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From YouTube: 4/28/2021 - Assembly Committee on Commerce and Labor
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A
A
A
I
would
remind
members
and
presenters-
and
anyone
here
in
the
audience,
to
please
silence
all
electronics,
everyone
who
is
participating
via
zoom.
If
you
would,
please
just
keep
your
cameras
on
that's
the
only
way
we
can
see
that
you
are
on
with
us
on
zoom,
and
with
that
I
would
say:
let's
go
ahead
and
get
started
with
our
agenda.
I
will
be
taking
the
items
in
order
and
we
can
start
with
senate
bill
122.
A
D
Thank
you
good
afternoon,
madam
chair
members
of
the
commerce
and
labor
committee.
My
name
is
senator
chris
brooks
from
senate
district
3
in
clark
county
and
today,
I'm
here
to
present
senate
bill
122.
senate
bill.
122
will
require
a
cannabis
business
to
have
employees
complete
the
10-hour
osha
course
and
supervisors
to
complete
the
30-hour
osha
course
within
one
year
of
employment
to
ensure
that
employees
and
supervisors
are
familiar
with
common
job
related
safety
and
health
standards
in
nevada.
D
The
cannabis
industry
includes
retail
workers
that
who
handle
cannabis
products,
workers
who
work
in
and
around
heavy
machinery
in
the
manufacturing,
cultivation
of
cannabis
products
and
workers
and
testing
laboratories
that
are
exposed
to
cannabis,
by-products
and
chemicals.
This
bill
will
bring
worker
protections
for
those
workers
up
to
date
with
other
industries
in
nevada.
D
B
The
goal
of
this
bill
is
to
familiarize
employees
and
supervisors
with
common
job
related
safety
and
health
standards.
Hazards
within
the
industry
include
heat
exposure,
pesticide
exposure
field,
sanitation
issues,
carbon
monoxide
and
carbon
dioxide
exposure,
handling
of
equipment
that
rotates
cuts
and
pinches,
and
exposure
exposure
to
flammable
chemicals.
B
Providing
this
training
will
increase
workplace
safety
for
the
industry
as
a
whole.
I'll
now
take
a
minute
to
walk
you
through
the
bill.
Existing
law
requires
certain
employees
performing
work
on
construction
sites.
Certain
sites
related
to
the
entertainment
industry
and
sites
where
exhibitions,
conventions
or
trade
shows
occur
to
complete
osha,
10
and
osha
30.
This
bill
enacts
similar
requirements
for
employees
of
the
cannabis
establishments.
B
B
B
Section
12
states
that
employees
who
do
not
compete
complete
the
course
within
one
year
will
be
suspended
or
terminated
by
the
employer.
Section
13
outlines
the
fine
structure
for
non-compliance
of
the
cannabis
establishment
and
section
16
requires
cannabis.
Employees
hired
before
july
1st
of
2021
to
complete
courses
by
july
1st
of
2022.
B
A
A
C
Thank
you,
man,
I'm
sure,
and
I
won't
say
anything
about
the
attire.
That's
at
the
presentation
today,
we'll
just
let
that
go
good
thing,
I'm
not
the
former
chair
of
senate
commerce
and
labor,
and
we
were
both
there,
senator
brooke.
So
we
know
I'm
just
curious
why
the
one
year
was
picked.
I
know
in
the
hospitality
industry
I
need
to
have
my
sheriff's
card,
my
tams
card,
my
health
card,
all
those
things.
C
D
B
Thank
you,
madam
vice
chair
for
the
record
jessica
frato
on
behalf
of
ufcw.
I
agree.
I
think
that
there's
a
much
tighter
time
frame
for
other
industries.
There
was
in
the
senate
some
concerns
from
industry
on
timing
and
getting
the
certification
up
and
running,
because
this
is
new,
so
we
adjusted
for
a
year.
Thank
you.
C
And
if
I
may,
madam
chair,
so
it's
a
newer
program,
so
you
need
time
to
get
the
training
up
and
going
so
that
you
can
get
folks
trained.
After
that,
will
they
be
required
to
actually
get
the
card
in
a
sooner
time
frame
afterwards
or
is
this
one
year
going
to
be?
Is?
Is
this
transitional?
Is
this
your
bridge
or
is
the
one
you're
going
to
be
the
same
moving
forward.
D
I
mean
it
would
be
my
intention
that,
as
as
the
industry,
which
is
a
relatively
new
industry
in
and
of
itself,
gets
used
to
the
the
standard
of
having
osha,
10
and
osha
30
for
their
workforce,
like
other
industries,
currently
do
that,
if
it
made
sense,
we
could
shorten
that
time
period.
But
for
now
I
think
that
we
have
such
a
new
industry,
and
this
is
a
new
standard
that
this
will
give
them
the
chances
to
to
really
adapt
and
acclimate
to
this
new
standard.
C
C
Thank
you,
madam
chair,
and
thank
you
for
bringing
this
forward,
and
I
just
I
know
this
includes
cannabis
establishments.
This.
C
As
well
as
in
retail,
I
just
on
the
retail
side,
I
knew
there
were
some
questions
around
having
the
retail.
You
know
counter
folks,
people
working
behind
the
counter
going
through
this
training
and
so
trying
to
find
an
analogy.
Do
we
also
have
other
similar
industries
that
would
have
that
kind
of
training
like,
for
example,
a
grocery
store
or
a
liquor
store
or
a
or
in
the
pharmacy,
even
so
that
I
can
just
get
an
idea
of
is,
if
that's
just
standard.
F
B
And
if
I
may
add
just
a
few
things
assembly,
madam
chair
to
the
assemblywoman
tools,
even
in
a
scenario
where
it's
it's
just
the
retail
establishments,
if
they
were
to
just
stay
in
that
facility,
I
can
provide
a
list
to
the
committee
on
all
the
exposures
that
they're
they're
being
exposed
to
in
the
retail
setting,
just
as
an
example.
Obviously
there's
electrical
use
in
these
facilities.
There's
typical
fire
hazards.
B
We
do
have
health
risks
within
these
facilities,
because
medical
use
of
marijuana
typically
involves
chronically
ill
patients
that
may
have
bandages
may
have
illnesses
that
they're
coming
in
with
so
ppe
protective
equipment
is
another
thing:
industrial
hygiene
exit
routes,
emergency
action.
We
have
people,
loading
and
unloading,
docks
with
materials
exit
routes,
equipment
safety,
all
these
areas,
even
in
record
keeping
right.
If
there's
an
injury
on
site,
osha
training
will
involve
record
keeping,
which
is
important
for
the
retail
employees
to
know
as
well.
A
And
I'm
going
to
just
jump
in
and
ask
a
quick
question
as
well
just
piggybacking
off
what
my
vice
chair
asked
about
the
not
later
than
the
year
after
an
employee
is
hired.
I'm
assuming
this
is
going
to
be
retroactive
too,
and
all
the
current
employees
will
have
to
go
and
obtain
their
osha
10
or
osha
30
as
well.
Correct,
not
just
new
hires,
going
forward
a
year.
B
A
Okay
and
they
will
have
a
year
as
well,
because
I
know
new
employees
will
have
a
year,
but
anyone
once
this
bill
has
passes
and
I
think
the
effective
date
is
1st,
so
they
will
have
until
july
1st
2022
to
obtain
their
osha
10
or
osha
30
current
employees,
jessica
ferrado
for
the
record.
Yes,
okay,
perfect!
Thank
you!
So
much
members
any
other
questions:
okay
assembly,
member
duran,
and
then
we
will
go
to
assembly.
Member
kasama.
C
B
Jessica
ferrato
for
the
record,
madam
chair,
through
you
to
the
assemblywoman
osha
certification.
They
do
not.
The
cards
do
not
expire.
A
Thank
you
and
presenters.
You
can
feel
free
to
go
directly
to
the
members
assembly,
member
kasama.
C
Thank
you,
chair
assemblywoman,
kasama
assembly,
district
2..
Thank
you
for
the
presentation
just
for
some
background
information,
I'm
just
curious.
What
brought
the
bill
about?
Was
there
an
incident
or
was
there
a
group
that
felt
that
there's
a
lot
of
safety
issues
in
this?
This
climate?
Just
cures
kind
of
the
background
of
how
this
came
about.
D
And
if
I
may
follow
up
madam
chair
th,
this
just
like
miss
verrado
just
said
this
is
such
a
new
industry,
and
there
are
a
lot
of
folks
getting
into
this
industry,
both
from
an
operational
management
and
an
employee
standpoint
that
don't
have
backgrounds
necessarily
in
warehouse,
working
manufacturing,
cultivation
facilities
and-
and
so
this
this
industry
well.
D
Well,
we
have
all
the
other
industries
that
osha
covers,
are
so
well
established
and
and
a
lot
of
the
folks
that
are
in
that
have
been
doing
it
and
been
trained
to
be
in
that
for
so
many
years.
This
is
so
new
that
it's
we
see
a
lot
of
people
who
don't
really
even
have
a
lot
of
of
experience
with
just
kind
of
general
workplace
safety
and-
and
so
it's
very
important
that
we
as
it
comes
up
off
the
ground,
that
we
create
a
culture
of
safety
and
provide
some
safe
working
environments
for
those
workers.
G
Thank
you,
madam
chair,
since
it
is
a
new
industry
and
has
some
unique
components
to
it.
Would
it
be
better
for
this,
instead
of
being
in
statute,
to
give
the
authority
to
the
cannabis
control
board
to
actually
define
in
regulation
specific
training
designed
specifically
to
the
various
areas
of
cannabis
production
growing?
I
I
forget
the
different
parts
retail
because,
as
you
keep
saying,
it's
unique
and
that's.
Why
I'm
wondering
if
it
would
be
better
to
do
it
that
way
and
regulations
from
ccb.
D
Madam
chair,
through
you
to
the
assemblyman
o'neill
this,
the
the
cannabis
control
board
could
come
up
with
entire
training
modules.
D
Their
own
sets
of
requirements,
osha
10
and
osha
30
are
very
general
to
the
workplace,
and
so
and
we've
seen
we
have
osha,
you
have
specific
training
that
can
be
for
all
the
different
industries
that
currently
have
osha
10
and
ocean
30,
in
addition
to
the
osha,
10
and
osha
30,
but
the
osha,
10
and
osha
30
are
kind
of
the
foundation
and
but
there's
nothing
that
would
keep
the
ccb
from
coming
up
with
even
more
specific
industry
standards
and
safety
standards.
D
But
this
is
the
foundation
and
it's
it's
something
that's
accepted.
You
know
across
the
country
and
something
there's
a
lot:
there's
a
robust
training,
materials
and
and
capacity
out
there
right
now.
