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From YouTube: Unemployment Insurance Reform Task Force (9/28/21)
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A
Welcome
to
the
fourth
meeting
of
the
kentucky
unemployment
insurance
reform
task
force.
If
you
are
remote,
please
let
us
know
and
then
turn
your
microphone
to
mute.
So
I'm
going
to
ask
sashay
to
call
the
roll.
B
A
A
We
have
motion,
we
have.
Second,
we
have
a
second
anyone
opposed
motion
carries
and
the
minutes
are
approved.
Today
we
have
secretary
link,
who
has
been.
We
must
appreciate
him
coming
quite
often
to
testify.
We
have
buddy
hoskins
and
morgan
eaves
of
the
the
unemployment
insurance
office.
Are
you
all
already
online.
F
Great
good
morning,
and
and
mr
chairman,
thank
you
again
for
having
us
this
morning,
along
with
me,
as
you
noted,
is
buddy
hoskinson,
who
is
the
executive
director
of
the
office
of
unemployment,
insurance
and
morgan
eve,
who
is
our
legislative
director
at
the
kentucky
labor
cabinet?
F
So
I
just
wanted
to
to
mention
that
morgan.
If
we
could
go
to
the
next
slide,
please
mr
hoskinson
and
I
will
will
tag
team
and
we
have
about
16
slides
to
go
through
mr
chairman
and
then
we'll
certainly
be
happy
to
take
any
questions
during
our
presentation
or
at
the
end,
whichever
you
would
prefer.
F
But
I
want
to
start
off
by
noting
that
recently
we
have
been
conducting
what
we
call
deep
dives
or
strategic
planning
sessions
to
start
really
looking
at
a
lot
of
the
core
issues
surrounding
the
unemployment
insurance
system.
Here
in
kentucky
the
the
challenges
that
we've
faced
and
we
want
to
create
comprehensive
solutions
that
the
cabinet
can
implement.
F
Now
that
we
have
an
rfp
on
the
street
to
totally
replace
the
system.
But
we
know
that
will
take
several
months
and
in
the
interim
we
know
we
have
to
work
on
improving
the
current
system
and
addressing
the
needs
of
all
the
claimants,
and
we
also
are
working
with
all
the
resources
we
have
available
to
us
and
as
circumstances
come
up,
we
have
to
re-prioritize
at
times
how
we
utilize
those
resources
to
have
the
greatest
impact.
F
G
A
G
Thank
you
just
want
to
verify.
I
again,
as
secretary
link
said,
we
very
much
do
appreciate
having
the
opportunity
to
have
these
discussions
and
on
loan
ongoing
conversations
to
improve
our
system
and
our
services.
So
I
think
the
strategic
planning
session
and
the
deep
dive
that
we
we
recently
did.
G
We
did
that
with
ui
leadership,
I.t
leadership
and
the
commonwealth
of
technology
leadership
to
really
kind
of
look
at
what
are
things
that
we
are
seeing
now
that,
while
we
may
not
be
able
to
necessarily
take
a
lot
of
breathing
room,
we
do
have
some
momentum
to
take
a
step
back
and
to
really
look
at
the
deep
dives
of
what
we're
trying
to
plan
and
how
we
want
to
move
things
forward
with
some
system
updates,
some
product
updates
and
some
work
solution
updates.
So
just
to
kind
of
give
you
a
high
overview.
G
The
big
note
cards
around
the
room
and
then
really
talking
about
those
and
diving
those
in
so
just
to
kind
of
give
you
a
few
of
those
that
we
discussed
and
where
the
channels
in
which
people
communicate
and
how
we
interact
with
claimants,
with
lrc
with
consistent
services
with
the
public
and
how
we're
able
to
make
sure
that
we're
handling
the
needs,
such
as
the
appointments,
our
system
in
itself.
What
improvements
can
we
do
right
now
into
our
system?
G
G
Are
there
things
like
what
we've
recently
implemented,
ivm
that
we
can
implement
out
the
data
warehouse,
how
we
can
get
that
information
out
and
make
sure
that
our
systems
do
talk
to
each
other
in
a
way
that
we
can
get
the
reliable
data
that
we're
seeking
optimizing?
Obviously,
our
workflow
our
resources.
G
Every
time
we
put
a
project
in
place
with
it
or
cot,
it
is
how
do
we
allocate
those
resources
not
just
financially
but
the
manpower
for
those
resources,
and
then
I
think,
as
most
of
us
in
that
committee,
in
that
strategic
planning
came
away
with,
is
how
do
we
put
things
into
plain
language
and
make
sure
that
anyone
and
everyone
can
understand
what
we're
trying
to
get
across
in
whether
it's
in
their
summary
of
their
accounts
or
just
how?
Not
so
much
of
the
ui
speak
I'll.
G
Just
say
that
and
so
we're
going
after
some
funding
out
of
a
recent
grant
opportunity
to
help
us
do
that
and
look
at
all
of
our
forms.
That
was
something
that
came
out
of
that
our
imaging
solutions,
how
our
interface
looks
so
in
that
some
of
the
action
items
came
out
of
that,
and
that
is
the
virtual
appointments.
G
The
website
improvements
that
we're
doing
the
fraud,
prevention,
detection
that
we're
doing
and
putting
out
a
weekly
dashboard,
a
weekly
report,
a
ui
report.
Our
our
goal
with
this
for
the
committee
to
understand
is
that
we
will
be
doing
this
on
a
quarterly
basis.
So
it's
not
a
one
and
done
it's
every
quarter
coming
together
with
that
same
group
of
folks
and
inviting
others
in
as
needed
to
look
at
what
is
the
landscape
at
this
moment?
Where
is
the
landscape
change?
Are
we
hitting
our
targets?
G
Are
we
doing
the
things
that
we're
seeking
to
do
from
the
previous
strategic
planning
morgan?
G
So
I'm
going
to
continue
on
so
we're
going
to
go
to
the
virtual
appointments,
so
our
our
go
and
virtual
appointments
there's
a
little
bit
of
difference,
and
so
let
me
clarify
there
are
the
in-person
appointments
that
individuals
can
can
seek
every
weekday
monday
through
friday
at
9
a.m,
and
then
there
are
virtual
appointments
in
which
we
we
schedule
and
and
those
come
to
us
in
various
ways
we
have
a
group
of
staff
who
who
once
we
schedule
virtual
appointments
and
then
call
and
reach
out
to
that
claimant.
G
Our
goal
now
is
to
still
do
those
virtual
appointments,
but
also
to
make
sure
that
we
are
working
in
going
back
and
calling
the
oldest
claims
that
we
still
show
as
unresolved
whatever
it
may
be.
If
it's
one
issue
or
multiple
issues
to
make
sure
that
that
claim
is
valid,
that
that
claim
has
been
verified
not
to
be
fraud
and
to
assist
those
individuals.
G
So
online
appointment
schedule
wrote
out
on
927
with
the
option
to
have
phone
instead
of
in
person,
and
I
know
that
I
believe
it
was
representative
sharp
last
time
that
asked
about
this.
So
if
you're
in
northern
kentucky
but
you're
able
to
get
an
in-person
appointment
in
hazard
or
in
western
kentucky
you're
now
able
to
select
the
option,
I
want
to
do
it
either
in
person
or
I
want
to
do
it
by
phone
next
slide.
Morgan.
G
Okay!
So
let's
talk
about
the
claimant,
update
the
the
website
again
in
the
strategic
planning
session.
This
was
about.
How
do
we
catch
the
momentum
to
have
continuous
improvement,
and,
and
what
do
we
need
to
do
to
help
claim
it
be
able
to
maybe
resolve
a
big
portion
of
what
they're
putting
in
and
not
not,
maybe
make
either
the
mistakes
or
not
be
able
to
upload?
How
can
we
make
it
a
little
bit
more
user
friendly
in
order
to
do
that?
G
So
this
page
is
just
for
us
to
you
know
your
claim
is,
and
I'm
going
to
show
you
a
mock-up
in
just
a
second
that
we're
we're
at
50,
complete
on
your
claim
being
able
to
be
processed
you're
at
75
completion,
automate
the
communication
and
we'll
show
you
a
mock-up
of
that
in
just
a
second
as
well
that
we
can
have
communication,
while
you're
on
your
summary
page
directly
working
to
implement
that
real-time
communication
tool
that
I
just
mentioned
in
the
real
chat
issue,
so
that
we
can
hopefully
walk
a
claim
it
through
the
majority
of
the
things
that
they
that
they
see
and
again
reviewing
the
language
on
the
websites
and
substitute
what
I
call
again.
G
Ui,
speak
or
industry
speak
terminology
with
plain
language,
so
here's
an
example
of
a
mock-up
that
we're
looking
at
on
our
summary
page
and
now.
So
what
I
want
you
to
understand
is
all
of
these.
Things
are
key
pieces
to
to
the
claim.
So,
if
you
were
to
hover
over
the
benefit
year
end
date,
it
would
give
you
an
explanation
of
what
that
means.
