
availability
in
Kentucky
and
the
nation
as
a
whole.
For
that
matter,
Kentucky's
become
a
focal
point
for
business,
investment
and
expansion.
G
We'll
talk
a
lot
about
that
in
some
some
good
detail
here
in
a
minute,
but
I
think
one
of
the
most
important
things
to
take
away
from
this
presentation
is
the
competition
that
we're
seeing
for
workers
among
states
amongst
employers.
We
do
not
expect
that
that
is
going
to
subside
anytime
in
the
near
future,
likely
probably
not
within
my
lifetime.
G
If
anything,
it's
likely
to
intensify
due
to
some
of
the
demographic
challenges
that
we're
going
to
talk
about
in
a
minute
and
then
fifth
I
do
want
to
emphasize
state
public
policy
will
play
a
key
role
in
the
success
or
failure
of
a
state
when
it
comes
to
meeting
these
economic
challenges
and
work
Force
challenges,
so
we're
going
to
jump
straight
into
it
here.
I
do
want
to
caveat
real,
quick,
we're
going
to
look
at
a
bunch
of
Labor
Market
data.
A
lot
of
this
is
going
to
come
from
the
Bureau
of
Labor
Statistics.
G
They
do
updates
monthly
annually
on
some
data.
Most
of
the
data
that
I'm
pulling
was
current
as
of
last
month,
and
so
it's
it's
changed
just
just
a
hair
here
and
there,
but
nothing
that
will
materially
change
any
of
the
things
that
I'm
talking
about
so
just
be
aware
of
that
we're
going
to
start
with
the
broadest
measure
of
our
labor
market
that
we
have
in
Kentucky,
which
is
the
workforce
participation
rate.
This
is
something
we've
talked
about
a
lot
in
this
committee.
You
all
are
pretty
familiar
with
this,
but
for
anybody,
that's
not
watching.
G
Workforce
participation
is
the
percent
of
the
population,
that's
employed
and
unemployed,
so
you
take
both
of
those
groups,
combine
them
together.
Basically,
you
have
people
who
are
working
or
looking
for
work
that
makes
up
your
labor
force
and
then
you
take
that
as
a
percentage
of
a
population
that
we
call
the
non-institutionalized
civilian
population.
So
that's
it's
16
or
higher.
That's
that
population
and
excludes
just
a
few
few
small
categories
of
folks
active
duty,
military
people
who
are
institutionalized
that
type
of
thing
in
terms
of
Workforce
participation
in
Kentucky.
G
As
you
can
see
on
this
chart,
Kentucky's
the
Blue
Line,
the
United
States,
is
the
red
line,
we're
still
a
fair
amount
below
where
we
were
prior
to
the
pandemic.
So
if
you
go
back
to
say,
January
February,
you
know
we're
north
of
58
percent
today
we're
we're
below
58
right
at
about
57.8
percent.
The
other
key
thing
here
and
I've
talked
about
this.
Before
with
this
committee
is
the
gap
between
the
United
States
Workforce
participation
rate
and
Kentucky's
Workforce
participation
rate.
G
It
hasn't
budged
if
anything,
it's
gotten
a
hair
bigger
that
might
just
be
a
temporary
thing,
but
there's
been
consistently
that
four-point
Gap.
We
could
zoom
this
map
out
which
we
built,
and
you
can
see
that
that's
a
long-term
thing
going
back
as
far
as
2
000
there's
been
a
consistent
gap
between
Kentucky's
rate
of
Workforce
participation
in
the
United
States
rate
of
Workforce
dissipation.
G
The
other
thing
you
can
notice
with
this
chart-
and
this
was
the
focal
point
of
a
report
we
released
back
in
2021-
is
rates
of
Workforce
participation
have
been
in
a
state
of
decline
in
both
Kentucky
and
the
United
States.
Since
about
2000
around
2015,
we
saw
a
degree
of
stabilization
of
that
and
then
covid
came
in
and
seems
to
have
significantly
interrupted
that
progress
that
that
stability
and
we've
we've
kind
of
just
dropped
off
ever
since
ever
since
covet.
G
So
it's
kind
of
ebbed
and
flowed
a
little
bit
by
and
large
we're
just
not
quite
where
we
were
in
terms
of
Workforce
availability
in
comparison
to
prior
to
the
pandemic,
comparison
to
other
states.
This
is
always
something
that
I
think
folks
are
interested
in.
Kentucky
remains
in
the
bottom
10
for
Workforce
participation
in
comparison
to
the
other
50
States.
This
is
pretty
standard
for
Kentucky
history.
G
If
you
go
back
really
until
into
the
1980s,
go
back
to
around
I
think
1984,
you
can
see
Kentucky
pop
out
of
that
top
10
for
Workforce
participation,
but
just
a
hair
I
think
it
was
13
14
somewhere
along
those
lines.
By
and
large,
we've
been
pretty
consistently
in
the
bottom
10
states
for
Workforce
participation,
and
so
it
kind
of
moves
around
two,
sometimes
seconds.
Sometimes
it's
third,
sometimes
it's
seven
six.
It
moves
around
a
fair
amount
oftentimes
when
I'm
talking
about
Workforce
participation.
G
Somebody
likes
to
raise
I
think
a
very
good
objection
when
we
think
about
that
population.
That
I
was
talking
about
a
few
minutes
ago.
That's
all
individuals
that
are
16
or
older.
So
if
you're
thinking
about
old
elderly
people,
retirees
they're
included
in
that
group,
they're
included
in
that
broad
Workforce
participation
rate
metric.
G
So
one
of
the
ways
you
can
kind
of
control
for
that,
and
look
specifically
at
folks
that
we
would
be
expecting
to
look
is
you
could
look
at
what
we
call
the
prime
age
group,
so
prime
age
Workforce
participation
looks
for
individuals
who
are
25
to
54
years
old.
So,
generally
speaking,
these
are
going
to
be
folks
that
we've
been
expect
to
be
out
of
college
out
of
their
post-secondary
training.
G
It's
also
going
to
be
an
age
group
where
they're
a
little
too
young
to
retire,
except
for
a
very
lucky
few
that
are
going
to
be
retiring
in,
say
their
40s,
or
something
like
that.
So
this
this
is
this
is
your
Prime
group,
as
you
can
see
here,
as
of
2022
prime
age,
Workforce
participation
was
close
to
recovered
I
put
an
asterisk
there,
because
at
the
state
level
we
we
get
reliable
data
for
prime
age
Workforce
participation
on
an
annualized
basis
for
the
nation.
G
We
get
that
on
a
monthly
basis,
the
nation's
pretty
much
there.
It's
it's
there
in
terms
of
Workforce
participation.
If
you
zoom
into
2023
I,
would
anticipate
when
we
get
annual
data
for
Kentucky,
for
this
age
group
will
probably
be
pretty
darn
close
back
to
where
we
were
the
key
thing
to
to
note
here,
though,
when
we
talk
about
prime
age
Workforce
participation,
you
can
see
it's
much
much
higher.
That
rate
of
working
participation
is
much
much
higher
than
our
general
labor
market
participation
group.
However,
that
Gap
is
still
there.
G
We
still
have
that
consistent
gap
between
Kentucky
and
the
United
States
that
and
it's
very,
very
similar
to
what
you
see
with
the
broader
Workforce
participation
rate.
So
we
just
simply
have
not
only
fewer
members
of
our
general
population
that
are
working
in
comparison
to
the
nation,
other
states,
but
it's
the
same
story.
If
we
look
at
that,
prime
age
work
group,
similar
similar
phenomenon
happening
there,
where
we
just
have
lower
rates
of
Workforce
participation
within
that
population.
G
Again,
if
we
want
to
look
compare
Kentucky
to
other
states
in
terms
of
prime
age
Workforce,
it's
about
the
eighth
lowest
in
the
nation,
so
your
bottom
ten,
again
very,
very
similar
to
what
you
see
with
the
broader
Workforce
participation
metric
where
we
came
in
about
seventh
in
comparison
to
other
states.
G
Sometimes,
though,
I
find
it
useful
to
set
aside
those
percentages.
That
is
an
important
metric
and
just
look
at
sheer
numbers.
How
many
people
do
we
actually
have
that
are
actually
in
the
workforce,
not
as
a
percentage
of
our
population
but
in
terms
of
actual
numbers,
so
Workforce
levels?
This
is
looking
at
the
actual
number
of
individuals
in
the
workforce.
G
Employed
people
and
unemployed
people,
and
what
we
see
here
on
this
chart
is
that
between
June
2020,
which
is
kind
of
when
we
hit
the
the
depths
of
the
pandemic
in
terms
of
Workforce
availability
in
June
2022,
a
remarkable
recovery
of
bringing
people
back
into
the
workforce
about
122
000
workers
came
back
within
that
period,
which
is
very,
very
significant,
something
that
I
think
a
lot
of
us
may
have
not
have
expected
if
we
could
think
back
to
where
we
were
in
April
May
of
2020
but
rapid
return
of
workers.
G
However,
with
that
being
said,
we're
still
quite
a
bit
lower
than
where
we
were
prior
to
the
pandemic
about
20
000
short,
if
we
you
compare
May
2023
to
what
we
had
in
January
of
2020..
G
What
I
think
is
more
interesting,
though,
about
Kentucky's
Workforce
levels
is,
if
you
zoom
out
a
little
bit,
and
you
just
compare
how
we've
been
for,
say
the
past
two
decades
kind
of
just
consistently
hovered
right
around
2
million
it
kind
of
Ebbs
and
flows.
Some
years
were
on
average
above
2
million
other
years
were
below
2
million,
but
it's
kind
of
just
been
parked
there
for
about
the
past
two
decades.
G
Overall,
if
you
look
at
growth
of
our
Workforce
levels
between
2002
2022,
we
see
our
our
Workforce
total
size
of
our
Workforce
grew
about
three
and
a
half
percent.
Now
you
might
say
well
hold
on
there's
covet
in
there.
That's
fine.
We
can
back
out
covid.
Compare
this
from
2002
2019
gets
you
to
about
4.8
percent.
If
you
want
to
compare
that,
we
could
look
at
the
United
States
as
a
whole.
It
grew
about
13.4
percent.
You
can
look
at
a
state
like
Tennessee,
which
grew
about
14.4
percent.
G
Then,
if
we
got
into
States
like
Texas
Florida,
for
example,
immense
levels
of
Workforce
growth
very,
very
large
surges
within
both
of
those,
but
this
issue
of
Kentucky
not
growing,
that's
certainly
one.
That's
that's
worth
noting
in
terms
of
the
overall
size
of
our
Workforce
I
want
to
shift
gears
here.
G
Everything
that
we've
been
talking
about
so
far
is
broadly
Workforce,
availability
that
that's
really
what
we've
been
talking
about.
I
want
to
shift
over.
Now
and
talk
more
about
demand
for
work,
so
you
can
kind
of
think.
We've
talked
about
the
supply
side
of
things,
here's
the
availability
of
workers
percentage
of
the
population,
but
what
does
employer
demand
for
workers
look
like
and
that's
a
really
important
part
of
this
equation,
I'm
going
to
try
not
to
get
too
far
into
the
Weeds
on
this.
G
This
is
something
that's
worth
lingering
on,
because
it
tends
to
get
a
little
bit
confused
in
the
media.
For
example,
when
I
talk
about
Workforce
participation,
I'm,
I'm,
leaning
on
one
particular
survey.
So
the
way
we
get
all
of
our
labor
market
data,
that's
all
survey
based.
That's
that's!
Where
that
stuff
comes
from
so
Bureau
of
Labor
Statistics,
Census
Bureau.
They
work
together
to
survey
the
population.
G
They
do
a
survey
of
households
that
household
survey,
that's
where
we
get
information,
such
as
unemployment,
folks
who
have
jobs
that
type
of
information,
Workforce
participation,
that's
based
on
surveys
of
households.
We
also
do
surveys
of
businesses,
though
we
call
this
The
Establishment
survey
when
they're
surveying
businesses
they're
asking
them
questions
such
as
how
many
people
do
you
have
on
payroll?
How
many
people
do
you
have
employed
and
this
often
gets
confused
so
every
month
we
get
that
big
jobs
report
you
usually
the
big
number
that
you
hear
reported
there.