G
I
follow
up
well
here's
my
confusion.
If
it's
not
required
in
such
an
agency,
such
as
your
drug
stores,
who
deal
a
lot
with
the
same
materials,
sick
individuals,
drugs,
etc,
why
and
some
other
the
retail
other
retail
organizations
that
have
their
other
training?
Why
now
are
we
bringing
it
over
here
to
cannabis?
Usually,
I've
seen
this
osha
training
required
on
construction
sites
more
than
in
the
retail
business.
D
And
sheriff
I
may
and
like
I
stated
earlier,
there's
a
lot
of
vertical
integration
where
you
have
a
retail
worker.
Who's
also
exposed
to
warehouse
conditions
with
forklifts
and
fall
protection,
and
who's
also
could
be
working
in
a
cultivation
facility
and
and
then
they
have
the
the
manufacturing
facilities
that
are
that
are
associated
with
cultivation
facilities
as
well.
Extreme
heats,
extreme
colds,
chemical
processes,
heavy
equipment
and-
and
it's
quite
actually
a
fascinating
industry.
If
you've
ever
had
the
opportunity
to
kind
of
walk
through
all
stages
of
the
industry.
D
It's
it's
a
part
manufacturing
part
warehousing,
part
agriculture
and
then
the
the
final
piece
of
it,
which
is
really
kind
of
the
smallest
piece
of
it,
is
the
is
the
the
retail
end
of
it,
and
you
have
a
tremendous
amount
of
vertical
integration
in
that
industry.
Right
now,.
C
Chair
and
maybe
I
don't
quite
fully
understand
this
osha
card,
but
once
you
have
this
training,
if
you've
gotten
it
somewhere
else,
it
would
apply.
A
D
And
currently,
all
construction
workers
out
there,
folks
working
in
the
entertainment
industry
that
that
do
you
know
stage,
work
the
the
conventions
in
our
state
all
the
workers
on
the
conventions.
All
of
those
industries
currently
have
osha
10
and
their
supervisors
have
osha
30.
and
they're
transferable.
A
A
J
J
K
R-U-S-T-Y-M-C-A-L-L-I-S-T-E-R,
the
executive
secretary
charges
with
the
nevada
state,
fl
cio,
and
we
are
in
support
of
this
legislation.
We
believe
that
it
makes
sense
the
the
cards
are
required
for
other
industries.
The
construction
industry,
the
entertainment
industry,
this
industry,
that
we're
talking
about
is
has
dangers
that
are
in
it.
K
Most
recently,
there
were
11
firefighters
injured,
in
los
angeles,
when
in
a
factory
attracting
hash
oil
blew
up
just
last
october,
two
people
were
injured
in
a
fire
in
albuquerque
new
mexico
from
a
cannabis
extraction
plant.
So
there
are
hazards
working
with
these
chemicals
working
with
the
processes
to
remove
the
cannabis
from
the
hemp,
and
so
for
those
reasons.
Madam
chair
amendment
committee,
we
are
in
support
of
this
legislation.
We
believe
it
makes
good
sense
to
ensure
worker
safety.
Thank
you.
J
K
K
Our
health
and
safety
training
program
has
reduced
injuries
and
saves
lives
in
the
hospitality
industry,
and
we
believe
it
will
have
the
same
positive
effect
in
the
cannabis
industry.
In
addition,
the
copen
19
pandemic
has
shown
that
health
and
safety
training
is
more
important
than
ever
for
all
workers.
J
K
Ufcw
members
in
the
legal
industry
work
in
growing
and
cultivating
facilities,
manufacturing
and
processing
facilities
and
in
laboratories
and
dispensaries
wherever
cannabis
is
legalized.
The
ufcw
is
committed
to
building
a
successful
industry
with
a
thriving,
diverse
and
skilled
workforce.
The
ocw
represents
tens
of
thousands
of
cannabis
workers
across
multiple
states.
We
know
workers
face
many
health
and
safety
risks
in
the
cannabis
industry,
including
exposure
to
abnormal
heat
levels
and
chemicals,
to
repetitive
stress,
injuries
and
other
injuries
on
the
job.
K
Ufcw
knows
what
works
in
other
retail
environments
has
developed
cannabis,
worker
safety
training
in
2019,
after
the
passage
of
california,
cb279
ufcw,
coordinated
the
first
ever
osha
safety
training
with
cannabis
workers
in
california,
sb
122
would
establish
a
work
environment
that
recognizes
the
value
of
workers,
bring
to
the
this
emerging
industry
while
continuing
to
meet
the
demand
of
consumers
with
a
safe
and
quality
product.
Thank
you
and
I
urge
you
to
pass
sp
122
today.
J
A
Thank
you
broadcasting
and
seeing
that
no
one
is
here
to
testify
in
carson
city
in
opposition,
we
can
go
ahead
and
go
to
zoom.
Is
there
anyone
wishing
to
testify
in
opposition?
Please
just
raise
your
hand,
so
I
can
call
on
you,
okay,
seeing
no
one
on
zoom
broadcasting.
Can
we
check
the
telephone
line?
Please.
J
A
H
A
D
A
Thank
you
senator
with
that.
I
will
close
the
hearing
on
senate
bill
122.
I
for
those
who
are
here.
I
know
at
the
beginning
I
mentioned
that
we
were
going
in
order
of
bills
on
the
agenda,
but
seeing
that
we
do
have
the
senate
majority
leader
here,
I
am
going
to
take
her
bill
next,
okay,
majority
leader,
when
you're
ready,
you
can
come
on
down
and
I
will
open
the
hearing
on
senate
bill
293,
which
revises
provisions
relating
to.
E
Neil
thank
you,
madam
chair
and
members
of
the
committee
for
the
record.
My
name
is
nicole
cannizzaro
and
I
represent
senate
district
six
in
the
northwest
portion
of
the
las
vegas
valley,
and
I
am
pleased
to
be
here
today
to
present
to
you
senate
bill
293,
along
with
my
colleague,
senator
dean
o'neill,
which
seeks
to
stop
the
practice
of
requesting
the
salary
history
from
a
potential
employee.
E
E
E
E
E
This
imbalance
has
been
further
exacerbated
in
the
last
year
to
due
to
the
covid19
pandemic.
In
the
economic
fallout
from
the
pandemic,
women
have
lost
the
majority
of
jobs.
Many
have
been
forced
to
drop
out
of
the
labor
force
altogether
and
are
sadly
disproportionately
represented
in
the
industries
that
are
most
devastated
by
the
pandemic.
E
E
Employers
request
for
an
applicant's
salary,
history
forces,
women
and
people
of
color
to
carry
lower
earnings
and
pay
discrimination
with
them
from
job
to
job,
and
even
if
the
employer
is
willing
to
pay
an
applicant
significantly
more
than
what
he
or
she
previously
made.
The
negotiation
process
itself
is
likely
to
be
affected
by
anchoring
that
applicant
at
his
or
her
lower
earnings.
E
Even
when
factors
like
education,
industry,
age,
race,
region
and
work,
experience
are
considered,
the
wage
gap
between
men
and
women
remains
because
women
systematically
are
paid
less
than
men.
Employers
who
rely
on
salary
history,
to
select
job
applicants
and
to
set
a
new
highest
pay
will
tend
to
perpetuate
gender
and
race-based
disparities
in
their
workforce.
E
Some
employers
claim
they
need
to
know
the
salary
history
of
applicants
to
determine
the
market
value
of
that
particular
applicant
or
the
position.
But
salary
is
not
a
neutral
or
objective
factor
and
in
fact
it
often
reflects
the
historical
market
forces
which
value
the
equal
work
of
one
sex
over
the
other
simply
put
relying
on
salary.
History
leads
to
depressed
wages,
for
women
and
for
people
of
color
to
address
these
inequities.
19
states
and
21
localities
have
enacted
bans
on
asking
for
previous
salary
information.
E
L
L
L
And
so
when
you
consider
that
backdrop
right
and
you
consider
what
is
going
on
in
the
space,
you
can
only
think
that
if
you've
already
learned
earn
less,
what
kind
of
discrimination
comes
in
play
when
you
then
have
to
put
your
prior
salary
in
play
to
then
seek
a
higher
wage.
I
remember
more
often
than
not
not
wanting
to
put
my
prior
salary
on
an
application,
because
I
wanted
to
earn
more
money.
L
If
that's
how
much
you
earned,
then
that's
probably
how
much
you
should
continue
to
earn
and
I'd
maybe
pay
you
2
000
more
or
the
same.
And
so
I
wanted
to
put
those
comments
on
the
record
number
one,
because
I
know
assemblywoman
duran
had
this
bill
av
124
and
she
had
this
hearing
in
the
committee,
and
I
want
to
thank
majority
leader
for
asking
me
to
come
in
and
assemblywoman
duran
for
actually
bringing
up
this
issue
and
trying
to
make
an
impact
in
this
wage
disparity
and
trying
to
prevent
discrimination
for
existing
pay.
L
E
No
man,
I'm
sure,
but
if
you
like,
I
would
be
happy
to
walk
the
committee
through
the
sections
of
the
bill,
and
I
I
did
want
to
just
take
a
moment
to
thank
senator
neal
for
being
here
and
talking
about
the
historical
inequities
and
the
very
real
life
impact
that
the
bargaining
process
has
on
women
and
especially
women
of
color
and
their
ability
to
negotiate
to
negotiate
higher
wages
and
to
to
help
to
lessen
that
wage
gap.
E
Members
of
the
committee
to
talk
through
just
some
of
the
pieces
of
senate
bill
293
I'll
begin
by
talking
over
some
of
those
more
substantive
portions,
so
sections
1.3
and
9
through
12,
prohibit
certain
private
and
public
employers
from
inquiring
about
an
applicant's
wage
or
salary
history,
relying
on
the
wage
or
salary
history
to
determine
whether
to
offer
employment
or
the
rate
of
pay
for
the
applicant
or
refusing
to
interview,
hire,
promote
or
employ
an
applicant
or
discriminate
or
retaliate
against
an
applicant.
E
If
the
applicant
does
not
provide
wage
or
salary
history,
however,
employers
are
required
to
disclose
the
salary
range
or
wage
rate
to
an
applicant.
Under
certain
circumstances,
section
1.3
makes
an
unlawful
employment
practice
if
an
employer
violates
any
of
these
provisions,
a
person
who
believes
that
he
or
she
has
been
injured
by
an
unlawful
employment
practice
relating
to
an
employer's
inquiry
of
wage
or
salary.
History
may
file
a
complaint
with
the
labor
commissioner,
further
an
employer,
employment
agency
or
any
agent
or
representative
thereof
that
is
found
to
have
violated.
