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From YouTube: Budget Review Subcommittee on General Government, Finance, Personnel, and Public Retirement (8-4-21)
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A
A
H
We
have
a
quorum
I'll,
take
a
motion
for
the
approval
of
the
minutes
july
7th
meeting
motion.
Second,
all
in
favor
say
aye
aye
opposed
eyes
have
it.
The
minutes
are
approved.
First,
we
we
will
have
presentation
to
hear
from
secretary
delink
from
the
labor
cabinet.
Please
identify
yourself
for
the
record
and
go
ahead.
I
I
We
appreciate
your
time
this
morning
and
we
have
a
brief
presentation
that
we
will
go
through
with
all
of
us
participating
in
that.
Certainly,
if
any
members
have
any
questions
throughout
the
presentation,
please
stop
us
and
we
will
address
those
as
needed
and
then,
of
course,
at
the
end
of
the
presentation,
we'll
be
happy
to
take
any
questions
from
the
members,
then
so
with
that,
if
we
could
go
to
the
next
slide,
buddy
hoskinson
will
start
us
off.
J
Good
morning,
thank
you,
mr
chairman,
and
fellow
members.
We
appreciate
the
time
again
this
morning,
as
the
secretary
indicated.
So
the
first
thing
I
want
to
go
back
and
touch
on
with
you
this
morning
is
about
the
office
of
unemployment,
insurance
and
our
funding,
and
I
know
last
week
we
did
touch
up
on
this
with
the
unemployment
insurance
task
force,
but
I
think
it's
important
again
to
go
back
and
make
sure
that
all
members
between
both
have
had
the
opportunity
to
have
this
understanding.
J
We
use,
what's
called
the
resource,
justification
model
or
rjm,
so
to
understand
that
it's
it's
basically
a
data
collection
system
in
that
it's
unemployment,
insurance,
administrative
expenditures,
it's
mostly
complex,
completed
within
the
fiscal
year,
the
most
recent
fiscal
year,
so
it
works
off
the
year
before
state
agencies
operate
their
respective
ui
programs
and
then
report
this
back
up
to
the
regional
offices
into
the
federal
government.
J
The
system
works
with
the
national
office,
as
I
said
in
the
federal
government
to
make
sure
all
the
data
is
collected
in
order
to
appropriate
funding
in
the
next
year.
As
far
as
how
it
is
done.
I
I
mentioned
this
before
last
week.
It
is
very
much
piece
work
for
everything
we
do.
We
account
for
that
work,
so
therefore
it
provides
us
a
funding
stream
back.
J
So
I
just
want
to
go
back
over
on
again
in
continuation
of
our
federal
funds.
Our
federal
funds
that
come
from
the
rjm
are
restrictive
dollars
and
what
they
can
be
used
for,
so
those
can
be
used
for
oui
staff,
information,
technology
expenses
and
postage
again.
It
does
not-
and
we've
mentioned
this
before
it-
doesn't
cover
everything
that
we
are
able
to
do.
It's
not
enough
to
cover
the
expenses
that
we
stayed
on
the
slide,
including
to
have
their
any
utilize
their
penalty
and
interest
for
funds
to
offset.
J
J
If
we
go
to
the
the
next
slide
here
again,
we
talked
about
this
before
we
also
know
in
house
bill
413
that
the
legislative
body
was
able
to
help
us
with
this
past
year.
This
just
kind
of
gives
you
the
the
tax
rate
and
where
we
said
at
this
time,
I
think
everybody
kind
of
understands
that
our
contributions
are
frozen
at
this
point
in
time.
J
We
also
work
with
our
economist
from
the
university
of
kentucky's
college
gatton
college
of
business
and
economics,
who
helps
do
the
forecast
for
us,
and
this
kind
of
helps
us
provide
information
back
to
the
legislatures
and
our
work
together
with
house
bill.
413
was
very
much
a
good
thing
for
our
businesses
in
the
area,
and
I
think
the
secretary
you
might
want
to
mention
something
about
the
trust
fund.
I
I
It
allows
the
commonwealth
to
avoid
any
avoid
any
interest
in
any
surcharges
that
may
have
begun
at
the
beginning
of
september,
and
also
it
helped
us
avoid
any
increase
in
the
employer's
federal
unemployment
taxes
paid
in
calendar
year
2022.
So
that
was
a
a
big
development
that
we
were
able
to
pay
off
that
loan,
and
that
was
a
bipartisan
effort.
I
would
mention
between
the
administration
and
legislative
leadership
that
we
were
able
to
do
that.
J
So,
when
we're
looking
at
possibilities
of
things
that
we
could
do
and
work
that
we
can
maybe
achieve
together,
one
of
those
would
be
in
the
work
incentive
program,
the
short
time,
compensation
that
you
see
on
the
slide
in
front
of
you.
It's
an
alternative
to
layoffs
for
employers
experiencing
a
reduction
of
staff.
J
Currently
there
are
27
states
who
participate
in
this
program.
Kentucky
does
not
the
short-term
compensation
program,
preserves
employees,
jobs
and
employers
trained
workforce
during
the
times
of
lower
of
lowered
economic
activity.
So
this
is
something
that
we
believe
that
maybe
working
together,
we
can
come
up
as
we
build
a
stronger
tomorrow.
J
It's
something
we
can
work
with
legislators
on
to
gain
more
information
for
the
legislatures,
but
also
look
at
what
is
the
work
being
done
with
those
27
other
states
and
how
effective
it
is
for
the
employers
and
how
effective
it
is
for
the
citizens
of
each
state
that
operates
it
right
now.
J
Also
to
mention
to
you
all,
I
think
we
we
mentioned
last
week
and
I'll
just
give
you
a
brief
update.
I
have
in
my
notes
that
I
want
to
go
back
through
and
just
tell
you
I
did
mention
in
the
ui
task
force
about
our
waivers.
As
you
are
aware,
you
helped
us
pass
sb.
Seven.
We
put
that
into
play
in
the
june
and
those
letters
went
out
14
over
14
000
went
out.
Last
week
I
reported
a
little
over
2300
had
been
approved.
J
That
is
a
nice
increase,
almost
double
from
the
week
before
in
the
waiver
request.
We
have
about
294
of
those
that
are
in
appeals
just
so
that
you
understand
that
that
they
claim
it
didn't
answer
something
correctly
and
we're
trying
to
verify
the
intent
of
the
claimant
with
that.
But
I
think
again
that
is
some
really
good
news
from
the
of
the
work
that
we
have
done
together.
I
Thank
you.
Thank
you
buddy.
This
is
jamie
again.
I
think
everyone's
aware
of
the
back
to
work
incentive
program
that
governor
beshear
implemented
and
just
to
briefly
go
over
the
technical
points
of
that
program.
I
It
will
be
a
fifteen
hundred
dollar
bonus
that
is
paid
to
the
first
fifteen
qualifying
ui
claimants,
who
returned
to
work
between
june
24th
and
july
30th.
Obviously,
that
period
concluded
last
week,
the
employee
or
the
the
applicants
must
have
a
valid
and
active
unemployment
claim
and
have
requested
weekly
payments.
As
of
june
23
2021
right
prior
to
the
window
for
the
back
to
work
payments,
they
must
be
18
years
or
older.
I
I
The
application
process
began
on
monday
august
2nd
and
it
runs
through
october
1st
of
this
year,
and
there
is
a
website
that
will
be
utilized
for
those
applicants
and
their
employers
to
submit
those
applications
for
those
1500
payments
and
the
application
will
lead.
The
applicant,
through
all
of
the
required
information
to
make
sure
that
everything's
in
order
before
the
payment
is,
is
then
processed
and
morgan.
Do
we
have
a
link
to
the
website
there?
It
is
at
the
bottom
of
the
slide.
I
I
And
I
would
add
too,
if
I,
if
I
could,
the
labor
cabinet
is
working
in
conjunction
with
the
public
protection
cabinet.
Public
protection
will
be
the
lead
cabinet
on
administering
this
program,
with
assistance
from
the
labor
cabinet,
from
obviously
the
unemployment
insurance
perspective,
as
well
as
any
manpower
needs.
They
might
need
to
administer
the
program.
J
So
when
we
are
we're
looking
at
this
remember
that
the
pandemic
unemployment
assistance
will
come
to
an
end
labor
day
weekend,
essentially
september
4th
on
the
federal
level
it
the
act
ends
on
the
6th.
Currently,
we
know
that
over
34
million
dollars
has
been
pumped
into
our
economy
from
the
citizens
who
needed
it
the
most,
so
it
will
come
to
an
end,
and
we
started
back
on
may
9th,
putting
back
work
search
back
in
play
for
individuals
to
start
getting
that
work.
J
Assistance
so
again,
may
9th
is
a
key
date
that,
when
work
search
requirements
came
in
back
into
unemployment
had
been
there
before.
This
is
nothing
new.