G
G
But
one
of
the
things
you
can
see
here
is:
we
have
seen
really
remarkable
payroll
growth
in
Kentucky
since
about
January
2019,
we've
added
about
65
000,
so
we're
over
kind
of
where
we
were
before
the
pandemic.
G
Since
April
of
2020,
remarkable
surge
in
recovery
of
of
jobs,
employer
demand
absolutely
off
the
charts
and
something
really
significant
happened
in
Kentucky
in
March
of
2022,
which
was
we
actually
saw,
payrolls
surpassed
2
million,
really
really
significant
moment
there
in
Kentucky
history,
that's
the
first
time
we've
we've
had
numbers
like
that
in
terms
of
payroll
growth,
so.
H
G
Demand
for
for
workers
another
way
we
look
at
that,
though,
is
look
at.
Another
survey
called
the
job,
openings
and
labor
turnover
survey,
and
this
is
one
that
we
we
spend
quite
a
bit
of
time
on
at
the
chamber,
because
it
gives
you
a
sense
of
here's
how
many
vacant
jobs
there
are
here's,
how
many
open
positions
that
we
have,
and
that's
always
something
we're
very,
very
interested
in
this
chart
kind
of
goes
back
to
summer
of
2020
that
blue
line.
That's
job
vacancies
in
Kentucky.
G
G
What
you
can
see,
though,
is
just
a
significant
Gap,
a
very
consistent
and
significant
Gap
throughout
the
course
of
the
pandemic,
where
job
vacancies
have
significantly
surpassed
the
number
of
unemployed
workers.
If
we
go
back
to
just
April,
we
had
about
142
000
job
openings,
that's
about
a
1.9
to
1
ratio,
so
roughly
two
open
jobs
for
every.
G
For
work,
U.S
ratio
is
a
little
bit
lower
than
that.
It's
about
one
and
a
half
open
jobs
for
every
individual.
Looking
for
work.
The
other
thing
to
keep
in
mind
here
is
unemployment
in
the
state
is
just
remarkably
low,
remarkably
low
we're
at
about
3.8
percent.
That's
comparable
to
the
nation
as
a
whole,
which
is
about
3.6
percent,
but
unemployment
below
four
percent
in
Kentucky
was
something
that
economists,
you
know
four
or
five
years
ago.
They
were
not
really
suspecting.
G
We
would
see
employment
levels
that
low,
but
as
we're
going
to
talk
about
here
more
in
a
minute
that
that
could
become
somewhat
of
a
norm
for
this
state,
I
often
get
asked
when
I
talk
about
job
openings,
where,
where,
where
are
these
openings,
what
types
of
jobs
are
we
talking
about,
not
an
easy
question
to
answer,
especially
at
the
state
level?
What
we
can
do
is
we
can
look
at
some
National
Data
to
kind
of
get
a
sense
of
this,
these
industries.
We
call
them
super
sectors.
G
They
include
a
whole
lot
of
different
Industries
within
them.
This
just
gives
you
a
broad
sense,
though,
of
you
know
what
what
these
job
openings
look
like
in
May,
professional
and
business
services,
that
that
was
really
your
most
dominant
group.
That's
where
we
saw
the
largest
number
of
these
job
openings
in
terms
of
a
percentage
of
available
jobs,
Healthcare
and
social
assistance.
We'll
talk
more
about
that
accommodation,
Food
Services!
The
list
goes
on
that
just
kind
of
gives
you
a
general
sense
of
what
that
looks
like
moving
forward
a
little
bit
here.
G
Another
way
of
looking
at
this.
We
could
just
look
at
some
of
that
payroll
growth.
Where
are
we
seeing
the
most
growth
in
some
of
these
areas?
And
here
we
can
get
Kentucky
specific.
We
can
see
the
super
sector
of
Transportation
warehousing
and
utilities.
G
That's
that's
been
a
place
where
we've
seen
a
tremendous
amount
of
growth,
professional
business
services,
seven
7.3,
construction,
big
surge
there
lots
of
payroll
growth
in
that
category
and
you
can
see
educational
Health,
Services
manufacturing
as
well.
In
other
words,
this
is
covering
a
whole
lot
of
different
Industries.
Where
we're
seeing
these
openings,
it's
oftentimes
people
say
well,
all
these
openings
are
just
in
low
wage
restaurant
jobs.
That's
just
not
true!
It's
it's
really
covering
a
wide
range
of
different
Industries.
G
In
terms
of
where
we're
seeing
some
of
these
shortages
I
want
to
throw
in
a
few
other
comments
on
Workforce
demand
and
future
Workforce
demand,
I
will
say:
KY
stats.
They
do
a
really
great
job
with
with
labor
market
demand.
So
I
would
certainly
encourage
a
review
of
some
of
the
reports.
They've
done
on
their
projections.
Bureau
of
Labor
Statistics
does
a
little
bit
of
this
too,
but
a
couple
things
I
do
want
to
point
out
that
are
going
to
be
good
for
you
all
to
be
thinking
about
in
terms
of
where's.
G
The
demand
going
to
come.
Health
Care
is
going
to
be
one
to
watch.
We're
going
to
talk
about
demographic
change
here
in
a
minute
and
you'll
see
why
that's
such
an
important
industry
to
watch,
but
we
are
more
than
likely
going
to
need
a
significant
amount,
more
healthcare
workers
in
the
coming
future
and
general
assembly's
done.
Some
good
work
on
that
already
to
kind
of
Target
that
sector.
G
It's
certainly
one
worth
targeting
we're
going
to
need
a
lot
of
people
in
that
that
industry
other
ones
to
watch,
though,
would
include
Industries
like
construction,
Advanced,
manufacturing,
energy
technology
and
any
sort
of
ancillary
service
that
might
go
with
those
Industries
and
there's
a
couple
of
different
reasons
for
that.
First
of
all,
something
that
I
don't
think
as
policy
makers
broadly,
that
a
lot
of
a
lot
of
us
have
really
a
lot
of
you
all
for,
in
particular,.
C
G
Another
bill
that
I
think
really
went
under
the
radar,
but
the
intent
of
the
chips
Act
is
to
increase
domestic
production
of
semiconductors.
So
microchips
huge,
huge
investments
in
those
areas
that
will
have
very
large
effects
on
labor
market
demand
and
will
shape
in
a
lot
of
ways
the
type
of
jobs
that
we
expect
to
see
in
the
country.
One
of
the
ways
to
kind
of
think
about
this
is
in
the
world
of
Economic
Policy.
We
have
this
concept
called
industrial
policy.
G
Industrial
policy
is
when
a
government
really
targets
a
specific
industry
that
it
wants
to
develop.
The
United
States
has
generally
kind
of
strayed
from
Industrial
Development,
really
since
about
the
1980s
or
so
other
countries.
Do
this
on
a
frequent
basis.
China,
for
example,
does
a
whole
lot
of
industrial
policy
other
other
large
countries
like
that.
Do
it
too,
we
hadn't
seen
a
whole
lot
lot
of
industrial
policy
in
in
the
United
States,
really
until
that
previous
Congress
and
the
chips
Act
is
a
great
example
of
it.
G
Now
we're
all
going
to
have
different
opinions
on
the
pros
and
cons
of
that
type
of
approach
to
public
policy,
either
way
it's
happening,
that
all
of
that
stuff
is
is
in
the
works,
and
it's
going
to
start
trickling
into
our
economy
and
trickling
into
labor
market
demands
and
I'll
just
mention
the
chips
act.
Very
briefly,
there's
been
projections
on
labor
demand,
that'll
come
with
the
chips,
act
and
upwards
of
around
50
percent
of
the
jobs
that
will
be
required
to
actually
staff.
Some
of
this
production
are
not
expected
to
be
filled.
G
G
There's
also
a
lot
going
on
in
international
Affairs
Supply
chains,
particularly
during
covid,
but
also
in
the
past
couple
of
years,
have
gotten
very,
very
uncertain,
and
so,
if
you
are
a
company
that
has
a
global
supply
chain
that
you
use
to
produce
your
product
or
produce
your
service
you're
starting
to
think
about
ways,
you
can
centralize
that
and
bring
that
back
to
domestic
Shores,
because
if
you
just
think
about
the
tensions
and
places
such
as
you
know
in
in
the
southeast-
Asia,
for
example,
tensions,
of
course,
in
Eastern
Europe.
G
That
is
massively
disruptive.
If
you
are
trying
to
move
Goods
around
this
country
to
manufacture
a
product,
you
can
already
kind
of
see
the
effects
of
this
in
Kentucky.
This
is
some
quick
data
here
from
an
organization
called
restorenow.org
that
tracks
companies
that
are
taking
operations,
moving
them
back
to
the
United
States
and
also
tracks
foreign
direct
investment.
Kentucky's
actually
been
a
major
recipient
of
a
lot
of
that
activity.
G
Where
have
we
been
kind
of
a
destination
for
FDI
and
also
restoring
activity,
and
that's
something
I
would
anticipate,
will
continue,
because
we
have
a
pretty
good
business
climate
for
a
lot
of
this
type
of
investment.
That's
coming
in
we're
already
looking
at
things
like
the
Brent
Spence
Bridge.
We
know
that's
coming
down.
G
That's
going
to
require
a
lot
of
workers
to
do
that
type
of
work.
So
just
a
couple
General
comments
there
for
you
all
to
be
kind
of
thinking
about
in
terms
of
what
labor
demand
might
look
like
in
the
future.
So
in
terms
of
takeaways
at
this
point
so
far,
we're
looking
at
Workforce
challenges
or
continue
to
persist
as
as
Workforce
protection
remains
low
and
Workforce
growth
is
stagnant
and
the
demand
for
workers
remains
elevated,
as
new
jobs
are
created
at
a
rate
that
outpaces
kentuckians
looking
for
work.
G
I
want
to
shift
now
over
to
some
of
the
structural
challenges
that
are
underpinning
all
of
this
kind
of
lurking
beneath
all
of
these
problems
that
we're
talking
about,
especially
these
big
long-term
trends
and
I
hope.
This
part
of
the
conversation
that
this
this
resonates
with
a
lot
of
you,
because
I've
I've
sat
in
a
lot
of
different
interim
joint
committee
meetings.
This
interim
already
so
far
and
I've
heard
a
lot
of
conversations
about
shortages
in
different
sectors.
G
Social
workers,
Juvenile,
Justice,
Health,
Care
teachers
and
one
of
the
things
I
think
is
missing
from
all.
That
is
that
there
actually
is
a
pretty
consistent
theme
that
ties
together
those
worlds,
those
Workforce
shortages
with
everything,
that's
in
the
private
sector
and
really
anything
else
that
you
can
think
of
when
it
comes
to
Workforce,
which
is
this
enormous
structural
challenge.
That's
working
its
way
through
our
society,
which
is
an
aging
population,
and
a
lot
of
this
story
starts
with
the
Boomers
everyone
here
we
might,
we
might
have
some
baby
boomers
in
the
room.
G
This
is
a
population,
a
generation
born
between
1946
1965..
The
boomers
are
just
an
absolutely
enormous
population
and
we
call
them
baby
boomers
for
a
reason,
fertility
rates
were
extremely
high
during
this
period.
And.
If
you
compare
them
to
Generations
that
came
before
came
after
the
Boomers
just
stand
out,
it's
a
very,
very
large
generation.
You
can
see
it
here
at
the
United
States
level,
but
then
also
at
Kentucky
on
the
bottom
of
the
screen.
G
There
kind
of
just
giving
you
a
broad
sense
of
just
the
sheer
size
of
that
birth
as
measured
by
births,
the
Boomers
have
kind
of
moved
through
our
society
and
moved
through
our
labor
force
kind
of
like
a
bubble
or
maybe
even
like
a
wave,
and
you
can
kind
of
track
the
arrival
of
the
Boomers
in
the
labor
force
by
looking
here
from
roughly
around
1970
or
so
up
to
the
present
day,
and
you
kind
of
see
this
just
Surge
and
what's
happening
there
is
you
well,
two
big
things
are
happening
there.
G
First,
that
very
large
population
is
moving
into
the
labor
market,
increasing
Workforce
participation
and
inflating
it.
