►
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
A
A
We
do
know
that
the
staff
for
this
committee
will
also
be
needed
for
strike
that
there
is
no
10
o'clock
tourism
meeting.
Thank
you,
representative,
king
members,
attending
remotely.
Please
indicate
your
location
when
the
secretary
calls
a
role.
Only
members
in
their
annex
offices
or
on
the
capitol
campus
will
be
counted
as
present
and
allowed
to
vote
on
bills.
If
any
member
has
a
question
or
comment,
please
signal
to
to
janine
or
sasha
members
attending
remotely
that
have
a
question
or
comment.
Please
send
a
message
and
zoom
using
the
chat
function.
D
D
A
We
do
have
a
quorum
and
are
duly
constituted
to
conduct
business
today
at
this
time
we're
going
to
begin
the
first
bill.
We
are
going
to
go
out
of
order
because
earlier
I
thought
we
had
a
conflict
that
appears
to
be
resolved
but
house
bill.
744
is
already
set
up
with
a
presentation
today.
So
at
this
time
I'm
going
to
turn
the
chairmanship
over
to
representative
elliot
and
he
will
chair
and
I
will
go
down
and
testify
on
house
bill
744
with
my
guest
today.
F
F
A
A
Research
shows
that
nearly
half
of
americans
would
choose
to
live
in
a
small
town
or
rural
area
if
they
could
move
anywhere
they
wanted.
This
gives
states
like
kentucky
with
beautiful
land,
high
quality
of
life
and
low
cost
of
living,
a
distinct
advantage
at
attracting
this
talent
right
now.
The
brightest,
the
best
and
brightest,
have
the
option
to
locate
anywhere
in
the
world
and
bring
their
job
with
them,
and
we
want
kentucky
to
be
the
place
they
choose.
A
A
Some
of
these
states
include
alabama
arizona,
arkansas,
georgia,
hawaii
indiana,
louisiana,
maine,
michigan,
mississippi,
new
york,
oklahoma,
vermont,
washington
and
our
neighbor
west
virginia
just
last
year.
West
virginia
started
their
program
for
remote
workers
and
saw
immediate
success
with
over
ten
thousand
applications,
they've
already
relocated,
110
new
jobs,
with
average
salaries
over
one
hundred
thousand
in
their
first
group,
94
percent
had
at
least
an
undergraduate
college
degree.
A
Last
year,
kentucky
passed
house
bill
372,
which
would
have
provided
tax
incentives
of
up
to
15
thousand
dollars
to
attract
remote
workers
to
the
commonwealth.
Although
the
bill
was
received
with
strong
support,
it
was
ultimately
vetoed
by
the
governor.
Since
then,
we've
been
speaking
with
subject
matters
experts
such
as
lincoln
brown,
who
have
been
researching
similar
programs
nationwide
and
learning
which
strategies
work.
Well.
A
In
this
way,
kentucky
can
attract
talented
workers
without
taking
any
risk.
We
have
no
upfront
financial
obligations
and
have
no
responsibility
to
retain
who
we
move
here.
Instead,
a
private
company
will
be
responsible
for
investing
a
minimum
of
10
million
dollars
annually
to
build
and
manage
a
premier
pro
remote
worker
attraction
program
for
kentucky.
A
If
the
private
company
succeeds
in
recruiting
and
retaining
new
jobs
to
the
state,
they
will
then
share
in
that
success
and
recoup
their
upfront
costs
through
a
wage
assessment
of
future
tax
revenue.
With
this
new
idea,
kentucky
could
build
the
largest
remote
worker
incentive
program
in
the
nation.
This
will
inject
hundreds
of
millions
of
dollars
of
new
labor
income,
spur
economic
growth,
growth
and
increase
kentucky's
talent,
pool
of
highly
educated
stem
workers.
A
F
A
G
As
many
of
you
are
familiar,
remote
worker
trends
have
sustained
starting
with
covid
and
then
post
coven,
where
now
one
in
four
americans
work
remotely
full
time,
and
that
trend
is
expected
to
continue
through
2025.
what
you
may
not
know-
and
it's
so
relevant
for
today's
meeting,
especially
in
a
state
like
kentucky.
If
what
we're
discussing
is
for
in
a
recent
gallup
poll,
48
percent
of
those
remote
workers
are
just
as
interested
in
working
in
rural
areas,
as
in
large
cities
like
lexington
and
louisville.
G
Some
of
the
feedback
we've
often
heard
for
this
from
the
beginning
is
lexington
and
louisville
often
benefit
at
the
expense
of
other
smaller
rural
areas
in
the
state
and
at
least
for
this
program
based
on
data
at
scale,
that's
not
been
the
case.
I
mean
it
would
benefit
all
areas
of
the
state
going
to
this
slide.
This
has
been
a
fun
fact
that
we've
shared
with
some
of
you
in
meeting
that
not
everyone
was
aware
of,
but
since
1970
kentucky
has
the
worst
trend
line
in
the
country
for
what
is
also
known
as
brain
drain.