It
just
came
back
in
after
being
out
for
period
during
the
pandemics
now
for
to
make
sure
that
everybody
is
aware
every
claimant
gets
what's
called
the
rights
and
responsibility
booklet
and
it's
on
their
summary
account
page
in
their
system,
but
it
can
also
be
found
on
the
kcc.ky.gov
website.
J
If
you
go
on
that
home
page,
you
will
see
the
rights
and
responsibilities
that
rights
and
responsibilities
book
is
a
great
resource
not
only
for
the
claimants,
but
also,
maybe
for
you
and
your
office,
as
someone
may
call
in
and
see
questions
about
their
unemployment,
it
gives
them
the
resource
guide.
I
know
that
sometimes
people
forget
it.
I
just
wanted
to
remind
everybody
that
it's
there
and
it's
a
part
of
their
summary
page,
but
it
also
explains
the
work
search
and
what
is
whatever
the
requirements.
J
So
some
of
the
claimants
are
exempt
from
work
search
and
those
would
include
if
they
are
part
of
a
trade
union
and
someone
who
finds
work
for
you
from
a
union.
You
are
a
student
in
a
trained
approved
program.
You
have
a
definite
recall
date
within
12
weeks
of
your
initial
filing
of
your
claim,
12
weeks.
If
it
goes
beyond
that,
then
you
are
required
to
do.
Work
search
are
on
a
temporary
leave
of
absence,
while
still
considered
an
employee
whose
employer
filed
a
mass
electronic
file
on
your
behalf.
J
Thank
you
next
slide,
so
the
remainder
of
claimants
must
fulfill
the
following.
They
are
required
to
do
a
suitable
work
search.
It's
at
least
one
job
per
contact
week.
They
are
to
put
that
information
in
required
to
provide
details
during
their
bi-weekly
benefit
request,
including
name
of
the
business,
the
title
the
position
and
contact
and
date
contacted.
J
They
are
allowed
a
reasonable
period
of
time
to
find
work
that
is
comparable
in
paying
skill
level
in
order
for
their
most
recent
employment.
So
again,
I
think
that's
important
for
people
to
understand.
They
have
a
reasonable
amount
of
time
to
find
something
that
that's
similar
to
what
they
had
before.
J
If
or
they
are
not
able
able
to
find
that
comparable
work,
then
they
must
adjust
their
work,
search
and
find
and
accept
another
employment
again
we're
looking
for
something
that
can
sustain
them.
It
may
not
be
back
and
I'll
use
an
example.
If
somebody
was
making
fifty
thousand
after
a
reasonable
period
of
time
not
able
to
find
that
fifty
thousand
job
but
they're
able
to
find
a
forty
thousand
dollar
job,
they
would
be
expected
to
take
that
job
and
again
that's
what
the
last
bullet
says,
which
is
a
little
bit
less
on
the
payment.
J
If
you're
curious
to
know-
and
I-
and
I
noted
this
in
my
notes-
that
if
you
go
to
our
krs
statutes
in
341,
100
would
explain
to
you
what
is
suitable
work,
341
350
and
beyond
on
that.
We'll
explain
to
you
how
the
benefits
works
for
unemployment
insurance
just
to
give
you
kind
of
another
resource
guide.
J
All
right
and
then
one
last
thing
I
will
say
before
I
turn
it
over
to
my
colleague
to
mr
pendergrass,
who
helps
us
with
the
career
centers
every
day,
just
a
reminder
for
folks
since
april
15th
to
lead
in
and
give
john
a
great
lead
in,
they
have
seen
over
40
000
in-person
appointments.
I
believe,
john,
if
not
maybe
a
little
bit
more
at
this
point,
and
our
call
center
has
taken
over
70
000
calls
since
mid-april.
So
john,
I'm
going
to
turn
it
over
to
you.
K
Well
good
morning,
thank
you
for
the
opportunity
to
come
and
talk
to
you
about
the
the
career
centers.
If
I
bumble
through
this,
I
apologize
it's
the
first
time.
I've
I've
done
this
so,
but
we'll
go
ahead
and
get
started.
The
the
first
thing
that
I
wanted
to
mention
is
the
local
career.
Centers
are
not
unemployment
offices.
K
K
Our
centers
are
actually
part
of
a
larger
network
called
the
american
job
center
system,
which
is
coordinated
by
the
the
usd
employment
and
training
administrations.
K
So
the
kentucky
career
centers
actually
they're
a
partnership
between
local
workforce
investment
boards,
local
state
and
federal
government
with
the
local
workforce
boards
made
up
of
you
know
local
leaders
and
employers
leading
the
charge
for
those
particular
activities.
That's
designed
for
a
purpose
there's
ten
different
areas
in
in
our
state.
K
K
If
you
look
at
this
slide
right
here,
you'll
see
different
core
partners
that
actually
are
housed
in
the
centers
or
have
access
customers
actually
have
access
through
the
centers
when
and
I'll
go
through.
This
very,
very
briefly,
not
to
bore
you,
but
you
know
the
wioa,
the
wiiwa,
the
workforce,
innovation
opportunity
act,
title
one
that
deals
with
the
training
of
individuals
that
need
that
might
need
to
spill
up
a
little
bit.
Of
course.
Obviously,
adult
education
under
skills.
You
kentucky
skills,
you
try
to
help.
K
People
with
you
know
improving
basic
sales
skills
or
completing
secondary
education.
The
wagner
paiser
act
now,
that's
actually
administered
by
the
career
development
office,
it
is
primary
use,
is
connecting
and
helping
individuals
with
employment
services
maybe
resume
writing.
It
may
be
interviewing
skills.
It
may
be
about
just
a
whole
myriad
of
different
things,
real
the
office
of
vote.
I'm
getting
token
I'm
sorry.
K
The
office
of
vocational
rehabilitation
under
the
rehabilitation
act
helps
people
with
barriers
to
employment
and
all
this
is
under
one
roof,
and
I
I
can't
stress
that
enough
that
we
strive
to
offer
all
these
services,
not
just
unemployment
insurance.
K
K
We
want
to
turn
them
into
a
job
seeker,
not
just
receiving
unemployment
benefits,
and
that's
our
our
main
goal:
the
kentucky
career
center.
Actually
has
you
know
you
know
we
have
two
main
customers,
the
job
seekers
and
the
employers.
K
Obviously,
without
the
employers,
you
know,
they're
our
number
one
customer,
because
without
them,
without
them
providing
the
job
providing
the
assistance
out
there.
You
know
people
can
go
to
work.
So
thank
you
next
slide.
Okay,
one
of
the
things
that
I
definitely
wanted
to
highlight.
Each
career
center
has
its
own
business
service
team.
These
business
service
teams.
K
Their
primary
job
is
to
connect
with
employers,
then
connect
those
employers
with
whatever
the
needs
may
be,
and
you
can.
I
won't
just
go
all
the
way
through
there,
but
it
may
be
customized
recruiting
it
may
be
training
their
staff
up.
It
may
be
the
different
state
and
federal
programs
that
can
help
them
help
their
business
grow
and
help
their
their
staff
grow.
K
K
Actually,
one
thing
I
do
want
to
mention
that
we're
quite
proud
of
in
west
kentucky
and
the
west
kentucky
board
is
really
doing
a
good
job
with
this
is
today
there's
actually
a
large
job,
fair
in
with
94
job
employers
and
the
career
development
office
is
actually
setting
up
a
mobile
career
center
to
help
people
with
resumes
and
people
that
might
not
be
prepared
to
to
speak
with
employers
to
lessen
some
of
those
fears.
K
So
we're
really
proud
of
that.
In
owensboro
I
saw
a
few
members
on
here
last
saturday
or
the
24th.
Actually,
they
had
36
employers
there
to
put
on
and
every
single
week,
if
not
daily,
there's
an
employer
at
the
career
center,
either
inside
or
out
trying
to
recruit.
So
we
are
are
doing
our
best.
Trying
to
engage
employers
engage
customers
to
be
able
to
to
connect
them.
H
H
Senator
how
about
representative
meredith.
L
Thank
you,
mr
chairman,
and
I
appreciate
the
presentation
that
you
all
have
brought
forward.
I've
got
a
comment
and
a
couple
of
questions.
First,
I
appreciate
you
all
mentioning
the
situation
of
the
federal
loan
being
repaid,
and
I
want
to
to
to
thank
the
general
assembly
as
a
whole
for
the
infinite
wisdom
of
using
those
arpa
funds
to
repay
that
federal
loan.
L
But
now
going
into
my
question
and
and
this
one's
a
two-part
question
with
regard
to
claims
that
the
general
assembly
members
have
been
sending
over
to
the
ui
office
at
this
point
to
help
with
processing
of
unprocessed
claims.
What's
the
backlog,
timing
estimated
time
on
those
claims
being
processed
at
this
point
in
time.