The
other
thing
with
Boomers
is
not
only
a
large
population.
They
tended
to
work
a
lot.
They
were
very,
very
active
in
the
labor
market.
The
other
thing
happening
here,
though,
is
rapid
increases
in
female
employment
and
female
Workforce
participation.
G
That's
a
that's
another
key
theme
here,
so
both
of
those
things
are
kind
of
occurring
at
the
same
time,
and
you
can
kind
of
see,
though,
that
once
we
get
to
around
2000
that's
when
we
start
to
see
this
bubble
kind
of
shrink
a
little
bit
what's
going
on,
there
is
the
Boomers
are
retiring
and
then,
of
course,
getting
older
and
in
some
instances
dying,
I
want
to
look
at
two
different
projections
for
the
United
States
population.
G
One
of
them
is
going
to
be
the
first
one
here
is
from
the
United
States
Census
Bureau
dates
to
2017,
so
this
is
pre-covered,
but
this
is
a
projection.
Looking
at
demographic
change,
population
change,
the
United
States,
we'll
look
at
another
one
here
in
a
minute.
That's
that's
far
more
pessimistic
than
this
couple
key
moments,
though
in
demographic
history
in
the
United
States,
first
of
all
2011.
This
has
already
happened,
of
course,
our
oldest
baby
boomers.
They
reached
865.
2019.
All
baby
boomers
were
55
or
older
when
we
hit
2029.
G
So
if
you
can,
if
you
can
try
to
remember
on
New
Year's
Eve
of
2029,
just
sit
back
and
and
try
to
note
that
there's
a
major
demographic
change
taking
place
that
that
very
evening,
which
is
all
baby
boomers,
will
be
over
65.
they'll,
be
well
into
retirement.
Age
census
is
projecting
that
around
2030
in
the
United
States
international
migration
will
overtake
natural
increases
as
the
primary
driver
of
population
growth.
Natural
increases
simply
is
births
minus
deaths.
So
at
that
point
our
primary
source
of
population
growth
will
be
primarily
through
immigration.
G
2034,
older
adults
will
outnumber
children
for
the
first
time
in
American
history
we
will
have
more
older
adults
than
we
have
individuals
who
are
miners
and
then
by
2060,
we'll
see
about
one
in
four
U.S
adults
will
be
65
plus
and
births
will
be
just
narrowly
outpacing
deaths
in
terms
of
natural
increases.
You
can
see
here,
2060
about
23
percent
of
the
population
will
be
age,
65
or
older.
G
Congressional
budget
office
has
a
more
recent
projection.
I
think
it's
a
little
bit
more
pessimistic
to
say
the
least.
You
can
kind
of
see
this
on
the
chart.
They
suggest
that
by
2042,
based
on
current
trends,
deaths
will
outnumber
births
in
the
United
States
and
growth
will
become
fully
dependent
on
net
immigration,
so
in
other
words,
in
terms
of
natural
increase,
we're
going
to
be
seeing
more
deaths
than
births
and
for
growth
in
the
population
will
be
entirely
dependent.
From
that
point.
G
On,
barring
other
changes
on
on
immigration,
International
immigration,
specifically
2023
to
2053
they're,
projecting
about
a
annual
population
growth
rate
of
0.3
percent,
you
can
compare
that
to
about
0.8
percent.
So
less
than
half
the
rate
of
what
we
were
growing
prime
age
population
growth
would
be
about
0.2
instead
of
0
0.9,
and
the
projected
birth
rate
is
1.7
1.75
instead
of
2.02,
which
is
what
it
was
roughly
1987
to
2007
and
then
to
use
kind
of
a
crude
term.
Here
in
demographics.
G
There
is
this
concept
of
a
replacement
rate
that
is
essentially
the
the
total
fertility
rate
that
is
needed
to
fully
replicate
a
generation.
That's
generally
about
2.1
per
per
woman.
So
that's
going
to
be
ages
15
to
about
44.,
that's
the
the
metric
they
use
there.
You
need
about
2.1
to
kind
of
perfectly
replicate
they're
projecting
roughly
around
1.75,
so
pretty
significant
demographic
changes
with
that
will
be,
will
come
pretty
significant
declines
in
Workforce
participation.
So
we've
been
talking
about
this
decline,
that's
been
happening
over
the
past
several
decades.
G
Is
that
going
to
turn
around?
Is
it
going
to
get
better
according
to
Bureau
of
Labor
Statistics,
and
a
lot
of
these
other
projections
that
we're
talking
about?
Probably
not
that
will
continue
to
decline
for
the
for
the
foreseeable
future
now
I
do
want
to
emphasize.
These
are
projections.
These
are
not
written
in
stone.
Demographers
are
very
good
at
their
jobs.
Economists
are
very
good
at
their
jobs,
but
they
can't
predict
the
future
they're
simply
just
using
past
Trends
to
suggest
here's
what
it
might
look
like
in
the
future.
G
If
you
read
these
reports,
they're
full
of
caveats
warning
people
not
to
accept
this
as
just
absolute
truths,
they're
they're,
saying
that
we're
doing
our
best
here
to
project
what's
going
on.
However,
if
you
look
at
a
state
like
Kentucky-
and
we
could
do
this
with
the
nation
as
a
whole-
you
can
see
it
already
happening.
So
a
good
example
of
this.
If
we
just
look
at
the
age
composition
of
Kentucky's
Workforce
compared
from
2002
to
2022,
that's
65
plus
population
constituted
about
3.3
percent
2022,
it's
about
6.7
percent
55
to
64.
10.8
percent.
G
Now
it's
about
16.9
percent,
pretty
close
right
now
around
2022
about
one
in
four
in
our
Workforce
is
what
we
would
call
imminent
retirees
folks
that
are
getting
ready
to
leave
the
workforce,
they're
kind
of
hovering
around
that
age.
Fortunately,
older
folks
are
working
longer,
people
are
staying
in
the
labor
market
longer,
but
eventually
they
will
leave
they'll,
be
like
my
dad,
my
father-in-law.
G
They
will
leave
kicking
and
screaming
sometimes
or
you
know,
trying
to
get
them
back
in,
but
they
will
leave,
and
so
that
is
something
that's
occurring,
and
you
can
look
up
more
broadly
at
demographic
change
in
Kentucky's
Workforce,
here
the
fastest
growing
segment
of
our
Workforce
over
the
past
two
decades
has
been
the
55
plus
group.
That
is
where
all
of
our
growth
is
taking
place
and
in
fact,
our
prime
age
group.
G
It's
it's
getting
a
little
bit
smaller
on.
On
the
whole,
it's
a
shrink
about
eight
percent
over
the
past
decade
or
so,
and
you
can
kind
of
see
that
that
red
that
red
group
in
there-
that's
that's
your
your
55
plus,
it's
just
it's
growing,
whereas
our
younger
age
groups,
they
are
either
stagnant
or
shrinking,
and
so
this
is
something
we'll
we
expect
to
continue
seeing
for
the
next
several
years,
and
this
isn't
just
an
idea
that
I'm
talking
about
this
is
widespread
in
a
lot
of
economic
research.
G
Some
of
you
may
have
heard
some
of
this
before
I
think
it's
nicely
summed
up
in
this
report
from
MC
burning
glass,
a
report:
they
titled
the
demographic
drought,
where
they
just
say,
50
years
of
birth
rates
below
replacement
levels
combined
with
the
precipitous
drop
in
Immigration,
has
left
us
with
fewer
and
fewer
young
working
age
people.
This
decline
is
happening
as
a
record
number
of
Americans
are
reaching
retirement
age
and
this
trend
is
not
projected
to
turn
around
anytime
this
century.
G
So
this
is
a
very
long
way
of
saying
there
is
this
enormous
demographic
change
taking
place
in
the
United
States?
That
is
putting
enormous
amount
of
pressure
on
the
labor
market,
as
we
just
simply
have
high
demand
for
goods
and
services.
Yet
a
shrinking
population
of
primate
workers
that
are
able
to
provide
those
goods
and
services.
We
talk
about
something
our
demographers.
Do
this
concept
called
a
dependency
ratio
where
you
have
more
people
that
are
going
to
be
dependent
on
people
that
are
working
than
vice
versa?
G
That's
that's
basically,
where
we
are
and
that's
the
decision
where
we're
having
we're
going
to
have
this
very
old
population
heavily
dependent
on
this
younger
population.
Now
I,
don't
want
to
pretend
like
that's
the
only
thing
that's
happening
in
terms
of
Workforce
challenges,
there's
a
whole
host
of
things
that
are
shaping
these
issues.
G
We
talked
about
this
in
the
larger
report
we
put
out
in
2021,
especially
when
you
think
about
prime
age,
Workforce
participation,
substance
use,
disorder,
incarceration
skills,
gaps,
jobs
and
Geographic
misalignment,
some
public
assistance
program
issues,
so
social
cultural
attitudes
towards
work,
all
those
things
are
playing,
and
but
the
biggest
thing
by
far
is
going
to
be
those
demographic
changes.
Here's
the
big
question,
though,
and
I'll
wrap
up
here
shortly
and
I
hope
we
can
get
into
some
q
a
how
should
State
policy
respond
to
these
Dynamics.
G
One
of
the
things
that
frustrates
me
as
a
policy
analyst
is
oftentimes.
When
we
talk
about
these
Workforce
challenges,
I
feel,
like
some
folks
say.
Well,
the
reason
we
have
Workforce
challenges
is
because
we're
having
a
lot
of
retirements
and
we
have
an
aging
population
and
they
kind
of
just
leave
it
at
that.
There's
nothing!
You
can
do
about
that,
and
I
profoundly
disagree
with
that
approach.
There
are
absolutely
things
that
state
policy
can
do
that.
Federal
policy
can
do
that.
The
private
sector
can
do
to
alleviate
these.
These
challenges
now.
G
There's
limits
to
that
and
we'll
talk
more
about
those,
but
there's
a
role
that
everyone
needs
to
play
in
this
I
want
to
spend
a
couple
minutes,
though,
talking
specifically
about
how
State
policy
should
respond
and
try
to
keep
things
as
firmly
in
your
all's
domain,
as
I
possibly
can
first
part
of
this
is
we've
got
to
attract
more
workers,
and
we
need
to
think
about
that
from
a
international
perspective,
but
also
a
domestic
perspective.
Domestic
migration.
G
Every
state
is
going
to
be
going
through
these
challenges,
a
state
like
Texas
State,
like
Florida,
they're,
growing
immensely.
They
are
still
going
to
be
dealing
with
this
because
they
are
still
going
to
be
experiencing
the
Aging
of
their
population
just
like.
We
are,
though,
that
won't
be
any
different,
but
one
of
the
things
we
can
do
is
that
we
can
pick
off
their
workers.
We
can
attract
more
of
their
their
workers
and
make
the
problem
less
severe
in
Kentucky
than
it
is
Elsewhere
One
of
the
challenges
that
that
does.
G
We
don't
have
a
great
track
record
in
that
that
that
area
so
far,
looking
just
to
say,
April
2020
to
July
2022.
We
netted
about
about
22
000
new
residents
during
that
time
period.
You
compare
that
to
some
of
our
other
states:
Tennessee
Indiana,
Georgia,
North
Carolina,
for
example,
large
large
increases
in
net
migration,
so
we're
being
consistently
outpaced
there.
So
that
is
going
to
be
a
challenge,
but
there's
probably
things
we
can
do
on
it.
I
think.
G
The
other
part,
though,
that
is
of
the
utmost
importance,
is
that
we
make
sure
that
we
are
optimizing
our
homegrown
Workforce
kentuckians
that
are
already
here.
How
can
we
make
sure
that
every
individual
who's
able
to
work
who
wants
to
work
is
actually
able
to
fully
do
so
into
states
that
are
able
to
step
in
and
optimize
that
homegrown
Workforce
and
attract
those
workers?
Those
are
the
states
that
are
going
to
have
these
thriving
economies.
G
Those
are
the
ones
that
will
see
continued
growth
in
GDP
continue
growth
in
their
tax
base,
the
ones
that
are
successfully
able
to
pull
that
off.
When
we
think
about
some
examples
of
of
what
to
think
about
in
this
area,
I
mean
Child.