G
While
we
know
and
understand
that
that
the
claimant
has
signed
off
and
acknowledged
their
rights
and
responsibilities
on
their
claim
and
they
have
access
to
the
rights
and
responsibilities,
and
that
document
is
on
the
website
and
it's
updated
every
quarter,
we
want
to
make
sure
that
we
kind
of
help
the
individuals
on
the
summary
pages.
So,
if
you're
able
to
hover
over
those
balances,
you'll
be
able
to
see
what
that
means
in
plain
language,
now
one
of
the
things
we're
still
working
on
is
up
at
the
top.
G
G
We
need
it's
one
day
old,
it's
two
days
old,
same
thing
on
our
side,
so
that
all
parties
understand
where
they
are
in
that
process,
but
also
at
the
top,
putting
some
type
of
I'll
just
say,
bubbles
again
to
talk
about
the
completion
of
where
you
are
in
getting
your
claim,
processed
and
or
if
it
backs
up
because
of
a
fact-finding
need
or
something
else
that
has
happened
when
you've
requested
your
benefits
down
the
road
again,
our
goal
overall
is
to
be
able
to
make
sure
that
you
can
understand
your
summary
page.
G
You
can
understand
if
we
have
identification
issues
on
what
needs
to
be
happening,
and
then
we
can
also
provide
you
that
communication
tool
that
I
was
talking
about
in
real
time,
and
so
this
is
something
that,
while
the
finished
product
may
not
look
exactly
like
this,
this
was
something
that
we
worked
on
in
the
strategic
planning
session
to
just
start
going
over
here.
All
the
key
pieces
that
an
individual
needs-
and
here
are
things
that
we
can
do
to
make
it
a
little
bit
easier
for
them.
G
So,
to
give
you
an
update
on
fraud
issues
and
to
kind
of
go
through
what
we've
been
doing,
so
we
have
had
a
ui
fraud
task
force
meet
recently.
It
is
a
bipartisan
effort,
representatives
from
the
oag
office
as
well
as
apa.
It
has
local
state
and
federal
leaders
enforcement
investigators,
a
part
of
it.
G
We
have
been
working
on
the
national
directory
of
new
hires
cross
match,
which
we
do
the
national
data
hub,
idh,
which
we
also
participate,
and
I
believe,
if
I,
if
I'm
not
mistaken
when
you
all
had
joe
horvath,
speak
to
the
group,
the
last
time
from
foundation
of
government
accountability.
He
spoke
about
some
of
these
things
that
we
actually
do
do
currently.
G
The
annual
ui
report
to
legislatures
on
fraud,
indicators
of
fraud
claims
identification
verification.
You
know
recently
we
did
the
id
me
launch
back
in
june
when
we
started
the
beginning
of
the
pandemic.
We
had
over
a
million
id
verification
issues
going
on
in
bottlenecking
our
system
we're
down
to
less
than
90
000
id
issues.
G
Idme
allows
that
person
to
verify
and
if
they're
unable
to
do
so,
to
set
up
a
video
conferencing
to
also
go
to
the
next
level,
we've
locked
out
again
that
was
talked
about
from
your
last
guest
speaker,
we've
locked
out
ip
addresses
from
outside
countries.
We
verify
addresses
that
have
multiple
claims
on
there.
We
we
are
taking
the
measures
that
I
think
on
looking
at
bank
accounts
looking
at,
like
we
just
said
the
duplicated
ip
addresses
and
again
multiple
claims
from
multiple
addresses.
G
It's
not
uncommon
to
have
two
claims
and
possibly
three
claims
from
the
same
address.
But
again
you
wouldn't
have
10
or
more
on
there.
So
in
some
of
the
things
we've
done
and
launched,
I
think
it's
good
news
for
us
when
we,
when
we're
not
able
to
tell
our
good
stories
all
the
time,
here's
good
news.
We
we
launched
that
fraud
form
and
link
back
in
january
and
february,
we've
had
58
000
people
go
on
to
that
fraud
link
and
we
advise
them
what
to
do
in
case.
G
G
We
also
have
a
fraud
inbox
that
we've
closed
out,
to
do
the
link
and
between
the
two
we've
been
able
to
hit
those
pretty
hard
and
to
verify
that
they're
not
being
paid
out
or
it
is
a
fraud
claim,
and
these
are
the
following
steps
you
need
to
take
most
recently,
individuals
have
been
receiving
what
we
call
our
decisions.
If
you
want
to
talk
to,
I
speak
our
decisions
that
something
is
not
payable
due
to
an
identity.
G
Part
of
the
strategic
planning
was
that
we
were
able
to
close
a
good
number
of
issues
and
issue
those
determinations,
so
we've
had
calls
where
individuals
have
said
I
never
filed.
Well,
unfortunately,
an
imposter
did
try
to
file
on
you
and
they
used
your
address.
They
just
didn't
use
all
of
your
information
and
therefore
we're
just
trying
to
protect
you
to
let
you
know
that
nothing
was
was
paid
out.
G
Launching
it
on
the
to
provide
weekly
updates,
we
want
this
to
be
a
way
to
kind
of
get
out
the
information
and
for
you
all
on
the
task
force.
We
want
you
to
have
that
information
as
well.
We
want
to
give
you
information
that
includes
the
initial
claims.
The
number
of
continuous
claims,
the
number
of
issues
that
we're
seeing
claims,
waiting
action
and
the
amounts
paid.
I
I
get
a
weekly
claims
report
as
you
as
I
get
every
week,
and
I
I
know
what
we
have
coming
through
so
for
an
example.
G
G
We
had
in
extended
unemployment
compensation
26.
We
had
no
extended
benefits
for
last
week
and
then
we
had
32
new
pandemic
assistant
claims.
We
had
that
information.
What
we
want
to
do
is
to
be
able
to
share
that
information
with
not
only
you
but
also
to
the
public,
and
so
we
are
preparing
those
dashboards
now
and
and
we'll
put
on
our
website
and
we'll
have
those
updated
weekly
and
eventually
the
system
will
be
able
to
update
it
and
run
a
script
to
do
that
programmatically.
G
Okay,
so
I
think
at
this
point,
what
I
want
to
talk
to
you
about
is
some
resources.
So,
during
the
cares
funding
the
federal
government
just
this
summer
launched
what
we
call
tiger
teams.
We
want
self-improvement.
We
want
to
continue
that
momentum.
We
want
to
leverage
our
wins
and
we
want
to
recognize
areas
that
we
need
to
step
up
or
make
changes.
G
So
the
federal
government
launched
what
they
call
tiger
teams,
and
you
see
that
on
the
screen
here,
they're
experts
from
all
disciplines
throughout
the
ui
system
that
will
come
in
and
assess
and
provide
resources
and
also
give
us
ways
that
we
can
leverage
some
dollars
to
help
us.
So
kentucky
was
not
the
first
cohort
group
to
to
go
into
it,
but
we
were
the
first
one
to
ask:
could
we
be
a
part
of
the
second
group
so,
starting
on
october,
the
5th
we
launched
about
an
eight
week
tiger
team
session?
G
Now
again,
I
will
tell
you:
is
it
the
right
time
to
do
it?
Do?
Are
we
busy
100?
Is
it
the
right
time
it
100
is
if
we
don't
take
a
step
back
and
take
those
painful
moments
to
really
look
at
ourselves
and
to
make
those
deep
dives
all
across
the
board,
we
can't
continue
to
improve.
So
we
took
this
opportunity
and
said:
yes,
we
want
to
do
it
and
we're
going
to
do
it
and
we'll
give
you
updates
on
how
that
tiger
team
in
future
meetings.
G
So
in
person
and
phone
data,
I
know
we
again.
This
is
something
we
want
to
be
able
to
report
on
that
dashboard.
So
just
so
that
you
see
from
april
15th
when
we
started
to.
Until
now,
we
have
assisted
over
56
000
people
in
in-person
appointments
and
again
why
it
may
not
be
everyone
and
we're
not
going
to
stop
until
we
get
to
everyone.
G
That's
56,
000
people
being
able
to
come
in
and
get
assisted
in
and
hopefully
get
answers
and
or
get
processes
started
and,
as
I
said
previously,
new
appointments
open
up
every
weekday
monday
through
thursday
at
9.
00
am
total,
scheduled
65
000.
To
this
point,
so
we've
had
some
no-shows,
but
just
to
tell
you
how
many
we've
completed
right
there
and
I
think
that's
pretty
remarkable-
to
stand
up
13
career
centers
during
a
pandemic
and
trying
to
make
sure
we're
social,
distancing
and
keeping
people
safe
april.
15Th
is
september
24th.
G
The
call
center
has
taken
over
94
000
calls
and
trying
to
help
whether
it's
pin,
resets
or
basic
information
about
ui
and
again,
that's
8
a.m
to
8
p.m.