J
It
depends
representative
meredith,
I
mean.
Obviously,
if
buddy
hoskinson
has
a
claim-
and
he
has
multiple
issues,
they
would
have
to
go
through
different
layers
of
the
ui
system.
We
are
still
in
months
of
backlog,
there's
no
hiding
that
we
know
that
we're
working
through
those
we
try
to
work,
the
oldest
to
the
newest.
J
We
have
individuals,
claims
continue
to
be
filed,
and
so
that
just
builds
on
top
of
it.
We
are
working
through
processes
in
order
to
alleviate
that
two
of
those
ways.
Obviously,
as
my
colleague
mr
pendergrass
says,
with
the
career
centers
being
open,
in-person
appointments,
as
well
as
our
call
center
to
help
go
through
those
most
people
find
themselves
in
what
you
call
finding
and
that's
where
we're
still
trying
to
get
the
information,
whether
it's
a
separation
issue
or
a
non-separation
issue.
L
All
right
and
and
the
the
second
part
of
that
question
is
more
directed,
I
think,
probably
to
john.
What
is
the
backlog.
Guest
backlog
is
not
a
proper
terminology,
but
to
get
an
in-person
appointment
right
now.
How
long
are
people
having
to
wait
if
they
were
to
start
today
and
try
to
get
an
in-person
appointment.
K
The
well
the
in-person
appointments,
actually
they
open
up
daily
monday
through
friday
at
9
00
a.m.
They
go
rather
fast.
We
very
much
advise
people
to
be
on
that
site
right
on
time
or
just
a
few
minutes
before
and
refresh
their
page
and
people
are
able
to
get
em
appointments.
I've
actually
tried
to
to
do
this
ourselves,
but
that's
that's
the
way
to
get
in
there's,
not
really
a
backlog
to
speak
of
there's
it's
just.
Those
appointments
go
very
quickly.
K
Sir
yeah,
I
forgot
to
mention
that
thank
you
buddy
they.
When
you
make
an
appointment
today,
it
will
be
for
two
weeks
from
now.
It's
in
that
and
that's
in
order
to
make
sure
we
have
the
adequate
staff
and
and
whatnot
in
the
particular
office
that
they're
making
an
appointment
in.
J
Representative
meredith,
to
follow
that
up
to,
we
also
have
virtual
appointments.
Those
virtual
appointments
are
scheduled
out
to
the
right
before
labor
day
weekend
at
this
point
and
so
a
person,
even
if
they
have
a
virtual
appointment,
they
can
still
seek
an
in-person
appointment
and
they
can
go
anywhere
in
the
state
for
those
appointments.
If
that's
the
availability
that
they
choose
to.
J
L
One
more
question:
if
I
want,
mr
chairman,
thank
you.
My
final
follow-up
just
is
is
regarding
the
fifteen
hundred
dollar
bonus
for
returning
to
work.
I
know
I
can't
speak
for
the
entire
commonwealth.
Obviously
I
can
speak
for
my
region
right
now.
I
think
warren
county
and
the
surrounding
counties
the
counties
that
border
warren
have
roughly
7
000
open
jobs
right
now
that
are
unfulfilled.
L
Currently
I
know
there
are
several
career
fairs
going
on
in
the
region
currently
to
try
to
match
folks
with
those
jobs,
and
many
of
those
openings
are
offering
if
somebody
is
in
is
in
good
standing
with
their
employment
for
30
to
60
days
and
on
time,
doesn't
miss
a
day
are
offering
some
of
the
same
kinds
of
bonuses
at
five
hundred
a
thousand
fifteen
hundred
or
two
thousand
dollars.
Was
there
any
consideration
given
to
what
the
private
sector
is
doing
in
that
prior
to
the
government?
Stepping
in
and
creating
the
fifteen
hundred
dollar
program.
I
Representative
meredith,
this
is
jamie
link.
I'm
not
personally
aware
of
of.
I
know
that
that
the
the
governor
and
the
administration
spoke
with
several
employers
to
work
on
the
details
of
this
program
to
try
to
find
it's
kind
of
the
carrot
rather
than
the
stick
right.
It's
it's
trying
to
incentivize
people
to
get
back
to
work
and
and
knowing
that
the
300
additional
benefit
ends
in
in
about
a
month
now.
I
I
H
L
I
will
jamie
with
regard
to
that
1500
and
how
that
money
comes
out.
Is
that
coming
directly
out
of
the
trust
fund,
or
is
that
a
separate
pot
of
money.
I
That
is
a
separate
pot
of
money,
a
total
of
22
and
a
half
million
dollars
that
will
go
to
the
first
15
000
applicant,
valid
applicants,
as
I
mentioned,
and
we'll
we'll
see
exactly
how
many
applications
we
have
come
october,
1
when
that
period
closes.
But
but
that
is
not
trust,
fund
money.
D
Thank
you
guys
appreciate
your
presentation
day
got
several
questions.
You
don't
mind,
mr
chairman,
real
very
quickly.
I
noticed
and
michael
representative
meredith
touched
on
us.
The
1500
is
back
to
work
that
started
in
june
and
I
would
like
to
see
the
numbers
hey.
I
know
it
just
closed.
Can
you
get
back
to
this
committee
and
tell
us
how
many
people
actually
applied
for
that,
because
I
I'm
going
to
guess
it's
going
to
be
very
little
because
again,
I
think
unemploy.
D
I
Absolutely
yes,
sir,
we're
tracking
that
on
a
daily
basis-
and
we
will
be
happy
to
report
back
to
the
committee
and
let
you
know
again,
as
I
mentioned,
the
the
window
closes
october,
1.
and
and
once
we
collect
that
data.
We'll
we'll
certainly
report
that
back
to
the
committee.
I
D
Understand
I
other
thing
too,
and
I
got
the
day
we
talked
about
the
work
search
requirement
on
when
someone's,
actually
looking
for
a
job.
Two
questions
on
that
eight.
Can
you
guys
get
back
to
employers
because
again,
you've
heard
me
say
the
other
day
we
get
a
lot
of
phone
calls
at
my
office.
Saying?
Are
you
hiring
and
if
we
say
yes,
we
get
a
dial
tone.
J
J
D
Well,
as
I
said
last
week
too,
it's
kind
of
hard
to
report,
someone
with
a
dial
tone,
so
I
would
encourage
you
guys
to
actually
follow
up
with
employers
a
list
that
they
applied
to
to
make
sure
they're
actually
applying
there.
M
Representative
pratt,
this
is
morgan
also.
We
should
note
that
whenever
they
report
the
employer
that
they
communicated
with,
they
have
to
not
only
include
the
name
of
the
employer,
but
the
name
of
the
person,
the
name
and
title
of
the
person
they
communicated
with
at
the
employer
and
the
time
and
method
of
communication.
D
The
problem
is
you're,
putting
all
the
all
the
re
all
this
work
on
the
employer,
not
the
person
looking
for
unemployment.
I
would
really
like
to
see
you
guys
reach
out
to
the
employer.
They
list
as
hiring
again
phone
call
letter,
email
whatever
and
say:
did
this
person
actually
apply
there
and
that
would
be
very
quickly
get
back
in
there.
Another
question
real
fast
and
you
all
said
in
the
work
search.
Trade
unions
are
exempt.
D
J
Well,
legislature,
representative
pratt
puts
that
into
statute,
so
I
mean
you
all,
have
the
right
to
be
able
to
look
at
that
and
evaluate
that,
and
that
may
be
something
that
the
task
force
would
want
to
do
that
you're
serving
on
so,
but
that
is
what's
currently
under
statute,
and
so
that
is
what
we
follow
and
then,
with
the
other.
I
will
just
go
back
and
say
we
also,
you
know
again
in
the
task
force.
We
talked
about
the
90
positions
that
we're
looking
for.
J
H
I
think
representative,
I
think
I
can
answer
that
a
little
better
than
that.
Some
of
the
trade
unions
are
there's
a
and
a
b
and
the
trade
unions
are
not
out
of
work
they're
out
of
work
at
this
time,
but
they're
not
out
of
work
they're
going
back
to
work.
So
that's
why
they
don't
have
to
look
for
another
job
in
a
different
career.
F
Thank
you,
mr
chair,
and,
and
thank
you
to
the
the
labor
cabinet
team.
That's
presented
here
today,
very
important
information
and
the
work
obviously
is
continuing
on
our
unemployment
situation.
F
But
I'm
really
encouraged
to
hear
some
of
the
career
center
information
and
we
we
did
pass
the
bill
this
past
session,
to
provide
more
more
people
for
the
work,
centers
and
the
career
centers,
and
I
believe
there
are
15
currently
open
and
whoever
wants
to
address
this
can,
and
my
question
gets
to
also
the
mobile
units-
and
I
I
understand
this
has
to
do
with
staffing
and
whether
or
not
those
mobile
units
are
are
ready.