G
G
What
we're
going
to
show
you
today
is
a
program,
as
chairman
weber
mentioned,
that
is
no
risk
to
the
state
and
less
expensive
than
traditional
incentives
offered
to
other
companies
moving
them
here
and
will
also
not
only
increase
our
talent
of
tech
workers
in
the
state,
but
also
increase
your
ability
and
the
state's
ability
to
attract
tech
companies
to
kentucky
where
one
of
their
top
two
criteria
are
always
local
workforce
and
density
of
talent
that
they're
able
to
recruit
when
they
move
here.
G
In
that
year
they
had
over
10
000
applications
and
what's
remarkable
since
2018
they've
retained
88
of
the
people,
who've
moved
to
tulsa
from
outside
of
oklahoma,
so
people
are
not
just
moving
to
tulsa
for
the
year
and
then
leaving
again
after
they
receive
a
check
they're
staying
there.
What's
even
more
remarkable
is
the
average
salary
so
far
has
been
over
a
hundred
thousand
dollars
per
year
for
those
who
actually
who
moved
to
tulsa.
These
are
high
paying
jobs.
G
You
know
software
engineers,
tech
workers,
product
managers,
graphic
designers,
really
high
paying
jobs
at
tech
companies,
often
working
in
new
york
city
in
san
francisco,
boston,
d.c,
larger
metropolitan
areas.
They've
seen
tremendous
success
harvard
did
a
case
study
on
tulsa
because
of
its
success,
and,
as
I
mentioned,
the
average
salary
is
100.
000.
average
person
is
35
who
moves
there
and
then,
on
average,
for
every
two
people
who
come
from
the
program.
They
bring
somebody
else
with
them,
so
there's
a
multiplier
effect
of
about
50
on
average
for
the
program.
G
What
was
really
compelling?
Is
they
just
released
fortuitously
two
weeks
ago,
a
2021
economic
impact
study
of
the
results
of
the
program
so
far,
and
if
you
look
on
the
bottom
line
by
2025,
the
trend
line
is
they're,
going
to
generate
500
million
dollars
per
year
in
new
earnings
to
the
economy
in
terms
of
the
taxpayer
base
a
significant
number-
and
this
is
all
done
as
a
non-profit
out
of
the
george
family.
G
George
kaiser
family
foundation
is
not
done
at
a
state
level
and
it
is
not
a
public-private
partnership
which
we're
going
to
talk
about
here
shortly.
So
typical
operation
is
very
simple:
there's
three
components
that
go
into
it.
First,
you
have
to
identify
and
then
recruit
to
your
state,
so
you
do
as
much
as
you
can
to
create
awareness,
and
then
you
recruit
those
who
are
the
best
fit
for
the
state
and
it's
not
just
the
quality
of
their
job.
It's
how
sincere
they
are
about
moving
and
then
staying
in
the
state.
G
Long
term
right,
you
don't
want
to
recruit
people
who
are
trying
to
game
the
system
so
to
speak,
and
we're
going
to
talk
about
the
unique
opportunity
we
have
to
bring
back
our
best
and
brightest
who've,
maybe
left
the
state
who
are
just
looking
for
a
reason
to
come
home,
and
then
you
create
a
financial
incentive
tied
to
their
retention
over
time
and
then
the
most
important
part
from
studying
all
26
and
we'll
talk
more
about
this
is
creating
community
for
them
and
making
them
feel
like
they
have
a
home.
G
So
the
way
that
we've
outlined
this
is
as
a
public-private
partnership
now
know
that
this
started
as
a
non-profit
interest.
For
us,
there
was
no
interest
to
create
a
partnership
with
the
state.
It's
only
been
almost
by
default
from
meetings
with
you
and
also
meeting
with
those
in
the
governor's
office
that
this
seemed
like
the
best
approach.
As
chairman
weber
mentioned
house,
bill,
3
72
last
year
passed
but
was
vetoed
by
the
governor,
and
there
are
some
political
risks
there
that
do
not
make
it
ideal.
G
G
So
it
left
us
with
the
only
option
here,
which
was
a
public-private
partnership,
where
you
have
a
group
of
investors
or
a
third-party
company
come
in,
they
put
up
the
money
they
take
on
the
responsibility
of
paying
those
who
are
moving
here,
the
remote
workers
and
then
retaining
them
long-term
and
helping
them
feel
like
it's
a
home
for
them.
One
of
the
first
people
we
met
with
in
the
senate,
who
led
house
bill
372
last
year,
was
senator
mcdaniel,
and
he
said
you
know
when
we
talked
about
the
government.
Also
leading
this.
G
In
addition
to
the
political
downside
was
that
this
is
not
an
ideal
program
for
the
state
to
run
in
terms
of
all
the
different
range
of
complexities
that
go
into
it
to
do
it
well,
when
you
look
at
what's
worked
in
the
other
26
states
doing
it
and
the
ones
that
in
the
states
it
hasn't,
worked
as
well.