Care
is
just
by
far
going
to
be
one
of
the
biggest
ones
census
during
the
pandemic
rolled
out
this.
G
This
really
interesting
new
survey
called
the
household
poll
survey,
where
they're
asking
all
sorts
of
interesting
questions
to
folks
that
that
weren't
participating
in
the
workforce
and
one
of
the
things
we
saw
there
is
on
average
about
about
70
000
kentuckians
were
not
participating
in
Workforce
due
to
some
sort
of
child
care
challenge.
Opioid
abuse
I
mean
just
an
absolutely
enormous
impact
on
our
Workforce.
G
The
UK
Center
for
business
economic
research
did
a
great
study
back
in
2018,
estimating
about
55
000
prime
age
adults
out
of
the
workforce,
specifically
just
due
to
opioid
abuse,
absolutely
incredible
numbers,
and
so,
if
we
kind
of
think
about
that
that
these
are
the
types
of
challenges
you
face,
if
you
think
about
optimizing,
your
homegrown
Workforce
I
think
there
are
there's
quite
a
bit.
That
can
be
done,
though,
and
the
good
news
is
I
think
this
general
assembly
is
already
doing
a
lot.
G
What
I
would
want
to
impart,
though,
to
you
all,
is
to
not
let
your
foot
off
the
gas
on
these
issues.
This
will
require
extreme
amounts
of
focus
and
dedication.
It
will
need
to
pass
down
to
Future
generations
of
lawmakers.
You
almost
have
to
create
a
culture
of
addressing
these
Workforce
challenges
within
the
general
assembly.
I
think
this
committee
has
been
at
the
Forefront
of
that
done.
G
A
lot
of
bold
legislation,
our
education
committees,
laudable
legislation
on
these
fronts,
but
we're
going
to
have
to
continue
doing
it
in
terms
of
just
some
of
the
examples
of
things
to
think
about
that
competitive
tax
environment.
That's
something
we're
chipping
away
at!
You
got
to
continue
chipping
away
at
that.
That
is
one
factor
in
many
that
causes
an
individual
to
decide
to
live
here
versus
another
place.
Anything
you
can
do
to
make
this
a
competitive
tax
environment
for
workers
will
need
to
do
that.
Abundant
access
to
affordable
quality
child
care.
G
That's
one
I
know
that's
getting
a
lot
of
discussion
in
ijc
on
Children
and
Families
it
rightfully.
So
that
is
a
very,
very
pressing
issue.
That's
going
to
be
very
necessary,
and
that's
also
one
of
those
things
that
can
set
Kentucky
apart.
If
we
can
address
that
child
care
challenge,
that's
going
to
separate
us
from
Tennessee
separate
us
from
Indiana
Ohio,
North
Carolina,
all
those
States
lots
of
other
things
here,
re-entry
support
for
kentuckians,
leaving
incarceration,
think
about
expungement
Second
Chance
liability,
job
training
in
jails,
those
types
of
programs.
G
We
need
to
think
about
incentives
and
public-private
Partnerships
to
help
Kentucky
employers
offer
more
unique
and
robust
incentive
packages.
That's
a
key
part
of
this,
but
what
can
we
do
to
help
employers?
Do
that,
of
course
reducing
the
prevalence
of
substance
use
disorder?
Another
thing
we
really
got
to
think
about
here
is
we.
We
do
have
a
lot
of
segments
of
Kentucky
where
we
have
high
rates
of
unemployment
and
that's
going
to
be
indicative
of
populations
that
are
looking
for
work
and
then
nearby
them.
You
have
pockets
of
low
unemployment.
G
That's
generally
going
to
be
indicative
of
more
job
availability,
fewer
people.
Looking
for
work,
we
need
to
figure
out
a
way
to
connect
those
worlds
better,
but
at
the
same
time,
I
think
we
want
to
do
that
without
massively
depopulating
our
rural
communities,
because
our
rural
communities
are
a
key
part
of
the
state
and
so
I
think.
G
A
good
thing
to
look
at
there
is
to
consider
ways
to
connect
those
worlds
more
effectively,
think
about
Transportation
think
about
awareness,
but
also,
at
the
same
time,
maintaining
a
really
high
quality
of
life
in
some
of
those
rural
areas
and
a
great
example
of
how
to
do
this.
I
would
encourage
you
all
to
take
a
look
at
what
Indiana
has
done
on
this.
They
formed
an
initiative,
originator,
Mike,
Pence,
continued
under
Governor
Eric
Holcomb,
originally
called
the
regional
cities
initiative.
G
G
There
encourage
population
growth
in
those
areas
really
really
good
things,
and
finally,
I'll
mentioned
this
last
bullet:
developing
a
Statewide
strategy,
a
Statewide
strategy
to
optimize
underutilized
and
untapped
Talent
such
as
refugees,
immigrants,
individuals
with
disabilities
I
know
there
was
a
resolution
I
think
it
went
through
this
committee
over
the
interim
that
was
focused
on
putting
together
a
work
group
that
would
look
at
this
untapped
Talent
I
really
encourage
you
all
to
think
about
doing
that.
I
think
that's
a
really
worthwhile.
It's
a
tough
nut
to
crack.
G
To
be
honest
with
you
about
how
to
fully
leverage
those
populations
that
I
would
strongly
encourage
consideration
of
it.
It's
a
worthwhile
Endeavor
because
we
are
going
to
need
every
single
one
of
those
workers.
If
we're
going
to
solve
some
of
these
challenges
in
terms
of
resources,
I'm
always
happy
to
share
any
resource.
Anyone
in
here
might
be
interested
in
looking
at.
We
have
quite
a
bit
on
the
chamber
website.
That's
been
produced
through
the
center
for
policy
and
research.
G
Our
most
recent
report
working
towards
recovery,
looked
specifically
at
the
substance,
use
disorder
issue
and
its
impacts
on
Workforce
participation.
We
also
published
a
new
report:
that's
a
vision
for
Kentucky's
future
economy
called
Kentucky's
winning
strategy
that
hits
on
a
lot
of
these
different
issues
and
stresses
the
importance
of
growing
our
Workforce.
G
A
E
Thank
you,
Mr
chairman
I've
got
a
couple
of
questions
if
I
may.
First
of
all,
thanks
for
your
presentation
around
around
slide
13,
you
had
talked
about
areas
of
demand,
and
there
were
there
was
that
we
were
shorty
and
there
that
one,
what
constitutes
professional
and
business
services,
that
kind
of
stood
out
to
me,
because
we
hear
about
the
ones
below
with
Health
Care
Food
Service
manufacturing,
but
we
never
or
at
least
I,
don't
hear
much
discussion
about
professional
business
services
not
to
get
take
us
too
deep
down
a
rabbit
hole
of
granular
information.
E
But
what
constitutes
professional
and
business
services
that
we're
short
on
I'd
like
to
see
how
that
kind
of
relates
to
how
it
may
hurt
some
of
our
business
development
and
retention.
Yeah.
G
So
all
of
these
categories
are
what
BLS
Bureau
Labor
Statistics.
They
call
them
super
sectors.
I'm
I'm
gonna
be
totally
honest
with
you.
They
are
not
always
the
most
helpful
in
terms
of
trying
to
understand
things
in
the
labor
market.
They've
been
around
for
a
really
long
time.
We.
G
You
to
kind
of
do
that,
but,
broadly
speaking,
professional
and
business
services,
that's
where
you're
going
to
find
you
know:
Legal
Services
you'll
fall
quite
a
bit
into
their
HR
type,
Services
administrative
Services.
Think
about
anything.
You
might
Outsource
graphic
designers,
I
mean
it's
a
huge
huge
super
sector,
but,
generally
speaking,
these
are
going
to
be
jobs.
That
probably
require
some
level
of
degree.
G
You
know,
probably
probably
a
four-year
type
degree.
You
know,
think
think
sort
of
office,
oriented
jobs,
anything
that
you
might
be
doing,
that
would
sort
of
facilitate
your
operation
of
a
day-to-day
business.
So
it's
a
very,
very
broad
category,
and
this
is
one
of
the
problems
that
we
have
is
when
we
want
to
get
very
granular
and
try
to
understand
where
we
have
the
most
need.
It's
it's
really
really
difficult
to
do
that,
because
we,
you
know,
we
kind
of
have
these
much
larger
super
sectors.
G
G
Yeah
so
again
with
this
estimate
right
here
and
that
combined
FDI
plus
reassuring
they
were
estimating
for
Kentucky
in
that
year.
Let's
think
it's
a
little
funky
around
8,
000
or
so
jobs
as
a
result
of
reshoring
and
well
I
guess
about
17
000
total
for
reshoring
an
FDI.
So
that's
going
to
be
companies
that
might
be
closing
down
some
sort
of
operation
overseas
or
maybe
choosing
not
to
open
an
operation
overseas
and
opening
it
here.
Instead
and
again,
some
of
these
jobs
might
not
be
online.
G
Yet
so
there's
there's
future
growth
coming
and
then
some
of
it
will
be
in
the
form
of
foreign
companies
deciding
that
they're
going
to
manufacture
a
product
here
with
the
intent
of
selling
in
the
United
States
market
and
within
you
know,
potentially
Kentucky's
market
and
again
a
lot
of
that
is
some
of
that
is
going
to
be
incentivized.
So
this
data
that
I'm
talking
about
here
right
now
I
mean
this.
G
This
predates
a
lot
of
that
Federal
legislation
that
I
was
talking
about,
but
the
supply
chain
challenges
I
mean
those
were
being
talked
about
well
before
covid,
but
then
covet
occurred
and
I
think
really
accelerated
the
need
to
shore
up
Supply
chains
and
did
a
course
International
Affairs
has
made
that
far
worse
and
necessitated
the
need
to
have
as
much
of
your
supply
chain
kind
of
in
one
place
as
possible.
I
Thank
you,
Mr
chairman
I,
guess
Mr
all
good
presentation,
I've
enjoyed
it.
What
are
the
questions?
I
have
and
I
know
that
there's
the
the
child
care
need.
I
mean
to
what
extent
is
that
a
result
of
maybe
some
for
lack
of
better,
better
term
that
devolving
of
the
nuclear
family?
Two
per
two-parent
households
has
that
increased.
The
drastically
increase
the
need
for
child
care
in
the
United
States
I.
G
What's
driving
the
need
for
dual
income
households,
some
of
that
is
I,
think
the
quality
of
life,
the
standard
of
quality
life
that
a
lot
of
us
want
to
live
nowadays
tends
to
require
that
to
some
extent
the
other
part
of
it
is
just
housing
prices,
and
you.
I
Actually
kind
of
Lee
went
into
something
that
I
was
going
to
talk
about
as
well.
I
mean
during
the
period
that
you
talked
about
the
the
baby
boomer
generation
that
was
really
pushing
on
working
I
mean
during
that
time
the
50s
60s
70s
I
mean
most
of
those
houses
were
supported
by
a
single
income
with
with
multiple
children.
Do
you
not
think
that
the
downward
pressure
on
wages
that
has
occurred
in
real
dollar
purchasing
power
has
somewhat
necessitated
two
two
worker
households
in
many
ways.
G
Well
again,
I
think,
like
the
cost
of
housing
is
a
great
example
of
it.
Housing
costs
in
this
country
have
increased
exponentially
and
that's
that's
going
to
be
a
big
driver
for
why
why
you
might
necessitate
dual
income
households.
Some
of
it,
too,
is
just
purely
Choice.
A
lot
of
it's
choice.
I
G
No
I
mean
I
the
standard
of
life
that
we
I
think
live
nowadays
is
pretty
different,
1950s
1960s,
there's
so
much
more
air
conditioning.
We
all
well
have
these
things
nicer
cars,
there's
there's
a
whole
lot
going
on
there
and
so
I
think
the
debate
out
there
is
this
concept
of
cost
of
thriving.
You
know,
has
the
cost
of
thriving,
fundamentally
changed
over
the
past
50
years
and
I?
Think
there's
two
there's
two
really
strong
arguments
on.