Is
there
a
plan
for
how
where
they
will
be
when
they
will
be
out?
F
You
know
it's
important,
obviously,
that
we
with
just
just
15-
and
you
know
the
one
of
the
some
of
the
original
legislation
had
up
to
55
different
locations
that
we
would
have
people
available.
So
just
talk
a
little
bit
about
the
the
mobile
centers
and
when
and
how
that's
going
to
work.
K
There
they're
currently
excuse
me
13
full
service,
centers,
open
and
talking
about
the
mobile
centers.
Those
are
primarily
what
we're
trying
to
do
in
the
job
fairs,
the
the
different
in
the
different
areas
that
individuals
haven't
been
able
to
get
into
the
career
center
or
they
haven't,
come
to
the
career
center
and
they
have
an
opportunity
to
meet
all
these
employers
say
like
today.
K
They
have
an
opportunity
to
meet
94,
different
importers,
and
one
thing
I
forgot
to
mention
and
I'm
and
I'm
glad
that
I
have
a
the
opportunity
to
in
this
particular
job.
Fair
one
thing
and
many
others
too
we're
trying
to
identify
is
second
chance:
employers,
employers
that
are
giving
individuals
the
opportunity
with
that
maybe
have
a
criminal
record
a
second
chance.
K
So
that's
that's
a
very
important
part,
but
back
to
the
mobile
career,
centers
that
that's
more
or
less
trying
to
get
out
about
outside
of
the
career
center
in
a
venue
where
customers
are
coming
in
and
trying
to
meet
that
need
there,
if
that,
if
that
makes
sense
now,
due
to
current
staffing
levels,
we're
not
able
just
to
go
everywhere,
but
we
are
trying
to
hit
those
opportunities
where
we
see
them
that
we
can
get
the
most
bang
for
a
buck.
I
guess.
H
F
And
it's
about
the
career
centers,
the
career
centers
are,
I
have
one
in
my
district.
They
had
an
open
house,
which
I
highly
recommend.
If
you
have
any,
if
you
have
a
career
center
near
you,
you
you
get
to
go
in
and
really
see
the
the
the
holistic
work
that
mr
pendergrass
has
been
talking
about,
not
only
just
for
unemployment
insurance,
but
it
is
it's
a
it's
encouraging.
We
have
a
veterans
officer
in
the
covington
location
and
what
they
do
to
connect
vets
to
jobs.
F
I
I
just
encourage
you
to
ver
to
visit
your
career
center.
You'll
you'll
feel
a
little
better
than
after
you're
getting
those
unemployment
calls.
Thank
you.
Yes,.
N
I'll
take
off
my
mask
as
well.
I
just
want
to
go
back
to
a
couple
of
things
that
was
said
at
the
very
beginning
when
the
the
presentation
was
made,
and
you
talked
about
this
s,
stc
program
being
established,
but
that
we're
not
part
of
this
this
system,
what
states
or
just
give
me
a
few,
have
participated
in.
How
successful
has
this
operation
been
for
those
in
those
states
that
have
done
that.
J
Sure
that's
one
of
the
things
that
I
mentioned
and
I'm
happy
to
follow
up
with
you
all
to
give
you
that
information.
We
work
with
our
national
organization
as
well,
so
I
can
go
back
through
and
give
you
exactly
what
states
when
they
implemented
it
and
and
how
they
find
that
to
be
a
benefit
to
not
only
the
citizens
they
serve,
but
the
employers.
I
can
gather
that
information.
I
don't
have
it
with
me
today,
but
I'll
happily
get
it
for
you.
Well.
N
N
That
shows
that
sometimes
you
have
major
issues
in
trying
to
resolve
a
claim
and
then
there's
others
in
which
they've
loaded
up
the
information
and
then
they've
asked
to
load
up
the
information
again
and
and
then
sometimes
they
have
to
do
it
a
third
time
and
is
there
any
way
in
which
I
mean
they've
been
receiving
their
benefits,
but
then
something
comes
up
and
says
it's
under
investigation
or
we
need
to
go
back
and
look,
but
is
there
a
data
breakdown
in
terms
of
what's
a
difficult
claim
to
resolve
and
what
is
a
issue
of
a
matter
of
just
going
back
in
and
looking
at
the
information
and
then
resolving
that
issue
is:
does
the
data
do
that,
for
you
all,
or
is
the
system
too
old
to
do
that.
J
Well,
it
is,
you
know
it
is
an
older
system
so
that
we
all
know
and
agree
upon
and
so
most
of
the
findings
or
the
issues
that
arise
from
a
claimant.
You
could
be
okay
one
week
and
then,
when
you
go
back
to
resubmit,
you've
answered
something
different
and
therefore
it's
it's
kicking
it
back
out.
We
do
know
in
this
time
frame
how
much
we've
had
with
fraud
and
we've
talked
about
it
to
the
to
the
group.
We
know
the
identity.
Verification
has
been
a
huge
issue
across
the
country.
J
We,
you
know,
we
didn't
speak
about
it
this
morning,
but
one
of
the
products
we
put
in
place
is
a
product
called
idme
id
me
is
now
used
by
2526
states,
irs
federal
veterans
level,
and
that
is
helping
us
tremendously,
as
I'm
looking
at
a
report
from
idme
since,
in
the
basically
six
weeks,
five
to
six
weeks
that
we've
had
idm
we've
pushed
180
000
id
verification
issues
through
that
and
through
that
24
000
individuals
has
gone
into
to
do
their
verification.
J
It
tells
me
a
couple
things
when
we
talk
about
data,
how
many
of
those
are
fraudulent
up
front
that
would
not
ever
touch
it,
they
were
just
hoping
something
would
stick
like
spaghetti
to
a
wall.
I'm
able
to
know
immediately
out
of
that
24
000
that
has
gone
in
that
2100
a
little
over
2100
are
fraudulent.
Almost
1200
are
suspected
to
be
fraudulent.
J
Those
are
the
things
that
we
look
at
to
see
where
they
are
bottlenecking
us
in
backlogs,
and
the
id
verification
to
the
point
is
probably
the
largest
one.
Then
we
get
into
whatever.
What's
considered
a
separation
issue
to
a
non-step
issue,
we
had
an
employer
yesterday
as
an
example
without
mentioning
the
employer
who
filled
out
the
separation
information
wrong
and
it
kept
13
members
actually
from
getting
their
unemployment.
So
we
are
constantly
going
back
in
looking
at
those,
but
so
much
of
it,
sir,
has
to
have
a
hands-on
touch
in
order
to
correct.
H
H
O
Thank
you,
chairman
nemes,
and
I
too
will
take
off
my
mask.
I
really
have
more
of
a
comment
directed
to
secretary
lincoln
secretary
link.
This
is
senator
thomas
and
I
want
to
tell
you
how
glad
I
am
that
that
you
are
in
a
position.
You
are
a
secretary
of
labor
cabinet.
O
I've
worked
with
you
in
the
past,
you
know
in
in
in
various
levels
of
government,
and
I
think
governor
shear
made
an
excellent
choice
in
selecting
you,
so
I'm
glad
you're
you're
back
at
in
a
very
high
level
with
the
administration.
I
also
want
to
thank
you.
I
also
want
to
thank
you
for
your
assistance
with
dealing
with
unemployment
insurance.
Your
predecessor
was
very
helpful
to
me.
O
You
know
over
the
last
year
and
a
half
as
I've
said
many
times
at
committees
like
this
I've
heard
people
complain
about
unemployment
insurance.
I've
never
experienced
that.
I
know
personally.
I've
exist,
assisted
scores
of
individuals
with
getting
their
unemployment
and
just
yesterday
I
want
to
tell
you
working
with
you.
I
had
another
gentleman
of
mine,
a
constituent
who
got
his
pay
forms
and
called
me
and
and
thanked
me
profusely
for
helping
me
get
his
unemployment.
I
want
to
thank
you
for
that
and
just
continue
to
be
a
good
job
again.
I
Thank
you
senator,
and
I
I
would
be
remiss
if
I
didn't
point
out
that
I'm
a
very
small
part
of
of
a
team
and
executive
director
hoskinson
and
his
team
were
great
help
with
the
with
all
the
claims
or
all
the
the
constituent
calls
we
get
from
from
all
the
legislative
members,
and
it
takes
everyone
to
address
the
volume
of
issues
that
that
we're
facing,
and
we
appreciate
the
assistance
that
that
the
general
assembly
gives
us
and
in
passing
those
along
to
us
and
as
buddy
mentioned,
we
work
on
those
as
quickly
as
we
possibly
can.
I
I
think
I
mentioned
in
the
task
force
last
last
week
that
the
ui
staff
and
then
several
other
people
that
have
been
brought
to
bear
to
address
this
issue
are
working
six
days
a
week,
12
plus
hours
a
day
non-stop
and
have
been
for
the
last
16
or
17
months.