We
currently
staff
35
in
the
call
center
and
we
have
open
positions
in
steel
like
many
other
companies
seeking
more
so
that
we
can
open
up
the
saturday
and
sunday
hours
as
well.
F
My
turn
thank
you,
buddy
on
slide
10
here.
Obviously,
the
end
of
the
federal
extended
benefits
concluded
on
september
6th
and
with
that
now
our
career
development
offices
will
of
course,
still
be
helping
people
with
their
that
are
unemployment,
insurance
services,
but
we've
also
renewed
our
focus
back
to
employment
and
re-employment
services
at
our
career
centers,
because,
obviously
that's
what
we
all
want.
F
We
want
people
to
get
back
to
work
so
now
kentuckians
can
go
to
our
career
centers
and
they
can
see
job
search
or
training
assistance
at
any
of
the
13
centers
across
the
state,
and
no
appointment
is
required.
F
Each
center
has
been
proactive
about
seeking
area
employers
who
are
hiring
and
we
try
to
bring
those
businesses
together
for
job
fairs
and
and
fairs
held
during
ui
in-person
appointment
hours.
So
job
seekers
can
easily
make
these
connections
while
they're
at
the
career
center
and,
as
these
events
are
being
held,
the
cabinet
in
morgan
is
sending
these
event
information
pieces
to
the
area,
legislators
the
email
so
that
they
can
can
spread
the
word
to
their
constituents
and
their
districts.
F
F
The
grants
will
help
us
identify
ui
claimants,
who
are
likely
to
exhaust
their
benefits,
and
we
can
provide
them
with
the
training
and
ability
to
seek
and
secure
new
employment
and
to
ensure
they
remain
motivated
and
supported.
Cdo
staff
will
follow
up
with
each
participant
until
they
obtain
employment
in
the
future.
F
F
Despite
implementing
safety
precautions
at
all
of
our
centers,
we
struggled
with
with
staffing
shortages
due
to
positive
staff
cases
and
exposures,
so
we
have
protocols
that
we
have
to
follow
when
that
occurs.
F
This
has
led
to
reshuffling
appointments
and
recently,
with
the
owensboro
center.
We
had
to
close
for
three
days
because
we
didn't
have
staff
that
could
come
into
the
office,
but
we
did
move
those
to
phone
appointments
to
try
to
maintain
the
momentum
of
keeping
these
appointments
going
in
order
to
ensure
that
claimants
are
served
and
that
our
staff
are
protected.
F
We
really
want
to
encourage,
which
is
the
message
I
think
all
of
us
want
to
send.
Is
the
vaccination
rates
have
to
have
to
rise?
We
have
to
get
the
the
cases
down
so
that
we
can
provide
these
services
in
person
to
people,
and
we
ask
that
they
reach
out
to
their
communities
to
share
that
message.
F
G
Thank
you,
sir.
Here's,
where
I'm
really
going
to
ask
something
of
you
as
legislators,
in
this
pandemic
of
this
past
year.
Look
at
this
look
at
the
numbers.
Why
it's
not
everybody,
and-
and
we
acknowledge
that
if
you
look
at
the
great
recession,
the
number
of
claims
that
went
out-
thirteen
hundred
percent
increase.
G
I
know
that
I
have
staff
members
who
live
in
your
districts.
I
know
that
and
they
work
hard
every
day.
Please
acknowledge
the
the
great
work
look
at
that
the
number
of
claims
that
were
paid
out
in
2020
I
I
need
for
them
to
know
because
of
the
responsibility
that
they
personally
take
from
the
criticisms
and
how
much
work
they've
done.
They've
done
10
years
worth
of
work
in
that
one
year.
G
If
you
look
at
that
it
it's
to
me
it's
remarkable
and
why
it's
not
everything
and
why
we
100
agree
that
we
have
improvements
to
make.
That's
why
we're
here
at
the
table
with
the
conversation,
I
just
want
to
make
sure
that
we
recognize
the
good
things
that
we
have
accomplished
in
this
year.
So
in
the
ui
updates.
Again,
you
see,
2.4
million
claims
received
6.6
billion
dollars
paid
now.
G
Another
good
thing
that
that
you
all
did
with
us
and
working
together,
and
thank
you
so
much
for
the
efforts
with
this
was
the
opportunity
to
provide
waivers
in
those
situations
where
overpayments
came
through
at
no
fault
of
the
individual
we've
been
sending
out
letters
since
june,
and
that
process
continues
as
they
get
work
through
the
fact-finding
and
the
adjudication
portion.
If
we
realize
that
they
belong
a
part
of
that
group,
they
get
sent
a
letter
and
they
get
that
30-day
window
to
do
the
waiver,
so
that
will
be
ongoing.
G
It
wasn't
a
one-and-done,
but
to
this
date,
5780
claims
have
been
processed
in
the
overpayments.
Over
8
million
dollars
have
been
have
been
waived
and
again
I
think
that
was
in
great
efforts
with
working
with
legislatures,
and
so
thank
you
for
that,
because
that
takes
a
big
burden
off
many
individuals.
They
have
30
days
from
the
notice
to
do
that.
G
They
can
go
in
and
either
to
their
claim
and
and
complete
the
form,
or
we
also
provide
it
to
them
in
a
written
form,
with
a
special
envelope
to
process
out
for
those
who
didn't
answer
it,
maybe
correctly
or
was
unsure,
we've
gone
back
to
those.
I
believe
there
are
about
400
of
those
that
we've
come
back
through
and
that
I
have
my
lower
level
appeals
reaching
out
to
them
to
make
sure
they
understood
what
how
they
were
completing
it
and
again,
because
we
want
to
give
those
efforts
as
much
as
possible.
F
Due
to
various
reasons,
we
had
tremendous
amounts
of
fraud
that
were
coming
in
and
we
felt
like
the
the
increased
security
that
was
required.
As
we
reported
back
in
july.
The
apparent
successful
vendor
at
that
time
withdrew
their
bid.
So
in
the
best
interest
of
the
commonwealth,
we
felt
it
was
the
right
decision
to
make
to
take
the
lessons
that
were
learned
over
that
that
previous
rfp
period
and
to
implement
a
new
rfp
that
was
more
comprehensive.
F
That
included
all
of
the
new
elements
and
the
new
information
that
we
had
learned
and
that
rfp
was
issued
on
august,
the
27th
and
to
date.
We
are
exactly
on
track
with
that
process
and
we
anticipate
that
the
proposals
will
be
due
and
be
received
by
october
19th.
F
That
is
the
due
date
for
those
and
then
we'll,
of
course,
go
through
the
evaluation
of
those
responses
to
select
the
best
vendor
to
meet
the
commonwealth's
needs,
and
that
will
certainly
take
several
days
to
to
go
through
that
there
will
be
a
negotiation
period
and
then
we
will
enter
into
a
contract
to
pursue
that
new
system.
F
But
in
the
meantime,
as
has
been
mentioned
throughout
our
presentation,
we
are
working
hard
on
these
interim
steps
to
improve
the
systems
we
do
have
in
place
now,
because,
obviously,
a
new
system
replacement
will
take
several
months.
We
anticipate
anywhere
from
18
to
24
months,
but
that
doesn't
mean
we
have
to
stop
improving
what
we
do
have
in
meeting
the
needs
of
the
claimants
that
have
claims
in
the
system
right
now.
F
F
G
Yes,
sir,
thank
you
and
to
the
point
of
what
the
secretary
said
I'll
just
add
to
all
the
good
work
that
we're
doing
through
I.t
and
through
the
strategic
planning,
or
we
call
them
sprints
there
are,
they
are
rated,
they
are
put
in
priority
and
then
for
four
weeks
they
are
dedicated
to
those
resources.
So
that's
how
we're
able
to
to
move
things
forward.
So,
let's
talk
about
oui
audits
audits
are
are
not
always
a
good
thing,
but
not
really
a
bad
thing.
If
we,
if
we
do
this
the
right
way,
this
is
about
self-improvement.
G
This
is
about
improving
our
processes
and
strengthening
what
we
do.
So
we
do
have
a
few
audits
going
on
in
place
from
the
cares
act,
audit
to
the
apa
and
some
specialized
audits
that
the
federal
level
has
asked
to
do
across
the
country.
Now
on
the
cares
act.
Audit
we
just
complete
it.
Every
state
will
go
through
a
cares,
act
audit.
We
are
responding
to
those
questions
and
we've
been
providing
thousands
of
pages
of
documentation
doing
the
the
same
thing
exactly
with
the
apa
and
going
through
those
so
morgan.
G
If
you
want
to
hit
the
next
slide
with
that,
what
I
will
just
say
is
in
in
the
audits
with
the
state
auditor.
I
believe
we
have
completed
seven
of
those
nine
a
couple
of
those
take
a
little
longer
in
progress
and
then
some
of
those
take
other
agencies
and
organizations
to
be
a
part
of
for
those
improvements.
But
but
again
this
is
about
creating
the
internal
controls,
the
the
self
a
look
inside
making
sure
we
strengthen
what
we
do
so
that
we're
building
a
good
foundation.