We
mentioned
tulsa
where
the
retention
has
been
high.
That's
not
true!
G
In
every
state,
in
some
states
the
retention
is
much
lower,
and
so
there
is
quite
a
bit
of
risk
that
the
investors
and
the
operating
team
would
be
taking
on
in
this
I
kind
of
mentioned
this.
This
is
a
little
bit
of
a
eyesore
as
a
slide,
but
it
just
shows
you
all
the
different
aspects
that
go
into
running
this
program
successfully
without
any
of
these
five.
The
program
doesn't
work.
Well,
so
you
need
competence
in
all
five
areas
to
do
it
well,.
G
I
myself
grew
up
here
in
lexington,
went
to
henry
clay,
high
school
and
then
left
and
came
home
during
covet
and
have
loved
being
home,
and
I
had
family
reasons
why
I
had
to
come
home,
but
not
everyone
who
leaves
really
has
that
nudge,
a
reason
to
come
back,
and
so
one
of
the
things
that
we're
excited
about
is
working
with
the
university
of
kentucky
with
uofl
moorhead
transit
center
bellarmine
colleges
across
the
state
to
identify
a
lot
of
their
top
performers
and
build
a
shared
database.
G
That
the
state
then
has
insight
and
a
view
into
who
their
top
performers
was
or,
and
then
we
will
recruit
them
back
and
give
them.
What
we'll
call
first
option
we'll
also
work
with
companies
throughout
the
state
to
help
them
retry,
recruit
tech
workers,
there's
kind
of
a
fundamental
knowledge
that
you
build
and
and
in
learning
what
works.
G
What
doesn't
work
to
recruit
people
here
that
we'll
be
able
to
share
with
companies
across
the
state
to
help
them
be
more
competitive,
and
I
think
it's
one
of
the
things
we're
most
excited
about
in
doing
this.
Lastly,
in
terms
of
potential,
you
know
this
is
what
excites
me
the
most
personally
is
that
within
four
years
we
have
the
opportunity
to
build
what
would
be
the
equivalent
of
the
largest
taxpayer
base
of
any
company
in
the
state.
So
you
all
know
how
much
work
goes
into
recruiting
top
companies
to
come
here.
G
This
is
a
new
innovative
way
to
do
that,
where,
over
time,
if
we're
able
to
recruit
six
thousand
people
making
an
average
of
a
hundred
thousand
dollars
a
year,
you
then
create
a
taxpayer
base.
In
this.
This
slide,
you
see
650
million
tied
to
6
500
people
of
60,
650
million
dollars
a
year
and
the
taxpayer-based
contribution
of
kentucky
over
time.
G
The
goal
would
be
to
expand
upon
this
and
reach
a
much
higher
level,
and
that's
where
I
think
this
is
such
a
unique
opportunity
for
the
state
to
really
be
competitive
and
do
something
at
scale
that
no
other
state
has
done.
This
is
a
very
innovative
approach
and
you
know
we're
really
excited
about
the
opportunity.
F
There's
a
motion
and
a
second
for
adoption.
We
do
have
discussion.
Is
there
anything
you'd
like
to
say
miss
babbage.
B
Sure
I'll
just
add
that
as
a
younger
person
with
siblings
and
friends
around
the
country
who
can
work
from
anywhere,
I'm
really
excited
for
kentucky
to
have
this
novel
approach
and
get
to
lead
in
this
category
and
and
certainly
would
ask
you
for
your
vote
today.
Thank
you.
I
Thank
you.
This
is
an
intriguing
project,
I'm
very
very
excited
about
it.
May
I
drill
down
just
a
little
bit
about
the
retention
part.
I
just
jotted
down
a
few
items.
You
said
some
states
were
better
at
retaining
these
employees
than
others.
The
things
that
came
to
mind
that
might
well
you'd
have
to
have
internet
to
even
get
them
here
in
the
first
place,
but
are
some
of
the
other
family
considerations
like
education,
arts,
dining
housing
opportunities?
G
Yes,
ma'am
in
studying
the
26
programs
and
seeing
what's
really
effective
anything
that
contributes
to
building
community
matters.
So
everything
you
just
said
is
irrelevant
and
important.
What
you
see
is
with
many
applicants
is
they're
kind
of
self-selecting.
Some
may
really
like
hazard
right,
a
more
remote
area,
small
community,
some
might
like
lexington
or
louisville.
Some
might
want
to
move
to
bowling
green.
G
They
really
self-select
and
I
think
our
job
is
to
give
them
a
the
full
landscape
of
the
state
and
help
them
find
the
community
that's
best
for
them
and
then
find
the
people
in
that
community
to
welcome
them.
You
really
need
a
champion
in
each
area,
so
we'll
be
working
with
the
counties
who
are
interested
in
the
cities
who
are
interested
and
they'll
need
to
have
a
local
advocate,
who
will
kind
of
be
like
a
local
tour
guide
right
and
a
local
mentor
to
help
them
and
we'll.