I
Both
sides
of
that,
of
course,
we've
also
seen
this
may
be
my
last
Mr
chairman,
if
you
beg
your
Indulgence,
we've
also
seen
a
shift
towards
corporate
profits
and
dividends
of
a
much
higher
level
than
what
we
had
back
in
the
50s
and
60s
I.
Think
at
that
same
statistic,
said:
in
the
50s
and
60s,
the
average
CEO
was
making
a
salary,
perhaps
10
to
20
times
that
of
his
average
working
person.
Where
now
we
see
people
with
salaries
100
times
or
200
times,
that
of
the
average
worker
at
these
large
companies.
G
I
G
They
would
facilitate
the
lower
prices
of
goods.
I
mean
that's,
that's
sort
of
one
of
the
trade-off,
I
think
when
we
saw
a
lot
of
offshoring
of
goods.
There's
two
things
happening
there
when
it
comes
to
offshoring
one
is
that
probably
did
allow
for
common
day
Goods
that
are
purchased
by
most
households,
some
of
which
are
not
just
you
know,
simple
things,
but
things
like
air
conditioners,
automobiles
things
that
we
use
in
our
everyday
life
that
has
contributed
to
reducing
those
prices.
G
Always
important
to
keep
in
mind,
though,
is
that
at
the
same
time
that
shift
is
occurring.
We
are
seeing
a
large
onshoring
of
service
sector
jobs
that
require
degrees,
and
so
I
always
feel
like
anytime.
We
have
this
offshoring
conversation.
That
part
is
oddly
left
out
to
me
this
large
surge
in
the
Professional
Services
sector.
I
And
just
what
other
one
Mr
chairman
this
is
came
from
the
New
York
Times
from
article
a
couple
of
months
ago
that
I
saw
that
New
York
U.S
the
migrants
to
the
United
States,
make
up
44
of
poor
children
and
are
twice
as
likely
to
use
social
programs
as
native
boy
of
children
of
native
born
Americans.
Now
to
some
degree,
is
that
not
a
transfer
of
wealth
away
from
people
who
are
already
here
to
newly
arrived
people
and
I?
Guess
in
that
sense?
G
I
think
you
need
to
juxtapose
that
against
the
fact
that
international
migration
also
leads
to
a
lot
of
Entrepreneurship,
and
it
also
contributes
to
a
lot
of
Labor
Market
participation
at
the
same
time,
so
I
think
you
would
want
to
kind
of
weigh
those
two
things
together
and
see
how
that
washes
out
from
a
broader
macro
standpoint.
Broadly
speaking,
though,
you
know,
population
growth
in
this
country
has
been
has
benefited
significantly
from
immigration.
I
think
labor
market
participation
has
benefited
significantly
from
immigration
as
well,
and
with
that
I
think
has
come.
A
Thank
you.
I
want
to
dovetail
a
little
bit
on
what
Senator
wheeler
just
talked
about
in
the
area
of
child
care,
and
it
is
an
issue
you
and
I
have
had
this
discussion
a
lot.
We
hear
it
from
from
folks
all
over
that
they're
having
difficulty
finding
Child
Care.
Is
that
something
that
that
we
need
to
visit
in
terms
of
what
our
state
regulations
on
individuals
opening
up
daycares,
because
I
honestly
don't
know
what
the
all
the
state
regulations
are,
how
difficult
it
would
be.
A
I
know
some
folks
that
have
opened
one
in
Ohio
and
it
seemed
for
on
at
the
outset,
a
lot
less
complicated
there
than
it
is
in
Kentucky.
I
was
wondering
if
that's
something
that
we
need
to
explore
is
that
something
that
the
chamber
would
be
willing
to
explore
is
what
is
our
child
care
laws?
What
do
those
look
like?
What
is
the
process?
G
The
Commonwealth
I
think
I
think
that's
a
great
Point
chairman
in
particular
one
area
that
would
be
worth
looking
into
quite
a
bit
and
I
think
Children
and
Families
has
has
had
some
good
discussions
in
this
already
is
family
child
care
homes,
and
so
those
are
your
smaller.
You
know
your
smaller
Child
Care
operations,
usually
in-home
type
type
settings
parents.
If
you
look
at
surveys
of
parents
working
parents,
they
really
tend
to
have
a
preference
for
those
types
of
Arrangements
there's
something
about
dropping
a
child
off
at
a
center.
G
You
know
a
building
in
like
an
industrial
area
or
a
commercial
area.
That's
generally
not
going
to
be
a
lot
of
parents
as
top
preference,
so
an
in-home
setting,
that's
maybe
nearby.
That
can
often
be
a
preference.
It
can
also
be
a
little
bit
more
convenient
because
you
can
get
to
and
from
that
location
those
things
can
be
difficult
to
open.
G
There
are
some
startup
costs
that
go
into
that.
There's
also
a
lot
of
zoning
issues,
local
zoning
issues
that
have
to
be
sorted
through.
If
you
want
to
open
up
a
family
child
care
center
in
your
neighborhood,
for
example,
so
that
that
would
in
particular
be
an
area
where,
if
we
could
streamline
that
make
it
more
consistent,
that
I
think
would
be
very
helpful
to
the
development
of
more
in-home
family
child
care.
G
Centers
I
know
that
the
Cabinet
for
Health
and
Family
Services
they
offered
for
a
while
some
startup
grants
to
assist
with
that
and
at
the
last
meeting
of
Children
and
Families,
it
was
noted
that
there
was
a
lot
of
uptake
for
those
startup
grants
that
have
also
led
to
a
lot
of
new
in-home,
Child,
Care
type
type
facilities,
and
so
I
think
I.
Think
that
that
is
a
good
thing.
G
It
is
a
good
model,
so
looking
at
those
regulations,
I
think
also
trying
to
think
about
ways
that
businesses
can
open
more
of
these
as
extensions
of
the
actual,
as
as
extensions
of
the
actual
facility
that
they're
already
operating
I
know
from
talking
to
employers
that
that
is
an
incredibly
daunting
task,
because,
if
you
think
about
maybe
you're
a
manufacturer,
for
example
like
if
you're
a
manufacturer,
you're
already
going
to
be
subject
to
you,
know
a
thousands
of
pages
of
regulations.
Well
now
we
want
to
do
Child,
Care,
great
here's.
G
Here's
another
x
amount
of
pages
of
regulations
that
you're
going
to
need
to
learn
about,
and
so,
if
there's
ways
we
can
make
it
a
little
bit
easier
in
Kentucky
to
particularly
for
a
business
to
open
up
an
on-site
Center.
That
would
also
be
really
beneficial
because
a
lot
of
parents,
you
know
those
types
of
settings
or
situations
they're,
they're
rare.
You
know
you
can
look
at
some
big
firms
in
Kentucky
that
do
this.
You
know.
G
Toyota
is
one
of
the
greatest
examples
of
that
parents,
love
that,
because
you
know
the
kid
can
kind
of
come
with
you.
You
know
where
they
are:
you
you're
very
familiar
with
the
company,
that's
sort
of
in
charge
of
of
caring
for
that
child,
where
you're
at
work.
It's
a
good
arrangement
when
you
can
make
it
work,
but
it
is
highly
regulated.
It's
very
expensive,
very
expensive,
I
think
most
of
the
firms,
private
sector
firms
you
talk
to
that
have
done.
G
This
they'll
tell
you
that
they
generally
lose
money
on
operating
and
on
an
on-site
Center,
but
they
make
up
for
it
with
employee
attraction
and
employee
retention,
those
things
even
out,
but
yeah,
broadly
Jeremy,
I.
Think
when
we
look
at
the
child
care
issue,
it's
going
to
require
a
combination
of
we're
just
gonna
have
to
think
very
creatively
on
that.
G
G
G
So
this
is
going
to
be
quite
a
bit
that
needs
to
be
done.
There
representative.
A
J
Thank
you,
Mr,
chair,
I,
just
have
one
question
and
as
a
follow-up
to
that
last
discussion,
one
of
the
Lexington
hospital
groups
also
has
a
very
successful
work,
related
child
care
center
and,
if
I
may
be
incorrect,
but
I
almost
think
they
have
additional
shifts
like
even
maybe
an
overnight
opportunity.
But
anyway
we
may
want
to
look
at
that
a
little
more
may.
We
go
back
to
the
attract
more
workers
slide.
Please.
J
The
print
is
so
small
I'm,
not
really
sure
on
the
printout,
but
if
number
four
is
Alabama,
the
top
seven
are
South
East
United
States
States
before
the
drop-off
really
starts.
Is
there
something
unique
about
southeastern
states
that
makes
them
with
Kentucky
being
at
the
very
bottom
there,
but
most
of
them
able
to
attract
more
workers?
We
most
of
us
just
got
back
from
the
SLC
conference
in
South,
Carolina
and
I
noticed
I.
Think
I.
G
I
think
number
four
is
is
Arizona,
but
it's
similar
in
a
sense
in
that,
it's
broadly
speaking,
where
we're
seeing
a
lot
of
that
growth.
Is
your
Southwest
and
then
also
your
Southeast?
What's
driving
that
that's
that's
one
of
the
big,
the
big
questions
that
anyone
that's
looking
at
population
data
these
days.
Why
on
Earth,
are
those
populations
growing
so
much
quickly
or
so
much
more
quickly
than
other
places?
G
I
think
it's
a
few
things.
We
can't
discount
weather
people.
People
do
like
that
weather
I'm,
not
a
summer
person,
so
I
can
test
that
a
little
bit,
but
generally
speaking,
I
mean
these
These
are
nice
climates
for
a
lot
of
folks.
These
are
also
really
strong
business
climates
and
with
strong
business
climates.
It's
going
to
come
quite
a
bit
of
Economic
Opportunity.
There
are
some
good
States
here
that
that
have
some
great
tax
environments
to
be
in
not
all
of
them,
but
you
know
you
do
see.
G
States
like
Tennessee,
for
example,
Florida
taxes.
These
are
again
from
a
tax
perspective.
This
is
one
of
the
one
of
the
reasons,
one
of
several
reasons
that
we
talk
about.
Why?
Having
a
low
to
no
individual
income
tax
can
be
a
helpful
thing,
so
I
think
it's
a
myriad
of
different
factors
that
are
going
to
be
contributing
to
that,
but
broadly
I
think
you
had
a
good
climate
I
think
you
have
a
good
tax
climate,
a
lot
of
these
states
and
then
also
a
lot
of
Economic
Opportunity.
G
A
lot
of
these
states
are
also
just
High
job
growth
and
so
there's
there's
a
lot
of
availability
and
that's
going
to
attract
quite
a
few
people.
The
one
thing
I
will
say:
if
you
take
a
look
at
a
state
like
Florida,
it's
often
said
that.
Oh
that's,
just
retirees,
it's
not
you!
You
can.
You
can
study
their
population
pretty
closely
they're
getting
a
mixture
of
different
types
of
age
groups.
Now,
there's
still
a
lot
of
retirees
that
go
there,
but
it's!
G
This
is
not
entirely
just
a
retirement
boom
that
you're
seeing
it's
a
big
mixture
of
things.
K
Yes,
sir,
thank
you,
doctor
I,
appreciate
the
presentation
and
I
think
my
favorite
part
about
the
whole
presentation
where
it
was
where
that
you
said
that
the
bulk
of
us
are
still
in
our
Prime.
So
we
appreciate
you
the
putting
that
out
there
for
us,
but
you
had
talked
about
re-entry
and
I
know
that
House
Bill
248
that
you
guys
supported
back
during
the
session.
There's
still
some
time.
You
know
2024
when
that
comes
about,
but
I
was
just.
K
Are
you
guys
involved
at
all
with
the
creation
of
those
regulations,
as
they
come
about
for
that
certification,
just
to
make
sure
that
it
does
support
the
intent
and
continues
moving
forward
with
the
re-entry
for
people
that
need
that
kind
of
help?
Well,.
G
I'm,
not
we're
not
directly
involved
in
the
day-to-day
formation
of
those
Rags
I've
gotten
a
couple
updates
here
and
there
to
kind
of
see
how
they're
going
I
know
that
that
was
a
needle
that
needed
to
be
threaded
and
I.
Think
representative
Callaway,
you
provided
a
lot
of
great
feedback
to
kind
of
raise
awareness
of
of
you
know
any
potential
negative
implications.