E
E
What
they
found
was
and
what
I
think
senator
neil
did
a
very
good
job
of
highlighting
is
that,
when
you
take
into
account
all
of
the
reasons
that
pay
equity
does
that
pay
equity
is
still
a
challenge.
For
us.
One
of
the
most
significant
factors
is
the
salary
bargaining
process
and
when
you
take
into
account
other
things,
that
is
the
most
influential
factor,
and
so
when
women
are
tied
to
their
prior
salaries,
that
really
does
have
an
effect
on
their
ability
to
earn
more
over
time
and
it
it.
E
It
prohibits
us
from
really
closing
that
wage
gap
and
with
the
enactment
of
legislation
just
like
senate
bill
293
what
they
are
seeing
is
that
there
are
increases
in
the
amounts
that
women
are
earning
and
also
that
people
of
color
are
earning
when
we
do
ban
those
types
of
when
we
ban
this
type
of
information
from
anchoring
from
anchoring
people
to
their
former
salaries.
E
A
C
So
it
has
here
who
has
completed
an
interview
for
position,
the
wager
salary
range
or
rate
for
the
position.
Let's
say
I'm
interviewing
five
people
and
I
decide
based
on
my
interviews
with
those
people
that
I'm
just
going
to
offer
it
to
applicant
one
and
two.
It
seems
to
me
looking
at
this
that,
even
if
I've
decided
during
the
interview,
this
is
not
something
that's
going
to
be
a
good
fit.
Why
do
I
have
to
disclose
the
salary
it
seems
to
me?
C
E
Thank
you
for
the
question
assemblyman
or
assemblywoman
through
you,
madam
chair,
to
if
you
assemblywoman
in
section
1.3.
What
subsection
2
is
seeking
to
do
is
to
ensure
that
the
employer
or
the
employment
agency,
how,
whichever
applies,
is
actually
giving
the
information
on
their
part
to
the
applicant
or
to
the
interviewee,
so
that
we're
not
put
in
a
position
where
that
becomes
well.
That
becomes
something
that
the
applicant
is
is
either
feels
compelled
to
disclose
or
is
somehow
influenced
to
disclose.
And
so
that's
why
that
is
worded.
E
C
E
And
so,
even
though
you
might,
that
might
not
be
somebody
that
you
would
be
offering
the
position
to
it
in
the
salary
negotiation
process
is
less
compelling
for
that
individual
to
feel
as
though
they
have
to
disclose
that
type
of
information
which
then
could
be
used
by
an
employer
to
set
that
salary
or
wage
range.
And
so
it's
encouraging
on
the
employer
side
to
both
come
up
with
that.
E
Based
upon
that
particular
position
or
what
that
applicant
may
bring
to
the
table
and
on
the
perspective,
employee
side
is
prohibiting
them
from
feeling
compelled
to
disclose
that
information.
That's
why
it
applies
to
everyone,
even
if
you
weren't
going
to
offer
them
that
particular
employment,
and
I
guess,
from
from
my
perspective,
the
the
harm
in
disclosing.
E
A
H
Thank
you
chair
and
thank
you
senator
for
being
here
and
bringing
this
bill,
so
I
just
want
to
make
sure
that
I
understand
so.
You
know
my
family
and
I
we
filled
out
lots
of
applications
over
the
years.
Some
of
those
applications
will
say
you
know
what
was
your
starting
wage
at
the
at
the
job.
What
was
it
when
you
left?
You
know
those
kinds
of
things
so
say
on
applications.
E
H
Thank
you,
okay,
and
then
I
think
you
mentioned
this,
but
I
just
wanted
to
make
sure
that
doesn't
prohibit.
You
know
an
employer
from
asking
an
applicant
what
they
expect
to
make
or
would
like
to
make.
That
would
still
be
okay,.
E
Yes,
thank
you
for
the
question.
Assemblywoman
hearty
nicole
cannazaro
senate
district
six.
Yes
in
section
1.3,
subsection
3,
it
specifically
delineates
that
you
may
ask
and
discuss
with
a
potential
employee
what
their
expectation
is,
and
I
think
that
that
is
part
of
when
we
talk
about
the
salary
negotiation
process
and
the
inequities
that
exist
there.
An
applicant
coming
in
and
saying
I
would
expect
to
make
in
this
particular
position
x,
amount
of
dollars,
or
this
amount
per
hour
that
is
really
enabling
on
the
applicant
side,
but
wouldn't
wouldn't
fall
into
a
situation
where
an
employer.
H
Thank
you
so
now
I
just
have
like
a
little
scenario.
That
may
happen
so,
let's
say
as
an
employer.
I
would
have
someone
come
in
and
we're
interviewing,
and
I
say
okay
well,
this
is
you
know
what
we
start,
people
out
at
like
ten
dollars
an
hour
and
what,
if
the
applicant
says?
H
E
Sure
and
thank
you
for
the
question:
assemblywoman
nicole
cannazaro,
senate
district
six
and
that's
a
that
is
actually
a
great
point
that
has
come
up
in
the
context
of
the
conversations
around
this
bill
and
I
think
one
of
the
hard
parts
is.
How
do
you
define
if,
if
we
put
in
language
talking
about
the
voluntariness
of
that
disclosure
of
information,
and
so
this
bill
doesn't
doesn't
necessarily
address
where,
if
somebody
is
offering
that,
because
in
response
to
this
is
how
much
we
pay?
Certainly,
we
still
want
the
salary
negotiation
process
to
occur.
E
But
what
we
don't
want
is
for
an
employer
to
be
asking
for
that
information
or
to
be
getting
it
up
front
such
that
that
may
influence
what
they
would
pay,
that
particular
applicant,
and
so
that
is
not
something
that
would
be
prohibited
by
this
bill.
H
Okay,
thank
you
for
that
clarification
because,
like
I
said
you
know,
we
wouldn't
want
employers
being
penalized,
or
you
know
that
applicant
going
to
the
labor
commission
and
if
it
was,
you
know,
brought
up
in
that
situation
like
you
said,
so.
Thank
you.
G
Thank
you,
chair,
senator,
I
think
I
know
the
answer.
I'm
hoping
I
know
the
answer,
but
just
for
the
record,
how
about,
if
I'm
applying
for
a
federal
job
or
a
job
out
of
state
where
they
do
require
that
I'm
here
in
nevada
I
still
have.
I
would
still
have
to
submit
that
information
on
those
in
that
two
scenarios.
Wouldn't
I
I'm
not
exempt.
E
Thank
you
assemblyman
for
the
question,
nicole
canozzaro
senate
district
six.
I
would,
of
course,
defer
to
legal
counsel,
who's,
probably
a
little
bit
more
adept
than
I,
but
my
estimation
would
be
that
if
it's
a
federal
job
or
if
it's
something
out
of
state
that
the
the
nevada
revised
statutes
that
they
exist
here
would
not
apply
because
either
there's
a
federal
statute
that
takes
precedence
or
if
it's
for
a
job
out
of
state,
we
don't
have
control
over.
Obviously
what
what
happens
out
of
state.
G
A
Okay,
before
we
go
to
testimony,
I
just
I
just
want
to
jump
in
and
start
a
question.
It's
just
a
comment,
but
I
just
want
to
say
thank
you
thank
you
to
you
majority
leader
and
to
assembly
woman
duran,
who
had
brought
this
bill
forward
and
also
senator
neil
who
gave
testimony
identifying
why
this
is
so
important.
A
I
think
most
people
know
that
it
takes
like
you
mentioned
women,
sometimes
three
months
into
the
year,
to
earn
what
their
male
counterparts
would
earn,
but
for
hispanic
women
we
won't
earn
that
until
october,
21
of
21.,
so
it'll
take
us
10
months
to
earn
our
male
counterparts
earns
the
year
before.
So,
thank
you
with
that.
We
will
move
to
testimony
in
support
of
senate
bill
293.
A
Is
there
anyone
here
in
carson
city
wishing
to
give
testimony
and
support,
seeing
none
we
will
move
to
zoom.
Is
there
anyone
in
zoom?
If
you
would
just
raise
your
hand,
and
so
I
could
call
on
you,
okay
broadcasting.
Could
we
check
the
telephone
line
for
anyone
wishing
to
testify
in
support
of
senate
bill
293.
J
J
M
Good
afternoon,
chair
and
members
of
the
committee
for
the
record,
my
name
is
tess
opferman,
that's
spelled
o
p
f
e
r
m,
a
speaking
on
behalf
of
the
nevada
women's
lobby.
I
want
to
express
my
personal
appreciation
to
senators
canazaro
and
senator
neil
for
bringing
forward
such
a
reasonable
and
necessary
bill
as
a
woman
working
to
move
forward
in
my
career.
I
don't
want
my
salary
history
history
to
determine
my
future
salary.
It
is
unfair
and
continues
to
contribute
to
pay
inequality
for
women.
M
My
experience,
my
qualifications,
my
references
and
interview,
are
all
appropriate
ways
to
determine
whether
I'm
capable
of
performing
a
job
and
the
pay
I
should
receive
asking
what
salary
I
expect
or
need
is
another
appropriate
way
to
decide.
My
pay
rate
asking
about
prior
salary
is
not
asking
about
my
salary.
History
is
one
of
the
many
ways
that
our
employment
system
continues
to
contribute
to
pay
inequality.
On
behalf
of
myself
and
on
behalf
of
the
nevada
women's
lobby,
I
urge
you
to
support
sb
293
and
pass
policies
that
can
help
break
systems
that
maintain
inequality.
J
H
Thank
you,
chair
howdy,
ghee
and
committee
members
and
majority
leader
canadaro,
and
senator
neil
misty
grimmer
g-r-I-m-m-e-r
with
the
ferraro
group
representing
the
nevada
resort
association.
We
are
happy
to
come
before
the
committee
in
support
of
sb
293.
The
gaming
resort
industry
enjoys
an
amazingly
diverse
workforce
and
we
know
our
workers
are
the
key
to
our
guests.
Having
the
best
possible
experience.
H
J
F
Hi
chairwoman
and
members
of
the
committee
for
the
record
will
pregnant
representing
battleborn
progress
w-I-l-l-p
like
peter
r-e-g-m-a-n,
we're
rising
in
support
of
sb
293.
This
is
a
good
bill
for
both
pay,
equity
and
workers
rights.
Past
employment
salaries
should
not
be
used
as
justification
to
pay
anyone
less
for
the
same
amount
of
work.
It
also
empowers
workers
take
action
if
they
feel
they've
been
discriminated
against
on
the
basis
of
their
past
salary.