G
We
will
pay
for
that
in
many
cases
to
help
support
that,
but
it's
really
up
to
the
local
community.
There's
a
partnership
here.
I
Excellent
excellent.
Thank
you.
Thank
you,
chair
and
acting
chair
for
this
wonderful
proposal
sounds
like
a
great
idea.
J
Yes,
thanks
so
much
I'll,
tell
you
one
of
the
things
I'm
most
excited
about,
as
I
kind
of
read
through
your
slides
is
the
target
to
governor
scholars.
My
daughter
was
a
governor
scholar.
My
sister
was
governor
scholar.
You
know
those
are
the
best
and
brightest
of
our
students
across
the
state
and
I've
also
been
studying
brain
drain
and
how
we're
losing
people
from
the
rural
areas
to
the
golden
triangle
and
from
the
golden
triangle
to
outside
of
the
state.
J
So
I'd
love
to
talk
to
you
more
a
bit
about
this
very
excited
about
something
that
encourages
our
best
and
brightest
to
stay
in
kentucky
or
to
return
to
kentucky.
B
If
I
could
represent
bojanowski,
I
was
just
going
to
speak
to
that
too.
I
was
a
former
governor
governor
scholar
and
left
the
state
and,
and
the
community
aspect
was
so
crucial
for
me
sticking
around
here.
I
was
thinking
about
churches
right,
other
local
organizations
that
can
really
pull
people
in.
So
many
of
our
communities
have
have
a
rich.
You
know
community
aspect
to
them
and
I
think
that
was
crucial
in
getting
in
and
convincing.
G
G
One
of
the
things
we
see
with
successful
programs
is
they
pay
for
a
visit
they
bring
someone
in
and
they
give
them
a
two
two-day
tour
put
them
up
in
a
nice
hotel.
Take
them
to
you
know
like
a
recruiting
visit
right
just
at
a
large
scale,
and
so
make
helping
them
feel.
Seen
and
appreciated
is
a
big
part
of
this.
C
C
Thank
you,
mr
chairman,
on
this
on
the
handout
that
we
have
your
slide
presentation.
If
you
could
go
number
15
it
talks
about
this
is
in
the
appendix
it
talks
about
the
tulsa
remote
program.
Yes,
sir.
Yes,
sir,
all
right
that
projects
for
in
2020
do
we
have
the
data
in
for
2020
or
2021
to
see
if
the
projections
were
met
or
succeeded.
G
Yes,
sir
fortuitously,
there
was
an
economic
impact
study
released
two
weeks
ago
for
2021
72
pages,
and
we
just
took
out
the
key
kind
of
the
key
points
which
is
they're
on
track
to
generate
500
million
dollars
a
year
to
the
tax
base
within
the
next
three
years,
and
then
for
every
dollar
invested
to
recruit
someone
here.
It
increa
it
created
13.77
and
impact
to
the
economy
in
terms
of
the
total
labor
income
to
the
economy
and
for
every
two
people
who
moved
they
brought
one
person
with
them.
C
G
C
G
Don't
know
2020
off
the
top
of
my
head
and
I
don't
want
to
misspeak
what
I
know
is.
This
was
from
a
harvard
case,
study
before
2020,
projecting
that
and
from
what
I
understand
they
surpassed
all
their
projections
because
they
didn't
project
to
retain
88
percent
they're
from
talking
to
them.
Their
projections
were,
they
would
retain
closer
to
70
to
75
percent,
and
they
were
surprised
that
they
even
retained
as
well
as
they
did.
So.
E
Thank
you
great
presentation,
it's
the
kind
of
thing
we
need
and
a
couple
quick
questions
just
trying
to
get
it
right
in
my
head
and
I
probably
should
be
able
to
read
and
figure
it
out,
but
10
million
dollars.
You
can
come
and
be
part
of
this.
E
I
think
it's
a
four
percent
wage
assessment
is
that,
where
we're
getting
our
income
from
this
first
question-
yes,
sir
and
two-
I
assume
that's
there's
no
corporate
tax-
these
well,
there
may
be-
and
I
guess
that's
my
next
question-
would
it
just
be
those
corporate
entities
that
are
outside
our
state
that
would
be
eligible
for
this
or
why
wouldn't
somebody
within
the
state
that
could
you
possibly
utilize
this
program
or
would
that
I
guess
I'm
asking
that
question
well.
G
One
of
the
advantages
we
see
is
we're
talking
to
one
of
your
peers
yesterday
and
they
love
the
idea
of
working
with
tech
companies
in
their
in
their
area
in
louisville
to
help
attract
people
to
kentucky.
So
now
they
can
say
if
you're
approved
for
this
program,
you
also
get
ten
thousand
dollars,
so
it
helps
our
existing
companies
in
kentucky
be
more
competitive
and
also
move
people
here.
