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From YouTube: 2/5/2021 - Assembly Committee on Government Affairs
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A
A
A
Well,
well,
you
kind
of
beat
me
to
the
surprise
now.
Sorry,
thank
you,
madam
secretary.
No,
no,
I'm!
Joking
with
you!
Thank
you!
A
So
members
I'll
start
the
the
conversation
there
with
everybody
this
morning,
as
you
all
by
now
have
heard
the
county
commission
down
south
has
appointed
a
new
member
and
we're
going
to
have
the
privilege
of
having
her
joining
us
in
this
committee
next
week
after
we
go
through
the
formal
swearing-in,
that's
necessary
up
here,
and
so
I
I
ask
that
you
please
welcome
her
and
that
you
work
closely
alongside
of
her,
as
you
can
imagine,
it's
very
frustrating
and
difficult
for
us
having
come
up
here
and
knowing
that
we're
going
to
do
it.
A
Somebody
who
took
on
this
appointment
with
such
short
notice.
I
think
it
would
be
appropriate
for
all
of
us
to
work
closely
with
her
and
try
to
make
this
as
easy
as
possible
for
her.
A
I
want
to
remind
those
of
you
following
us:
virtually
that
everybody
in
their
respective
space
has
a
unique
setup
and
sometimes
you'll
see
folk
looking
to
the
right
to
the
left
up
down
and
it's
just
because
some
of
us
have
more
than
one
laptop
or
we
have
two
different
screens
or
we're
looking
down
at
documents.
We're
not
looking
directly
at
the
monitor.
It's
not
that
we're
not
paying
attention.
It's
just
that
our
unique
setup
calls
for
us
to
be
looking
in
multiple
directions.
A
I
want
to
remind
members
to
please
every
single
time
that
you're,
not
speaking,
that
you
keep
your
microphone
muted,
to
ensure
that
we
don't
get
any
awkward
feedback
and
members.
Please
keep
your
cameras
on,
as
you
know
it
it.
You
know
it
proves
to
to
those
following
us
virtually
that
we're
we're
here
we're
present
and
that
we're
doing
the
people's
work.
Members
you've
seen
the
agenda.
We
have
two
presentations
scheduled
for
today,
but
before
we
do
that,
we
do
have
a
bdr
introduction
that
we
have
to
do.
A
A
So
the
bill
for
you
to
vote
today
for
it
to
be
introduced
is
only
so
that
it
can
get
a
hearing.
It
doesn't
mean
you
support
it.
You
like
it
or
even
that
you
understand
the
bill
in
its
entirety.
This
is
just
for
it
to
be
introduced,
it
gets
moved
and
it
will
get
a
hearing.
A
A
Thank
you,
assemblywoman
dickman
has
second
that
motion
to
introduce
bdr
number
42109
members.
Any
discussion.
A
And
I'm
just
looking
through
our
chat
to
make
sure
we're
good,
seeing
no
discussion.
Madam
secretary,
if
I
could
please
have
you
call
ro.
A
Yes,
madam
secretary,
all
members
have
voted
and
we
will.
The
motion
carries
members.
I
also
wanted
to
ask-
excuse
me
not
now
members,
but
those
of
you
following
virtually
who
are
going
to
be
presenting
before
this
committee.
A
Although
we
are
doing
our
meetings,
virtually
our
secretaries
are
not
always
following
it
visually
and
sometimes
they're
just
listening
to
the
meeting.
So
I
ask
that
every
time
that
you
address
the
committee
that
you
please
state
your
name
for
the
record,
it's
not
as
important
for
formality
purposes,
but
more
because
you
help
our
staff
when
they're
trying
to
create
the
minutes
for
for
this
particular
meeting.
So
with
that
we're
going
to
have
two
presentations
and
we'll
start
off
in
the
order
they
appear
in
the
agenda.
A
D
Thank
you
chair
and
thank
you,
chair,
flores,
and
thank
you
vice
chair
torrez
and
members
of
the
assembly
committee
on
government
affairs
for
the
opportunity
to
present
an
overview
of
the
nevada
department
of
veterans
services
for
the
record.
My
name
is
kat
miller,
I'm
the
department's
director
and
with
me
today
I
have
deputy
directors,
amy,
garland
and
fred
wager
and
our
executive
officer,
mr
kurt
green,
should
I
need
some
additional
assistance
on
answering
any
of
your
questions.
D
There
are
about
19
million
u.s
veterans
and
nationwide.
This
population
is
declining
and
predicted
to
be
about
13.6
million
in
2037.
This,
of
course,
presumes
no
major
worldwide
conflicts.
A
veteran
is
older
on
average
than
a
non-veteran,
and
almost
90
percent
of
them
are
male.
However,
the
number
and
percentage
of
women
veterans
continue
to
grow.
It's
projected
that
in
2045,
about
16
percent
of
veterans
will
be.
Women
veterans,
have
a
higher
household
income
than
non-veterans
and
compare
well
in
other
economic
and
educational
indicators.
As
shown
on
this
slide.
D
Let
me
put
this
in
presentation
mode:
there
you
go,
make
it
a
little
easier
to
read
and
now
on
to
nevada
veterans.
Almost
250
000
veterans
call
nevada
home.
The
largest
cohort
are
vietnam
era,
veterans
and
49
veterans
are
age,
65
or
older.
Other
democratic
data
demographic
data
is
shown
on
this
slide.
D
Now,
on
to
the
department's
vision
and
mission,
our
mission
is
to
ensure
nevada
veterans
and
their
families,
understand
and
connect
and
connect
to
the
benefits
and
services
they
have
earned.
This
slide
lays
out
our
vision,
our
mission
and
our
seven
major
lines
of
effort
and
members
of
the
committee
you're,
going
to
see.
There's
a
lot
of
information
on
these
slides
that
I'm
just
not
going
to
be
reading.
I
know
you
have
a
copy
of
it
that
I'm
prepared
to
answer
questions
on
the
end
on
anything
I
might
not
have
covered
on
the
slides.
D
D
Next,
I
wanted
to
share
our
current
strategic
goals
with
you.
Our
first
goal
is
our
oldest
it's
been
around
since
1943
and
that's
to
reintegrate
current
era
veterans
into
nevada
communities.