F
In
the
hiring
process,
data
consistently
shows
that
women,
particularly
women
of
color,
are
paid
cents
on
the
dollar
of
their
compared
to
their
white
and
male
counterparts.
This
bill
is
one
way
to
address
the
disparity
and
pay
for
the
same
work.
Thank
you
majority
leader
canazera
and
senator
neil
for
sponsoring
this,
and
we
urge
the
committee
to
support
it.
Thank
you.
A
J
A
F
Good
afternoon,
chair
and
members
of
the
committee
for
the
record
paul
moradkin
m-o-r-a-d-k-h-a-n
with
the
vegas
chamber,
I'd
like
to
thank
the
senate
majority
leader
for
her
discussions
and
meetings
with
the
chamber
regarding
sb
293
and
the
efforts
of
senator
neil
and
assembly
and
duran
in
regards
to
the
bill.
The
chamber
is
neutral
on
the
latest
version
that
was
presented
to
you.
The
chamber
supports
the
principle
that
there
should
be
equal
pay
between
employees
for
equal
work,
regardless
of
gender.
F
That
court
case
to
our
understanding
directs
that
employers
would
not
be
able
to
ask
about
wage
history
from
prospective
employees
as
part
of
the
application
process.
Sb
293
will
align
state
law
without
ruling.
This
bill
is
well
balanced
for
both
employees
and
employers,
with
a
clear
intent
of
what
he's
trying
to
achieve.
Thank
you,
chair
and
members
of
the
committee
for
your
time
today.
A
J
A
N
Thank
you,
madam
chair.
A
Thank
you,
okay,
thank
you
and
with
that
I
will
close
the
hearing
on
senate
bill.
293
next
item
on
our
agenda
is
senate
bill
209.
I
believe
we
have
senator
donate
here
to
present.
I
will
now
open
the
hearing
on
senate
bill
209,
which
revises
provisions
relating
to
employment
when
you're
ready
senator
the
floor
is.
A
I
Thank
you
so
much
harugi
and
good
afternoon
to
the
members
of
the
assembly
committee
on
commerce
and
labor
for
the
record.
My
name
is
fabian
donate
and
I
represent
senate
district
10..
I
come
before
you
all
today
to
speak
on
senate
bill
209,
which
would
allow
employees
the
opportunity
to
gain
leave
for
their
covet
19
vaccine.
I
As
many
of
you
know,
my
background
stems
in
the
field
of
public
health
and
when
I
was
in
the
early
process
of
determining
what
legislative
bills
I
wanted
to
bring
forward,
I
knew
that
I
had
to
make
some
sort
of
change
to
how
this
pandemic
was
being
handled.
Today.
I
want
to
speak
to
you
about
the
lessons
that
we
have
learned
from
the
kovid
19
pandemic
and
my
strategy
to
get
vaccines
mobilized
to
the
communities
that
need
it.
I
Sb209
is
an
act
that
relates
to
employment,
and
it
requires
the
employer
in
the
private
sector
to
allow
their
employees
to
take
paid
leave
for
their
kovid19
vaccine.
Four
hours
will
be
allocated
to
each
employee
for
this
process,
which
will
give
them
about
two
hours
for
each
segment
of
paid
leave
to
get
the
vaccine.
I
Additionally,
sb
209
requires
an
interim
committee
on
healthcare
to
conduct
a
study
regarding
the
long-term
implications
of
the
kovat19
pandemic.
In
past
legislation,
it
has
been
documented
in
nevada.
Workers
deserve
access
to
paid
leave.
Legislators
paved
the
way
for
this
moment
back
in
2019
by
passing
sp
312,
which
would
require
that
private
employers,
with
50
or
more
employees
in
nevada,
to
provide
each
employee
with
at
least
40
hours
of
paid
leave.
I
There
is
not
much
differentiation
for
what
this
paid
leave
can
be
used
for,
but
it
moved
the
needle
on
the
conversation
conversation
of
worker
protections.
Of
course,
as
we
have
seen
from
this
pandemic,
there
is
a
limitation
with
the
enumeration
of
paid
leave
days
that
is
earned
by
employees
and
how
that
impacts.
Workers
who
live
paycheck
to
paycheck,
for
instance,
cdc
requirements
established
for
covert
19,
inform
us
that
patients
who
test
positive
for
this
virus
at
minimum
should
quarantine
for
at
least
10
days.
I
But
if
you
do
not
have
the
means
to
quarantine
or
to
stop
working
temporarily,
it
reduces
our
strategy
to
limit
disease
transmission
and
when
you
are
living
in
a
situation
that
forces
you
to
choose
between
your
own
health
or
working
endless
hours
to
provide
a
roof
over
your
head.
It's
easy
to
assume
why
some
workers
might
be
inclined
to
under
report
their
prevailing
symptoms
and
in
this
case
not
having
the
means
to
pay.
Your
bills
might
jeopardize
the
health
and
safety
of
your
co-workers
simply
by
the
absence
of
paid
leave
to
prioritize
your
own
well-being.
I
Some
major
employers
have
responded
differently
to
how
they
approach
a
worker,
who
has
tested
positive
for
kobe
19
and
in
fact
many
of
them
do
provide
paid
leave
for
an
employee's
quarantined
absence.
But
we
must
recognize
that
not
all
employers
have
the
same
internal
regulations
and
that
differences
do
occur
between
some
workers
and
others.
This
applies
the
same
way
that
we
approach
with
ppe
gear
and
protections
that
were
established
and
the
disparities
that
came
forward
with
that.
I
We
can
see
this
easily
between
the
protections
granted
to
my
father,
who
is
a
casino
worker
and
those
protections
not
given
to
my
mother
as
a
grocery
store
worker.
Therefore,
this
is
why
this
is
a
public
health
issue
that
we
must
recognize
that
vaccine
distribution
is
about
racial
justice.
Communities
of
color
are
more
likely
to
work
on
the
front
lines
of
this
pandemic,
making
them
more
susceptible
to
this
illness
and
to
establish
the
right
conversation
on
getting
vaccines
to
all
individuals.
I
When
community
members
ask
me
about
my
perception
of
how
this
pandemic
has
played
out
and
how
nevada
has
responded,
I
try
to
maintain
my
optimism
while
recognizing
that
our
state
has
done
poorly
to
invest
in
this
field.
Nevada's
poor
public
health
system
is
not
a
new
topic.
In
fact,
my
professors
and
colleagues
have
attested
to
this
for
years,
and
I
would
even
argue
that
a
system
collapsed
was
inevitable,
and
that
is
exactly
what
we
have
seen
through
this
pandemic.
I
For
me,
I
have
always
grown
up
in
a
state
that
has
done
poorly
regarding
health
and
education
and
as
a
young
teenager,
I
always
distinctly
remember,
nevada,
always
ranking
last
in
any
study
or
outcome,
and
even
to
this
day,
nevada
continues
to
rank
lowest
among
other
states
and
public
health
policies
and
regulations.
And
when
we
talk
about
kova
19
and
how
our
state
has
responded,
we
have
to
address
our
weaknesses
head
on,
and
that
means
acknowledging
that
our
state
has
done
a
terrible
job
to
prioritize
public
health.
I
There
have
been
some
discussions
as
to
how
public
health
professionals
around
the
country
respond
to
the
biggest
lessons
that
we've
learned
from
this
pandemic
so
far,
and
these
are
just
some
of
a
few-
we
know
the
consequences
that
arise
whenever
a
government
system
disinvests
or
takes
away
funding
from
public
health
and
a
lack
of
public
health
infrastructure
limits,
our
ability
to
support
an
emergency
response,
and
similarly,
we've
seen
the
correlation
between
educational
gaps
and
health
literacy,
to
not
understand
directions
given
to
you
or
to
regarding
the
health
of
all
individuals,
for
instance,
not
wearing
a
mask
over.
I
And
it's
not
surprising
to
me
how
poorly
we've
done
to
reach
out
to
those
who
are
most
vulnerable,
like
our
black
and
latino
workers
and,
of
course
we
love
color
maps
and
in
fact
we
see
this
play
easily
with
the
vaccine
distribution
by
zip
code
and
how
areas
like
summerlin
and
henderson
do
really
well.
But
areas
like
east
las
vegas
and
north
las
vegas
suburbs
are
trailing
behind
where
most
minority
populations
reside,
govern.
I
We
must
analyze
and
assess
the
public
health
frameworks
that
have
been
set
in
place
for
an
emergency,
whether
it's
responding
to
the
pandemic
or
even
like
an
event
similar
to
the
route
91
harvest
festival.
We
need
to
support
public
health
across
all
levels
and
stages,
and
that
means
supporting
epidemiological
surveillance
to
prevent
the
outbreak
of
disease,
investing
in
public
health
programs,
mobilizing
marginalized
communities
to
get
vaccinated
and
passing
policies
like
sb209
that
can
get
us
to
having
this
never
happening.
Ever
again.
I
If
you'd
like
I
can
go
over
section
by
section,
but
the
main
thing
that
I
wanted
to
mention
is
that
nevada
has
a
long
way
ahead
to
fix
the
gaps
that
we've
observed,
and
we
can
start
by
making
sure
that
everyone
has
access
to
receive
the
coven
19
vaccine
and
with
that
chair,
I
am
ready
to
answer
any
of
your
questions
from
the
committee
member
committee.
Members
on
the
bill
language
and
the
proposed
amendment.
A
J
J
K
Good
afternoon
my
name
is
jim
sullivan
j-I-m-s-u-l-l-I-b-a-n
and
I'm
representing
the
culinary
union.
The
culinary
union
supports
senate
bill
209
because
it
expands
the
type
of
activities
and
reasons
for
employees
to
request
paid
time
off,
including
time
after
vaccinations
providing
workers
paid
leave
to
get
the
coca-19
vaccine
would
create
safer
and
healthier
workplaces
and
get
more
hospitality
workers
back
to
work.
K
J
F
W-I-L-L-P-R-E-G-M-A-N
ditto
to
the
previous
speaker
and
simply
add
that
as
part
of
our
recovery,
we
need
to
make
sure
that
as
many
people
in
nevada
get
vaccinated
as
possible,
we
workers
need
paid
time
off
in
general
just
to
care
for
themselves
and
their
loved
ones
when
they
are
sick.
F
This
bill
at
the
very
least,
helps
workers
get
vaccinated,
so
they
will
be
a
far
lower
risk
of
contracting
or
spread
spreading
cove
in
19,
the
more
folks
get
vaccinated,
the
better
protected
our
most
vulnerable
communities
are
and
the
faster
nevada
can
get
back
on
its
feet.
Thank
you,
senator
daniate,
for
bringing
this
forward,
and
we
urge
your
support.
Thank
you.
A
Thank
you
broadcasting.