My
hope
is
is
that
all
that
does
get
addressed,
because
I
think
everyone
recognizes
the
importance
of
Housing
and
that
Continuum
of
Care
that
whole
process.
G
It
is
absolutely
critical,
but
we
also
don't
want
to
you
know
you're
trying
to
balance
two
things
right.
You
want
to
make
sure
that
we
do
have
these
these
quality
recovery
Homes.
At
the
same
time,
we
don't
want
to
accidentally
lead
to
the
closure,
and
this
is
something
you
raised
accidentally
closing
or
crowding
out.
G
Those,
and
so
my
hope
is-
is
that
they're
they're
threading
that
needle
continuing
as
as
the
legislation
intended
it
to
be
and
I
hope,
you're
you're
a
voice
in
that,
because
that
that
is
a
delicate
conversation,
I
think
you're
gonna
you're
gonna
be
more
well
qualified,
Than
Me.
By
far
as
somebody
that's
directly
involved
in
that
space,
but
you
know
I
feel
like
that
legislation
reached
reached
a
good
medium
in
terms
of
how
to
how
to
thread
that
needle
and
so
the
hope
would
be
that
the
regs
would
follow
that
that
same
process.
L
Thank
you,
Mr,
chairman
Mr.
All.
Thank
you.
Just
a
wonderful
presentation,
that's
this
is
the
kind
of
information
that
this
is
why
I
wanted
to
get
on
this
committee
and
and
hopefully
be
able
to
help
back
home
I
represent
Bowling
Green
in
Warren
County,
one
of
the
fastest
two
fastest
growing
areas
in
the
state.
So
this
is
a
huge
problem
for
us.
It's
a
good
problem,
but
it's
still
a
problem.
My
question
was
on
Workforce
levels
and
we
do
compete
against
Tennessee
for
employees.
L
G
It
does
have
a
remarkably
competitive
tax
environment
again,
I
think
the
tax
side
of
this
thing.
You
know
it's
important
not
to
overstate,
but
it's
also
important
not
to
understate
and
I
say
both
of
those
things
do
tend
to
happen,
but
I
think
the
fact
that
Tennessee
has
been
uniquely
situated
around
states
that
that
do
have
taxes
and
income
and
it's
a
state
that
doesn't
have
taxes
on
income
that
has
put
it
in
a
position
to
make
it
extremely
attractive
to
workers.
G
I
mean
it's
not
you
know
at
the
end
of
the
day,
I
don't
think
it's
impossible
to
imagine
that
for
anybody
right,
if
you're,
if
you're
weighing
starting
your
career
in
Kentucky
versus
starting
a
career
in
Tennessee,
that
is
probably
going
to
go
into
your
calculations,
the
state's
not
going
to
tax
any
of
my
income
whatsoever,
and
now
they
really
don't
versus
the
state.
That's
going
to
be.
You
know
back
back
in
various
times
our
history
up
to
six
percent
or
more
plus
you
got
on
local
taxes.
G
So
really
you
know
eight
percent
nine
percent,
even
so
I
do
think
there.
There
is
a
really
significant
tax
component
to
that.
Tennessee
has
other
sort.
You
know
some
geographical
features
that
make
it
nice.
It
is
a
fun
place
to
visit.
Nashville
I
think
has
been
able
to
thrive
in
ways
that
say.
G
Lexington
and
Louisville
just
haven't
quite
figured
out
how
to
do
and
that
that
has
allowed
Nashville
to
be
a
magnet
for
attracting
a
whole
lot
of
people
and,
of
course,
they've
I
think
been
a
little
more
successful
in
their
tourism
industry
than
we
have,
but
on
the
whole
I
think
one
of
those
big
drivers
in
terms
of
why
they've
experienced
so
much
growth
in
comparison
to
a
state
like
Kentucky
or
a
state
like
West,
Virginia
or
wherever
it
might
be.
G
They
really
kind
of
I
think
have
benefited
from
that
favorable
tax
environment
over
many
many
years
and
I.
Think
in
a
county
like
yours,
a
district
like
yours,
you're,
probably
going
to
feel
that
more
pronounced
than
say
someone.
You
know
a
congressional
district,
you
know
further
or
sorry
a
house
district
further
north,
for
example,
you're
kind
of
right
there
on
the
on
the
edge
of
it,
where
you
can
kind
of
see
this
kind
of
coming
and
going
yeah.
L
Could
I
share
one
comment?
Speaking
about
the
daycare
of
course,
my
background
was
education
and
Bowling
Green
City
Schools
they're,
building
a
new
high
school,
but
one
thing
they're
doing
is
they
are
going
to
have
a
daycare
for
School
Employees
and
they
are
going
to
also
do
a
training.
It
will
be
classes
for
students
who
might
want
to
go
into
the
daycare
field
after
high
school,
so
I
think
it's
kind
of
one
of
those
things
where
you
kill
two
birds
with
one
stone,
but
it's
really
going
to
help
them.
L
I
think
retain
especially
young
teachers
that
they
have
a
daycare
there
and
it's
also
helping
to
train
students.
They'll
they'll
actually
get
classroom
credit
for
it
for
future,
hopefully
daycare
employees
or
owners
or
whatever
so
I,
don't
know
if
that's
something
we
could
tie
in
across
the
state,
but
I
know
Bowling
Green,
City
School
is
going
to
start
that
this
coming
year
and
I
think
it's
an
exciting
opportunity.
Yeah.
G
If
I
could
just
comment
on
that
chairman
examples
like
that
stories
like
that
I
think
desperately
need
to
be
told
throughout
this
state
and
anything
this
committee
or
other
committees
can
do
to
uplift
those
stories
because
I
know
not
all
of
solving
this
problem
does
not
fall
in
this
committee
alone.
It
doesn't
fall
on
the
general
assembly
alone.
As
I
said
earlier,
it's
really
going
to
involve
a
a
whole
host
of
different
actors
in
local
communities.
They
can
be
developing
their
own
Workforce
growth
plans
on
their
own
there's.
G
No
reason
they
couldn't
do
that,
but
I
think
local
driven
initiatives
like
this.
We
need
to
find
those
look
at
them
and
tell
those
stories.
I
think
raise
awareness
so
that
other
communities
can
learn
about
them
and
for
you
all
to
think
about.
Is
there
a
way
for
you
to
scale
that
to
State,
and
maybe
you
can?
Maybe
you
can't
but
I
think
that's
something
you're
gonna
have
to
consider
another
example.
Kind
of
you
know
you
reminded
me
of,
is
I.
G
Leaving
behind
you
know
criminal
activity,
but
they're
really
targeting
that
they're
doing
that
as
a
way
to
a
reduce
that
GL
population,
but
then
also
address
Workforce
challenges.
Is
that
scalable
throughout
the
state
as
a
whole?
I'm,
not
sure,
that's
that's
a
big
conversation,
but
those
local
Solutions.
Those
are
going
to
be
really
really
important
to
solving
this
problem.
So
I'm
glad
you
brought
that
up.
C
G
I
have
a
whole
presentation
on
on
Regional
cities,
because
it's
a
really
interesting
economic
development
program.
The
core
idea
with
that
program
was
to
Foster
Regional
approaches
to
Economic
Development
and
for
you,
Northern
Kentucky.
You
all
are
really
good
at
this
there's
a
lot
of
good
Regional
cooperation
to
Economic
Development
other
parts
of
the
state,
though
it
really
struggles
a
lot
of
our
smaller
counties.
G
Is
they
essentially
put
out
a
pot
of
money
that
could
be
accessed
by
communities
that
developed
these
Regional
Partnerships
agreed
to
work
together
and
they
could
pull
down
funds
from
this
pot
of
money
as
matching
funds
for
quality
of
life
projects
that
were
primarily
focused
on
things
like
attracting
and
retaining
population?
And
so
they
did
all
sorts
of
different
projects
with
these.
But
it's
a
very
targeted
approach
to
economic
development
that
Fosters
that
that
regionalism
and
that
that
those
Regional
approaches
to
Economic
Development.
G
Those
are
the
types
of
things
that
are
succeeding
in
the
world
of
Economic
Development
these
days,
whereas
if
you
have
counties
that
kind
of
go
It,
Alone
communities
that
are
going
alone,
not
acknowledging,
what's
happening
in
their
backyard
or
in
surrounding
counties,
I
think
those
are
the
ones
they're
going
to
continue
to
struggle
and
because
they're
just
you
need
that
that
cross-county
cooperation
to
kind
of
land,
these
big
projects
and
keep
people
together
so
yeah,
the
Indiana
model,
I
think,
is
really
good.
There
is
a
study
coming
out
on
it
later
this
year.
G
That'll
be
a
probably
the
best
empirical
study,
that's
been
done
on
the
actual
impacts
and
whether
or
not
it's
met
at
stated
goals
for
population
growth
and
retention,
and
so
I'm
going
to
be
excited
to
see.
When
that
comes
out.
There
has
been
preliminary
analysis
of
it.
It's
been
done
and
it's
been
proven
to
be
a
very,
very
fruitful
strategy
for
economic
development,
especially
when
it
comes
to
Talent
attraction.
So
it's
a
good
way
to
do
it,
but
northern
Kentucky,
you
guys,
have
a
really
good
example
up
there
of
how
to
do.
G
Regional
approaches.
The
Economic
Development
I've
been
trying
to
figure
out
ways
to
replicate
it
throughout
the
rest
of
state.
So
we
might
need
you
all
to
come
to
come,
get
presentations
to
talk
about
it.
How
to
do
that.
M
Thank
you.com,
very
good
presentation,
so
I
have
a
question
coming
back
to
immigration,
so
I'm
kind
of
curious
about
the
chamber's
position
on
my
immigration.
So
you
mentioned
earlier
about
the
need,
as
they
go
into
the
future
for
more
immigrants
and
I.
Think
we
all
agree
that
that's
probably
an
essential
part
of
Economic
Development
the
whole
process,
but
what
I'm
the
question
I
have
for
you
right
now
is:
does
the
chamber
have
a
position
about
illegal
immigration?
M
It's
been
estimated
as
many
as
5
million
illegal
immigrants
have
entered
into
our
country
in
the
last
couple
years
and
what?
What
effect
is
that
having
on
Kentucky?
If
these
a
lot
of
these
people
are
making
their
way,
obviously
to
Kentucky
and
in
various
States?
And
how
are
we
going
to
deal
as
a
position
with
people
who
are
illegal
aliens
when
we
have
policies
in
force
like
I-9
and
work
identification
which
which
doesn't
allow
these
people
to
actually
legally
enter
into
the
workforce?
Do
we
lower
our
standards?
Do
you
have
a
position?
G
The
the
chamber
supports
legal
immigration
into
this
into
the
country.
However,
our
legal
immigration
system
is
a
mess.
It's
convoluted,
it's
incredibly
difficult
for
employers
to
navigate,
and
so
the
intent
would
be
to
to
simplify
our
immigration
system,
make
it
straightforward.
We
do
want
to
make
sure
we're
kind
of
targeting.
You
know
the
workforce
that
we
need,
and
so
it
needs
to
be
smartly
designed
in
that
regard.
We
also
fully
support
border
security.
I
mean
that
that
is
a
major
economic
problem
across
the
country.
G
I
mean
it's
contributing
to
a
whole
host
of
different
challenges
that
we
could
we
could
talk
in
details
about
bottom
line.
Is
that
is
something
that
I
think
Congress
one
of
these
days,
I
think
these
demographic
pressures
will
will
continue
pushing
on
them
to
do
that,
but
we
we
fully
support
legal,
legal
immigration
reform.
That's
an
absolute
necessity
to
just
streamline
this
process,
make
it
more
straightforward,
and
hopefully
that
would
result
in
reducing
a
lot
of
the
illegal
immigration
that's
already
occurring
in
the
country
and
yeah.
M
Well,
certainly
in
Kentucky,
we
want
to
make
sure
that
people
who
are
participating
in
our
Workforce
pay,
their
fair
share
of
taxes
and,
unfortunately,
I
think
we're
finding
it
and
I
know
for
sure
that
that
a
lot
of
people
are
coming
into
Kentucky
and
they're
being
paid
cash,
and
it's
probably
something
we're
going
to
deal
with
and
I
just
have
one
other
question:
that's
all
right,
chairman
Richardson,
if
you
talked
about
subsidy
but
substance,
abuse
and
opioid,
addictions
and
I,
certainly
think
that's
a
problem.