Of
course,
then
we
were
reintegrating
world
war
ii
veterans
and
today
we're
reintegrating
global
war
on
terror
veterans.
The
last
goal
on
the
slide
is
our
newest
and
hopefully
will
be
a
short-term
goal
and
that's
to
respond
to
the
covered
19th
minute.
D
This
slide
shows
our
various
programs.
As
I
mentioned.
Our
first
program
is
our
oldest
1943,
the
veterans
service
officer
program,
and
this
is
where
they
help
veterans
connect
to
their
benefits,
and
our
two
veteran
cemeteries
are
mentioned
here.
They
were
established
in
1990
and
our
first
veteran
skilled,
nursing
home
was
constructed
in
southern
nevada
in
2001..
D
A
second
home
was
constructed
in
northern
nevada
in
2019..
In
the
past
decade
the
nevada
department
of
veterans
services
expand,
has
expanded
operations
to
better
reintegrate
veterans
and
their
families
into
our
community.
Our
newest
program
is
our
veterans,
justice,
reintegration
program.
We
work
in
collaboration
with
the
department
of
corrections
and
veterans
courts
across
the
state,
I'm
going
to
dive
a
little
deeper
into
some
of
our
major
programs.
First,
our
nursing
homes.
We
offer
24-hour
skilled
nursing
care
for
veterans,
spouses
and
gold
star
parents
at
two
state
veterans
homes.
D
D
D
As
I
mentioned,
we
have
two
state
veterans
cemeteries,
one
in
firmly
and
one
in
boulder
city.
These
cemeteries,
honor
veterans,
eligible
family
members
and
gold,
star
parents
with
dignified
burial
and
final
resting
places
over
58,
000
veterans
and
family
members
have
been
interred
at
our
cemeteries.
D
D
D
Veteran
service
officers
respond
to
over
a
thousand
requests
for
assistance
a
month
and
they
generate
about
17
million
dollars
each
of
the
benefits
annually.
On
behalf
of
veterans,
our
vast
manages
the
nevada
veterans
advocate
program
with
over
700
volunteers,
who
help
share
benefit
information
within
their
community.
D
Now
to
our
outreach
programs,
the
community
outreach
program
helps
connect
veterans
and
community
supporters.
This
slide
shows
the
many
community
outreach
programs
that
we
have
and
include
employer
education,
programs,
justice,
reintegration,
homelessness
and
suicide
prevention.
It
also
includes
our
rural
outreach
programs
under
rover
and
our
women
veterans
program.
D
I
wanted
to
take
just
a
second
to
show
you
our
revenue
sources
last
fiscal
year
and
the
next
slide
will
show
what
our
projected
revenue
sources
are
for
the
next
biennium
revenue
to
operate.
Our
programs
comes
from
many
sources,
but
75
of
our
revenue
last
fiscal
year
came
from
federal
funds
with
nine
percent
from
general
funds
and
four
percent
donation.
The
percentage
from
donations
has
historically
been
around
seven
percent.
The
reason
for
the
reduction
is,
as
we
open,
the
northern
nevada
home.
D
D
D
And
I'm
going
to
jump
to
session
activities
in
our
budget
bill
in
the
npds
portion
of
the
governor's
budget
bill
are
costs
associated
with
operating
two
veteran
cemeteries
veterans,
homes,
two
headquarters
offices
and
eight
veteran
service
officer
locations,
funds
for
essential
equipment
replacement,
which
include
and
one
flooring
maintenance
project,
and
we
also
have
four
capital
improvements.
D
I
wanted
to
call
out
one
of
these
on
there
and
that
is
the
southern
nevada
state
veterans,
home
renovation
planning
project
I
mentioned
earlier.
Our
southern
nevada
home
has
double
rooms.
We
really
for
the
last
three
years
we've
been
working
to
try
to
develop
plans
to
get
back
to
single
rooms.
D
A
resident
of
a
double
room
in
a
nursing
home
is
3.7
times
more
likely
to
contract
a
respiratory
disease
than
one
in
a
single
room,
and
I
think
that
would
be
self-evident.
Why
and
so
by
moving
to
student
rooms?
Not
only
does
it
improve
the
quality
of
life
for
our
residents,
but
it
protects
them
better.
D
On
the
other
side,
you
see
our
non-budget
bills,
non-budgetary
bills.
80
22
would
establish
a
state
of
nevada
transition
assistance,
program
for
veterans
and
their
families.
There's
already
a
federal
transition
assistance
program,
but
it
doesn't
cover
the
many
state
benefits
and
when
a
veteran
gets
out,
the
things
that
they're
asking
for
what
they
need
help
with
is
employment.
D
The
next
is
ab-76,
which
would
authorize
the
nevada
department
of
veterans
service
to
establish
and
operate
programs
to
provide
adult
day
health
care.
Now
this
bill
does
not
ask
for
permission
to
build
a
home
start
one
immediately,
but
it
would
just
give
us
the
authority
to
establish
one
and
that
way
we
can
start
applying
for
grants.
D
Three
years
ago
the
va
added
a
new
purdue
category
and
has
allowed
reimbursement
for
veterans
and
adult
bay
health
care.
Why
that's
important,
especially
in
southern
nevada?
D
You
have
many
families
that
have
both
the
adults
working
and
if
they
have
a
family
member,
a
veteran
who
might
have
a
memory
care
issue,
it's
very
difficult
and
very
dangerous
to
leave
that
person
at
home.
So
if
there
was
an
opportunity
to
lead
a
mom
or
dad
who's,
a
veteran
at
home
in
the
evening
with
the
family,
but
let
them
go
somewhere
safe
during
the
day.
That's
what
this
program
would
give
us
and
again
we're
not
seeking
funding
this
year
or
anything
assistant
ready
to
establish
a
program.
D
So
I
can
start
going
after
grants
to
see
if
we
can
build
something
like
this
and
the
last
is
80
77,
which
would
revise
the
duties
of
the
director
to
capture
missions.
We're
already
doing
and
change
the
terms
of
the
members
of
four
veterans
advisory
commission
communities
to
standardize
the
number
of
years
for
which
they're
appointed.