C
E
G
All
right,
but
if
you
go
to
the
last
slide,
I
think
this
is
important
because
we're
all
we
want
to
make
decisions
as
a
state,
10
and
15
years
ahead.
Not
just
what's
going
to
help
us
in
the
next
two
to
four
years,
and
if
you
look
at
austin
texas
in
the
you
go
back
25
years
to
when
ibm,
moved
there
and
trilogy
moved
there.
Austin
texas
is
a
tech
hub.
What
you
think
of
it
today
is
not
what
austin
texas
was
you.
G
You
find
the
same
in
boulder
colorado
in
boise,
a
number
of
smaller
towns
that
have
grown
and
taken
off
because
they
made
a
big
investment
in
technology
and
moved
a
number
of
engineers
there
and
created
that
density
and
kind
of
the
the
agglomeration
effects.
If
you
will
of
the
benefits
of
of
such
a
concentration
level
of
talent,
concentrated
level
of
talent
in
one
area,
and
that's
that
would
be
the
hope
not
just
for
you
know,
lexington
louisville,
but
across
the
state,
especially
for
those
cities
who
are
really
willing
to
do
the
work.
G
K
Thank
you,
mr
chair.
I
appreciate
the
presentation
because
this
came
toward
the
end
of
last
session
and
it
was
not
very
well
understood
and
I
understand
it
a
little
bit
better
now,
but
I
still
do
have
a
couple
of
questions.
K
G
The
goal
is
certainly
more
than
that:
six
thousand
was
kind
of
our
minimum
baseline,
because
that
would
create
the
equivalent
of
the
largest
company
in
kentucky,
which
is
a
big
milestone
right.
I
think
everyone
here
would
be
proud
of
that.
G
If
we,
if
we
did
that
the
cap
is
relative
to
how
much
investors
are
willing
to
invest
if
the
program
works,
so
the
program
works,
they'll,
invest
more
and
there
just
needs
to
be
enough
incentive,
not
too
much
just
enough
for
them
to
want
to
continue
to
invest,
and
we
have
met
with
a
number
of
investors
to
understand
their
interest
and
not
to
get
too
technical,
but
what
they
like
from
talking
to
them.
All
of
them
is.
G
This
is
uncorrelated
to
the
stock
market
and
other
investments,
they're,
really
just
investing
in
two
things:
one
the
labor
supply
and
do
people
like
kentucky-
and
I
know
people
are
going
to
like
kentucky
right.
We
have
the
programs
at
work,
have
a
low
cost
of
living
and
a
high
quality
life,
which
you
can
argue
kentucky
is
the
best
state
in
the
country
for
those
who
attribute.
So
it
should
work
here
and
work
really
well,
but
you
know,
hopefully
we
can
move
many
more
than
six
thousand.
K
G
Think
every
company
should
take
advantage
of
this.
It's
up
to
them
to
recruit
the
people
who
are
most
sincere
about
state
and
kentucky
and
care
about
kentucky
where
I
don't
believe
the
the
company
who
does
this
will
favor
those
who
just
want
to
come
into
kentucky
and
do
a
tour
for
a
year
or
two.
We
want
people
who
have
roots
here
who
love
kentucky,
who
care
about
the
community
and
it
comes
across
in
their
application
process.
We
want
them
to
sell
us
why
they
want
to
be
here.
F
K
My
question's
about
the
top
of
page
three,
where
this
may
cease
after
five
years,
but
that's
not
a
that's,
not
a
hard
end
date.
So
could
could
these
incentives
potentially
go
on
for
a
long
time.
G
Sure
the
this
was
the
one
sticking
point,
so
one
of
the
things
we
did-
and
I
think
we've
met
with
we've-
had
22
meetings
now
is
we
just
asked
for
objections
right?
Everyone
comes
in
to
sell
you
all.
I
want
to
know
what
are
the
problems,
and
why
might
this
not
work?
G
We
don't
want
the
state
and
the
state
doesn't
want
to
get
stuck
with
something,
for
you
know
the
next
50
years
they
can't
get
out
of,
and
so
what
we
created
was
a
way
that,
after
five
years,
the
state
can
buy
out
the
investors
if
they
don't
continue
to
wish
the
to
support
the
program
long
term
where
they
are
not
stuck
with
a
revenue
share
into
perpetuity.
G
We
were
not
sure
what
the
most
elegant
solution
was,
but
from
talking
to
you
getting
advice
from
as
many
people
as
we
can,
this
was
the
best
solution.
So
far,
yes,
okay,.
C
Thank
you,
mr
chair.
I
just
had
a
question
about
the
wage
assessment
part
of
the
bill
and
thank
you
very
much
for
bringing
it
it's
an
intriguing
concept.
But
could
you
kind
of
walk
us
through
how
that
would.
B
G
The
income
tax,
the
state,
would
be
five
percent
five
thousand
and
then
four
thousand
that
would
be
paid
to
the
entity.