G
As
the
secretary
likes
to
say,
we
really
have
to
build
the
church
for
easter
sunday
and
I
totally
agree
with
that,
and
so
when
we
take
those
reflections
back,
I
I
know
it's
hard
for
sap
when
they
see
those
things
or
hard
for
us
to
see
those
things.
But
we
do
try
to
take
those
from
the
approach
of
how
do
we
self-improve
from
that?
G
So
some
of
the
reform,
ui
updates
that
we
can
talk
about
is.
I
know
that
joe
horvath
from
the
foundation
of
government
accountability.
I
I
was
glad
to
see
him
speaking
on
that
he
complimented
legislatures
for
many
of
the
reforms
that
you've
already
taken
with
unemployment
insurance,
but
also
gave
some
topics
for
discussion.
G
Suitable
work
is
one
of
those
terms.
That's
a
ui
speak
work.
What
is
suitable
work,
no
specific
in
the
current
regulations
regarding
that,
so
again,
suitable
work
to
us
is
is
what
is
comparable
to
what
you've
already
had
and
how
much
time
do
you
have
for
best
practice
in
kentucky
it's
a
30-day
window
for
you
to
get
a
match
one
to
one,
then,
after
that,
we
ask
for
you
to
find
suitable
work.
Suitable
work
with
is
also
within
a
hundred
mile
distance.
G
Just
so
you
know,
I
believe
you
also
spoke
about
indexing
of
benefit,
reform,
work
search.
We
do
one
work
search
per
week,
but
what
is
a
meaningful
work,
search
and
proof
and
verification?
I
believe
that's
what
joe
was
talking
about
and-
and
we
agree
with
that-
we
also
agree
that
there
has
to
be
some
language
in
that
change,
probably
in
order
to
strengthen
that,
because
it's
about
staff
in
order
to
be
able
to
validate
and
just
to
kind
of
give
you
a
number
on
that
morgan.
G
You
may
want
to
switch
to
the
next
slide
with
that,
but,
as
we
finish
in
work
refusals,
I
know
we've
had
this
topic
about
a
couple
of
times
that
a
company
has
the
right
to
to
put
in
a
work
refusal.
We
we've
spoken
about
that
in
2021,
507
work
refusals
have
been
put
in
on
the
form
on
the
employer
services
side,
which
is
on
our
website
kcc.ky.gov
in
2021.
G
We
have
made
decisions
on
396
of
those
since
may
9th,
since
we
had
our
work
search
put
back
in
play,
we've
had
245
decisions
made
on
that
now.
Remember,
a
company
puts
in
a
claim
that
somebody
didn't
show
up
or
didn't
do
that
we
still
have
to
validate
that
there
was
a
valid
interview,
application
process.
We
have
to
do
the
fact
finding.
We
can't
turn
off
somebody's
benefits.
G
Just
because
it
was
reported,
we
are
obligated
to
do
that
fact-finding
and
we
do
take
that
very
serious,
but
that
is
that
is
manpower
for
us
and
that's
all
I'll
have
to
say.
Mr
secretary,
if
you
want
to
finish
up
anything,
then
I
guess
we
will
entertain
any
questions
that
the
group
has.
F
A
Thank
you.
I
have
a
question
from
representative
branson.
E
Thank
you,
mr
chairman,
a
couple
questions.
If
I
may,
I
believe
it's
slide
five
when
it's
talking
about
the
ui
updates,
the
claimant
website
and
it's
the
slide,
that's
showing
where
someone
who
has
filed
a
claim
can
see
their
claim
status
there.
You
go
one
question
I
had
you
were
talking
about
trying
to
to
guide
folks
in
the
right
direction.
G
Yes,
sir,
and
so
we
already
do
have
videos
that
are
on
our
website.
That
does
that-
and
we
already
have
a
similar
page-
not
exactly
this
page
by
no
means,
but
we
do
guide
people
through
the
step
process.
What
we're
trying
to
do
again
is
just
make
sure
that
we're
doing
it
in
in
plain
language
and
for
those
that
are
also
the
visual
learner
as
well.
E
Okay,
thank
you.
One
follow-up,
mr
chairman
representative,.
B
If
I
may
interrupt
really
that
communications
tool
at
the
bottom
that
you
see
if
they
have
questions
about
how
or
where
they
need
to
upload
information,
they
can
communicate,
live
with
the
representative
right
in
there
who
can
provide
them.
Those
instructions.
E
Okay,
thanks
morgan,
one
follow-up
question
I
had,
and
it
was
in
a
a
news
article
yesterday
it
was
regarding
the
claims
filed
and
it
was
the
potential
fraud
claims
that
we're
seeing
the
increase
in
those
the
article
referenced
that
in
june
of
2020.
So
this
would
have
been
last
year.
161
thousand
in
in
claims
were
filed.
E
E
G
G
We
too,
when
we
saw
the
uptick,
if
you
remember
when
we
reset
the
pin
issue
back
in
april,
could
see
where
things
were
coming
in
or
how
that
goes
to.
Imposters
are
going
to
continue
to
try
to
come
at
the
door
and
come
through
the
door
right
now.
The
id
me
is
once
you
get
into
the
portal
id
me
is
now
going
to
be.
G
We
are
working
in
process
to
put
the
id
me
in
front
of
the
portal,
so
you
will
have
to
go
through
id
me
each
and
every
time
in
order
to
get
into
your
claim.
We
already
know
that
it
that
is
stopping.
We
already
know
that
people
are
getting
the
determinations,
even
though
you
may
not
have
filed,
and
somebody
did
file
on
your
behalf,
you're
receiving
notice
that
nothing
was
paid
out.
We
are
seeing
those
successes
with
that,
but
yes,
the
the
tools
and
resources
that
we're
doing
today,
our
tools
and
resource
resources.
E
I
appreciate
that
and
and
urge
echo
what
you
just
said
urged
to
continue
that
if
this
is
what
we're
going
to
going
to
be
seeing
from
here
on.
Thank
you,
mr
chairman,.
H
A
We'll
continue
as
far
as
we
you
know,
we
can,
with
time.
H
On
page
seven,
mr
hoskin,
you
said
ui
data
dashboard
updates
on
this.
I
do
appreciate
that
my
question:
if
you've
been
getting
this
information,
why
won't
we
and
can
we
have
it
immediately.
G
Yes,
sir,
we
have
been
providing
information
to
those
in
legislatures
as
well
as
others
who
have
asked
for
that
in
the
media.
So
what
we're
just
trying
to
do
is
make
it
more
user
friendly
and
make
sure
that
you
have
a
definition
of
what
does
everything
mean?
How
is
it
calculated?
What
we're
trying
to
do
is
just
improve
in
that
category.
Sir
okay,
thank
you,
sir.
B
And-
and
may
I
piggyback
onto
that,
you
know
previously
when
we
had
a
sort
of
the
high
point
in
claims
each
time
we
pull
the
this
information,
we're
pulling
someone
off
working
claims.
So
at
that
point
it
was
prioritizing
getting
benefits
and
and
people's
pockets,
and
now
that
we're
seeing
a
bit
of
relief
and
filing
of
claims,
we
can
readjust
staff
resources
just
a
little
bit.
H
I
appreciate
that,
like
I
said,
but
again,
computers
spit
out
reports
fairly
quickly,
but
thank
you
guys
actually
and
my
next
one
is
the
tiger
teams.
You
mentioned
them.
We
said
one
in
the
first
one.
The
second
do
we
have
a
tiger
team
actually
coming
to
kentucky.
G
So
it
will
be
a
basically
virtual,
but
because
of
the
delta
variant,
so
on
october
5th,
that
group
of
individuals
from
all
over
the
country
will
be
dedicated
to
kentucky
for
an
eight-week
window
of
time
and
for
us
to
look
at
all
areas.
So
it's
a
it's
another.
Basically,
it's
a
self-assessment
that
we
will
be
going
through.
We've
been
doing
this
to
various
degrees,
with
our
regional
federal
partners
in
in
various
groups
and
asking
questions.
G
We
do
technical
assistance,
but
this
is
just
a
more
comprehensive,
cohesive
group
that
looks
at
everything
from
how
are
we
set
up
in
our
divisions?
How
are
we
set
up
for
our
workflow
also
system
improvements
that
they
may
be
able
to
see
that
we're
not
being
able
to
see?
All
of
that
is
on
the
table,
sir.
H
Thanks,
sir,
the
employment
services,
you
guys
talked
about
that.
You
know
again.
I
appreciate
the
fact
that
you
do
give
the
employer
a
chance
to
save
when
job
was
refused,
but
and
as
I
can
tell
you
as
a
small
business
owner,
this
is
not
what
we
do.
I
would
really
like
to
see
you
guys
now.