D
I'm
not
going
to
read
all
of
these,
but
I
want
to
highlight
a
couple
of
them:
we
expanded
nevada
veterans,
suicide
programs,
adding
the
governor's
challenge
to
prevent
veteran
suicide
and
adding
winnemucca
and
elko's
challenges
the
ones
near
challenges
we
already
have
in
the
trucking
meadows
area
and
in
las
vegas.
We
published
the
first
state
of
nevada
veterans,
caregiver
and
survivor
guide
guide,
and,
as
mentioned,
we
established
new
justice
reintegration
program
and
we're
working
with
partners
to
focus
on
the
needs
of
incarcerated,
veteran
and
those
participating
in
veterans
courts.
D
On
this
slide,
I
want
to
highlight
the
dozens
of
virtual
memorial
and
education
events
conducted
during
the
pandemic
include
our
new
in
the
know,
series
which
helps
veterans
and
their
families
connect
to
earn
benefits.
One
of
them,
I'd
like
to
highlight
is
the
discharge
upgrade
seminar.
We've
had
that
helps
veterans
understand
that
if
we
had
less
an
honorable
discharge,
how
they
would
go
about
getting
that
upgraded,
so
they
can
tap
into
those
veterans
benefits
and
then,
at
both
homes
we
implemented
telehealth
appointments
and
family
connection.
D
Video
calls
and
created
the
family
passports
to
combat
to
combat
the
isolation.
Many
older
veterans
may
be
experiencing
a
virus,
and
this
task
force
was
comprised
of
people
from
across
the
state
and
it
wasn't
just
for
our
nursing
homes.
It
was
aimed
at
looking
at
solutions
to
combat
isolation
for
veterans
from
any
nursing
home,
assisted
living
across
the
state,
and
then
the
last
accomplishment
slide.
I'd
like
to
point
out.
D
D
In
the
programs
and
services
division,
I
want
to
highlight
four
things.
I
mentioned
ab22
state
transition
assistance
program,
we're
already
working
on
an
online
version
of
that
and
working
with
partners
to
see
how
that
might
implement
it
and
we're
halfway
through
developing
our
gps,
enabled
system
to
help
families
locate
their
loved
ones
at
the
burial
locations.
D
The
va
has
a
system
called
boss
at
our
cemeteries,
but
it
seems
like
a
town
about
half
of
the
time
if
you're
coming
from
out
of
town
or-
and
you
don't
know
where
your
loved
one
is
buried,
you
want
to
visit
grandpa
or
grandma.
You
know
it
would
be
awfully
nice
if
you
could
just
fill
out
your
cell
phone
type
in
their
name
and
be
directed
to
walk
exactly
where
you
need
to
go
and
we're
working
with
our
congressional
validation
in
the
va
to
establish
a
veterans
world
their
little
burial
ground
in
elko.
D
This
was
approved
in
2013,
but
there's
been
a
number
of
number
of
roadblocks
and
at
this
point
it's
taking
the
landfill
and
I
I
think,
they're
well
on
the
way.
Could
it
slow
this
down
a
little
bit,
but
hopefully
they'll
get
that
land
bill
passed
and
get
everything
we
need
to
do
and
get
a
rural
burial
ground
now
a
burial
ground
is
different
than
a
veterans
cemetery.
D
This
is
where
the
va
actually
contracts
out.
We
have
another
local
cemetery
run
it
it's
held
to
the
same
standards
and
it's
separated
as
the
veteran's
burial
area,
but
it's
not
run
by
the
state
and
although
we
will
be
helping
once
established
perfection.
D
And
the
last
thing
is,
I'm
really
proud
of.
We
continue
to
grow.
Our
nevada
veteran
advocate
force
from
700
to
1000.
We
want
to
continue
to
grow
it
from
700
to
a
thousand.
These
veterans
advocates
are
out
in
their
community
they're,
well
trained.
They
take
an
online
course
with
20
modules
and
they're
able
then
to
help
in
their
community
navigate
veterans
to
services
and
family
members
that
they
need
and
the
health
care
services.
D
We
have
a
number
of
exciting
plans
to
include
the
plan
for
renovating
the
southern
nevada
veterans,
home,
converting
it
to
a
single
bed
facility,
creating
a
certified
nursing
assistant
training
program
at
the
southern
nevada
home.
So
we
can
grow
our
own
expanding
programs
to
educate
community
care
providers
regarding
the
mental
and
medical
health
needs
of
veterans
and,
of
course,
their
benefits
and
to
connect
family
members
and
caregivers
to
needed
federal
state
and
local
resources.
D
And
the
last
slide
to
talk
about
our
over
the
horizon
plans
are
our
administrative
services
branch.
We
want
to
improve
our
veterans
information
system
and
have
recently
prepared
a
source
code
that
will
dramatically
improve
our
data
collection
and
complete
the
gravesite
location
program
I
mentioned
earlier.
We
also
want
we
just
got
our
new
kiosk.
That
is
a
companion
piece.
The
battle
born
memorial
in
carson
city,
the
kiosk.
We
would
populate
with
information
about
nevada's,
fallen
heroes
and,
of
course,
we
want
to
increase
the
number
of
grants
we
successfully
apply.
D
A
Thank
you
for
your
presentation,
and
I
and
I
did
just
want
to
take
this
point
of
privilege
and
say
thank
you,
mr
fred
wagner,
who,
during
the
interim,
would
consistently
provide,
updates
to
to
a
whole
host
of
us
and
would
reach
out
and
just
work
with
us
very
well.
So
I
wanted
to
put
that
on
the
record,
how
grateful
I
am
to
all
the
information
he's
been
providing
for
the
last
year,
especially
with
how
difficult
it's
been
for
our
veterans
and
thank
you
for
all
the
work
you
do.
A
B
Want
to
echo
what
the
chairman
said
since
I.
B
Generously,
given
up
his
time
to
update
me
about
what's
going
on
at
the
veterans
home
in
boulder
city-
and
I
just
want
to
say
how
proud
I
am
of
how
you
guys
have
handled
the
outbreak
pandemic,
residents,
save
and
just
say
what
a
great
job
you
guys
have
done
and
acknowledge
you
for
all
the
fine
work
that
you
do.