So
it's
nice
to
hear
that
and
we
appreciate
it.
We
know
there's
a
lot
more
to
do
and
again
I
can
only.
B
Thank
you,
mr
chairman.
This
is
directed
to
the
panel
itself.
You
know
we
know
that
they're
been
have
some
difficulties
getting
staffed
at
the
career
centers
and
in
the
simplistic
terms,
could
you
explain
to
us
why
thank
you.
I
Thank
you,
representative
donahue.
I
think
it's
multifaceted,
but
but
one
of
the
reasons
I
think
we're
having
difficulty
like
many
employers
across
the
state
is
our
positions.
Are
the
positions
that
we're
hiring
right
now
are
funded
with
federal
funds,
so
they're
time
limited
and
of
course
no
any
employee
has
has
the
the
I
guess,
the
the
situation
that
tomorrow
they
may
not
have
a
job
but
trying
to
recruit
for
these
jobs.
It's
a
difficult
job.
I
It's
a
very
intense
job
and
using
those
federal
funds,
those
are
not
guaranteed
and
when
those
federal
funds
run
out,
that
job
will
come
to
an
end.
So
certainly
employees
are
likely
looking
for
longer-term
opportunities,
but
we
continue,
I
think
in
louisville
I
mentioned
to
the
task
force.
Last
week
we
had
issued
vacancy
announcements
three
different
times
to
hire
staffing
at
the
louisville
career
development
center
and
we're
finding
that
elsewhere
across
the
state.
I
So
we're
looking
at
opportunities
anywhere
we
can
to
to
find
staffing,
because
we
know
that
the
demand
for
services
is
there,
and
you
know
I
don't
know
if
john
or
buddy,
if
you
have
anything,
you'd
want
to
add
for
the.
Regarding
the
difficulties
we're
having.
J
I
will
say
for
the
ui
side:
it's
it's
the
same,
and
if
you
actually
go
to
our
kcc.ky.gov
website
at
the
very
top,
we
even
have
we're
hiring
unemployment.
Insurance
is
hiring
click
right
there
and
send
people
to
us
as
it's
hard
for
us
to
get
staff
to
do
a
lot
of
that
work.
We
we
too,
like
the
other
industries,
are
trying
to
figure
out
what
are
the
out
of
the
box,
things
that
we
can
do
to
maybe
attract
folks.
H
E
Thank
you
chairman.
I
apologize.
It
takes
us
a
little
while
to
click
on
everything
I
just
I'll
tell
you
I
mean
it's.
We've
had
lots
of
conversations
this
morning
and
a
lot
of
comments,
and
it's
just
amazing
to
me
just
to
put
it
in
perspective.
What
I
tried
this
morning-
and
this
is
something
I
have
been
trying
ever
since
the
in-person
appointments
went
up
so
since
april
15th,
I
think,
was
whenever
the
offices
actually
opened
in
person.
E
I've
been
able
to
set
up
one
person
with
an
appointment
and
that's
been
me
trying
to
log
on
this
morning.
I
got
on
at
7
55
because
it's
nine
o'clock
eastern
time
on
the
way
that
it's
set
up,
7
55
I
got
on
and
it
said
no
appointments
available
at
807
there
were
in-person
appointments
available
in
hazard,
moorhead
and
prestonburg.
E
By
808
there
were
no
appointments
available,
so
I
guess
my
question
is:
whenever
morgan
eaves
testified
july
27th
there
were
these
virtual
meetings.
Supposedly
we
have
in-person
meetings,
call
centers.
My
concern
is
I'm
point
blank
asking
the
question
right
here
right
now.
What
solutions
do
you
have
to
offer
us
to
offer
our
constituents?
E
Our
la's
have
been
cut
off
from
any
type
of
ability
to
help
these
people?
I'm
very
happy
that
senator
thomas
has
not
experienced
what
a
lot
of
us
have
experienced.
I'm
glad
that
you've
been
able
to
help
him,
and
I
appreciate
that
it
is
no
disrespect.
Our
career
center
in
our
unemployment
office
locally
has
done
a
phenomenal
job
and
they
have
done
the
very
best
they
can.
So
my
question
is:
what
are
all
of
our
options?
I
hear
all
of
these
all
of
the
above,
but
I
have
been
not
successful
in
any
of
the
above.
E
I
Thank
you,
representative
miles
I'll
I'll.
Try
to
address
that
as
best.
I
can
obviously
the
the
offer
for
the
lrc
staff
to
come
and
assist
with
this.
I
I
think
that
was
made
when,
when
unemployment
insurance
was
not
in
the
labor
cabinet-
and
I'm
not
disparaging
anyone,
but
it
takes
about
six
months
to
train
an
unemployment
insurance
staff
member
to
to
perform
their
duties,
and
I
can
only
speculate
that
lrc
lrc
staff
members
have
the
expectation
that
that
they
would
come
help
with
unemployment
insurance
and
then
they
would
return
to
their
their
regular
jobs.
I
I
Also,
there
would
have
been
federal
background
checks
that
would
have
been
quite
expensive
for
us
to
to
do
for
that
short
time
staff
or
that's.
Why
we're
looking
for
long-term
employees
to
come
to
work
so
that
we
can
train
them?
We
can
do
the
background
checks
and
then
we
have
a
long-term
employee.
That's
that's
ready
and
able
to
to
do
that
work
and
then
we're
looking
at
some
federal
guidance
that
in
our
interpretation,
it
prohibits
us
from
using
flexible
staffing
after
the
first
week
of
september
of
this
year.
I
We're
also
looking
at
any
technological
enhancements
that
we
can
make
for
virtual
appointments,
increase
staffing
for
call
centers
to
increase
the
the
number
of
of
claimants
that
we
can
work
with
and
resolve
their
issues.
So
you're
right,
it's
all
of
the
above.
It's
in
person,
it's
virtual
anything
we
can
do
to
help
address
these
backlogs
and-
and
I
think
what
you
pointed
out
with
the
trying
to
get
the
employment
is-
is
a
supply
and
demand
issue
the
supply
far
out
or
the
demand.
I
I'm
sorry
far
outweighs
the
supply
of
resources
that
we
currently
have
to
address
that
demand
and
we're
trying
to
work
through
that
as
quickly
as
we
possibly
can,
and
I
would
also
ask
buddy
and
john
since
they're
they're
more
directly
involved
with
it.
If
they
have
anything,
they
could
add
to
address
your
question.
H
The
lrc
was
not
allowed
to
package
claims
in
and
it
was
said
because
they
had
to
have
federal
approval,
which
we
didn't
ask
for,
and
then
we
went
out
and
hired
an
agency
to
do
the
exact
same
thing
and
millions
of
dollars
and
then
after
a
while,
then
we
got
their
federal
approval
and
then
we
abolished
them.
So
that's
the
frustration
that
representative
miles
is
is
talking
about
and
representative
miles.
Is
there
anything
else
you
want
them
to
answer
before
I
go
to
work
time
constraint
or
last
question.
E
My
main
question
the
way
that
I
tried
this
morning
to
log
on
and
get
an
appointment,
either
virtual
in
person
or
have
some
type
of
call
center.
Where
do
we
send
our
constituents
for
that
because
it
has
not
worked
for
me?
It
has
worked
once
for
me
since
april
15th,
so
tell
me:
how
do
I
do
it
differently
than
log
on
the
website?
E
M
E
M
A
Chairman,
mr
secretary,
could
you
give
us
an
a
status
report
on
the
rfp
on
rewriting
the
unemployment
system?
When
was
it
issued?
What
are
the
deadlines?
What's
the
status
etc?
And
the
second
part
of
the
question
is:
did
your
specifications
allow
an
off-the-shelf
solution
from
a
national
vendor,
or
were
they
written
in
such
a
way
as
to
require
a
totally
customized
solution?
Thank
you.
I
Morning
miller,
it's
good
good
to
see
you
again,
the
the
rfp
that
was
developed
and
I
think
we
all
know
took
took
several
months
to
to
work
through
that
process.
To
my
knowledge,
there
were
explorations
into
off-the-shelf
systems
that
were
out
there.
I
think
one
of
the
issues,
as
I
understand
it
is
a
lot
of
states
were
in
the
process
or
had
just
quote
unquote
modernized
their
unemployment,
insurance
systems
pre-pandemic
and
then,
when
the
pandemic
struck,
their
systems
failed
as
well.
I
So
I
think
all
states
are
looking
at.
How
do
we,
as
I
mentioned,
to
the
task
force
last
week?
How
do
we
build
the
church
for
easter
sunday
because
we
are
going
to
have
to
be
prepared
in
the
future
to
address
a
situation
like
this
again?