I
do
think.
M
There's
another
problem,
though,
that
I'm
very
concerned
about
it's
one
of
the
issues
that
I
continue
to
be
concerned
about
is
THC
and
how
that's
affect
our
young
people.
What
I
see
is
as
part
of
our
Workforce
problem
right
now
is
we
have
a
lot
of
younger
people
who
can't
get
a
job,
because
employers
do
not
allow
for
them
to
have
THC
in
their
system.
They
do
various
testing
and
things
that
are
not
allowed
to
participate
in
the
workforce,
which
causes
more
of
a
problem.
That's
an
issue
there.
M
Do
we
lower
our
standards
and
allow
people
to
work
if
they're,
under
the
influence
of
some
type
of
a
drug,
or
do
we
increase
penalties?
I
come
down
I
just
want
to
make
a
comment:
I
come
down
on
the
crease
on
the
side
of
increasing
penalties
to
stop
the
use
of
these
products,
so
these
people
can
enter
into
our
Workforce.
Thank
you.
H
Thank
you,
Mr
chairman
always
Charles,
always
look
forward
to
your
presentation
during
the
interim,
and
it
always
gets
me
thinking
about
what's
going
on
in
our
business
sector,
but
one
thing
that
caught
my
mind
or
caught
my
attention
when
you
talked
about
birth
rates
in
your
research
and
searching
around,
have
you
seen
any
states
doing
anything
creative
around
birth
rates
like
tax
incentives?
You
know
more
than
a
one-time
lump
sum
payment
for
a
new
child
of
multiple
years,
like
five
six
years
into
the
birth
of
that
child.
G
G
I
can
tell
you
that
I'll
I'll
get
to
that
state
question
in
a
specific
minute,
but
this
this
is
a
global
Challenge
and
if
you
really
want
to
look
at
a
country
that
is
massively
struggling
with
this
look
at
Japan,
birth
rates
in
Japan
have
just
absolutely
fallen
through
the
floor
and
their
prime
minister
recently
just
announced
billions
upon
billions
of
dollars
into
various
types
of
programs.
G
With
the
intents
of
encouraging
more
reproduction,
more
higher
fertility
rates,
we
don't
know
if
it's
going
to
work,
I
think
we've
seen
other
countries
increase
their
share
of
GDP
in
these
areas
haven't
seen
a
ton
of
impact.
Yet
if
you
look
at
surveys
of,
why
are
people
having
fewer
children
than
they
used
to
you,
get
a
mixture
of
different
reasons?
One
of
the
things
that's
interesting
about
it
is
a
lot
of
people
are
not
having
as
many
children
as
they
would
like
to.
G
So
you
see
a
lot
of
households
that
might
want
three
children.
They
end
up
having
two.
Sometimes
that's
because
people
are
giving
birth
later
in
life,
and
so
when
you
do
that
that,
of
course,
that
kind
of
decreases
the
amount
of
time,
but
other
things
kind
of
happen
that
might
prevent
you
from
having
more
children
in
One.
Financial
issues
are
commonly
cited,
though,
as
one
of
the
reasons
as
to
either
why
they
people
didn't
have
as
many
children.
J
G
They
want
or
as
to
why
they
didn't
have
any
children
at
all
and
so
I
think
what
you're
seeing
in
states
are
things
like
mirroring
the
child
tax
credit,
so
so
the
federal
child
tax
credit
you're,
seeing
state
level
versions
of
those
that
might
help
increased
access
to
child
care.
That's
going
to
be
a
big
component
of
it
because
folks
are
kind
of
thinking
through
what
that
might
mean.
You
know,
okay,
even
if
we
have
the
child,
are
we
still
going
to
be
able
to
work?
G
How
much
is
that
going
to
cost
and
for
some
context
there?
You
know
you're
looking
for
a
child
like
six
seven
thousand
dollars
a
year.
You
multiply
that
by
three,
it's
a
lot
of
money,
and
so
people
are
making
those
types
of
calculations
I.
Think
it's
a
pretty
viable
strategy,
though,
to
if
you
can
make
it
I
guess
less
expensive,
for
families
to
to
have
children.
I
think,
there's
a
good
chance
that
we
would
see
some
increase
in
those
fertility
rates.
G
There's
cultural
factors
in
here
too,
though,
right
I
can't
speak
to
those
I.
Don't
have
the
answer
for
how
to
how
to
change.
Culture
by
any
means,
but
broadly,
if
you
look
at
surveys,
Financial
considerations
do
come
into
play,
and
so,
if
you,
if
states,
can
step
in
and
address
some
of
those
financial
considerations,
you
might
move
the
needle
you
might
you
might
be
able
to
do
that.
So
I
think
it's
a
worthwhile
thing
to
explore
and
to
think
about
one
other
quick
comment
on
that
too.
G
Sorry,
chairman,
I,
shouldn't
leave
this
out
Kentucky
as
a
whole
tends
to
do
a
little
better
on
its
total
fertility
rates
than
other
states,
so
we're
not
quite
as
bad
as
other
states,
but,
generally
speaking,
our
total
fertility
rates
tend
to
be
a
little
bit
higher
than
the
nation
as
a
whole.
We're
not
like
Utah
Utah
is
generally
your
state
that
there's
a
lot
of
a
lot
of
children
being
born
there,
but
Kentucky
does
does
okay
in
that
regard.
N
Thank
you,
chairman
Weber
Dr,
all
I
have
to
tell
you
your
discussion
and
your
presentation
day
was
amazing,
really
intellectually
stimulating,
intellectually
challenging
I
have
two
questions
that
I
want
to
ask.
You
I
was
intrigued
that
when
you
indicated
you
know,
act,
proactive,
State
policy,
Solutions
that
where
we
need
to
go
one,
you
admitted
was
raising
the
minimum
wage.
Okay-
and
this
has
gone
a
lot
of
discussion
across
this
country
and
one
I've
raised
consistently
here
in
this
legislature.
I'm
gonna
raise
it
again
with
you.
N
You
talked
about
the
tax
policy,
but
five
of
the
seven
states
surrounding
Kentucky
have
a
higher
minimum
wage
than
725
an
hour.
Okay,
Tennessee
and
Indiana
being
the
exceptions
to
that,
and
it
seems
to
me
that
with
us
constantly
rated
rated
in
the
bottom,
that
raising
minimum
wage
would
be
one
of
the
things
that
we
should
consider
as
a
proactive
solution
to
getting
more
people
in
the
workforce.
Raising
that
floor
would
be
an
incentive,
since
wages
are
innocent.
N
If
pay
is
an
incentive,
as
we
all
know,
in
getting
people
to
Workforce,
that's
something
that
we
certainly
should
consider,
and
since
you
are
a
researcher
and
obviously
you're
an
excellent
researcher,
I
would
submit
to
you
that
if
you
look
at
the
top
10
states
that
have
you
know
higher
the
highest
Workforce,
you
will
find
that
most
of
them
not
all
of
them,
but
most
of
them
do
have
a
higher
minimum
wage
than
725
an
hour.
I
would
like
your
comment
on
that
sure.
G
So
I
I
would
certainly
want
to
study
causation
between
higher
minimum
wages
and
rates
of
Workforce
participation
and
Workforce
growth.
I
would
I
would
have
to
study
that
and
learn
a
little
more
about
it.
The
one
thing,
I
would
say,
though,
is
we've
kind
of
just
had
a
real
world
experiment
in
Rapid
wage
increase
and
its
effect
on
Workforce
participation
and
I.
Don't
think
it
proves
the
point
that
you're
making
wages
have
grown
exponentially
over
the
past
several
years.
G
I
mean
this
has
been
one
of
the
key
metrics
that
the
Federal
Reserve
is
watching.
The
employment
cost
index
huge,
huge
levels
of
growth
in
the
employment
cost
index,
and
yet
Workforce
participation
isn't
surging
and
so
I
think
under
the
theory
that
you're
kind
of
operating
on
you
would
expect
to
see
the
opposite
of
that
I
think.
G
G
Above
7.25
an
hour,
you
know,
I
can't
remember
our
median
hourly
wage
right
now,
but
it's
it's
far
far
north
of
that
the
fact
the
concern
I
have
with
the
minimum,
raising
a
minimum
wage
policy
like
that
is
what
is
your
answer
to
say.
The
child
care
sector
chakra
sector
is
paying
as
much
as
it
possibly
can
right
now
and
they're,
not
hitting
15
an
hour.
G
But
if
you
impose
a
15
minimum
wage,
you
are
going
to
shut
down
Child
Care
sectors,
you're,
probably
going
to
shut
down
a
myriad
of
non-profits
I
think
it
will
have
negative
effects
on
long-term
care.
H
G
Lot
of
times
those
companies
are
dependent
on
Medicaid
reimbursements
to
set
their
wages,
and
so
that's
the
main
reason.
I
wouldn't
include
something
like
this
on.
There
is
because
of
the
significant
negative
effects
that
I
think
you
would
inadvertently
have
unintentionally
have
on
that,
but
I
also
don't
think
it
would
actually
result
in
moving
the
needle
on
this
front.
G
I
think
the
market
has
done
a
pretty
good
job
of
correcting
are
not
correcting,
but
the
Market's
done
a
pretty
good
job
of
setting
really
high
wages
and,
frankly,
as
this
continues,
these
Workforce
challenges,
I,
anticipate
wages,
will
continue
to
increase
for
quite
a
while
in
the
employment
cost
index.
G
From
this
most
recent
report,
we
saw
the
slowest
growth
that
we've
seen
in
a
little
while
past
couple
of
years,
but
still
growing
I
think
that's
really
important
to
remember
we're
still
seeing
significant
wage
growth
in
this
country,
and
so
I
think
the
market
will
do
a
better
job
of
increasing
those
wages
without
having
some
of
the
negative
effects
that
I
just
mentioned,
such
as
again
creating
problems
for
sectors
that
are
kind
of
boxed
in
when
it
comes
to
wages.
N
My
second
question
to
you
is
this:
you
do
talk
about
when
the
proactive
State
policy
Solutions
being
State
financial
aid
programs,
okay
and
my
position
on
that.
Is
this
that
I
think
here
in
Kentucky
we
need
to
spend
more
money
on
our
public
education,
higher
education
system
up
until
2020
and
again
you're
a
researcher.
You
probably
know
this
Kentucky
did
nothing
did
nothing
to
increase
its
its
appropriation
to
State
Higher
Education
for
a
period
of
12
years.
We
started
doing
that
in
2020.
N
We'll
continue
to
do
that,
but
I
submit
that
we
need
to
put
more
money
into
our
education,
so
we
can
attract
more
of
our
own
and
keep
them
here
and
and
use
that
money
in
areas
like
technology
like
Logistics,
like
Health
Care
to
to
to
meet
those
challenges.
N
One
of
the
things
that
I
want
to
point
out
just
last
week,
you
know,
I
was
sat
in
on
a
meeting
with
the
new
president,
Kentucky
University
and
I
know
that
university
has
for
years
been
trying
to
get
a
new
Nursing
Center
and
that's
an
area
of
healthcare.
That's
we
where
we
really
have
a
need
here
and
I.
N
Think
that's
something
that
we
need
to
do
for
that
University
to
to
again
to
meet,
as
you
indicated
when
the
health
care
crisis
here,
but
even
in
our
public
schools,
are
we
put
more
money
in
there
because
and
I?
Like
your
opinion
on
this,
you
know,
I
would
like
to
have
clusters
of
different
areas:
science,
technology
manufacturing
for
our
fourth
fifth,
sixth
graders
I'm,
not
talking
about
majoring,
like
you
think
about
college.
So
let
me
be
clear
about
that,
but
at
least
expose
them
to
to
different
Industries
different
professions.
N
Different
Avenues
are
where,
where
they
might
be
interested
in
making
living,
they
don't
have
to
go
and
not
again,
they
don't
I'm,
not
talking
about
people
getting
college
degrees,
but
people
getting
some
kind
of
certifications
or
credentialing
or
college
degrees
I'm,
not
opposed
to
college
degree
either.