Is
there
anyone
in
carson
city
wishing
to
testify
in
opposition,
okay,
seeing
none
is
there
anyone
on
zoom,
okay
broadcasting?
Can
we
check
the
telephone
line
for
anyone
wishing
to
testify
in
opposition
to
senate
bill
209.
J
M
M
Nevada
has
lost
almost
30
percent
of
its
small
businesses.
This
past
year
of
those
that
are
open
about
40
percent
of
them
are
struggling
to
stay
open
and
about
42
percent
of
businesses
who
want
to
expand,
can't
get
people
back
to
work.
We
all
agree.
A
healthy
business
starts
with
healthy
employees,
and
employees
are
the
most
valuable
asset
to
a
business
owner.
M
M
While
I
support
the
goal
of
the
legislation
to
encourage
employees
to
get
vaccinated,
I
object
to
the
additional
four
hours
of
paid
leave
on
top
of
what
is
this
session
already
seeing
several
mandates
being
put
on
small
businesses
that
will
continue
to
be
more
of
a
burden
to
our
struggling
businesses.
Thank
you.
C
M
Thank
you,
madam
chair.
Through
you
miss
carlton.
Yes,
this
is
for
50
or
more,
but
I'm
going
to
tell
you
about
half
of
nfib
members
have
50
or
more
business,
50
or
more
employees,
and
I
can
think
of
three
that
have
already
told
me
the
burden
this
would
put,
even
though
they
have
70
85
and
120
employees.
C
Okay,
well,
then,
I
think
we
just
need
to
be
careful
about
what
we
categorize
as
small
employees,
because
you
gave
the
impression
you
were
advocating
for
small
employers,
but
anything
over
50
technically
is
not
a
small
employer
in
this
state.
So
I
just
wanted
to
make
sure
that
the
record
was
clear.
Thank
you.
A
A
F
Sorry
good
afternoon,
chair
and
members
of
the
committee
for
the
record
paul
moratkin
m-o-r-a-d-k-h-a-n
with
the
vegas
chamber,
the
chamber
is
neutral
on
the
revised
version
of
sb
209
that
you
see
in
front
of
you
today.
I
would
like
to
thank
the
bill's
sponsor
for
meeting
with
the
chamber
on
several
occasions
about
this
bill.
Those
conversations
have
been
very
productive
in
helping
clarify
the
intent
of
the
bill
and
the
logistical
components,
as
you
see
proposed.
F
We
believe
this
bill
is
a
good
balance
between
employers
and
employees.
As
many
of
you
know,
the
vegas
chamber
and
its
fellow
chambers
of
commerce
and
trade
associations
across
the
state
have
worked
diligently
in
supporting
statewide
and
local
coveted
mitigation
efforts.
Over
the
past
year,
the
vegas
chamber
has
distributed
tens
of
thousands
of
masks
to
front
line
workers
and
employees.
We
have
given
out
over
50
000
posters
on
social
distancing
for
the
workplace,
and
our
members
have
spent
millions
of
dollars
on
ppe
for
their
employees.
F
We
are
now
aggressively
pushing
vaccine
efforts
with
employers
and
employees
throughout
the
state.
Employers
are
educating
employees
about
the
benefits
of
getting
the
vaccine.
Debunking
vaccine
mints
arranging
on-site
vaccine
clinics
and
greater
flexibility
with
scheduling
on
for
their
employees
again
like
to
thank
the
bill
sponsor
for
his
engagement
with
the
business
community
and
thank
you,
chair
and
members
of
the
committee,
I'm
happy
to
answer
any
questions.
A
J
J
M
M
Mr
moroccan
has
already
mentioned
many
of
the
specifics
that
I
was
going
to
testify
to
so
I
don't
want
to
belabor
the
point.
We
just
want
to
thank
members
of
the
committee
for
hearing
this
committee
and
thank
you
for
your
time
this
afternoon,
on
behalf
of
the
reno
sports
chamber,.
J
H
Thank
you,
chair
howdy
and
committee
members
and
senator
donate
misty
grimmer
g-r-I-m-m-e-r
with
the
ferraro
group,
representing
the
nevada
resort
association.
We
are
here
in
neutral
on
sb
209
this
afternoon.
On
the
senate
side,
we
worked
closely
with
senator
donate
and
he
was
quite
open
to
our
concerns
with
the
original
bill.
With
the
changes
he
was
willing
to
make,
we
were
able
to
remove
our
initial
concerns.
H
The
gaming
resort
industry
has
taken
many
measures
throughout
the
pandemic
to
help
employees
such
as
extensions
of
wages,
insurance
beyond
the
shutdown
and
now
through
on-site
vaccine
clinics
or
time
off,
to
go,
get
the
vaccine.
We
are
anxious
to
have
our
state
fully
open
again
and
everyone
safely
back
to
work
in
providing
the
fantastic
nevada
experience
to
our
guests.
Hopefully,
sb
209
can
help
expect
that
happening.
Thank
you.
So
very
much.
A
Thank
you
and
mr
donate.
If
you
would
please
for
closing
remarks,
I
do
have
a
question
for
you
from
meister
carlton.
C
Thank
you,
madam
chair,
and
I
just
wanted
to
make
sure
that
we
did
get
something
on
the
record.
There's
been
a
number
of
bills,
this
session
that
have
been
giving
guidance
to
our
interim
committees
to
do.
Studies
and
studies
take
money,
and
I
think
it's
really
more
about
the
definition
of
the
word
study
and
the
the
senator
can
clarify
for
me.
But
it's
my
impression
from
the
way.
I
look
at
this
that
this
would
be
part
of
their
current
responsibilities
and
that
no
extra
funding
would
needed.
I
Thank
you
so
much
for
that
question.
Assemblywoman
fabian
nantu
for
the
record
yeah.
So
the
reason
why
we
tasked
this
with
the
legislative
committee
on
healthcare
to
study
this
in
their
interim
is
for
that
exact
reason
and,
as
you
know,
at
the
end
of
the
session,
that's
when
the
legislature
as
a
whole
comes
together
to
decide
what
they
want
to
study
and
look
at,
and
that
was
a
few
of
the
concerns
that
we
that
was
brought
forward
in
the
senate.
I
But
the
reason
why
it's
written
that
way
is
because
we
do
not
want
to
delay
of
when
this
bill
gets
enacted
and
if
that's
something
that
the
leadership
wants
to
move
forward
with
in
identifying
or
separating
this
as
its
own
standing
legislative
study
where
they
want
to
supply
funding.
For
that,
I'm
open
to
that
conversation.
I
just
did
not
want
to
delay
this
to
where
people
can
benefit
it
from
the
most.
C
Well,
senator,
I
think
what
you've
gotten
here
is
going
to
have
a
much
easier
path
to
success
than
making
any
changes.
I
just
wanted
to
make
sure,
as
part
of
the
record,
that
there
would
be
no
extra
dollars
needed
for
that
committee
to
get
it
done,
and-
and
thank
you,
the
the
only
concern
that
I
have
is
that
this
does
apply
to
employers
with
only
50
or
more
people,
but
I
understand
we
take
one
bite
at
a
time.
Thank
you
very.
I
Yes,
please,
okay
yeah,
so
just
thank
you
so
much
chair
had
again
to
the
members
and,
of
course,
to
those
who
called
in
to
testify
on
this
bill
just
to
quickly
respond.
I
don't
look
at
this
bill
as
a
loss
of
revenue.
I
see
this
as
lives
that
are
saved
and
I
think
that's
something
that
we
have
to
carry
with
us
as
we
move
forward.
I
Public
health
and
business
can
work
hand
in
hand
together
to
address
the
concerns
that
we've
seen
with
this
pandemic,
and
we
can
have
a
profound
impact
to
the
future
of
how
this
state
responds
to
that.
I
have
just
a
quick
sentence
that
a
quick
quote
from
a
local,
las
vegas
resident
and
her
name
was.
I
That
says,
as
a
working
mother,
my
first
priority
is
the
well-being
of
my
family.
I
cannot
afford
to
miss
time
from
work.
I
cannot
risk
the
well-being
of
myself
and
those
I
care
for
yeah.
I
have
no
other
choice.
I
know
if
we
are
given
this,
we
can
ensure
our
first
step
to
better
prioritize
the
health
of
the
employees
and
business.
So
once
again,
thank
you
for
having
me
here,
and
I
hope
we
can
urge
your
support
for
this
bill.
A
Thank
you
senator
donate
with
that.
I
will
close
the
hearing
on
senate
bill
209
and
senator
donate.
If
you
would,
please
leave
a
copy
of
that
letter
for
our
secretary
so
that
she
can
just
end
copy
it
and
enter
into
the
minutes.
A
L
Yeah,
I
know
I
miss
you
guys:
okay,
so
good
afternoon
assembly
committee
on
commerce
and
labor,
I'm
here
to
present
sb
327,
but
I
have
co-presenters,
which
you
see
on
the
zoom
dr
wendy
green,
and
I
also
have
I
believe,
it's
miss
torrey.
And
then
I
have
a
student
who
is
getting
on
named
nakia
belzar.
She
will
be
discussing
she's
super
important
because
she's
a
a
part
of
the
back
provision
in
the
bill,
which
I
believe
is
like
section
18,
but
I
just
want
to
give
some
really
quick
comments.
L
Sb
327
was
pretty
much
created
because
of
the
crown
act
which
is
passed
in
actually
several
states,
and
I
was
asked
during
the
summer
if
I
would
carry
this
legislation-
and
I
said
yes,
I
had
particular
stories
associated
with
it
from
my
colleagues
who
know
me,
I
wore
braids,
I
think
2011
2013..
L
I
think
I
skipped
2015.,
but
I
wore
braids
and
and
and
there
was
a
point
in
time
and
I
wore
them
because
it
snows
up
here-
and
I
thought
it
was
the
best
way
to
keep
my
hair
from
being
like
this,
which
is
wet
every
morning
and
suffering
and
dying
from
a
cold.
L
O
O
As
senator
neil
has
already
mentioned
a
piece
of
legislation
that
is
near
and
dear
to
my
heart,
but
also
at
the
heart
of
my
my
my
advocacy,
scholarship
and
public
engagement.
O
Again,
I
am
a
professor
of
law
at
drexel
university,
thomas
r,
klein
school
of
law,
founder
of
the
hashtag
free,
the
hair
movement
and
the
author
of
a
forthcoming
book,
hashtag
free,
the
hair
blocking
black
hair
to
civil
rights
movements.
As
one
of
the
nation's
leading
scholars
specializing
in
grooming
codes
discrimination,
I
serve
as
a
legal
expert
in
civil
rights
cases,
challenging
race-based
natural
hair
discrimination
in
workplaces
and
schools,
as
well
as
a
legal
advisor
and
co-drafter
of
federal
state
and
municipal
level.