I
I
My
hope
would
be
within
the
next
couple
of
weeks
that
we
would
have
that
rfp
on
the
street,
certainly
by
the
end
of
august
and
then
given
the
the
prior
rfp
process
and
the
vendor
community
is
aware
of
our
reissuance
of
an
rfp
that
we
will
compress
the
response
time
frame
as
well
as
the
evaluation
time
frame
to
try
to
get
to
an
award
as
as
quickly
as
we
can.
I
also
mentioned
to
the
task
force
last
week
that
we
are
also
exploring
a
a
new
system
development
with
the
u.s
department
of
labor.
I
So
we're
going
to
explore
both
of
those
avenues
to
see
which
one
would
best
suit
the
commonwealth
and
best
meet
the
needs
of
our
citizens,
and
the
original
time
frame,
I
believe,
was
two
to
three
years
for
the
total
system
replacement,
and
I
see
no
reason
to
change
from
that
time
frame.
We'll
just
have
to
manage
it
and
make
sure
that
happens.
I
H
M
Yes,
I
believe
we
answered
the
majority
of
them,
but
I'll
go
back
through
and
get
with
you
after
the
meeting
to
make
sure
each
one
has
been
answered.
H
Thank
you,
and
I
just
want
to
make
a
comment
thanks
to
labor
cabinet,
for
repeatedly
coming
back
for
this
very
important
issue
and
secretary
link.
Hopefully
you
are
learning,
as
you
are
teaching
us
what
goes
on
at
the
unemployment
office
this
time.
I
I've
made
the
comment,
mr
chairman,
that
I'm
not
drinking
from
a
fire
hose
I'm
drinking
from
the
water
main,
but
we
all
are,
and
we
recognize
the
the
vital
importance
of
this
this
issue
and
we
are
working
as
as
much
as
humanly
possible
to
resolve
it
as
quickly
as
possible
to
get
the
claims
paid.
The
valid
claims
paid,
and
certainly
we
stand
by
if
you
have
any
questions
or
need
assistance,
please
let
us
know.
G
G
Very
quickly,
to
begin
with,
I
want
to
say
thank
you
to
morgan
ease.
Morgan,
you've
been
have
helped
me
numerous
times
with
individuals
that
I've
had
problems
with
claims,
and
I
do
want
to
just
say
thank
you
for
your
help.
It's
been
greatly
appreciated,
starting
with
the
the
applications,
the
job
openings
there
with
the
office
of
unemployment,
how
many
applicants
have
actually
applied
for
those
positions.
I
Representative
dawson,
this
is
jamie
link,
I'm
not
exactly
sure
of
that
number.
We
can
look
into
that
I'll
check
with
our
human
resources
department
and
we'll
check
into
that
and
get
back
with
you
as
quickly
as
possible.
G
I
greatly
appreciate
that.
I
know
I
what
what
has
been
mentioned
earlier
numerous
times.
I've
had
other
business
owners
like
myself
and
individuals
within
the
industry
hrs
there
within
industries.
G
They
have
told
me
that
the
labor
market
has
dried
up
since
january
and
they
are
getting
no
applicants
or
the
applicants
that
do
apply
do
not
show
up
for
interviews,
and
I
would
like
to
have
an
idea
how
many
people
were
actually
applying
for
those
jobs
that
have
actually
submitted
applications.
So
I
would
appreciate
that.
I
Certainly-
and
I
can
I
can-
I
can
tell
you
that
we
have
experienced
the
same
where
we
have
scheduled
interviews
for
employees
or
candidates
to
come
in
and
interview
for
positions,
and
there
are
several
no
shows
they
just
don't
show
up
for
their
appointments.
J
J
We
can
get
you
a
direct
number,
but
it's
been
several
hundred
thousands
of
claims
that
have
come
through
and,
as
I
testified
earlier
in
the
year,
it's
about
63
billion
dollars
of
an
issue
nationwide
and
by
the
time
this
is
done.
The
country
will
probably
have
about
a
hundred
and
five
to
105
billion
dollars,
tied
up
in
fraudulent
claims.
G
Well,
I
would
like
to
know
that
number
that
have
been
filed
and
how
much
has
actually
been
paid
out
to
those
fraudulent
claims.
I
know
three
weeks
ago
I
received
a
fraudulent
claim
within
my
name
and
of
course
I
turned
the
information
over,
but
that
concerned
me
especially
when
you
see
it
personally.
G
I've
had
other
individuals
that
have
reached
out
to
me
over
the
last
six
eight
months
that
have
had
crosley
claims
filed
in
their
names,
and
it
concerns
you
how
they're
getting
the
information
and
actually
it's
getting
out
there,
and
it
also
concerned
me
that
the
application
came
through
to
me
showing
how
much
how
many
dollars
I
would
receive,
and
if
I
had
not
have
looked
at
that
in
the
mail
would
that
payment
have
gone
on.
How
would
that
have
worked
in
that
situation?
J
No,
not
no,
not
necessarily
what
happens
with
that.
That's
just
a
letter
of
potential
eligibility
that
comes
through
and
again
your
rights
are
that
when
someone
finds
out
that
they're
fraud,
we
have
the
fraud
link
on
the
website
and
there
are
three
types
of
fraud,
employer,
identity,
theft
and
claimant
fraud.
So
majority
of
those
about
95
of
those
are
stopped
with
an
internal
stop
that
we
have
because
they
don't
meet
all
the
requirements.
J
The
imposter
is
just
trying
to
pick
up
information
that
they've
received
from
the
dark
web
in
order
to
see
if
they
can
get
that
to
stick-
and
I
understand
the
personal
as
my
wife
who's
a
schoolteacher.
I
had
one
filed
on
her
as
well.
G
Well,
and
once
again,
I
want
to
thank
you
for
the
presentation
and
and
what
and
any
assistance
that
we
can
be
there
please
reach
out
to
us.
Thank.
H
H
C
Much
thank
you,
mr
chairman,
glad
to
be
able
to
be
here
in
person
my
colleague
lakisha
miller.
She
is
joining
us
virtually
and
I
think
I
can
see
her
there.
My
name
is
charles
all
senior
policy
analyst
at
the
kentucky
chamber
of
commerce
I'll.
Let
lakisha
introduce
herself
here
in
just
a
minute
and
she
will
she'll
be
the
focus
of
most
of
our
remarks
here
today.
I
do
want
to
start
by
just
echoing
what
representative
meredith
said
in
regards
to
the
general
assembly's
decision
to
pay
down
that
ui
debt.
C
C
So
how
exactly
are
our
employers
responding
to
this?
I
think
you're,
seeing
it
happen
in
a
few
different
ways.
We
are
seeing
wage
increases.
We
are
seeing
benefit
packages,
enhanced
we're
seeing
employers
offering
more
flexibility
and
time
off,
which
is
a
really
important
thing
to
emphasize,
because
you
take
a
look
at
survey
data.
That
is
something
that
unemployed
individuals
as
well
as
workers
who
are
looking
for
work.
C
Other
things
we're
seeing
is
employers
are
figuring
out
ways
to
increase
or
maintain
productivity
with
smaller
workforces,
so
simply
doing
more
with
less,
and
we
also
know
from
survey
data
that
employers
are
increasing
investment
in
automative
technologies
that
will
permanently
replace
certain
job
functions
as
a
way
of
dealing
with
labor
force
shortages.
C
Ultimately,
what
this
is
getting
at
is
a
skills
gap.
That's
something
that's
not
new,
that's
something
that
folks
in
the
general
assembly
have
have
looked
at
for
a
long
time
as
well
as
at
the
chamber,
we've
been
talking
about
skills
gaps
for
a
while,
it's
not
new,
and
it's
something
that
employers
have
been
working
to
address
for
several
years
now,
but
as
with
many
things
with
the
pandemic,
the
economic
conditions
of
the
recovery
pandemic
have
made
these
things
a
little
bit
more
difficult.
C
I
do
want
to
emphasize
that
in-house
training
and
on-the-job
learning
are
good
things
both
for
employers
and
employees,
but
it's
important
to
understand
that
there
are
financial
and
economic
trade-offs
when
we
rely
very
heavily
on
in-house
training
and
on-the-job
learning.
These
things
are
expensive.
Oftentimes
they
can
be
time-consuming,
especially
for
new
employees
and
when
we're
dealing
with
significant
skills
gaps.
In
addition,
when
it
comes
to
new
employees
without
requisite
experience
and
skills,
their
on-ramp
to
full
broad
activity
can
often
be
a
lot
longer
than
an
employee
with
requisite
experiences.
C
So
one
way
that
we
can
accomplish
that
goal
is
through
fostering
intentional
partnerships
between
the
business
community
and
education
and
workforce
development
systems,
and
that's
one
of
the
things
we
wanted
to
talk
with
you
all
about
and
to
to
talk
about
how
the
chamber
has
been
pursuing
this
work
and
share
some
insights
about.
We
are
learning
about
the
training
needs
of
workers
and
employers
and
skills
gaps.
I
now
want
to
turn
things
over
to
my
colleague,
lakeisha
miller,.