H
I
know
you've
heard
me
say
this
before
contact
the
employer
when
someone
says
I
applied
at
my
company
or
whatever
company
and
use
them
for
reference
that
you
guys
would
follow
up
with
a
phone
call
or
email
or
something
automatically
generated
so
that
we
would
be
alerted
because
a
lot
of
times
we
have
no
idea,
someone
said
I've
applied
at
this
company
or
that
company
or
my
company.
That
would
give
us
a
level
of
protection.
You
guys
for
stop
these
fraudulent
claims
from
people.
H
They
should
be
actually
looking
for
work,
but
aren't
so
again,
that's
just
a
statement
now.
My
real
concern
in
this
is
I'm
going
to
talk
about
the
this.
You
put
out
an
rfp
for
your
system
and
guys,
I'm
extremely
concerned
that
we
have
went
from.
We
have
really
got
a
system
here,
that's
going
to
cost
the
taxpayers
and
employers.
A
lot
of
money
here
in
kentucky
basically
appears
to
me
looking
to
rfp
you're
building
the
system
from
the
ground.
Up,
I
can
tell
you
my
company.
H
I
could
hire
an
accountant,
a
cpa,
a
cpa
and
a
data
person
to
build
a
system
that
would
be
great
for
my
company.
We
could
afford
it,
but
I
don't
waste
money.
Why
are
you
not
getting
a
system
off
the
shelf?
We
use
quickbooks
and
real
green?
Is
it
perfect?
No,
do
we
make
it
work?
Yes,
at
a
lot,
less
cost,
I'm
extremely
concerned
at
the
cost
of
this
and
appears
I've
looked
at
the
rfp,
your
business
from
the
ground
up.
This
seems
to
be
a
waste
of
taxpayers
dollars
on
this
guys.
F
F
That's
why
we
we
went
through
the
second
round
for
an
rfp,
because
we
wanted
to
get
it
right
and
if,
if
there
are
best
practices
or
other
systems
that
are
being
developed
for
other
states,
we
want
to
piggyback
on
that
as
best
we
can,
but
we're
trying
to
to
address
something
that
hadn't
been
seen
for
over
100
years
with
this
pandemic
and
the
impacts
that
it
had
on
unemployment
insurance
claims.
So
I
appreciate
your
comments.
F
A
With
working
at
the
labor
cabinet,
there
are
many
very
qualified,
I.t
people
and
the
clt
is
too,
and
we
went
through
this
with
the
workers
compensation.
When
we
first
came
there,
they
were
dragging
their
feet,
which
representative
prep
has
a
very
good
point.
When
you
don't
buy
off
the
shelf
and
you
have
a
company
coming
in,
they
drag
their
feet
to
maybe
continue
on
and
on
and
on,
but
secretary
link.
A
Then
I
think
the
way
you're
going
is
probably
right,
because
most
off
the
shelf
doesn't
address
everything
you
need
it's
more.
It's
not
comprehensive.
It's
somewhat
cookie-cutter
for
all
the
states,
so
if
the
cost
is
not
ungodly,
I
think
you
are
going
in
in
the
right
path
as
long
as
you
watch
that
they
don't
take
advantage
of
of
this.
Thank
you.
H
Thanks,
sir
again,
I
guess
part
of
that
too.
The
fact
that
if
you
bought
one
off
the
shelf,
you
could
be
up
going
in
months
now
or
two
years
out
from
actually
getting
the
system
up
and
going
you
also
mentioned.
Ui
audits
is
cur
currently
undergoing
four
audits.
Will
we
know
the
results
of
those
audits.
F
H
Thank
you,
sir
all
right
and
two
last
questions.
I
appreciate
y'all's
patience,
the
governor
rolled
out
fifteen
hundred
dollars
payment
to
get
people
back
to
work,
how
many
people
actually
applied
for
that.
H
Thanks,
sir,
all
right,
my
last
question:
today:
vaccines
there
are
employers
that
are
requiring
people
to
get
a
vaccine
to
remain
employed
there.
This
is
a
yes
or
no
answer.
If
you
refuse
to
get
a
vaccine,
an
employer
terminates
you.
Do
you
get
unemployment.
F
B
Yeah
I'll
answer:
I
will
answer
that
representative.
Unfortunately,
it's
sort
of
a
legal
answer
and
that
it
depends
each
ui
claim,
as
you
know,
is
very
individualized.
We
can't
give
a
blanket
response.
D
Thank
you,
mr
chair.
I
have
a
comment
and
then
a
quick
question.
Unemployment
is
a
great
social
safety
net
program.
It
should
be
there
when
people
need
it,
it
should
be
funded,
it
should
be
strong,
it
should
be
accessible,
but
I
think
we'd
be
a
little
remiss
in
this
task
force
today.
If
we
didn't
acknowledge
the
huge
announcement
groundbreaking
record-breaking
announcement,
that's
going
to
be
made
today
that
media
reports
have
been
made
about
a
5.8
billion
dollar
investment
in
the
state
and
5
000
new
jobs.
D
Coming
to
this
state,
big
announcements
like
that
are
probably
you
know
a
couple
in
a
lifetime,
but
economic
development
in
this
state
is
a
piece
of
this
puzzle
when
we're
talking
about
how
to
work
on
our
unemployment
system.
And
since
that's
just
come,
you
know
in
the
past,
you
know
12
or
14
hours.
I
think
we
should
acknowledge
that
in
this
task
force
my
question
and
and
thank
you,
mr
secretary
and
buddy
and
morgan
for
your
presentation
today.
D
Looking
at
these
numbers
on
the
on
the
staff
calls
from
the
call
center
94
000
calls,
and
you
know
we
hear
a
lot
of
constituent
complaints
about
people
who
wait
for
a
long
time
and
do
not
have
their
phone
call
answered,
and
you
have
35
call
center
staff
on
that,
and
you
have
some
open
positions
right
now.
Is
that
enough
staffing
to
handle
those
calls
all?
Are
there
still
a
lot
of
calls
not
being
answered
and
have
you
looked
at
either
throughout
the
pandemic?
G
Yes,
representative,
this
is
bloody
I'll
respond
to
that.
So
we
do
need
more
staff
and
we
recognize
that
the
goal
was
to
have
three
different
day
evening
and
weekend
shift
again,
like
most
other
employers,
we're
trying
to
get
good,
qualified
individuals
that
we
can
train
up
and
having
that
same
difficulty,
we've
been
working
with
aws,
who
is
our
provider
for
the
phone
services?
G
I
I
keep
up
on
one
of
my
screens
what
we
have
on
the
call
log,
what's
going
on,
where
we
have
influxes
and
again
making
sure
that
people
are
calling
the
direct
number
the
2900
number,
because
that
is
the
proper
number
for
the
call
center.
But
we
do
recognize
and
aws
is
working
with
us.
G
We
did
a
deep
dive
with
them
as
well
to
see
if
there
were
some
other
things
that
maybe
we
could
do
through
technology
through
some
type
of
chat
bot
that
could
answer
some
of
the
easy
questions
or
set
people
through.
So
we
could
elevate
those
calls
a
little
bit.
So
it
is
a
work
in
progress
and
it
will
continue
to
be
a
work
in
progress.
But
again,
like
most
other
companies,
we're
trying
to
get
good
qualified
individuals.
A
C
So
I
appreciate
that,
but
I
want
to
ask
buddy:
how
soon
will
this
claimant
site
website
be
updated?
What
you
have
shown
us
today.
G
So
sorry,
to
be
honest
with
you
we're
in
the
prototype
of
trying
to
go
through
how
and
what
resources
we
have
for
that.
I
believe
I
mentioned
the
sprints.
We
have
to
do
sprints
in
order
to
get
that
work
done.
One
of
the
things
that
we've
focused
on
a
great
deal
since
coming
over
to
the
labor
cabinet
is
putting
the
allocated
resources.
So
what
we're
doing
now
is
defining
the
business
terms
of
what
this
takes.
What
are
the
resources
to
do
that?
G
Our
goal
would
be
helpful
to
have
this
done
by
the
end
of
the
year,
so
we
could
launch
it
out
as
we
get
steps
in
pieces
that
we
can
improve.
We
will
push
those
out
there,
but
our
goal
is
to
continuously
have
that
improvement.
One
of
the
first
and
problem
primary
things
that
we
have
to
do
is
get
that
id
me
in
front
of
the
website.
That
is
our
first
go.
That
has
to
happen.
That
will
help
us
tremendously
with
the
fraud
efforts.
G
B
C
I
appreciate
that
one
last
quick
question
based
on
the
auditor's
discovery
of
400
000
emails
that
were
unanswered,
have
those
all
been
cleared
out
and
answered.
G
So
we'll
go
we'll
go
to
touch
on
that.
Yes,
sir
400
000
is
what
he
claims.
There
were
127
000
unique.
As
of
the
early
part
of
the
summer,
we
were
down
to
67
000
of
the
the
67
000
of
those
127
000
had
been
received
and
get
receiving
their
payments.
Excuse
me
and
I
believe,
we're
down
to
24
000
of
those
trying
to
finish
working
out
now
mind
you
again.