O
Who
was
told
by
a
news
watcher
that
she
needed
to
change
her.
Naturally
curly
hair,
similar
to
the
the
hairstyle
that
senator
neal
is
wearing
today
to
something
not
so
inward
iggery,
looking
so
informed
by
these
and
other
racial
stereotypes.
Grooming
policies
are
often
enforced
to
deprive
african
descendants,
employment,
education,
housing
and
access
to
public
accommodations.
O
Similarly,
when
they
don
natural
and
protective
hairstyles
like
one
that
I
am
wearing
today,
african
descendant
women
and
girls
are
deprived
employment,
educational
and
extracurricular
opportunities,
along
with
being
subjected
to
heightened
scrutiny,
resulting
in
greater
levels
of
discipline
in
schools,
as
well
as
in
workplaces,
notably
when
it
deals
with
black
women
and
girls.
Natural
hair
bands
require
them
to
either
cut
off
their
hair
or
to
wear
their
hair
straightened.
The
latter
is
usually
achieved
through
toxic
chemicals,
extreme
heat,
styling,
wigs
and
weaves,
which
are
expensive
and
time
consuming
to
maintain.
O
It
is
also
very
common
to
suffer
through
chemical
burns,
while
chemical
relaxed
relaxants
are
being
applied
to
our
hair
and
scalp,
which
are
not
only
excruciatingly
painful
but
also
severely
damaging.
Black
women
and
girls
often
endure
hair
breakage
balding,
as
well
as
scalp
disorders
due
to
chemical
relaxers,
as
well
as
wigs
weaves
and
extreme
heat
style.
Heat
being
applied
to
our
hair
research
also
indicates
potential
correlations
between
hair
straightening
products
that
black
women
and
girls
commonly
use
and
their
increased
chances
of
developing
uterine,
fibroids,
hormone-related,
infertility
and
more
aggressive
forms
of
breast
and
uterine
cancer.
O
Therefore,
natural
hair
bands
leave
african
descended
women
and
girls
in
a
precarious
catch-22,
either
don
your
natural
hair
at
the
risk
of
lawfully
being
deprived
in
employment
or
educational
opportunity,
or
don
straightened
hair.
At
the
risk
of
enduring
consequential
harms
to
your
psychological,
physical
and
physiological
well-being,
this
harmful
bind
that
many
black
women
and
girls
find
themselves
is
lawful
under
federal
jurisprudence.
Due
to
what
I
call
a
hair,
splitting
legal
distinction
federal
courts
have
created
shortly
after
the
1964
civil
rights
act
was
enacted.
O
Presumably,
like
one
skin
complexion
applying
this
misguided
doctrine,
federal
courts
have
repeatedly
declared
for
now
40
years
that
when
an
employer
denies
an
african
descendant
a
job
because
she
adorns
an
afro
the
employer
engages
in
unlawful
grace
discrimination.
However,
the
moment
she
twists
locks
or
braids
her
afro
and
suffers
adverse
treatment
on
those
grounds.
The
employer's
discrimination
is
magically
deemed
lawful.
It
is
no
longer
about
race.
O
I
thank
senator
neil,
as
well
as
senator
harris
for
the
leadership
in
advancing
this
important
civil
rights
legislation.
It
simply
does
not
afford
special
treatment,
or
rather
equal
treatment
for
all
who
experience
racial
discrimination
on
the
basis
of
characteristics
that
are
associated
with
racial
identity,
such
as
our
skin
complexion,
hair,
texture,
hairstyle,
our
language
or
accent.
O
Committee
members.
I
thank
you
again
for
the
opportunity
to
present
today
and
I'm
happy
to
answer
any
questions
that
you
have
and
I
strongly
urge
your
support
of
sb
327,
which
provides
effective
statutory
protection
when
these
forms
of
racial
discrimination
occur
in
our
workplaces
and
schools.
L
Yes,
if
I
think
niki
is
on,
I.
A
A
P
Madame
chair
members
of
the
assembly
committee,
thank
you
for
allowing
me
to
speak
with
you
today.
My
name
is
tori
jacobus,
my
pronouns.
Are
she
her
and
hers,
and
I'm
here
to
share
my
heartfelt
support
of
senate
bill
327,
I'm
an
attorney
and
the
head
of
the
office
of
civil
rights
in
albuquerque
new
mexico.
P
My
office
worked
successfully
with
our
city
council
to
pass
similar
protections
in
albuquerque
in
early
january
of
this
year
and
with
the
new
mexico
legislature
to
pass
similar
statewide
protections
during
a
2021
legislative
session.
My
office
enforces
all
of
our
anti-discrimination
laws
in
the
city
and
our
work
was
initially
modeled
after
the
crown
act,
but
we
went
beyond
it
to
be
more
expansive
and
offer
more
protections
to
people
in
our
community.
P
Those
are
all
words
that
have
been
used
to
describe
the
hair
of
black
people
in
the
workplace,
in
schools
and
in
daily
life.
These
judgments
reflect
centuries
of
privileging
straighter
hair
because
of
its
closer
association
with
eurocentric,
pseudocentrism
or
whiteness,
and
serve
to
denigrate
natural
hair,
texture,
styles,
curliness
or
kinkiness
because
of
its
association
with
african
descent
or
blackness.
P
As
a
result
of
these
associations,
black
women
with
textured
hair
are
less
likely
to
get
job
interviews
than
black
women
with
straightened,
hair
or
white
women
with
straight
or
curly
hair.
Black
children
are
more
likely
to
be
disciplined
in
school
for
their
hairstyles
that
do
not
conform
to
societal
norms.
P
P
This
implied
hair
mandate,
conforming
to
the
implied
hair
mandate,
results
in
physical
harm
from
toxic
chemicals
to
straighten
damaged
wheat,
damaging,
wigs
and
weeds
high
levels
of
heat
to
straighten
permanent
and
temporary
hair
loss
due
to
styling
techniques
and
the
last
piece
of
harm
that
I'm
going
to
talk
about
is
time.
Black
women
have
to
undergo
undergo
additional
grooming
time
and
also
spend
money
time
and
energy
to
repair
the
harm
that
I
previously
stated.
P
P
Accepting
senate
bill
327
gives
you
an
opportunity
to
provide
a
clarifying
definition
of
race
in
order
to
guide
schools
and
employers
inappropriately
and
fully
describing,
preventing
and
enforcing
against
unlawful
race
discrimination.
I
look
forward
to
nevada
joining
the
other
states
and
municipalities
that
have
provided
these
protections
to
their
community
members.
Thank
you
again
for
the
opportunity
to
speak
with
you.
A
Q
That's
great
okay,
so
I
will
just
begin
good
afternoon.
Everyone
on
the
committee
and
everyone
else
that
is
joining
us
here
today.
My
name
is
naika
belize
and
I'm
testifying
in
support
of
senator
neil's
sb
327
hair
bill
as
a
student
in
the
clark
county,
school
district
and
on
behalf
of
code
switch
restorative
justice
for
girls
of
color.
Q
I
was
first
asked
to
present
my
story
of
my
experience
with
hair
discrimination
in
school
and
I
hope
that
my
testimony
will
help
persuade
you
all
to
support
this
bill
in
the
summer.
Before
my
eighth
grade,
I
took
a
huge
step
because,
after
listening
for
or
after
years
of
listening
to
society,
tell
me
that
my
curly
hair
was
ugly
or
that
it
wasn't
professional
enough.
I
felt
as
if
I
wasn't
enough,
but
on
the
summer
before
my
eighth
grade
year,
I
decided
to
throw
away
all
hair,
relaxers
and
straighteners
and
just
go
natural.
Q
I
allowed
myself
to
love
my
natural
curls.
Those
only
ride
that
I
wore
an
afro
on
the
first
day
of
eighth
grade
at
hyde
park
middle
school.
I
struck
through
those
school
hallways,
proud
of
my
afro,
ready
to
present
it
to
the
world,
but
unfortunately
not
everyone
agreed
that
my
hair
should
be
out
for
the
world
to
see
my
world
geography
teacher
at
the
time
seemed
to
believe
that
my
hair
was
a
distraction.
Q
On
the
first
day
I
had
sat
in
the
back
of
the
class,
and
please
remember
this
fact
I
was
in
the
back
of
the
class.
No
one
was
behind
me
and
I
was
known
for
being
a
good
student,
never
talking
when
unnecessary
and
only
answering
questions
when
the
teacher
asked.
So
I
was
confused
when
the
teacher
asked
me
or
called
me
to
her
desk
and
told
me
that
I
was
being
a
distraction
when
I
asked
what
she
had
meant.
Q
She
stated
that
it
was
in
fact,
my
hair
that
was
being
distraction
that
my
hair
was
disrupting
the
classroom
environment.
Again,
I
was
confused.
What
did
my
hair
have
to
do
with
this
and,
while
contemplating
what
I
must
have
done
wrong?
My
teacher
handed
me
a
slip
that
stated
that
I
should
be
dress
coded
and
suspended
for
insubordination,
and
I
was
scared
as
I
walked
in
my
principal's
office.
I
thought
about
ways
that
this
could
impact
my
record
that
this
could
make
me
have
lesser
chances
at
a
brighter
future.
Q
When
I
arrived
to
the
front
office
and
showed
the
secretary
my
slip,
even
she
was
confused.
She
asked
if
I
was
doing
anything
wrong
and
close
with
my
hair
during
class,
and
I
said
no,
I
wasn't
touching
it
playing
with
it.
I
wasn't
doing
anything
so
she
told
me
to
sit
down
and
wait
for
the
class
to
end
because
I
didn't
deserve
to
have
an
infraction
on
my
record
just
because
a
teacher
didn't
like
my
hair
the
next
day.
Q
I
knew
that
I
couldn't
ignore
the
teacher,
so
I
went
back
to
class
and
sat
in
the
back
again,
but
I
watched,
as
the
teacher
grew
angry
as
I
walked
into
the
classroom,
the
second
that
class
ended.
I
saw
as
she
marched
the
principal's
office
and
minutes
later.
The
words
naikabalizer
please
come
to
the
principal's
office
rang
throughout
the
school.
When
I
got
to
the
office,
the
principal
told
me
that,
fortunately,
I
wasn't
being
suspended,
but
from
that
moment
on,
I
was
prohibited
from
wearing
an
afro
up
to
school
because
it
was
too
unprofessional.
Q
I
was
heartbroken
the
day
before
that
I
felt
on
top
of
the
world
afro
out
and
proud,
but
at
that
moment
I
felt
insignificant
all
over
again.