D
And
say,
thank
you,
thank
you,
assemblywoman
and
cat
miller
for
the
record
when
the
pandemic
started.
Miss
deputy
director,
amy
garland's,
in
charge
of
the
two
veterans,
homes
and
and
we
knew
we
were
going
to
have
to
divide
and
conquer
and
so
fred
is
our
state.
Emergency
operations
center
lead,
and
I
think
he
has
done
a
wonderful
job
and
I'm
very
grateful
to
have
both
of
our
deputies.
They
did
great
work
and
I'm
happy
to
report
that
currently
we
have
no
residence
positive
for
coveted
in
our
home.
D
So
if
we
didn't
call
you
it's
not
that
we
didn't
think
you
had
a
need
to
know
it's
just
those
calls
take
about
20
minutes
for
some
of
them
for
fred
to
get
through,
and
we
wanted
to
make
sure
that
the
key
those
on
key
committees
and
those
that
are
in
the
districts
knew
what
was
going
on
in
our
veterans
home.
And
thank
you
for
the
comment.
B
Thank
you,
mr
chairman,
director
miller,
thank
you
so
much
for
being
here
with
us
this
morning
and
thank
you
to
you
and
everyone,
your
department
for
all
you're,
doing
to
support
those
who
have
served
our
country.
I
had
a
question
regarding
assembly
bill
22,
which
you
touched
on.
You
mentioned.
You
noted
that
it
would
establish
the
state
of
nevada,
physician
assistance
program
for
veterans.
B
My
recollection
is
that,
a
few
years
ago
we
had
in
place
something
called
the
green
zone
initiative,
and
my
understanding
is
the
core
function
of
that
initiative
was
to
sort
of
help
returning
service
men
and
women
transition
back
into
lily
in
life,
with
a
particular
emphasis
on
finding
employment
and
developing
the
skills
to
gain
employment.
B
My
understanding
also
that
that
initiative
is
also
no
longer
in
place
and
what
I'm
wondering
is:
maybe
it's
a
multi-part
question,
but
would
assembly
bill
22
is
the
aim
of
that
essentially
to
create
a
program
that
would
replace
or
take
on
the
responsibilities
of
the
green
zone.
Initiative
are
some
of
those
responsibilities
already.
You
know
delegated
to
other
programs
within
the
department,
and
I'm
wondering
if
you
could
speak
a
little
bit
to
why
that
green
zone
initiative
ended
up
being
sort
of
disbanded
or
folded.
B
What
some
of
the
inefficiencies
may
have
been
and
and
what
the
goal
is
to
sort
of
either
this
new
bill
or
existing
programs
improve
on
whatever
inefficiencies
there
might
have
been.
Thank
you.
D
Thank
you.
This
is
kat
miller
for
the
record
through
you,
mr
chair,
to
the
assemblyman.
First,
the
green
zone
initiative
was
very
successful
and
it
wasn't
disbanded.
It
was
really
renamed.
D
D
We
brought
together
people
in
a
way
that
could
really
address
the
needs
of
veterans,
identify
them
and
solve
problems,
and
unfortunately,
a
lot
of
people
thought
the
green
zone
referred
to.
You
know
we
were
selling
solar
panels
or
you
know
it
said
so
it
didn't
really
the
title
of
it
caused
a
little
confusion,
but
the
green
zone
initiative
was
really
the
heavy
lift.
You
know
in
the
military,
I'm
not
navy,
I'm
army,
but
the
navy
would
say
turning
the
battleship.
D
The
green
zone
initiative
turned
the
battleship
for
the
department
and
what
our
mission
was,
but
it
in
itself
was
not
a
program
other
than
creating
veterans,
community
councils,
creating
the
interagency
council
on
veterans
affair
and
creating
an
architecture
and
a
structure
to
bring
problems
from
the
grassroots
level
to
the
governor
in
the
legislature.
So
we
could
address
them
and
solve
them
and
those
systems
are
still
in
place,
but
we
didn't
need
that
anymore.
D
So
now
I
mean
we
didn't
need
to
turn
a
battleship
battleship's
been
turned
and
the
website
was
called
the
green
zone
network.
We
changed
that
to
nevada
vet
net
because
when
people
are
googling
or
whatever
their
web
browser
is
to
look
for
services,
they
don't
know
to
put
in
green
zone,
but
they
know
to
put
in
nevada
veteran
and
what
happens
is
we
increase
the
number
of
hits
dramatically
on
our
website?
We
get
hits
from
all
over
the
world.
In
fact,
we
had
a
nationally
recognized.
D
If
you
go
to
our
website
nevada
department
of
veterans,
services,
there's
a
button
that
says,
ask
a
vso
and
people
all
over
the
world.
We
had
one
from
australia.
I
can't
even
remember
all
of
them:
fred
could
say,
and
people
are
are
hitting
that
and
we're
able
to
get
them
immediate
response
back.
So
it's
been,
the
name
has
been
retooled,
and
so
now
let's
get
to
ab22
ab22
formalizes.
D
The
way
we
address
information
needs
of
departing
service
members
and
gets
them
before
they're
departed.
So
what
happens
is
we
will
be
operating
outside
in
ellis
creech
and
fallon?
We've
already
we're
working
with
commanders
and
so
before
they
get
out
they're
already
getting
something
called
tap,
a
federal
tap
that
talks
about
the
va
benefits,
but
this
would
be
a
companion
piece
to
say,
oh
by
the
way,
and
you
want
to
get
a
job
in
nevada.
You
want
to
get
a
house
in
nevada.
You
want
to
put
your
kids
in
school
in
nevada.
D
B
It
does.
Thank
you
very
much.
I
really
really
do
appreciate
that.
Mr
chairman,
I
did
have
one
other
question.
I'm
happy
to
circle
back
if
you
like,
if
others
would
like
to
jump
in.
B
Okay,
this,
this
is
slightly
different
direction.
Here
you
looking
at
the
information
provided-
and
it
looks
like
roughly
three
quarters
of
the
department's
funding
comes
from
federal
funds.