P
Yeah,
thank
you.
Charles
and
again,
my
name
is
lakisha
miller.
Executive
director
of
the
kentucky
chamber.
Workforce
center
again
really
appreciate
the
opportunity
to
be
here
today
to
speak
more
closely
about
the
training
needs
employers
have
and
how
we
can
create
a
better
alignment
between
education
and
the
needs
of
kentucky
employers.
P
So
charles
spent
his
remarks
really
looking
at
workforce
trends
nationally,
I'd
like
to
focus
a
little
bit
more
on
what
we've
observed
in
kentucky,
so
only
56.3
percent
of
kentucky
adults
are
in
the
workforce,
so
this
includes
employed
individuals
and
unemployed
individuals
actively
looking
for
work.
So
as
a
result,
this
means
that
44
of
kentuckians
are
not
participating
in
our
current
workforce.
So
many
working
age,
adults,
just
simply
don't
have
the
necessary
skills
that
our
employers
need,
and
we've
talked
about
that
already
today
and
as
charles
mentioned,
this
skills,
misalignment
isn't
new.
P
In
fact,
back
in
2017,
kentucky
sherm
did
a
study
with
employers
and
found
that
81
of
those
employers
were
projecting
a
moderate
to
high
growth
for
their
organizations,
and
those
employees
were
still
saying.
84
of
them
were
actually
stating
that
they
still
couldn't
find
qualified
workers.
P
So,
as
a
result
of
the
pandemic,
you
know
this
skill
gap
just
continues
to
widen,
so
it's
really
is
imperative
that
we
get
kentucky
and
skilled
up
in
the
ways
that
employers
need
so
the
kentucky
chamber
of
commerce
foundation
in
partnership
with
education
and
workforce
cabinet,
we
launched
a
workforce
program
called
talent,
pipeline
management
or
I'll
refer
to
it
as
tpm
just
to
shorten
it
up,
but
that
program
is
focused
on
addressing
the
skills
gap
in
an
employer-driven
way.
So
tpm
is
an
effort
to
mobilize
the
business
community
to
close
the
skills
gap.
P
But
what
we
do
is
we
apply
lessons
from
the
supply
chain
management
process
so
essentially
moving
the
employers
as
the
end
customer
putting
them
into
the
driver's
seat
of
managing
their
talent
pipelines.
So
we
go
through
a
pretty
strategic
process.
Employers
start
to
become
more
effective
and
efficient
at
determining
their
most
critical
workforce
needs
through
data
and
evaluating
the
skills
that
they
need
for
those
critical
positions
with
their
businesses
and,
most
importantly,
we
start
to
facilitate
a
process
to
communicate
these
needs
and
manage
and
improve
their
talent
pipelines.
P
So
what
we
will
say
since
2018
tpm
kentucky
has
launched
25
employer
collaboratives
focused
on
building
meaningful
career
pathways
in
the
state.
So
and
again,
these
employer
collaboratives
are
employers
in
similar
industries
or
similar
critical
pain,
points
that
are
working
together
to
increase
their
talent
pipeline
or
increase
the
quality
of
the
talent
that
enters
their
pipeline.
P
So
tpm
is
very,
very
critical
because
it
can
it
can
help
pre-existing
workforce
development
and
education
programs
really
hone
in
on
what
employers
need
more
than
200
employers
across
kentucky
in
various
sectors
like
manufacturing,
construction
distilling
equine.
P
So
when
we
have
fewer
workers,
we
need
to
make
the
most
of
the
workforce
that
we
have
so
for
individuals
that
struggled
with
substance
use
disorder
or
have
previously
been
incarcerated,
but
they've
committed
to
turning
their
lives
around.
Second
chances
can
really
make
all
the
difference-
and
I
know
john
talked
about
that
earlier
today,
so
in
partnership
with
the
office
of
drug
control
policy,
the
cabinet
for
health
and
family
services
and
kentucky
opioid
response
efforts.
P
The
chamber
foundation's
workforce
recovery
program
has
recruited
over
18
500,
fair
chance
jobs
across
the
state,
which
is
phenomenal
and
research
you
know
has
just
shown
that
hiring
people
with
records
or
in
recovery
are
simply
smart
business.
You
know,
retention
rates
are
higher,
turnover
is
lower
and
these
employees
tend
to
be
most
loyal.
So
second
chance
hiring
is
definitely
something
we've
encouraged
at
the
chamber.
P
P
So
you
know
employers
are
still
continuing
to
bear
the
load
of
training
and
upskilling
their
employees,
so
investing
in
programs
like
talon
pipeline
management
can
only
help
to
identify
those
training
opportunities
more
efficiently
and
again
put
us
on
the
path
to
closing
that
skills
gap.
So
that's
my
remarks
for
today,
I'm
happy
to
answer
any
questions
you
might
have.
O
Now
I
listen
to
both
of
you
talk
and
you
emphasized
automation
as
one
of
the
causes
for
this
reduction,
and
I
don't
disagree
with
you,
but
I'm
going
to
point
out
three
things
that
I
think
would
overcome
that
cause.
Okay
number
one:
I've
been
a
strong
advocate
since
I
got
here
for
an
increase
in
minimum
wage.
Okay,
president
minimum
wage
here
in
kentucky
and
in
the
nation
is
7.25.
O
Now
there's
no
one
on
this
dice.
Today,
that's
earning
7.25
cents
an
hour,
okay,
and
and
because
of
that,
I
don't
see
why
we
expect
everybody
else
to
go
to
work
and
earn
7.25
cents.
I
think
that's
one
of
the
major
causes
for
why
people
aren't
returning
to
work
today
because
they're
being
paid
impoverished
wages.
So
I
think
that's
one
thing
that
we
ought
to
change
number
two.
O
We
have
a
practice
in
this
country
and
in
the
state
of
refusing
to
allow
ex-felons
to
work.
Somehow
a
felony
is
a
barrier
to
work.
Why?
I
don't
understand,
because
we
say
in
theory
that
once
you've,
you
know
paid
your
time
earth
all
things
are
forgiven,
but
that's
not
reality.
Okay,
I
think
we
need
to
stop
that
practice
and
allow
people
who
have
served
their
time
want
to
come
back
and
be
contributing
citizens
to
society
to
be
allowed
to
do
so.
Number
two
number
three-
and
I
mentioned
this
yesterday-.
H
O
Okay
number
three:
to
address
this
workforce
station
problem
because
there's
a
problem,
location,
charles
okay,
I
think
we
ought
to
fund
schools
from
pre-k
to
14..
Okay,
I've
been
an
advocate
of
that
for
many
years.
I
mentioned
that.
As
I
mentioned
that
again,
you
have
to
stay
in
education
committee.
Okay,
we
are
putting
an
artificial
ceiling
on
a
lot
of
our
young
people
by
not
giving
them
the
quality
of
education
and
the
time
in
school
that
they
need.
We
don't
need
to
stop
funding
school
at
12.
O
We
can
go
all
the
way
to
14
years
and
create
pathways
on
education
system
that
other
states
are
doing
quite
successfully
so
that
we
can
have
the
kind
of
workforce
that
we
need
in
this
state.
Now
I
want
both
of
you
to
comment
on
that
lakeisha.
I
will
start
with
you
since
you're
the
executive
director.
What
do
you
think
about
those
three
changes
that
I
propose?
Increase
the
minimum
wage
to
15
an
hour
number
two:
getting
rid
of
the
the
felony
barrier
and
number
three
funding
school
from
pre-k
to
14.
P
Yeah
I
appreciate
the
questions
and
I'll
definitely
address
those
questions.
So
first
let
me
start
with
the
stigma
that
you
talked
about
around
second
chance
hiring.
I
couldn't
agree
more
and
I
think
the
work
that
we're
doing
through
our
workforce
recovery
program
is
helping
to
start
identify
and
educate
and
recruit
those
employers
that
have
raised
their
hand
and
said
hey.
I
am
a
second
chance
employer
because
we
want
to.
We
want
people
to
reduce
that
stigma.
I
couldn't
agree
more
in
terms
of
saying
hey.
P
If
you've
served
your
time,
it
starts,
we
need
to
get
you
back
into
the
workplace
right
and
we
do
know
employment,
isn't
the
only
barrier
that
whether
it's
people
in
recovery
or
previously
incarcerated
individuals
face.
We
know,
there's
transportation,
we
know
there's
housing,
we
know
there's
food,
but
employment
is
also
a
barrier
that
they
face
and
if
we
can
solve
employment
that
tends
to
take
care
of
a
lot
of
the
other
barriers.
So
I
couldn't
agree
more
there.
P
We
have
seen
employers
increase
wages
during
this
time,
and
you
know
quite
frankly,
in
some
instances
that
has
increased
their
pipeline
of
people
and
applications,
but
in
some
in
some
areas
that
hasn't
right.