I
didn't
know
at
the
time
that
I
was
being
discriminated
against,
that
I
was
one
of
the
few
black
students
in
the
class
and
I
had
never
seen
any
other
student
get
dress
coded
for
their
hair.
I
didn't
know
at
the
time
that
I
had
the
right
as
a
human
being
to
wear
my
hair.
Q
A
L
You
so
much
thank
you.
Thank
you,
chair
hadiki,
so
with
that
that
was
the
extent
of
my
presenters
and
we
will
open
ourselves
up
for
questions.
C
Thank
you
senator
for
your
presentation
and.
I
C
Thank
you
chair.
I
too
just
have
a
comment.
I
would
like
to
say
to
all
the
ladies
who
participated
on
the
panel.
Thank
you
for
the
explanation
on
some
of
the
issues
with
when
you
were
talking
about
your
hair.
C
It
needs
to
come
to
light
that
we
need
to
know
that
not
everybody's
the
same
and
with
you
explaining
this
to
us.
It
teaches
everybody
that
sometimes
we
take
for
granted
how
our
hair
is
and
not
realizing
that
other
people
have
challenges,
and
I
I
really
appreciate
you
coming
here
and
explaining
that
to
that
to
us,
because
it
educates
us
and
it
makes
us
better
people.
So
thank
you
for
that.
A
Okay,
I'm
senator
neil.
I
do
have
one
I
just
as
I
read
through
the
bill.
I
know
that
there
was
other
parts
of
the
bill
that
had
to
do
with
other
issue
areas.
Could
you
kind
of
walk
us
through,
for
example?
I
know
you'll
see
this
repeated
throughout
other
sections,
but
I
see
it
starting
on
section
seven,
which
has
to
do
with
county
testing
or
testing
and.
L
Thank
you
for
the
question
and
I
do
have
an
amendment
on
that
section.
But
what
you're
seeing
right
now
are
the
amendments
that
I
made
on
the
senate
side.
So
so,
in
section
seven
and
section
eight.
What
I
was
attempting
to
do
was
I
wanted
to
go
after
the
glass
ceiling.
That's
in
place.
What
I've
encountered
more
often
than
not
are
promotion
processes
that,
where
an
individual
may
test
and
they
may,
they
may
have
think
or
believe
that
they
scored
well.
L
But
there
is
not
necessarily
transparency
in
the
testing
process,
and
so
the
individual
is
trying
to
figure
out.
How
did
they
score,
and
so
let's
say
there
could
be
a
listing
that
comes
out
that
ranks
them
and
then
they
are
found
that
they
feel
like
they
probably
should
have
been
higher
on
the
list,
and
so
the
amendment
to
the
bill
was
to
not
give
them
the
correct
answers,
but
to
give
them
the
incorrect
answers
that
they
had
and
also
to
allow
them
to
get
their
answers
at
the
same
time.
L
I
talked
to
the
counties
and
the
local
governments
on
the
senate
side
and
and
the
amendments
that
are
represented,
which
are
believers
showing
up
in
section
seven
sub
four,
was
that
the
rules
felt
like
you
know
this.
This
may
or
may
not
apply
to
them,
so
that
provision
which
is
doesn't
apply
to
departments
that
have
less
than
200
employees
that
that
removed
their
objections.
L
And
then
I
also
I
added
language
to
strike
out
that,
because
they
were
worried
that
I
was
going
after
some
of
their
just
regular
testing
practices,
and
I
was
only
going
after
vertical
promotions.
L
So
the
insertion
of
the
word
vertical
means
that
I
only
want
the
person
who's
trying
to
go
from,
maybe
assistant
to
deputy
to
deputy
chief,
and
so
I
wanted
to
be
able
to
for
them
to
know
and
be
able
to
walk
through
the
process.
I
talked
extensively
with
employment
testing
companies
to
see
what
was
going
on
in
in
in
nevada
and
specifically
in
las
vegas,
and
the
average
cost
of
third-party
testing
is
about
ten
thousand
dollars
a
year
and
that's
super
nominal
for
transparency.
L
The
max
amount
would
be
25
000,
and
that
is
if
you
have
like
the
super
menu
of
like
all
of
the
accoutrements.
That
would
go
with
employment
testing,
but
based
on
this
and
trying
to
get
transparency
for
the
levels
within
the
testing
process,
the
average
cost
is
10
000..
I
talked
specifically
to
the
employment
testing
agency,
who
had
contracts
with
several
of
the
jurisdictions.
L
Additionally,
I
have
an
amendment
from
the
city
of
reno,
because
the
city
of
reno
and
their
charter
in
particular,
have
a
provision
where
the
testing
practices
or
promotion
practices
are
very
different
for
the
civil
service
commission,
and
so
this
amendment
should
be
on
nellis.
L
I
accepted
this
amendment
yesterday,
which
is
that
the
proposed
conceptual
amendment
would
amend
section
8,
that
if
the
city
has
a
civil
service
commission,
which
appoints
a
chief
examiner
and
the
chief
examiner,
serves
at
the
pleasure
of
the
commission
and
they're
not
answerable
to
any
other
officer
or
the
body
of
the
city
other
than
the
commission
and
is
not
a
human
resource
director,
they
are
excluded
from
these
provisions
in
the
bill,
because
city
of
reno,
their
charter
is
very
different
in
regards
to
civil
service
employees.
L
But
that
is
not
the
case,
and
I
was
looking
for
the
low-hanging
fruit
to
figure
out.
How
can
I
just
at
least
get
them
enough
information
to
question
and
challenge
their
score
where
they
believed
that
they
were
the
most
qualified,
but
yet
they
were
not
allowed
to
promote,
and
that
is
what
section,
seven
and
eight
does
and
that's
why
I
called
the
bill
hair
discrimination
versus
crown
act,
because
I
was
looking
for
a
way
to
deal
with
a
glass
ceiling
and
then
also
deal
with
hair
discrimination
in
one
bill.
A
Thank
you
senator
neil.
I
appreciate
that
okay.
Well
at
this
time,
we
can
move
into
testimony
and
support,
seeing
no
one
here
in
carson
city
broadcasting
and
no
one
else
signed
in
and
zoom
can
we
check
the
telephone
line
for
those
wishing
to
testify
in
support
of
senate
bill
327.
J
N
I
guess
the
first
thing
that
I
want
to
say
is
that
I
feel
very
very
strongly
about
this
issue.
I
have
natural
hair.
I
stopped
relaxing
my
hair
some
years
ago
and
it
was
a
huge
decision
for
me
and
I
I
it
wasn't
one
that
that
took
lightly,
because
I
did
fear
discrimination
and
I
know
that
it
does
happen.
N
So
I
believe
strongly
that
it's
my
god-given
right
to
wear
my
god-given
hair,
the
way
it
grows
in
my
head.
You
know
everyone
else
gets
to
do
that.
But
what
I
want
to
speak
about
today
is
protective
styling.
You
may
be
wondering
you
know
protective
protection
from
oil.
What
is
protective
styling
protective
styling
is,
when
you
are
your
hair,
embraced
or
in
lungs,
and
the
reason
that
that's
necessary
is
that,
because
our
hair
is
fragile
right.
N
If
you
look
at
my
hair,
my
hair
is
kinky
coily
and
when
I
say
coily,
think
of
the
spring
in
a
pen,
that's
how
tightly
coiled
it
is,
when
I
say
kinky.
Think
of
a
chevron
pattern.
You
know
that
zigzag,
zigzag
pattern
and
think
of
you
know
the
tightest
chevron
pattern
that
you
could
possibly
think
of
each
band.
Each
kink
is
the
potential
for
breakage,
and
so
we
wear
our
hair
in
these
protective
styles
so
that
it
does
not
break
there's
this
misconception
that
black
women,
especially
can't
grow
long
hair,
but
actually
we
can.
N
N
It
seems
almost
unattainable,
but
it
can
be
done
if
we
wear
these
protective
styles,
and
so
that's
why
it's
so
important
and
also
you
know
it's
just
important
for
us
to
be
able
to
express
ourselves
through
our
hair,
and
I
just
wanted
to
get
that
across
and
thank
you
very
much
for
you
know
your
time
today.
I
won't
delay
with
the
point.
I
won't
repeat
what's
been
said
because
he
knows
already
said
very
well,
so
we
just
urge
you
to
support
this
bill
on.
Thank
you
very
much.
J
M
Madam
chair
and
members
of
the
committee
for
the
record
callie
wilsey
with
the
city
of
reno,
that's
c-a-l-l-I-w-I-l-s-s's
and
sam
e-y,
we're
here
in
support
of
sb
327,
with
the
conceptual
amendment
presented
by
the
bill
sponsor
this
afternoon.
While
we
support
the
provisions
throughout
the
bill,
I
specifically
wanted
to
comment
on
section
8
and
the
amendment.
We
appreciate
senator
neil
working
with
us
to
understand
the
unique
operations
of
the
reno's
reno's
civil
service
system
and
working
with
us
on
that
amendment.
M
The
reno
civil
service
serves
as
an
independent
body
that
is
responsible
for
all
phases
of
selection,
appointment,
promotion,
appeals
and
transfer
of
employees
in
the
civil
service
system.
The
reno
city
charter
specifically
requires
that
commission
to
appoint
a
chief
examiner
who
serves
as
the
pleasure
of
the
commission.
The
chief
examiner
has
a
separate
staff
to
carry
out
the
functions
of
the
civil
service.
This
is
separate
from
other
hr
duties.
M
The
rules
adopted
by
that
commission
established
procedures
for
notification
of
exams,
review
of
examination,
results,
post-assessment,
counseling
reviews,
appeals
of
examinations
or
testing
procedures.
We
appreciate
the
senator
working
with
us
to
ensure
this
independent
body
that
operates
differently
than
most
and
that
meets
the
goals
of
the
bill.
Sponsor
can
continue
to
provide
this
important
service.
Thank
you
for
the
opportunity
to
provide
testimony
today.
Thank
you.
C
Thank
you
so
much
chair
hatagi,
my
name
is
dallas
harris.
I
represent
senate
district
11.,
I'm
here
to
testify
in
support
of
this
bill.
I
think,
for
obvious
obvious
reasons.
C
I
just
want
to
tell
you
all
a
little
quick
story
that
I
I
mentioned
on
the
senate
side,
and
I
think
this
highlights
the
importance
of
this
bill.
If
you
all
may
remember,
during
the
special
session
I
I
had
my
hair
braided,
my
godmother
was
kind
enough
to
sit
me
down
in
the
chair.