G
That
goes
back
to
one
of
our
strategic
plan:
efforts
where
what
is
the
vehicle
in
which
they're
coming
through
and
all
of
our
email
boxes
have
been
reevaluated
and
to
make
sure
that
that's
the
proper
tool
in
the
proper
way
that
we
want
to
get
a
claimant
to
come
to
us.
So
all
of
that
is
in
the
progress
and
that's
the
reason
why
the
very
first
strategic
plan
was.
How
do
we
in
what
doors
do
we
have
folks
come
through,
so
we
can
make
sure
we're
serviced.
C
Thank
you.
Mr
chairman
couple
questions
secretary
link.
I
know
that
you
have
an
estimated
cost
of
47
million
dollars
during
the
project.
I
think,
is
what
was
quoted.
I've
talked
to
some
vendors,
who
think
it's
going
to
be
much
higher
than
that
65
to
70
million
is
what
I'm
hearing
based
on
all
the
requests
and
what
we
want
in
the
program.
How
who
came
to
that
conclusion
of
the
cost?
Is
that
a
wish
a
wishful
amount
or
is
it
an
actual
amount?
F
F
Certainly
a
competitive
negotiation
we'll
have
to
go
through
value
engineering
and
see
where
we
can
find
greater
efficiencies.
But
at
this
time
our
estimate
is,
like
you
said,
47.5
million
dollars
and
we
won't
know
until
we
get
the
proposals
back
from
the
the
potential
vendors
to
understand
exactly
what
their
numbers
are
going
to
be.
C
The
how
long
do
you
think
this
project
is
going
to
take?
I
mean
again
hearing
from
some
folks
they're
estimating
a
three
to
five
year
window
of
time
to
get
all
the
things
we're
requesting
in
this
program
up
with
a
much
significantly
higher
cost
than
what's
being
estimated.
So
you
have
any
idea
of
how
long
and
we've
had
that
question
before.
C
Okay,
well,
I
just
people
that
I
know
they're
in
the
industry
or
say
they've
looked
at
that
and
said
it's
going
to
take
a
lot
more
money
and
a
lot
more
time
based
on
what
we're
requesting
it's.
The
only
thing
I
I
put
I
put
that
out
for
members
of
the
committee
just
to
be
aware.
You
know
director
hoskins
also.
I
know
you're
saying
that
you
want
to
give
the
folks
who
are
working
a
lot
of
credit.
We
do
give
them
a
lot
of
credit.
C
The
criticism
hasn't
been
levied
at
the
employees
who
are
doing
the
work.
It's
been
at
the
leadership
and
there's
lots
of
reasons
for
that.
I
think
we've
had
those
discussions.
You've
heard
plenty
of
committee
hearings,
people
that
get
to
cut
in
line
that's
being
promulgated
by
leaders
that
are
overseeing.
What's
how
things
have
been
rolled
out
with
unemployment
insurance.
The
criticism
has
never
been
at
the
staff
and
the
workers
that
find
people
that
have
volunteered
to
provide
workers.
Leadership
is
stunned,
but
the
unemployment
insurance
rollout.
C
I
think
all
of
us
are
aware,
I
think,
you've
heard
those
criticisms.
So
the
criticisms
are
there
not
at
the
staff
that
are
working
really
hard
and
again
it's
ongoing
you'll
be
getting
an
email
from
me
another
in
in
person
since
march,
trying
to
get
through
it's
tough,
because
when
it's
a
phone
line,
that's
set
up
or
an
answering
machine
and
they're
told
yeah
just
leave
your
voicemail
there
we'll
get
to
it
when
we
get
to
it,
there's
no
one.
That's
handling
that
I
mean
there's
no
one
to
criticize
it's
just
that's
that's!
C
The
answer
is
a
phone
line.
Leave
your
message.
I'm
impersonal!
We
get
all
those
emails,
we
get
all
those
communications
as
well.
People
saying
please
somebody
talk
to
know
that
I'm
alive
that
someone's
paying
attention
that's
been.
The
frustrating
part
of
it
is
when
people
are
basically
marginalized
and
that's
how
a
lot
of
people
have
felt
about
the
whole
process
and
I'll
leave
it
at
that.
Thank
you,
mr
chairman.
C
Yes,
thank
you,
mr
chairman,
mr
hawkins
and
mr
link
and
miss
eves.
I
want
to
thank
you
guys
for
addressing
my
concerns
and
the
concerns
of
the
100th
district,
and
I
really
appreciate
that,
and
I
do
recognize
the
efforts
at
least
at
our
local
office
there
in
ashland
I
go
in
there,
probably
one
or
two
times
a
month
and
and
see
how
things
are
running.
C
F
Representative
sharp
this
is
jamie.
We
are
as
buddy
mentioned
earlier.
We
are
facing
the
same
challenges
that
that
many,
if
not
most,
employers
across
the
commonwealth
are
facing.
We
are
currently
evaluating
our
our
pay
scales
and
and
looking
at
the
ways
we
we're
constantly
advertising
open
positions
and
we're
not
getting
any
any
responses
to
that
or
very
few
responses
to
that.
F
I
think
it's
a
dilemma
that
that
everyone's
facing
and
then
on
top
of
that
because
of
the
the
front-line
nature
of
these
positions
in
the
career,
centers
we've
had
numerous
instances
of
positive
testing
or
positive
exposures
of
our
staff
and
because
of
protocols
they
then
have
to
to
not
be
in
person
and
that
further
reducing
our
staff
availability.
So
that's
why
we're
exploring
not
only
ways
to
improve
how
we
can
can
hire
more
people,
but
also
looking
at
virtual
and
other
technology
solutions
that
we
can
address.
C
And
I
can
appreciate
that,
do
you
know
when
you
might
come
to
a
resolution
on
this
issue?
I
mean
how
far
along
down
the
road
are
you
on
it.
F
It's
an
ongoing
process,
sir.
We
we
are
advertising
every
day
for
positions
in
our
career
centers
and
you
know,
because
of
the
personnel
guidelines.
Those
are.
Those
are
graded
positions
that
that
fall
within
certain
salary
ranges
and
they
have
obviously
certain
duties
that
have
to
be
performed
and
we're
just
not
getting
a
robust
response
to
that.
F
So
we're
currently
looking
at
pay
scales
to
see
if
we
can
make
those
positions
more
attractive
within
our
our
allotted
budget
and
then
we're
looking
again
at
any
technological
solutions
that
we
can
find
either
through
telephone
through
virtual
appointments
like
our
meeting
today,
to
find
ways
that
we
can
still
serve
as
customers
as
quickly
as
possible.
G
And
representative
sharp,
if
I
can
add
to
this,
we
also
have
to
be
in
compliance
with
our
guidelines
of
our
federal
staffing
requirements.
So
not
anyone
can
just
perform
the
ui
functions
of
that
they
are
required
to
be
considered,
merit
or
the
fftl
staffing.
They
cannot
make
any
analytical
decision
making.
So
no
contract
folks
can
do
that.
There
was
a
flexibility
of
the
law
all
the
way
up
until
labor
day
and
we've
had
to
anybody
that
was
assisting
us
from
any
temp
agencies
or
anything
of
that
nature.
C
And
I
can
appreciate
that
mr
hopkins
is
there
something
that
we
can
recommend
from
this
task
force
to
help
you
guys
out
with
fixing
this
problem.
F
Representative,
sharp,
I
think,
that's
a
that's
a
conversation
that
that
I
would
welcome
to
have
and
and
would
love
to
to
do
that
and
I'll
work
with
morgan
to
get
with
you
and
any
other
members
of
the
task
force
that
would
like
to
have
that.
F
We
would
appreciate
that
input
and
see
what
we
could
do
from
a
legislative
perspective
that
might
be
helpful
in
in
helping
us
resolve
this
issue
because
you're
exactly
right,
we
need
bodies,
we
need
qualified
bodies
that
that
both
meet
the
state
personnel
guidelines,
as
well
as
what
buddy
mentioned
with
the
federal
requirements.
So
if
it's
all
right
I'll
get
with
morgan,
and
we
will
get
back
with
you
to
to
have
that
conversation
and
see
what
options
we
can
come
up
with.
B
Representative
we're
currently
looking
at
our
budget.
You
know
every
cabinet
in
the
executive
branch
is
currently
looking
at
what
our
next
budget
request
will
be.
You
know
it
may
be
a
general
fund
request
for
staffing,
we're
not
sure
at
this
time,
but
as
soon
as
we
figure
that
out
we're
happy
to
meet
with
you
or
you
know,
the
committee
as
a
whole.
A
Thank
you,
co-chair
weber,.
I
G
F
G
Right
there
5700
processed
now
mind
you,
that's
a
30-day
window,
sir,
if
you
remember
correctly
from
the
time
they
get
that
that
letter,
so
the
biggest
setup
of
that
group
went
out
in
the
third
week
of
june,
so
we
would
have
received
a
majority
of
those
already
back.