Bringing
the
worker
here
in
this
case.
D
F
K
I
was
one
of
the
people
I
think
last
year
at
the
end
of
session,
who
voted
against
this
and
enough.
So
I
feel
like
I
really
appreciated
the
presentation,
the
ability
to
ask
questions
about
this.
I
do
still
have
some
concerns
about
what
I
remember
saying
and
in
the
late
hour
last
year,
as
this
was
considered
at
the
end,
that
there's
a
there's,
a
difficult
balance
between
investing
in
the
people
that
we
have
now
when
we
have
limited
resources
and
investing
in
an
idea
of
people.
K
We
want
to
attract
here
later
and
and-
and
I
understand
the
the
really
good
goals
behind
this
and
and
wanting
to
attract
high-income,
highly
skilled
young
workers
and
I'm
gonna
vote
yesterday,
but
I'm
still
working
out
that
balance
of
investing
in
the
people.
We
have
now
versus
this,
this
dream
of
attracting
people
later
so,
but
I'm
a
yes
and
I
look
forward
to
continuing
this
conversation.
A
A
A
A
L
Second,
we
are
asking
to
develop
a
task
force
this
year,
during
the
interim
of
which
would
bring
both
parties
stakeholders
to
the
table,
to
discuss
and
study
the
benefits
cliff
at
cliff
benefits,
calculator,
clift
ideas
and
the
impacts
of
the
cost
of
those
programs.
I
would
like
to
turn
it
over
to
my
guest
for
further
explanation.
H
Thank
you.
Thank
you,
mr
chairman
and
members
of
the
committee.
The
chamber
has
come
before
you
many
times
over
the
interim
in
this
legislative
session
to
talk
about
the
number
one
thing
that
we
hear
from
all
employers
across
the
state:
small
employers,
large
employers
and
everyone
in
between,
and
that
really
is
workforce
and
the
crisis
that
we're
facing
currently
in
the
commonwealth
and
as
we've
discussed
many
times
before,
as
as
much
as
we
wish
there
was,
there
really
is
no
silver
bullet.
H
There
is
not
one
kind
of
one-size-fits-all
solution,
and
so
that's
why
you've
seen
many
bills
from
supported
by
the
chamber
from
legislators
this
session
to
really
tackle
the
issue
of
the
workforce
crisis.
That
really
is
a
multi-faceted
solution,
and
we
want
to
thank
you
all
for
really
taking
this
issue
seriously,
and
there
are
many
bills
going
through
the
general
assembly
right
now
that
are
really
going
to
help
the
workforce
issue
that
we're
currently
seeing
in
the
commonwealth.
H
But
as
we
know,
this
is
an
issue
that
has
has
been
building
for
about
20
years
and
and
covet
obviously
exasperated
this,
and
it
heightened
a
lot
of
our
inequities
and
the
workforce
issue
is
definitely
one
of
them
and
just
like
it
took
20
years
to
get
into
this
issue.
It's
not
going
to
be
an
easy
fix
overnight,
but
one
of
the
ways
that
we
really
do
think
that
we
can
help
fix.
The
issue
of
workforce
here
in
kentucky
is
to
address
the
issue
of
benefit
cliffs
and,
like
representatives
dixon
said
benefit.
H
Cliffs
is
really
when
someone
is
working
and
they're
making
a
wage
here
in
kentucky,
but
if
they
go
over
a
certain
amount,
they're
going
to
lose
a
lot
of
the
benefits
they
currently
receive
and
over
the
last
year,
or
so
we
have
traveled
the
state.
We
have
talked
to
employers
all
across
kentucky,
and
this
really
is
an
issue
in
the
commonwealth,
and
we
hear
from
employers
and
employees
that
employees
sometimes
don't
even
want
a
raise.
H
They
are
worried
about
making
a
little
bit
more
money
because
they
would
lose
their
ccap
benefits.
They
would
lose
potentially
their
snap
benefits.
They
would
lose
these
benefits
that
mean
a
lot
to
them
and
their
family
and
so
kind
of
hovering.
That
wage
issue
really
is
really
is
an
important
issue
here
in
kentucky,
and
actually
I
was
speaking
at
a
child
care
conference
earlier
this
week
and
it
was
brought
up
from
child
care
workers.
H
H
I
think
I've
been
working
in
frankfort
for
for
many
years
now,
and
it's
something
that
we've
all
tried
to
tackle
and
we
really
have
not
come
to
a
solution
that
has
has
worked
here
in
the
commonwealth
to
really
make
sure
that
people
can
transition
from
getting
those
benefits
into
a
job
where
they
would
not
need
that,
and
so
this
idea,
I
think,
is
very
pragmatic.
It
gives
a
task
force
over
the
interim
for
all
sides
to
really
come
together.