I'm
just
wondering
if
you
could
touch
on
what
the
trend
might
be,
how
that
percentage
compares
to
say
you
know
10
years
ago,
I'm
just
wondering
whether
the
federal
government
is
increasingly
picking
up
a
larger
portion
of
that
or
if
it's
going
the
other
direction.
Thank
you.
D
When
we
opened
our
first
cemetery
in
1990,
we
started
getting
that
reimbursement
and
that
added
to
the
federal
funding
and
then,
when
we
opened
our
nursing
homes,
almost
all
of
the
funds
from
for
to
operate
the
nursing
homes,
it
was
like
18
million
two
years
ago.
I'd
have
to
look
at
it
right
now,
but
the
bulk
of
that
money
for
federal
funds
is
is
reimbursements
that
are
coming
to
operate
our
nursing
homes.
D
We
did
not
reach
full
census
yet
in
the
northern
nevada
home,
because
the
pandemic
hit
us
and
we
had
to
keep
one
wing
of
eight
open,
for
you
know
an
isolation
area,
but
once
we
get
up
to
full
census,
we'll
have
a
slight
increase
and
I
think
our
balance
will
be
about
the
same.
You
know
our
goal
is
not
to
be
a
heavy
draw
on
general
funds.
D
So
but
let's
say
10
years,
20
years
from
now,
somebody
decided
to
open
an
adult
day,
health
care
that
would
be
additional
federal
funding,
so
that
piece
of
the
federal
fund
pie
would
get
larger.
So
I
the
only
thing
I
could
see
that
would
make
a
dramatic
increase
in
federal
funds
would
be
an
opening
of
another
facility
that
would
draw
federal
funds.
And,
if
I
might
a
mr
chair,
could
I
please
open
that
to
deputy
director
amy
garland
because
she's
my
budget
brain.
C
No,
actually,
you
you
presented
it
beautifully,
but
the
most
get
most
of
the
federal
funds
is
from
our
state
veterans,
homes,
reimbursement.
So
I'll
give
you
some
examples
that
might
help
you
understand
what
that
federal
money
is
it's
medicare
and
medicaid.
The
va
also
gives
us
a
per
diem,
plus
a
reimbursement
for
those
that
are
70
to
100
service.
B
Connected
so
that's
a
big
majority
for
both
homes.
B
D
A
Director,
you
do
know
that
these
meetings
are
recorded.
B
Thank
you,
mr
chair,
for
the
record
assemblywoman
claire
thomas,
and
I
would
like
to
express
my
thanks
to
director
miller.
Thank
you
for
your
service
and
thank
you
for
this
presentation.
B
You
just
have
a
couple
of
questions
you
have
on
your
slides
have
expressed
the
accomplishments
in
regards
to
the
veteran
suicide
programs
on
page
16
and
page
18,
I'm
showing
that
you
have
one
of
your
accomplishments
is
a
video
designed
to
reduce
veteran
suicide,
and
I
I
would
want
you
to
if
you
could
expand
or
explain
the
expanded
nevada
veterans,
suicide
programs
with
the
addition
of
the
governor
governors
to
end
veteran
suicide.
D
Pat
miller
for
the
record,
through
you,
mr
chair
to
the
assemblywoman.
Thank
you
for
that
great
question
and
I
want
to
start
with
saying.
Nevada
is
the
only
state
in
the
union
who
showed
a
reduction
in
veteran
suicide
for
the
last
two
years
in
a
row
and
it's
it's
small,
it's
small,
but
it's
going
the
right
direction
and
a
lot
of
that.
D
If
we
take
a
look
at
the
last
couple
of
years
in
the
legislature,
some
of
the
bills
that
were
passed,
training
for
medical
providers
on
suicide
prevention,
training
to
police
officers
on
first
responders
on
what
to
do.
But
the
the
veterans
programs
that
we're
talking
about
in
this
slide
were
created
by
samsa,
which
is
the
mental
health
at
the
national
level.
And
I'm
gonna
ask
amy
to
tell
you
what
samhsa
says
or
fred
in
a
minute.
D
But
the
va
and
samhsa
which
falls
under
the
department
of
health
and
human
services,
created
this
program
and
then
first
offered
it
to
different
states
that
were
having
challenges
with
veteran
suicide.
And
we
received
the
first
program
in
las
vegas
several
years
ago.
And
that
was
a
mayor's
challenge.
D
And
so
our
department
was
just
part
of
the
mayor's
team
under
mayor
goodman
and
they
had
some
really
great
results,
and
so
we
asked
the
va
if
they
would
in
samsa
if
they
would
expand
the
program
to
the
truckee
meadows
area
to
reno
and
sparks
and
they
did.
D
And
then
we
asked
if
they
would
give
us
a
mayor's
a
governor's
challenge.
A
governor's
challenge
is
more
policy
associated.
You
bring
on
the
mayor's
challenges
which
bring
together
providers
at
the
local
level
to
make
sure
that
there's
no
gaps
in
services
and
you
identify
the
needs
and
develop
new
programs
and
and
do
that
actual
connecting
the
person
that
has
the
need
with
the
resource.
D
But
at
the
at
the
governor's
level,
it's
about
developing
policy
and
and
determining
what
we
need
to
do
as
a
state,
and
so
that
was
we
got
that
in
2019
very
excited
about
the
work
being
done.
There's
some
things
that
not
only
the
mayor's
challenges,
but
the
governor's
challenges
samhsa
has
taken
to
other
states,
because
they've
really
been
impressive
initiatives
and
then
about
eight
months
ago.
D
Seven
months
ago
we
asked
to
be
expanded,
so
we
could
get
the
mayor's
challenges
and
winnemucca
and
elko
and
those
are
just
standing
up
and
again,
the
challenge
is
what
they're
about
is
bringing
all
the
right
people
together
in
a
room
and
almost
case
management
at
the
you
know,
at
the
count
at
the
mayor's
challenge
and
figuring
out
what
we
need
to
do
better.
So
the
right
hand
is
talk.
Our
right
hand
is
talking
to
the
left.
D
His
hands
can't
talk
to
each
other,
but
and
but
it's
really
created
a
synchronization
across
our
state,
and
I
think
that's,
but
that
combined
with
some
of
the
legislation
that's
passed
has
started
to
make
a
difference.