Eight
eight
million
has
have
been
waged
at
this
point
about
400
are
in
the
appeals
process,
seeking
clarification
or
allowing
them
to
go
through
the
appeals,
because
they
may
not
have
answered
or
or
did
not
sign
it
correctly.
G
I
All
right,
thank
you
for
that.
I
want
to
circle
around
and
to
go
back
to
our
career.
Centers,
for
just
a
moment
are,
are
the
career
centers
still
under
the
education
and
workforce
development
cabinet.
I
Okay,
that
was
my
question.
I
wanted
to
make
sure
so
it
to
see
if
that's
something
we
need
to
address,
if
it
would
be
better
to
have
them
under
one
cabinet,
but
it
appears
that
that
is
that's
currently
currently.
What
you
have
one.
F
Representative
weber,
pardon
the
interruption,
but
we
still
have
to
work
closely
with
the
education
workforce,
development
cabinet
and
the
department
for
workforce
investment
because
of
the
federal
grants
and
funding.
They
come
along
with
that,
as
well
as
the
reporting
that
that
we
have
to
make
back
to
the
us
department
of
labor.
So
there
still
is
a
a
joint
at
the
hip
relationship.
If
you
will,
in
some
regards.
I
Okay,
I
appreciate
that
secretary
link.
I
want
to
go
back
for
a
minute
to
the
the
selection
of
the
modernization
vendor
so
that
that
process
ends
on
october
19th
for
those
that
are
interested
to
submit
their
their
bids,
and
then
you
mentioned
that
you
would
then
review
those
bids
and
go
through
the
the
selection
and
the
contract
finalization
portion.
I
So
and
when
you
gave
your
answer
earlier,
I
realize
you,
you
have
will
have
a
difficult
time
predicting
the
future,
but
I'm
still
going
to
ask
you
to
predict
the
future.
I
I
And
my
question
for
that
is
I
want
you
know,
I'm
anxious
to
get
this
process
started
as
soon
as
possible
because
we're
looking
at
18
to
24
months-
and
you
know
we
we
had
to
change
course
in
the
summer,
in
the
direction
we
were
headed.
I'm
I'm
pretty
anxious
that
we
get
this
process
moving
and
get
this
modernization
up
and
running.
F
At
the
the
process
for
the
rfp,
we
put
out
the
rfp
with
requirements,
and
then
potential
vendors
come
back
to
us
with
questions
regarding
the
rfp
and
then
they're
due
on
a
certain
date,
and
then
we
have
a
certain
amount
of
time
to
respond
to
those
questions,
to
clarify
any
any
issues
that
vendors
might
have
and
because
of
the
complexity
of
this
procurement,
we
had
two
rounds
of
questions
that
were
allowed
from
the
vendors.
F
So
my
hope
would
be
that
with
proposals
due
on
october
19th
that
now
with
certainly
within
45
days,
we
should
should
be
at
the
point
of
of
awarding
a
contract.
But
again
I
I
want
to
hedge
my
my
prediction
on
that,
because
the
office
of
procurement
services
will
be
the
final
authority
on
that.
But
the
labor
cabinet
will
do
everything
we
can
to
to
push
this
as
as
quickly
and
as
appropriately
as
possible.
I
Thank
you
in
that
30
to
45
days,
and
I
understand
that
process,
but
but
it
is,
it
is
good
to
have
kind
of
a
number
that
I
can
that
I
can
work
with
and
keep
in
mind.
Then.
F
We'll
stay
in
touch
with
you
to
let
you
know
how
how
we're
coming
along.
We
may
not
be
able
to
get
into
a
lot
of
detail
from
a
legal
perspective,
but
we
can
at
least
kind
of
give
you
a
a
temperature
reading
on
on
how
the
process
is
moving.
I
Thank
you.
I
appreciate
that
and
then
one
final
comment
and
question
for
you
as
we
move
forward
and
the
purpose
and
the
role
of
this
task
force
is
to
look
at
reforms
to
the
system
and
we've.
You
know
we've
we
discussed
today
earlier
representative
cantrell
brought
up
the
economic
development,
that's
happening
in
glendale
kentucky,
and
that
is
indeed
great
great
news,
not
only
for
the
state
but
for
our
area
in
the
state.
I
So
there's
a
lot
of
moving
parts
that
we're
going
to
be
seeing
unfold
with
with
jobs
coming
in.
We
have
jobs
that
we're
trying
to
fill
now.
Hopefully,
that's
going
to
lead
we're
already
seeing
it
low
unemployment
numbers
in
the
state.
So
one
of
the
things
that
I'm
I'm
going
to
ask
ask
you,
secretary
link
and
director
hoskinson
and
others
in
your
cabinet
is
if
you
will
be
able
to
come
back
to
us
or
submit
to
us
reforms
that
we
can
perform
or
take
a
look
at
on
the
legislative
side.
I
And
you
know
we
have
at
least
one
or
two
more
meetings
left
where
we
could
discuss
that
and
I'd
like
to
ask
you
to
come
back
with
with
some
of
those
recommendations
for
this
task
force.
You
know.
F
G
I
But
I
would
ask
you
to
to
just
take
a
thorough
look
and
not
leave
anything
off
the
table
as
far
as
we
move
forward
and
that
that
is
a
request
that
I
have
of
you
today,
secretary
lane.
F
Chairman
weber,
I
appreciate
it.
I
appreciate
that
and
I'm
in
lockstep
with
you,
our
focus,
as
I
mentioned
earlier
in
the
presentation,
has
to
be
renewed
on
on
employment
services
and
getting
people
back
to
work
and
with
the
announcement
yesterday,
our
our
leadership
team
was
was
communicating
through
the
night
about
what
what
can
the
labor
cabinet
and
in
our
our
divisions
within
the
labor
cabinet.
F
What
can
we
do
to
address?
The
employment
needs
not
only
for
the
glendale
project
but
but
for
employment
in
general,
across
the
state,
and-
and
we
look
at
that
from
from
not
only
you
know,
marrying
the
the
employer
needs
with
the
employee
market
to
to
match
employees
to
the
employer
needs,
but
also
looking
at
education
and
training
and
in
working
with
our
local
workforce
investment
boards
with
our
educational
institutions
with
local
governments.
F
What
what
all
can
we
do
from
a
comprehensive
standpoint
to
address
the
the
need
of
employers
and
the
need
for
employment
by
our
citizens?
So
I
look
forward
to
having
that
conversation
and
we'll
we'll
put
our
heads
together
and
come
back
to
you
with
with
some
thoughts
and
recommendations.
A
Thank
you,
chairman
weber.
I
have,
as
representative
pratt
a
plethora
of
questions
and
comments
and
I
hope
to
be
as
efficient
as
he
was
with
his
so
with
the
backlog
that
we
kept
here
in
the
60
000
that
you
were
that
you
obtained
when
you
became
secretary.
Where
are
we
now
on
that.
F
Mr
chairman,
I
wouldn't
refer
to
buddy.
He
has
a
better
handle
on
that
number
than
I
do
personally.
G
G
All
of
those
in
dress
are,
are
talking
about
probably
individuals
of
claimants
at
some
point
or
another,
around
80
000
individuals
that
have
either
a
reoccurring
issue
where
they
reopen
the
claim
and
it
causes
the
same
issue
again
or
they
have
one
issue
on
one
program,
but
not
on
another.
So
again
we're
continually
working
on
those
as
we're
staffing
up
but
again
with
the
flexibility
staffing
issue
that
I've
mentioned
earlier.
A
Thank
you,
the
ernst
young
contract.
We
there
was
talk
about
hiring
someone
else.
I
assume
that
has
not
been
done.
Is
that
correct.
G
Yes,
sir,
with
the
new
flexibility
staffing
going
away
or
without
leaving
on
september
6
it
doesn't,
you
can
have
somebody
do
the
work
you
just
can't
have
them
to
push
it
through.
So
what
you're
doing
is
making
us
go
back
and
look
at
their
work
and
then
pushing
it
over
the
threshold.
So
it
doesn't
really
assist
us
in
in
the
proper
manner.
A
Thank
you
on
the
adjudication
if
I'm
correct,
there's
a
board
that
of
three
that
looks
at
that
in
times
of
high
volume.
I'd
like
for
this
to
maybe
be
a
request,
our
recommendation
of
task
force
that
we
extend
that
are
put
temporarily
in
three
more
people
to
adjudicate.
You
have
any
comments
on
that.
G
That's
the
higher
level
authority
so
once
they
go
through
the
lower
once
they
get
their
claim
filed
and
go
through
fact
finding
if
they
don't
receive
a
decision
that
they
like
and
they
go
to
the
lower
level
and
then
they
can
go
to
the
commission.
I
serve
as
chair
of
that
commission
and
you're
correct.
There
are
two
other
members,
a
labor
and
a
citizen
member
that
are
part
of
that.
Commission.