As
I'm
sure,
a
lot
of
folks
are
familiar
with
and
I
was
willing
to
braid
my
hair
and
when
I
asked
her
hey,
do
you
mind
breaking
me
up
before
I
I
go
out
to
session.
C
I'm
I'm
sure
you'll
hear
if
you
haven't
already
some
stories
of
women
who,
almost
around
the
same
time,
late,
20s
30s
decide
that
they
just
cannot
sit
through
and
put
their
hair
through
the
chemical
treatment
anymore
and
have
made
the
bold
decision
to
go
natural.
I
think
the
important
point
here
is
that
that
shouldn't
be
such
a
bold
decision,
and
so
we
want
to
make
sure
that
here
in
nevada,
there
is
no
kid
who
is
getting
kicked
out
of
school
simply
because
of
their
hairstyle.
C
There
is
no
woman
who
feels
they
need
to
straighten
their
hair
for
a
hair
interview,
and
then
maybe
they
can
go
back
to
natural
after
they're
outside
of
their
probation
period.
These
are
very
real
things
and
it's
time
that
we
do
something
to
address
that.
So
thank
you
all
so
much
for
your
time,
I'm
actually
in
the
middle
of
presenting
one
of
my
other
bills
downstairs.
A
J
F
W-I-L-L-P-R-E-G-M-A-N
we're
in
full
support
of
ending
hair
discrimination
in
nevada.
This
is
a
serious
in
issue
for
bypoc
nevadans,
who
face
discrimination
with
dress
codes
at
work,
school
or
elsewhere.
This
is
a
good
example
of
how
to
combat
systemic
racism,
and
otherwise
I
would
ditto
the
previous
speakers
and
thank
senators
harris
and
neil
for
their
work
on
bringing
this
bill
forward
and
urge
your
support.
Thank
you.
J
N
I
want
to
thank
you
for
giving
me
time
to
speak
in
favor
of
fb
327
again.
My
name
is
nedra
cooper,
I'm
a
life
member
of
the
naacp,
which
is
the
oldest
civil
rights
organization,
I'm
also
a
member
of
the
las
vegas
alumni
chapter
of
delta,
sigma
theta
sorority,
incorporated
as
I
serve
as
the
social
action
chair.
N
We
also
want
to
not
only
start
there,
but
we
want
to
make
note
that
there
are
already
eight
states
who
have
passed
such
a
bill
as
this
one.
I
also
understand
that
this
bill
may
be
coming
to
that
to
the
house
to
the
senate
house
to
also
become
a
federal
law.
I
hope
that
the
nevada
jumps
ahead
and
makes
it
our
law
before
we
have.
N
N
A
A
J
J
R
Thank
you,
madam
chair
members
of
the
committee.
My
name
is
chuck
callaway,
director
of
intergovernmental
services
for
the
las
vegas
metropolitan
police
department,
I'm
in
general
support
of
what
this
bill
is
trying
to
accomplish,
and
I
apologize
sincerely
to
senator
neil,
because
this
bill
was
not
on
my
radar
in
the
senate
and
it
did
not
catch
my
attention
specifically
section
7
of
the
bill.
R
R
It
is
difficult
to
find
outside
entities
that
have
that
are
subject
matter:
experts
in
some
of
the
areas
related
to
promotion
for
law
enforcement
and
public
safety,
and
we
are
concerned
that
if
we
had
to
outsource
these
to
a
third
party,
that
it
would
be
difficult
for
us
to
find
subject
matter,
experts
that
could
meet
our
needs
and
that
also
that
it
would
potentially
have
a
cost
impact.
R
I'm
still
looking
into
this
and
I
I'm
very
happy
to
work
with
senator
neil,
I
reached
out
to
her
just
a
little
while
ago,
via
email,
but
I'm
I'm
sure
she
has
not
seen
my
email
because
she's
very
busy.
But
I
look
forward
to
trying
to
work
with
her
to
address
our
concerns
that
I
was
just
made.
Aware
of.
Thank
you,
madam
chair.
J
K
Good
afternoon,
madam
chair
and
members
of
the
committee,
I'm
eric
spratley
s,
p,
r,
a
t,
l
y,
the
executive
director
of
the
nevada,
sheriffs
and
chiefs
association
here
in
opposition
to
section
seven
and
eight
of
this
bill,
ditto
to
what
director
callaway
just
said,
and
we
were
aware
there
were
some
amendments
coming
or
an
amendment
coming.
K
A
M
A
Thank
you
members.
Any
questions
for
mrs
jenkins.
Okay,
thank
you.
So
much
miss
jenkins
see
none.
If
we
could
broadcasting
please
check
the
telephone
line.
J
J
K
Yes,
my
name
is
vincent
guthro.
That's
spelled
v
like
victor
I-n-s-o-n,
last
name,
guthro
g-u-t-h-r-e-a-u.
I
serve
as
the
deputy
director
of
the
nevada
association
of
counties.
Naco
just
wanted
to
go
on
record
and
thank
the
sponsor
for
her
willingness
to
work
with
counties
on
this
bill,
specifically
on
section
7
of
this
reprint
and
the.
K
L
Thank
you,
madam
chair.
I
would
because
I
did
work
with
stakeholders
and
the
amendment
which
was
done
on
march
31st
2021.
L
Actually,
my
understanding,
I
had
took
care
of
the
sheriff's
issues
with
the
county
amendment
naco
amendments
that
I
adopted
and
then
also
with
clark
county's
amendment.
So
I'm
super
surprised
because
the
reprint
and
the
work
session
document
actually
reflected
those
changes,
and
I
had
a
phone
call
that
said
that
they
were
okay
with
the
bill,
and
so
I'm
super
surprised.
L
What
I
know
to
be
true
is
that
when
I,
when
I
researched
this
bill
and
when
I
thought
about
this
bill,
the
first
thing
I
did
was
go
to
the
employment
testing
agencies
that
were
that
had
contracts
with
the
city
of
henderson
had
contracts
with
the
city
of
north
las
vegas,
and
they
had
had
like
a
smaller
contract.
But
city
of
henderson
had
a
much
larger.
I
guess
range
of
menu
options
that
they
had
taken
and
they
had
started
the
process,
and
so
it
cost
them
ten
thousand
dollars.
L
A
year
to
actually
run
these
third
party
testing
and
ten
thousand
dollars
is
actually
very
nominal
for
an
agency
that
potentially
has
a
multi-million
dollar
budget
to
be
able
to
provide
transparency.
L
L
They
represented
10
percent
of
the
actual
makeup
of
the
population,
and
this
was
the
latest
data
that
I
get
because
I
get
quarterly
information.
When
I
looked
at
the
numbers
in
regards
to
glass
ceilings
and
what
I
was
thinking
about,
you
know
just
transparency
right,
I'm
not!
L
I
don't
think
I'm
asking
for
a
lot,
I'm
asking
for
a
third
party
to
be
a
part
of
the
process,
and
the
third
party
should
be
a
part
of
already
some
part
of
the
process,
but
once
you
get
higher
up
into
ranks,
I
think
that
there
is
a
little
bit
more
less
opportunity
for
you
to
actually
make
higher
rank
when
you
are
a
certain
sex
or
even
a
certain
race,
and
all
I'm
asking
for
is,
can
I
get
my
incorrect
answers
and
know
what
I
got
wrong.
L
And
so
this
allows
a
third
party
outside
independent
to
then
review
what's
happening,
and
I
don't
see
anything
wrong
with
that.
I
mean
because,
at
the
end
of
the
day,
if
you've
had
20
years
of
experience
and
for
some
reason
you
can't
seem
to
make
it
over
a
promotion
test
something's
wrong,
because
it's
not
that
it's
the
lacking
skill
and
experience
or
education.
L
So
something
is
preventing
you
from
going
further
and
that
could
be.
You
could
say
it's
personality
conflict,
but
at
the
end
of
the
day,
I
think
that,
having
a
door
to
understand
what
did
I
get
wrong
with
my
20
years
of
experience
and
knowledge
is
very
appropriate
and
being
able
to
ask
the
question
at
least
have
the
position
to
challenge
the
answers
so
that
they're
not
caught
in
a
cycle
of
number
one
being
depressed
trying
to
figure
out.
Why
can't
I
make
it
ahead?
L
Why
can't
I
seem
to
get
my
counterparts
to
believe
that
I
actually
have
the
capacity
and
I
keep
studying
and
studying
and
studying
and
studying.
I
can't
seem
to
make
it
over,
and
so
that
is
what
those
provisions
are
for
me:
six
sections,
seven
and
eight
and
what
I
was
attempting
to
get
at
and
even
if
they
say
that
the
menu
of
options
is
twenty
five
thousand
dollars
a
year.
Twenty
five
thousand
dollars
a
year
to
have
transparency
in
the
testing
practice.
L
Give
me
my
incorrect
answers
not
correct
incorrect
and
to
make
sure
that
everything
is
fair.
I
think
is
very
nominal,
very
nominal,
and
so
I
just
wanted
to
make
that
statement
as
my
closing
remarks,
because
I
feel
very
strongly
about
glass
ceilings
and
I
feel
very
strongly
about
transparency
and
having
an
opportunity
for
people
to
be
able
to
have
information
to
push
back
when
they
feel
that
they
have
the
right
to
earn
more
money
and
to
be
able
to
go
to
and
higher
level
within
their
employment.
A
A
I
would
like
to
remind
those
present
and
listening
on
the
internet.
That
public
comment
is
an
opportunity
to
discuss
general
matters
that
fall
within
the
purview
of
this
committee.
If
you
direct
your
remarks
to
issues
over
which
this
committee
has
no
oversight,
I
will
ask
you
to
redirect
your
remarks
or
terminate
them.
The
public
has
also
already
been
given
time
to
support
or
oppose
specific
legislation.
A
We
open
and
close
hearings
on
bills
so
that
we
establish
a
record
of
the
public
testimony
on
the
bill.
Therefore,
public
comment
is
not
intended
to
be
a
continuation
of
a
bill
hearing.
We
do
limit
public
comment
testimony
to
two
minutes.
I
ask
that
you
be
respectful
of
committee
members
and
other
witnesses
and
do
not
comment
on
testimony
provided
by
other
speakers
and
do
not
make
personal
attacks.
You
may
always
submit
written
remarks
for
inclusion
in
the
meeting
record
with
that
broadcasting.
J
A
Time,
thank
you
broadcasting.
Any
comments
from
the
members
before
we
adjourn.
Okay,
thank
you
with
that.
Our
next
meeting
will
be
held
on
friday
april
30th
members.
As
always
just
please
always
look
at
the
meeting
time
as
we
might
be
starting
at
a
regular,
not
our
regularly
scheduled
time
with
that
we
are
adjourned.
Thank
you.