So
you
know
we
can't
necessarily
look
at
it.
As
a
one
issue
thing
I
mean:
there's
the
raising
raising
costs
of
child
care.
There
is
that
education
misalignment
that
existed
pre-covert.
It
still
exists
today.
You
know
we
simply
have
to
get
our
kentuckians
upskilled
right
to
meet
those
needs
of
our
future
economy.
P
So
I
think
you
know
employers
are
rising
to
the
occasion
of
increasing
wages,
but
we
also
can't
eliminate
the
other
barriers
that
exist
and,
in
terms
of
you
know,
just
funding
schools.
You
know
schools
are
starting
to
see
a
big
influx
around
the
funding
that
they're
receiving
now
from
arpa,
and
you
know,
with
programs
like
bus
to
business
and
helping
kids
become
more
exposed
to
those
in-demand
careers
or
maybe
careers
that
they
have
never
heard
of.
P
I
think
that
just
increases
our
chances
of
getting
those
students
ready
for
the
workforce
needs
charles,
I
don't
know
if
you
have
anything
else
to
add.
C
Yeah
at
a
couple
quick
things:
first,
senator
thomas:
I
want
to
go
back
to
what
you
mentioned
about
the
labor
force
participation
rate,
because
that's
something
that
at
the
chamber,
we
talked
about
this
all
day.
Long
talk
about
this
all
day,
you're,
absolutely
right
that
the
collapse
in
the
labor
market
that
took
place
over
the
course
of
the
pandemic
was
absolutely
terrifying.
It's
a
scary!
It's
a
scary
thing
to
look
at
on
a
chart.
What
I
do
want
to
emphasize
to
to
all
legislators
and
policymakers
about
kentucky,
though,
is,
is,
I
think,
far
more
troubling.
C
Is
this
insidious
trend
that
took
place
going
back
from
2000
all
the
way
to
the
present
day
of
a
steady
decline
in
our
labor
force
participation
rate
back
in
the
year
january
of
2000,
we
had
a
labor
force,
participation
rate
of
about
63
percent
that
has
steadily
declined
over
time,
and
that's
that
is
a
very
troubling
trend
line
that
we
all
need
to
spend
a
lot
of
time.
Thinking
about,
as
lakisha
mentioned,
we're
right
there
with
you
on
removing
barriers
to
work
for
individuals
with
criminal
records.
C
The
chamber
is
fully
invested
in
that
and
we
100
agree.
We
also
agree
on
the
importance
of
education
funding.
I
think
when
it
comes
to
things
like
minimum
wage
increases,
that's
where
I
think
we
need
to
be
a
little
more
careful
and
ask
ourselves
when
it
comes
to
any
sort
of
wage
increase
what's
optimal,
because
an
inoptimal
wage
increase
has
a
lot
of
negative
trade-offs.
We
mentioned
automation,
for
example,
an
inoptimal
wage
increase
will
likely
accelerate
automation.
C
C
That's
one
of
the
reasons
why
we
think
upskilling
is
a
much
stronger
alternative
than
just
a
blanket
wage
increase,
depending
on
what
that
wage
increase
is,
but
upskilling
simply
just
has
less
downside
and
it
allows
individuals
to
go
into
those
high
wage
opportunities.
So
it's
really
just
there's
it's
all.
It's
all
upside
with
upskilling.
It's
a
one
way
to
put
that
and
ed.
H
Thank
you,
representative
donahue.
You
have
the
last.
B
Thank
you,
mr
chairman,
I'd
just
like
to
make
a
comment
here,
as
I
listen
to
this
and
what
the
senator
said
earlier.
None
of
us
in
this
room
make.
B
Or
have
been
in
those
type
of
environments
or
jobs,
the
thing
I'd
like
to
say
is
this:
the
pandemic
was
a
perfect
storm.
All
the
issues
we
had
as
far
as
employment,
education,
child
care.
All
those
stuff
were
teetering
for
years,
because
we
didn't
do
what
needed
to
be
done
to
bring
them
up
to
where
they
need
to
be
for
us
to
be
a
successful
society,
so
industry
right
now,
and
I'm
a
fan
of
industry
myself
as
well
too,
but
they're
kicking
and
screaming
and
they're
bringing
wages
up
because
they
have
to.
B
But
we
need
to
make
a
legitimate
effort
to
what
we're
going
to
do
to
solve
our
social
issues.
For
example,
I've
had
a
bill
filed
for
years.
It's
called
providing
a
lively
living
weekly
wage
depending
on
what
county
you're
in
to
bring
those
step,
those
people
up
to
give
them.
More
than
that.
You
know
the
problem.
We're
having
right
here
is
none
of
us
in
this
room,
we're
discussing
the
livelihood
of
folks
that
we're
not
on
the
same
playing
field
as
those
folks
are
on.
B
We
need
to
bring
everybody
up
the
same
playing
field
and
when
you
do
that
the
industry
will
increase,
and
you
do
those
things
if
I
may
see
this
had
a
friend
of
mine
went
to
russia
for
a
year.
He
worked
for
international
harvester,
which
is
not
with
us
anymore,
and
they
were
there
and
he
talked
about
automation
and
he
walked
into
a
factory.
You
know
because
they
had
a
foundry
in
louisville
and
they
walked
and
he
went
through
people
working.
He
said
we
could
automate
all
this
stuff
out
of
here.
B
We
had
we
don't
and
he
says
well,
what
are
we
going
to
do
with
the
people?
How
are
they
going
to
make
a
living?
How
are
we
going
to?
How
are
we
going
to
how
they're
going
to
be
successful?
So
automation
is
not
always
the
key
to
what
we
need
to
do.
I
appreciate
your
president.
Thank
you,
mr
chairman.
H
Thank
you
and
thank
you
for
your
presentation,
and
I
think
senator
thomas
came
up
with
a
lot
of
good
points.
Is
that
we
need
to
educate
and
train
our
people
for
what
is
needed,
and
I
think
my
good
friend
aaron
thompson
is
doing
a
great
job
over
there
of
trying
to
look
and
tell
students
what
they
need
to
learn
for
a
career
instead
of
just
learning
underwater
basket
weaving.
H
So
we
appreciate
it
and
if
there
are
no
more
questions.
G
Oh
I
apologize
I
can't
get
through
to
let
you
know.
I
do
have
a
question
in
case
I'm
asking
something
that
was
repeating
a
question
I
had
to
pull
off
the
meeting
just
a
moment
ago.
As
a
small
business
owner,
there
seems
like
there's
always
an
emergency
coming
up
and
I
did
have
to
pull
off
and
make
a
phone
call.
I
did
want.
A
G
A
C
In
short,
yes,
we
think
that
that
could
be
we
ultimately
when
those
benefits
end.
Yes,
I
do
think
the
chamber
as
a
whole
thinks
yes,
that
that
will
ultimately
help
now.
Is
it
going
to
help
on
the
scale
to
where
we're
going
to
see
that
in
large
macroeconomic
data
that
I
think
is
really
hard
to
tell
there's
a
whole
lot
of
other
factors
that
are
going
to
be
playing
into
this
at
the
same
time?
H
Thank
you.
I
did
have
a
question
real,
quick,
please,
I'm
so
sorry,
okay,
last
question
quickly.
G
Okay
and
I
do
as
looking
at
inflation
and
as
we
are
seeing,
businesses
increase,
pay
scale,
look
at
adding
benefits.
You
know
I
had
a
conversation
with
a
day,
fair
owner
last
week
that
was
actually
increasing
benefits,
trying
to
entice
individuals
to
want
to
apply
for
those
positions
and
then
conversations
I
have
had
with
other
businesses
having
problems
getting
shipments
in
whether
they
be
coming
from
overseas.
I
know
there
are
some
issues
coming
up
at
the
port
of
los
angeles,
with
the
lack
of
employees
being
able
to.
G
Unload
cargo
and
freight:
are
we
looking
at
how
this
inflation
is
going
to
impact
us
as
a
whole,
when,
when
we
see
these
employees
these
individuals,
unless
we
get
them
enticed
to
go
back
to
work,
that's
one.
My
last
question.
G
Wages,
inflation
and
the
lack
of
a
labor
of
a
labor
pool
there,
because
if
individuals,
as
I
said,
if
they
do
extend
these
pandemic
unemployment
benefits
and
it
doesn't
encourage
people
to
get
back
into
the
workforce,
what
are
we
creating
for
our
future
there
with
inflation,
as
you
mentioned,
seeing.
C
H
Thank
you.
It
still
befuddles
me
that
we're
saying
that
we
can't
get
people
in
workforce
because
we're
paying
them
too
much
unemployment
insurance,
but
yet
we
can't
get
the
unemployment
insurance
to
the
people.
We
can't
pay
them
so
it's
contradictory
there.
Our
next
meeting
will
be
held
wednesday
september.
The
8th
at
9
00
a.m.