G
We
review
cases
that's
my
weekend
job.
I
should
say
I
review
cases
every
weekend.
We
report
back
on
those
cases
on
monday,
then
those
we
meet
once
a
month,
sir,
if
you
recall
to
go
over
any
cases
that
maybe
we
didn't.
A
Yes,
I
am
familiar
with
that.
My
question
was
in
point.
It
is.
We
would
like
to
give
you
help
with
that
when,
at
times
of
high
volume,
yes,
sir.
A
Okay,
thank
you.
When
you
hire
employees,
I
know
that
it's
tough
to
get
employees
that
are
qualified
plus
what
you're
looking
at
hiring
is
permanent
people,
so
caution
you
to
make
sure
that
those
are
able
to
transfer
to
your
employment
and
training
counselors
per
se.
As
the
secretary
has
mentioned,
where
we
need
to
go
to
from
here.
F
Yes,
sir,
that
thank
you,
mr
chairman,
and
we
are
looking
at
at
cross
training
to
make
sure
that
the
career
center
staff
can
perform
all
of
those
functions
and
obviously
that
that
takes
a
qualified
individual
and
then
some
extensive
training
to
get
them
to
that
point.
But
we
view
that
the
same
way.
A
Another
comment
is,
I
want
to
emphasize
representative
pratt
that
businesses
shouldn't
have
to
be
proactive
on
saying
that
this
or
that
hasn't
been
done
when
somebody
comes
to
them
and
says
that
they
have
asked
for
employment
and
for
staff.
I
want
that
to
be
a
part
of
the
recommendations,
and
then
I'm
talking
with
you,
mr
secretary
I'll,
make
sure
that
you
can
implement
that
another
thing
is
senator
alvarado.
A
I
know
that
chairman
weber-
and
I
have
continuously
said
that
this
task
force
is
more
about
the
future
on
how
we're
going
to
take
care
of
what
we
do
in
the
future,
with
the
new
computer
system
and
and
how
we
are
going
to
implement
unemployment
for
the
future
of
kentucky
we're
using
this
this
terrible
time
to
learn
from
so.
A
As
senator
alvarado
mentioned,
there
is
a
interconnection
between
not
just
what
what
was
done
wrong
and
what
is
needs
to
be
done
in
the
problems
that
we've
had,
but
also
with
the
leadership's
past
and
future
actions,
as
he
repeatedly
points
out,
needs
to
be
addressed
and
pointed
out
in
the
you
know,
not
blaming
anybody,
but
the
facts
are
in
the
recommendations
of
the
task
force
in
the
in
the
future.
You
want
to
make
any
comments
secretary.
F
Well,
certainly,
mr
chairman,
we
as
buddy
has
mentioned
in
in
his
previous
comments.
We
want
to
learn
from
from
the
mistakes
that
were
made
and
we
want
to
eliminate
those
and
and
through
the
the
tiger
team
process
and
working
with
our
federal
partners
at
the
department
of
labor.
F
A
All
right,
thank
you
and
on,
I
think
it's
slide
three.
The
online
appointment
schedule
rolled
out
927.
I
thought
we
were
already
doing
that
we
we
talked
about
that
earlier
and
that
was
said
to
representative
sharp
that
they
do
have
a
chance
if
they
can't
make
it
to
say
paducah
from
eastern
kentucky
that
they
could
do
online.
And
then
here
you
say
you
just
started
it
at
9,
27.
G
So
we
we
had
the
opportunity
to
if
someone
notified
us
to
make
that
change.
Sir,
we
would
have
to
go
in
there
manually
do
that
through
that
product
and
that
product,
as
as
we
mentioned
today,
has
been
able
to
update
that
and
make
that
an
option
automatically
and
not
something
that
they
have
to
request
out
through
other
means.
A
Well,
when
they
need
or
want
to
talk
with
someone
instead
of
their
problems
with
the
computer,
how
about
instead
of
saying
that,
do
you
want
an
online
or
in
person
that
they
have
an
option
of
first
available.
G
A
And
then
the
part
where
you
can
have
a
chat
where
you
can
talk
to
someone
online
and
not
have
to
actually
try
to
get
a
hold
of
them
on
the
phone,
which
has
been
a
problem,
I
think,
is
a
great
thing.
Two
things
about
that.
You
don't
even
need
to
comment.
A
Is
there
to
be
polite
language
instead
of
what
we
hear,
whether
it
was
happening
or
not,
hang-ups
and
saying
I
don't
need
to
respond
to
that
it'll
be
on
record
for
both
for
the
labor
cabinet
and
for
the
person
to
say
how
people
actually
interact
with
that
option.
I
think
that's
a
good
one
and
I
have
a
couple
other
things.
G
G
Is
sir,
I'm
sorry
dude,
I
just
got
someone
told
me
that
they
can
do
first
available
appointment,
so
I
I
still
I
stand
corrected
on
that,
so
my
person
who
works
with
the
vendor
says
that
can
happen.
So
thank.
A
We'll
make
sure
that
that
is
noticeable.
That's
great
on,
I
think,
slide
12
you
have
the
2020
great
upswing,
which
no
one
could
have
handled,
even
if
we
were
ready
for
it
at
first.
We
do
have
reservations
on
how
long
it
has
taken
to
get
that
down.
But
do
you
have
the
2021
statistics.
G
Other
states
have
done
it
so
again.
What
we
would
do
is
work
with
our
liaison
in
our
region,
three
to
make
sure
that
we're
following
all
protocols-
and
we
have
all
of
our
sets
in
place
in
order
to
do
if
that
is
something
that
this
group
wishes
to
go
forward
with
then,
yes,
we
would
just
work
to
make
sure
that
we
follow
that
proper
procedure
in
all
areas.
A
Another
thing
I
think
the
task
force
ought
to
recommend
is
that
we
help
applicants
with
training
and
jobs,
and
I
think
that
if
they're
searched
and
they
refuse,
then
I
think
their
unemployment
benefits
ought
to
be
canceled,
because
the
idea
is
to
help
them
get
a
job,
hopefully
a
better
one
or
go
through
the
training.
To
do
that,
you
won't
have
any
comments
on
that.
F
Mr
chairman,
I
couldn't
agree
more.
I
think
that
it's
just
part
of
our
our
mission
to
to
get
skilled
employees
married
with
with
employers
to
fill
their
needs
and
and
then
working
with
all
of
our
partners,
both
within
government,
both
local
state
and
federal
government,
with
our
educational
and
training
institutions
to
to
set
employer
potential
employees
on
the
best
course
for
for
their
careers.
A
Thank
you
another
thing
that
I've
always
been
a
proponent
of
is,
after
a
period
of
time,
that
you're
looking
for
work.
I
think
you
should
have
to
accept
lesser
work.
Instead
of
just
the
work
that
pays
as
much
or
as
better
now
p.
A
lot
of
people
do
that
my
brother
did
that
a
lot
of
people
go
on
and
take
whatever
they
can
get,
and
they
understand
that
that
will
lengthen
your
unemployment
because
they
don't
just
cut
you
off.
They
give
you
less,
but
there's
most
of
the
people
say
well.
A
G
So
back
to
the
suitable
work
comment
to
to
that,
sir.
So,
yes,
you
as
a
task
force,
you
could
do
that
reform
and
to
create
a
more
defined
language
in
kentucky.
We
consider
that
as
business
practice
30
days,
but
you
would
have
the
availability
to
make
those
changes
so
that
we
could
follow
that.
Yes,
sir.
A
Thank
you,
representative
pratt.
I
hope
I
was
as
quick
and
efficient
as
you,
or
at
least
close
to
it,
but
I
once
again
want
to
let
everyone
know
that
we
are
looking
at
making
kentucky
better
and-
and
I
want
to
thank
morgan
eves,
who
has
worked
with
us
to
do
that.
Buddy
hoskinson.
That
has
come
here
repeatedly
and
and
worked
hard
on
it
and
secretary
link,
especially
you
who
has
has
dropped
into
this
problem
and
has
worked
with
us
to
make
it
better.
Thank
you.
F
Well,
mr
chairman,
thank
you
and
we
again
we
appreciate
the
opportunity
to
be
with
you
today
and
and
look
forward
to
our
future
meetings
and
it's
it's
an
honor
to
serve,
and-
and
this
is
a
very
important
time
for
for
our
state
and
and
certainly
for
the
labor
cabinet-
and
we
want
to
do
all
we
can,
in
conjunction
with
with
the
task
force
and
with
the
general
assembly,
to
resolve
these
issues
and
and
not
face
this
incredible
challenge
again
in
the
future.
A
That
is
correct
and
also
what
we
want
to
do
with
with
what's
coming
up
is
representative
cantrell
pointed
out.
We
want
this
to
be
a
place
that
companies
want
to
come,
and
people
want
to
come
to
work
so
transforming
the
unemployment
or
interconnecting
it
with
training
and
education
for
our
people
is
where
we
want
to
go.
So
I
see
no
other
questions.