M
Yeah
this
this
legislation,
I
think,
is
a
relatively
simple,
straightforward
bill,
but
it's
engaging
with
an
incredibly
complex
topic
and
I
think
the
bill
does
a
really
good
job
of
acknowledging
the
nuance
of
things
such
as
benefit
cliffs
and
comes
up
with
an
appropriate
way
to
tackle
that
in
the
context
of
kentucky.
As
representative
dixon
already
said,
the
first
part
of
this
bill
would
require
the
cabinet
to
develop
a
proposal,
so
in
other
words,
this
is
the
start
of
a
conversation.
M
They
would
then
bring
that
proposal
back
to
the
legislature
for
another
conversation
about
how
how
we
would
all
want
to
proceed
forward
in
terms
of
the
implementation
of
this
benefit
cliffs
calculator.
The
idea
here
is
to
create
a
tool
that
families
could
use.
Caseworkers
could
use.
Employers
could
use
to
understand
the
implications
of
say,
becoming
a
dual
income
household,
accepting
a
pay
increase,
accepting
a
promotion
and
how
that
would
affect
an
individual's
decision
making
when
it
comes
to.
You
know,
moving
off
of
public
benefits,
for
example.
M
This
is
a
calculation
that
a
lot
of
folks
are
making
it's
it's
something
that
you
know
when
you're,
when
you're
on
public
benefits.
It's
it's
that
sort
of
kitchen
table
calculation
that
takes
place
they're
thinking
these
things
through
one
of
the
things
that
could
be
really
advantageous
about
a
good,
well-structured
benefit,
cliff
calculator
is
that
it
could
also
kind
of
help
them
see.
M
Okay,
what's
the
break-even
point
for
me,
how
much
income
would
I
need
to
make
to
be
kept
whole
and
fully
transition
off
benefits
in
a
way
that
makes
financial
sense
for
that
family?
This
is
something
we're
starting
to
see
in
some
other
states.
They're
implementing
these
types
of
benefit,
calculators
in
conjunction
with
reapplying
or
applying
for
benefits.
M
New
hampshire
is
a
good
example
of
a
state.
That's
doing
this
very
recently
that
came
out
of
a
task
force
that
they
put
together
to
study
this
issue
and
there's
a
lot
of
promise
there.
In
doing
it,
I
will
say:
there's
a
a
number
of
different
benefit,
cliff
calculators
that
are
out
there
in
the
general
public.
One
of
the
big
problems
with
them
is
they're
kind
of
designed
for
people
like
me
to
use
policy
analysts.
What
we
need
something
set
up
for
is
something
that
could
be
very
quick,
easy
to
use
for
a
family.
M
They
can
really
work
through
these
decisions
as
as
they're
determining
how
to
proceed
forward
and
potentially,
transition
off
of
benefit
or
off
of
public
public
assistance
benefits.
This
could
be
a
really
good
addition
to
to
kentucky's
resources.
Second,
part
of
the
bill
gets
into
a
task
force
to
really
dive
into
benefit
cliffs.
M
C
A
We
do
have
at
least
a
couple
questions.
First,
representative,
bray.
F
The
role
of
government
shouldn't
be
to
stand
in
the
way
of
prosperity,
but
that's
exactly
what's
happening.
You
know,
I
know
firsthand
of
people
who
have
had
opportunities
to
better
themselves
but
have
turned
it
down
because
it
was
going
to
cut
into
their
benefits,
which
is
kind
of
its
government
getting
in
the
way.
F
K
Thank
you.
Thank
you,
mr
chair.
I'm,
charles
I'm
glad
you
touched
on
the
the
task
force
from
2019,
because
I
was
starting
to
have
deja
vu
for
a
second.
I
wasn't
and
I
wasn't
on
that
task
force,
but
I
I
kept
remembering
something
like
haven't
we
done
this
before,
and
can
you
go
into
a
little
more
because
it
triggered
my
memory
that
this
had
been
studied
recently,
and
I
do
remember,
benefits
cliffs
being
discussed
in
in
those
meetings,
even
though
I
was
sort
of
only
you
know
tangentially
following
them.
K
H
I
would
say
working
with
the
sponsor
on
this
bill:
you
can
see
that
the
original
version
actually
called
for
a
pilot
program,
and
now
it
calls
for
a
task
force.
We
are
fairly
late
in
session
and
this
is
a
really
important
issue
that
we
want
to
make
sure
that
we
all
get
right,
and
so
I
think
a
task
force
really
is
the
most
appropriate
avenue
at
this
point,
and
the
reason
being
so
is
that,
as
wages
across
the
commonwealth
continue
to
increase,
this
is
becoming
more
and
more
of
an
issue.
L
D
Good
morning,
ashley
charles
thanks
for
coming
in
today.
This
is
a
very
important
topic
and
I'm
trying
to
figure
out
how
to
phrase
this
question.
I
know
as
as
an
individual
with
a
disability
that
this
is
really
a
prominent
issue
in
our
disability
group
that
there
are
a
lot
of
people
with
disabilities
out
there
that
are
partial.