We
have
been
very
worried
this
last
year,
because
you
know,
studies
will
show
that
isolation
leads
to
depression
and
depression
can
lead
to
taking
your
life,
and
so
keeping
people
connected
during
the
pandemic
has
been
a
major
effort
on
the
part
of
mayor's
challenges
and
the
governor's
challenge
and
assemblywoman.
D
D
Thank
you-
and
I
did
also
want
to
mention
nevada-
has
an
office
of
suicide
prevention
and
you
better
believe
we
are
hand
and
gloved
misty
von
allen,
richard
egan
down
in
southern
nevada.
We
don't
we
don't
do
anything
without
our
partners
in
dhhs
when
it
comes
to
the
area
of
dealing
with
the
tragedy
of
suicide.
B
Thank
you,
director,
muller
just
wanted
to
know
if
we
have
anywhere
in
the
state
of
nevada,
a
behavioral
health
facility
that
addresses
specifically
mental
health
issues
of
our
veterans-
and
I
guess
the
caveat
would
be
specifically
a
suicide
prevention
anywhere
in
the
state.
D
This
is
kat
miller
for
the
record
assemblywoman.
Thank
you
for
the
question.
Yes,
we
do.
Our
ba
hospitals
in
reno
in
las
vegas
have
wonderful
mental
health
activities
any
veteran,
regardless
of
their
eligibility
in
other
ways
or
what
their
character
of
discharge
is.
The
va
hospitals
and
the
clinic
in
elko,
which
falls
under
the
salt
lake,
va
offer
those
services
for
veterans
who
are
at
risk
for
suicide.
D
It's
not
a
standalone
facility,
but
it
is
a
separate
and
segregated
area
and
some
of-
and
they
also
contract
out
with
the
other
facilities
where
they
can
go
on
top
of
that
they
have
something
called
the
veterans
resource
center.
That
falls
under
the
va
and
it
is
specifically
for
combat
veterans
who
are
experiencing
issues
associated
with
the
trauma
of
war,
and
there
is
one
down
in
las
vegas
and
there
is
one
in
reno
fred.
Is
there
anything
to
add
to
that.
B
Not
specifically
on
that,
but
if
you
want
to
touch
on
the
prevents
program
for
the
that
the
va
has
developed
and
our
kim
donahue
is
our
program
manager
for
that.
D
A
B
A
B
Program
that
was
started
under
the
previous
administration,
but
has
continued,
and
it
provides
additional
mental
health
and
suicide
prevention.
Kim
donahue
is
our
program
manager
for
suicide
prevention
for
nevada,
department
of
veterans
services,
and
she
has
actually
been
named
an
ambassador
for
the
state
of
nevada
for
the
prevents
program
and
so
we're
very
proud
of
her.
But
she
is
just
an
amazing
person
and
works
very
hard.
B
She
works
on
the
lead
for
our
agency
for
the
mayor's
challenges
and
for
the
governor's
challenge
and
gets
a
lot
of
different
people
involved.
So
we
do
have
the
mayor's
challenge.
We've
mentioned
winnemucca
and
alco,
but
it
actually
started
in
las
vegas
and
then
truckee
meadows
with
reno
and
sparks,
and
so
it's
expanded
a
lot
of
programs.
A
lot
of,
as
director
miller
mentioned,
a
lot
of
different
agencies
involved
with
this
and
and
we'd
encourage
you
to
get
involved
with
the
mayor's
challenges
in
your
communities.
If
you're,
if
you
you're
able
to
director
miller.
C
Thank
you,
mr
chair.
Thank
you
miss
director
miller.
First,
I
do
have
to
say
that
your
bookshelf
is
like
my
goal
at
some
point
in
my
life,
so
it's
a
great
bookshelf,
but
now
back
on
topic,
I
actually
have
two
two
questions
for
you.
The
first
has
to
do
with
outreach.
How
do
our
newly
retired
armed
service
members
find
out
about
these
these
amazing
services
and
also
how
do
people,
when
they
move
into
our
state,
find
out
about
all
these
services?
C
Then
the
second
question
has
to
do
with
the
staffing
at
the
hospitals.
In
particular,
I
am
similar
to
assemblymember
black,
where
the
hospital
the
the
home
excuse
me.
Not.
Hospital
is
actually
in
my
district
in
assembly
district
30.
So
I'm
just
interested
is
the
staffing
at
these
locations?
Is
this
done
by
state
employees?
Is
it
done
by
federal
employees,
or
is
it
a
private
entity
that
runs
these
locations.
D
Cap
miller,
for
the
record,
through
you,
mr
chair
to
the
assembly
woman,
let
me
start
with
the
staffing
at
the
nursing
homes.
The
southern
nevada
state
veterans
home
are
state
employees.
D
The
northern
nevada
state
veterans
home
is
a
contracted
management
company
called
avalon.
That
may
seem
a
little
strange,
but
I
asked
the
legislature
session
before
taking
a
look
at
the
fact.
It
took
10
years
to
get
into
the
black
for
the
southern
nevada
home,
and
you
know
we
have
the
experience
of
one
home
having
a
management
company
who
has
an
incredible
track
record
and
the
business
practices
to
get
us
up
and
running.
D
We
estimated
to
take
two
or
three
years
to
become
general
fund
independent,
probably
take
three
to
four
years
right
now,
because
I'm
a
year
behind.
Thank
you
cobit,
but
we're
well
on
the
track
to
to
achieving
that
sometime
in
the
future.
Probably
a
future
legislature
will
need
to
take
a
look
at
these
two
systems
and
see
which
one
works
best,
but
I
think
it'll
be
another
couple
of
years
before
I'll
have
all
the
data.
D
Our
department
will
have
the
data
to
make
a
recommendation
on
systems,
but
both
are
working
very,
very
well
as
far
as
newly
service
members
that
are
getting
out,
we
receive
from
department
of
defense
a
copy
of
discharge
documents
of
everyone
that
says
they're
moving
to
nevada
and
we
send
a
welcome
letter
to
all
of
them
as
soon
as
we
get
their
data.