N
G
So
a
couple
of
things
I
absolutely
agree
with
you.
Early
career
exposure
is
a
fantastic
thing,
we're
doing
some
of
that
program.
Programming
through
the
Kentucky
chamber
Foundation.
We
have
our
busted
business
program,
which
is
exactly
focused
on
that
I
know:
individual
school
districts
they're
doing
things
to
encourage
early
career
exposure
to
get
kids
thinking
early
about
what
they
want
to
do
when
they
get
older
and
how
they
can
start
mapping
out
a
trajectory
for
that
so
I'm
100
on
board
without
Senator
Thomas
thing.
G
It's
a
great
idea:
higher
education
funding,
we're
always
going
to
continue
supporting
higher
education
funding.
What
I'm
talking
about
in
this
particular
bullet
point
here
is
how
we
utilize
our
Lottery
fund
dollars.
One
of
the
I
think
most
important
task.
Forces
that
we
have
going
right
now
is:
is
the
lottery
fund
task
force
I?
Have
that
emphasized
on
my
calendar?
G
I
watch
it
every
single
one
of
those,
that's
a
huge
bucket
of
money
that
we
have
right
there
that
we're
spending
from
from
our
Lottery
funds,
250
300
million
dollars
more
than
that,
and
that
goes
to
State
financial
aid
programs.
The
question
that
I
think
every
legislator
should
be
asking
themselves
is:
are
we
spending
this
money
on
financial
aid
in
the
most
effective
and
optimal
way?
Paul
is
possible
to
meet
our
Workforce
needs
and
I
I.
G
Don't
have
a
direct
answer
on
that,
but
it
is
a
really
important
conversation
to
be
having,
because
that's
that's
money
that
we've
set
aside
we're
going
to
use
it
for
this.
What
I'm
sitting
here
is
how
do
you
optimize
that
pot
of
money
and
make
it
as
effective
as
you
humanly
possibly
can
I
think
we
made
a
good
step
forward
this
this
last
session,
Senate
Bill
54
that
expanded
the
utilization
of
keys
to
include
more
vocational
programming,
good
move
forward?
That's
a
great
idea
right
there,
but
think
about
things
like
work.
G
Ready,
I
mean
work.
Ready,
scholarship
is
a
really
incredible
program.
Does
that
does
that
need
to
be?
Do
we
need
to
increase
the
appropriation
on
that?
Do
we
need
to
move
money
around
more?
Do
we
need
to
think
about
those
five
high
demand?
Workforce
sectors,
probably
probably
need
to
think
about
that
again.
Do
we
need
to
have
five
should
be.
Six
should
be
four
should
be
seven.
D
Great
presentation
today,
Mr
Hall,
a
couple
things
you
know:
they've
talked
about
minimum
wage
there
and
I'll
be
honest,
my
wife
and
I.
So
we
took
a
trip
out
of
state.
We
actually
stopped
at
two
fast
food
restaurants.
Where
that
you
had
an
option
of
ordering
off
a
kiosk
or
not
at
all,
I
actually
observed
the
drive-through.
It
was
done,
100
to
UI
I
mean
they
actually
I
mean
well,
no,
what
the
artificial
intelligence
they
were
ordering
there
was
no
one
there.
D
So
if
you
include
include
your
raise
your
minimum
wage,
those
jobs
go
away
because
those
companies
will
do
that
in
a
heartbeat
which
I
thought
was
interesting,
but
I
got
a
couple
of
you
endorsed
me
a
little
bit.
Sarah,
you
know.
Ui
right
now
is
extremely
low.
Workforce
participation
is
extremely,
is
extremely
high,
well
extremely
low.
D
Also,
those
numbers
don't
concise
and
that's
something
I've
always
warned
people
about
I
think
everyone
has
cooked
the
books
on
that
and
that's
something
look
at
Workforce
participation,
not
the
UI
number,
because
those
two
don't
Jive,
but
what
I
was
really
getting
to
was
with
everything
going
on
right
now,
as
you
look
at
it
in
2019,
it
appeared,
Workforce
participation
was
increasing,
then
we
had
covet
and
we
we
actually
shut
down
even
more
than
the
nation
I
was
at
the
grocery
a
while
back
a
family
of
two
was
in
front
of
me.
D
They
had
350
dollars
worth
of
groceries
and
I
asked
them.
I
said
stats
for
two
weeks.
They
said
no,
that's
for
a
week
with
inflation
going
like
it
is
why
these
people,
returning
back
to
work
I,
mean
how
does
families
afford
the
groceries
afford
the
gas
afford
to
rent
but
they're,
not
working.
Something
doesn't
seem
right
here.
G
I
think
a
couple
of
things
happened
with
that
switch
from,
say,
2019
moving
into
2022
I
think
a
big
reason
that
it
hasn't
recovered-
and
it
probably
won't
is-
is
just
the
surge
in
retirements
that
came
with
with
covet
a
lot
of
people
at
that
point
decided
that
that
was
a
good
time
to
bow
out
important
to
remember.
The
stock
market
remained
surprisingly
stable
throughout
most
of
covid,
and
so
it
actually
kind
of
facilitated
exiting
the
workforce.
G
If
you
had
been
savings
it
didn't
really
disrupt
that
side
of
things
and
so
that
it
allowed
more
folks
to
just
just
step
out
of
the
labor
market
entirely.
So
I
think
that's
a
huge
reason,
so
those
are
people
that
they
probably
would
have
retired
soon.
Anyways
covid
now
is
as
good
as
time
as
any
to
not
be
going
to
work
and
enjoy
retirement.
So
I
think
I
think
it's
a
big
that
that's
a
big
driver
there.
You
know
when
I
think
about
a
family
of
four
struggling
to
afford.
G
C
G
How
are
they
supposed
to
do
that
and
that's
where
we
get
back
into
something
like
child
care,
for
example,
of
how
you
know
how
that
might
at
least
remove
one
barrier
for
that
type
of
individual,
but
in
terms
of
making
ends
meet
I
mean
that,
in
light
of
inflation,
that
is
an
enormous
struggle
which
is
kind
of
why
you
know
we
think
about
things
like
inflation.
Nobody
enjoys
High
interest
rates,
it's
awful
and
nobody's
excited
about
that.
That's
why
you
do
everything
you
can
to
prevent
an
inflationary
environment?
G
That's
why
that's
so
darn
important,
but
you
know
I
actually
do
think
in
some
instances,
rising
cost
of
living
I
think
that
that
probably
is
driving
at
least
some
folks.
Some
folks
during
covid
were
able
to
save
up
more
money.
That's
due
to
a
combination
of
things
like
the
student
loan
moratorium
that
led
to
quite
a
bit
of
savings.
G
G
D
Well,
you
know
talking
about
people
taking
their
retirement.
I've
talked
to
four
different
people
that
retired
from
Toyota
during
covid
after
the
401K
took
such
a
massive
hit.
Guess
what
they're
doing
the
back
of
Toyota
working
again,
because
the
numbers
don't
work
anymore
so
again
be
aware
of
that.
But
you
know
one
thing.
Also
do
you
want
you
mentioned
h2b
program,
the
immigration
program
we
actually
participated
in
that
that's
a
long,
drawn-out
process,
I'm
telling
you
you
don't
realize
how
complicated
it
is.
D
You
have
in
the
starting
wage
right
now
for
h2b
worker
in
my
sector
is
1544
an
hour.
You
don't
be
skilled,
you
don't
speak
English,
you
just
got
to
be
a
warm
body,
but
if
they
don't,
if
Congress
does
not
do
something
with
that
program,
I
don't
know
what
we're
gonna
do
because
again
think
about
this.
You
have
to
run
an
ad
in
two
papers
and
on
indeed
offering
the
same
benefits
every
year
when
we
bring
them
up
and
we've
had
zero
applicants
zero.
So
that
shows
you.
D
People
aren't
willing
to
come
to
work,
but
if
they
don't
do
something
with
that
program,
can
you
imagine
counting
on
15
workers
and
all
of
a
sudden
someone
says:
we've
capped
the
program
and
you
don't
get
any
applicants.
What
do
you
do
as
an
employer
yeah?
So
that's
something
that's
got
to
be
fixed,
it's
and
not
only
that
it's
massively
expensive
forty
five
thousand
dollars
a
year
to
bring
up
50
employees,
it's
extremely
expensive
because
it
is
so
complicated.
You
can't
do
it
yourself.
You
have
to
hire
professionals
to
do
it.
G
And
on
just
on
retirements,
very
very
quickly,
that
is,
that
is
a
trend
that
we're
kind
of
observing
there
are
we
we're
seeing
some
folks
who
are
reversing
their
retirements
that
has
slowed
down,
though
quite
a
bit?
There
was
a
little
bit
of
a
surge
there,
the
always
the
important
thing
to
keep
in
mind,
though
eventually
they
will
retire
permanently,
they're
going
to
they'll,
be
like
my
dad
and
you
are
not
getting
him
back
in
the
workforce,
no
matter
how
hard
you
might
try.
H
Right,
thank
you
Mr,
chairman
Charles.
Can
you
comment
on
your
I
just
realized?
We
had
a
statistics
expert
in
front
of
us
and
need
to
ask
this
question.
Can
you
comment
on
the
difference
between
the
statistic
of
total
jobs
filled
versus
total
employed
and
how
do
those
vary,
and
where
are
we
at
compared
to
pre-pandemic
numbers?
There's
been
a
little
bit
of
controversy
around
state
of
Kentucky
around
those
two
statistics.
So
could
you
cover
that
a
little
bit?
Yes,.
G
Sir
I
think
we
can
kind
of
go
back
to
about
this
slide
here,
so
this
goes
back
to
those
two
different
surveys
that
we
use
to
get
labor
market
data
survey
of
households
where
they
ask
people.
Do
you
have
a
job?
Do
you
not
have
a
job?
G
Are
you
looking
for
a
job
that
gives
us
a
lot
of
our
Workforce
data,
and
then
we
have
what
I
like
to
refer
or
what's
commonly
referred
to
as
just
non-farm
payroll
positions,
which
is
a
really
boring
way
of
saying
jobs,
just
just
actual
jobs
themselves,
elves,
and
that
comes
from
a
survey
of
employers,
and
so
naturally
those
numbers
are
not
going
to
align
because
they're
two
different
surveys,
one
of
the
things,
though,
that
tends
to
get
confusing,
is
you
know
you
might
have
an
individual
and
you
ask
them?
Are
you
employed?
G
Well,
they
might
hold
three
different
jobs.
They
might
hold
two
different
jobs.
Maybe
they
have
three
part-time
jobs.
On
this
other
survey,
the
employer
survey
it's
going
to
be
counted
as
one
just
just
one
job.
The
other
thing
to
keep
in
mind
from
a
state
perspective
is
that
some
of
these
jobs
might
be
held
by
individuals
outside
of
the
state.
G
You
know
we're
heavily
bordered
by
by
other
populations,
and
so
a
job
that's
listed
here-
that's
maybe
in
Louisville,
is
held
by
somebody
that
lives
in
New,
Albany
Indiana,
for
example,
and
so
they
they
don't
always
align
up.
They
are
different
numbers
in
terms
of
non-farm
payroll
growth.
It's
been
good
in
Kentucky.
We've
seen
a
lot
of
growth
here
again,
surpassing
that
that
two
million
that's
a
good
thing.
G
That
is
not
the
same
thing,
though,
as
the
number
of
employed
people
in
Kentucky
that
that
number
is
going
to
be
a
little
bit
lower.
It's
a
different
survey
asking
different
questions,
so
they
are
fundamentally
different.
Does
that
does
that
help
Senator?
It
does.
Thank
you
sure.
E
A
Great
presentation
today,
great
information
I,
do
have
one
announcement
that
I
want
to
make
to
committee
members
regarding
our
August
meeting.
Normally
we
do
meet
at
the
Kentucky
State
Fair
co-chair
wise
and
I
discussed
it,
and
we
will
not
be
meeting
there
this
year.
So
our
next
meeting
will
be
August
the
23rd
we
will
meet
at
9
00
a.m
in
room
149
in
this
room.