D
Have
partial
disabilities
are
permanent,
partial
disabilities
that
do
qualify
for
some
assistance,
and
this
runs
into
this,
and
I
know
from
personal
experience
that
the
number
one
thing
we
can
do
in
all
these
types
of
programs
is
create
pathways
to
self-sustainability,
and
I
know
that's
what
you
guys
want
to
do.
D
There's
a
lot
of
fears
in
a
disability
world
about,
am
I
losing
my
security,
blanket
to
whatever
extent,
to
take
a
little
bit
more
different
wage,
and
it's
been
my
experience
a
lot
of
times.
It's
just
a
lack
of
education,
and
I'm
hoping
this
task
force
can
do
a
good
job
at
discussing
good
ways
to
to
approach
these
hurdles,
and
I
guess
my
question
is:
can
we
make
sure
that
both
sides
are
well
represented
in
this
task
force?
D
Because
it's
been
my
experience
as
well,
sometimes
these
task
forces
are
have
a
specific
agenda
before
they
even
start
and
they
kind
of
go
in
a
direction
and
one
side
doesn't
really
have
a
say
so
as
much
as
you
might
hope.
So
I
hope
that's
not
the
case
here.
So
if
you
can
just
elaborate
a
little
bit
on,
maybe
you
know,
how
can
we
assure
that
all
sides
are
heard
that
we
can
actually
get
some
some
substantive
answers,
moving
forward
on
how
we
can
create
more
self-sustainability.
L
Yeah
representative
gentry,
thank
you
thank
you
for
that,
and,
and
yes,
the
heart
of
of
this
discussion
in
this
bill,
when
I
even
dr
you
know
drafted
708
in
the
initial,
the
heart
of
what
my
goal
is
with
this
issue
is
to
look
at
everything
from
a
hand
up
perspective.
You
know
what
can
we
do
to
help
our
fellow
citizens?
L
What
can
we
do
to
to
help
the
individuals
with
a
program
or
something
that
will
give
them
the
opportunity
to
to
be
successful
to
move
in
a
direction
they
may
currently
be
wanting
to
move
in,
but
but
cannot
so?
Yes,
I
I
in
the
task
force
structuring,
we
do
have
representation
from
both
sides
and
that's
why
I
included
in
my
intro
parties,
because
I
do
think
it's
imperative
that
a
task
force
like
this
we're
all
on
the
same
page,
because
it
is
for
all
of
our
constituents.
L
D
Okay,
that
that
sounds
good
and
just
you
know
right
now,
with
the
dei
movement,
there's
a
lot
more
opportunities
out
there
than
maybe
there
was
10
years
ago.
So
I
think
we
have
a
lot
of
potential
to
really
do
some
significant
positive
change
in
this
area,
and
I
just
I,
how
can
I
say
this-
I
hope
we're
all
very
committed
and
really
trying
to
dig
in
and
and
assist
in
this
effort,
especially
with
with
workers
that
have
impairments.
A
D
K
E
D
C
I
vote
yes
and
thank
you,
representative
dixon,
for
bringing
this
bill.
I
was
on
that
2019
public
benefits,
public
assistance,
reform
task
force
and
while
we
were
able
to
discuss
the
benefits
cliff,
we
were
not
able
to
take
such
a
deep
dive
into
it.
So
I
really
appreciate
you
bringing
this
particular
issue
to
the
forefront.
Yes,
thank
you.
B
A
E
A
Yes
and
representative
dixon-
I
I
too
was
on
that
2019
public
assistance
task
force
and-
and
we
took
a
very
broad
approach
to
public
assistance
and-
and
I
know
the
benefits
cliff-
is
a
huge
issue
and
we
did
discuss
it,
but
I
would
have
to
say
that
is
probably
one
of
the
biggest
issues
that
I
hear
from
constituents
about,
and
I
could
give
you
all
kinds
of
anecdotal
examples
of
of
a
lady
in
my
district
who
is
making
a
certain
amount,
but
she
can't
make
any
more
because
then
she
loses
her.
A
Child
tax
credits,
child
care
credits
and,
and
those
are
issues-
and
we
do
need
to
address
that.
And
so
I
I
applaud
this.
I
think
a
task
force
focusing
solely
on
this
issue,
kind
of
to
what
representative
gentry
was
saying
that
really
really
digs
in
and
comes
up
with,
a
good
working
plan
for
how
to
address
this
issue
is
important
and
I
think
it's
it's
a
it's
a
good
idea
and
it's
time
for
it
and
and
I
do
vote
yes.
A
All
right
house
bill
708
does
pass
amended
with
committee
substitute
one.
I
do
need
a
motion
now
on
the
title.
Amendment
representative,
bray
representative
sheldon,
all
those
in
favor
of
adopting
the
title
amendment
I
any
opposed
no
title
amendment
is
adopted.
Thank
you,
mr
congratulations.
Thank
you.
Thank
you.
Committee
members.