That
welcome
letter
includes
information
about
state
of
nevada
services,
how
to
contact
a
veterans
service
officer
to
help
them
more.
Specifically,
it
has
information
from
dieter
on
jobs.
D
D
The
tap
program,
if
instituted,
would
not
only
be
for
service
members
in
creech,
nellis
and
fallon,
but
it
would
also
be
open
to
veterans
that
are
coming
back
into
the
state,
and
so
they
could
attend
one
of
these
sessions
to
learn
about
it,
because
you
might
have
told
department
of
defense,
you
were
getting
out
and
going
to
north
carolina
and
a
year
later
decided
to
move
to
nevada
for
a
job,
and
you
need
this
information.
D
D
You
know
on
people
who
are
registered
and
say
that
they're,
a
veteran
we're
getting
data
from
department
of
health
and
human
services,
and
so
we're
working
with
as
many
partners
as
possible
to
locate
veterans,
but
sometimes
we're
going
to
have
to
do
things
like
public
service
announcements,
we're
working
on
one
right
now
there
is
agent
orange
for
vietnam
veterans.
There
are
were
eight
presumptive
conditions.
So
if
you
had
any
eight
of
these
diseases-
and
you
were
in
vietnam-
you
didn't
have
to
prove
it
was
as
a
result
of
your
military
service.
D
You
could
immediately
not
only
get
medical
care
but
get
a
check,
a
compensation
in
terms
of
financial
aid,
regardless
of
your
income
level.
They
just
added
three
new
conditions
to
agent
orange.
How
do
I
let
all
these
veterans
who
served
in
vietnam
know
that
if
they
have
bladder
cancer
that
you
can
get
care
from
the
va,
you
can
get
a
check
if
you
have
parkinson's,
like
condition.
If
you
have,
I
think
it's
hyperthyroidism
is
the
third
one.
D
But
how
do
I
let
everybody
know,
and
so
that
consumes
a
lot
of
our
time-
we're
not
100,
but
we're
going
to
figure
it
out,
but
unless
they
chip
every
veteran
when
they
get
out
of
the
service,
you
know
that's
going
to
continue
to
be
a
problem,
and
I'm
not
recommending
that
course
of
action,
and
I
think
those
answer
those
questions.
C
Thank
you,
and
I
would
agree
that
I
don't
think
doing
the
tip
is
a
good
idea.
So
I
I
appreciate
your
answer,
I'm
assuming
that
the
majority
of
information
is
sent
through
physical
mail,
not
female,
which
could
be
one
reason
why
it's
so
difficult,
sometimes
to
get
our
homeless
veterans
the
help
that
they
need.
D
Kat
miller
for
the
record
assemblywoman
the
department
of
defense,
where
they
were
putting
down
the
emails
of
the
veterans
where
they
were
currently
not
where
they
were
going
to.
So
it
wasn't
very
helpful
to
us,
so
we
do
a
hard
copy
email.
We
also
have
an
app
that
we
have
on
phones,
that's
getting
pretty
good
coverage
to
send
out
to
folks,
but
again
right
now,
if
you
put
in
your
browser
nevada
veteran
the
way
we
have
things
going,
people
can
find
us
fairly
easily
and
we
have
a
great
newsletter.
D
B
Thank
you,
mr
chairman,
and
it
was
good
seeing
you
again
cat
and
I
look
forward
to
I
hope,
you're
going
to
carlin
for
the
presentations
they're
going
to
have
next
week
and
that's
for
the
fire
science
academy,
where
they're
going
to
open
the
school.
B
Yeah,
my
my
daughters
are
going
to
go.
One
of
the
questions.
I've
got
is
a
pig
and
I
both
said
on
the
veterans
cemetery
board
and
they
were
one
shy
of
you
know
filling
one
of
the
seats.
I
put
a
recommendation
that
gil
hernandez
filled
that
seat
and
I
haven't
heard
any
more
back.
Could
you
check
on
that?
For
me,
it's
kind
of
hard
to
get
a
hold
of
these
guys.
Sometimes.
D
B
D
B
A
You
members,
I
don't
know
if
we
have
any
additional
questions
and
I
apologize
if
I
accidentally
skip
somebody.
I
want
to
make
sure
that
before
we
close
out
the
presentation,
everybody
can
get
their
questions
answered.
A
I
don't
believe
we
have
any
additional
questions
director.
Thank
you
again
for
for
the
presentation,
and
I
want
to
thank
all
of
you
for
all
the
work
you
do
and
obviously
it's
incredibly
important
to
take
care
of
folk
who
have
done
everything
for
this
country.
So
it's
an
honor
to
have
you
before
this
committee
members.
I
encourage
you
to
reach
out
to
them,
use
them
as
a
resource
for
yourself.
If
you
there's
ever
anything,
you
need
related
to
to
veteran
services.
A
If
they
don't
know
the
answer,
they'll
direct
you
to
the
right
person.
I
know
that
because
I've
had
so
many
constituents
reach
out-
and
I
know
fred
excuse
me-
mr
wagner
was
very
helpful
and
getting
some
help
for
some
folks,
so
make
sure
you
keep
their
information
and
reach
out
to
them.
A
Thank
you
for
the
presentation
again
and
with
that
request,
we're
gonna
go
ahead
and
close
out
the
the
presentation
from
the
department
of
veterans
services
and
next
we're
going
to
open
up
the
presentation
from
the
nevada,
equal
rights
commission.
Ms
jenkins,
how
are
you.
C
And
so
I
have
with
me
my
chief
compliance
investigator
and
outreach
specialist
lela
viscara
she's,
going
to
be
running
the
slides.
Also
with
me.
I
have
dep
deters
deputy
director
jenny,
castleman
and
nurk's
legal
counsel,
sophia
long,
and
so
before
I
get
started
jenny.
Would
you
like
to
say
anything
to
the
committee.
C
Okay,
well,
we'll
circle
back,
she
may
not
be.
She
may
not
be
live.
So
I
want
to
thank
everybody
for
the
opportunity
to
speak
to
you
all
sheriff
flores
vice
vice
chair
torres
and
and
members
of
the
committee.
I
am
very
passionate
about
nerf
for
the
record.
My
name
is
cara
jenkins
and
I've
been
the
administrator
at
nerc.
C
For
quite
some
time
now-
and
I
want
to
the
goal-
is
to
kind
of
explain
what
we
do,
how
we
do
it
and
if
you
have
any
questions
at
the
end,
we'll
be
happy
to
entertain
any
questions.
So
we
will
go
to
the
next
slide.
C
Nerc
is
housed
and
I
really
don't
read
off
slides
so
they're
gonna
be
short
bullet
points
getting
to
the
point,
and
then
I'm
going
to
kind
of
get
into
a
conversation
mode.
So
nerc
is
housed
within
the
department
of
employment,
training
and
rehabilitation.
C
You
may
have
heard
of
them,
especially
last
year
and
moving
forward,
but
we
are
within
that
department,
but
we're
essentially
a
commission
similar
to
the
eeoc,
the
equal
employment
opportunity
commission.
So
we
have
an
agency
component,
which
includes
my
team
myself,
and
then
we
have
five
appointed
governor
appointee,
commissioners
that
are
going
to
foster
the
goodwill
of
equal
rights
they're
supposed
to
be
reflective
of
the
state
of
nevada
in
terms
of
diversity
and
also
have
a
passion
for
essentially
spreading
the
gospel
of
equal
rights
in
the
state.
C
C
We
also
have
jurisdiction
not
only
in
employment,
discrimination
allegations
and
settling
those,
but
also
with
public
accommodation,
discrimination,
complaints
and
housing
complaints,
and
also
talk
about
our
relationship
with
the
federal
department
of
housing
and
urban
development,
also
known
as
hud,
which
we
are
striving
to
get
substantially
equivalent
equivalent
of
law.
So
we
can
partner
with
hud.
C
We
investigate
complaints
of
discrimination.
We
try
to
settle
them.
We
are
essentially
the
administrative
entity
that,
before
you
go
to
court
before
you
sue
on
a
federal
federal
claim
of
employment
discrimination
or
if
you
go
to
state
court
on
a
housing,
discrimination
case
or
federal
court.
If
you
work
it
through
hud
or
a
public
accommodation
or
access
or
equal
enjoyment,
state
only
litigation
complaint,
you
have
to
come
to
us.
It's
it's
strongly
recommended.
In
fact,
most
judges
will
ask
attorneys
representing
their
clients.
C
C
C
I
love
learning
in
law
school
and
I'm
going
to
review
them
briefly
today,
because
they're
very
relevant,
spoiler
alert,
nevada,
I'm
proud
to
say
we
mirror
all
these
federal
protections
and
I'm
so
sorry
that
if
you
cannot
see
the
font,
I
will
I
will
speak
it
out
and
you
have
copies.
C
But
let's
start
with
the
first
bullet,
and
we
talk
about
the
grand
poobah
of
federal,
equal
rights
protections
that
I'm
so
proud
of
that
is
unlike
and
unmatched
in
any
other
country,
we
have
title
seven
of
the
civil
rights
act
of
1964.,
so
in
1964
we
saw
a
strong
push
for
civil
rights
legislation
to
protect
certain
key
categories
of
folk,
okay
in
employment
and
so
those
big
five
categories
that
were
getting
differential
treatment
under
the
law
in
terms
of
employment
where
folks
categorize,
based
on
race,
color,
religion,
national
origin
and
sex.
C
So
when
we
talk
about
race-
and
this
is
the
training
that
lela
and
I
give
to
most
employers-
so
you're
getting
a
sneak
preview
of
it-
I
won't
go
into
detail.
But
when
we
talk
about
race,
interestingly
enough,
the
federal
government
only
acknowledges
five
races,
which
is
kind
of
interesting.
Because
you
know
america
is
a
huge
melting
pot
and
we
all
have
ancestry
from
somewhere
or
another,
but
there's
five.
C
And
so
when
we
look
at
charges
of
discrimination
or
allegations
of
discrimination,
we
have
the
complainants
or
charging
parties
check
off
if
it's
race
discrimination
was
it
because
you
felt
like
you
were
discriminated
based
on
being
black
I'll
use
that
as
an
example,
as
I
am
an
african-american
woman,
a
white
alaskan
native
pacific
islander.
C
So
those
are
the
protected
categories
that
we
have
on
our
complaint
forms
that
comprise
of
race
discrimination.
We
also
talk
about
color
discrimination,
that's
literally
the
color
of
your
skin.
So
when
you
face
discrimination
and
employment
based
on
color,
not
necessarily
race,
because
you
can
be
within
the
same
racial
group
of
a
particular
race,
it
can
be
the
same
race
of
someone
but
have
different
color.
So
it's
literally
the
color
of
your
skin.
That's
how
we
explain
it
so
there's
color
discrimination.
C
You
can
share
the
same
race
and
still
be
discriminated
against
based
on
the
color
of
your
skin.
We
also
look
at
complaints
of
discrimination
based
on
religion.
That's
your
belief
in
god
or
your
belief,
not
in
god,
so
atheism
is
covered
under
this
protection
too.
We
also
have
national
origin,
which
is
now
that's
ancestry,
and
so,
when
you
talk
about
being
a
hispanic
american
or
hispanic,
that
can
mean
your
race
could
be
african.
C
You
can
be
afro-latino
latina,
you
can
be
european
white
hispanic
so
or
you
can
be
central
america,
so
it
just
depends.
So
sometimes
folks
will
put
that
their
race
is
hispanic,
but
really
it's
your
national,
ordinary
ancestry,
and
so
that
was
what
was
covered
under
under
the
civil
rights
act
of
64,
where
you're
from
sex.
Now
that
now
includes,
or
the
courts
have
interpreted,
to
be
inclusive
of
sexual
orientation,
gender
identity
or
expression
and
sex
harassment.
But
in
1964,
when
we
were
looking
at
sex
discrimination,
we
were
really
looking
at.
C
C
under
title
vii,
and
we
mirrored
that
here
in
nevada
in
1967
lyndon
johnson
also
pushed
for
age,
discrimination
and
employment,
and
that's
called
idea.
That's
that
second
bullet,
and
so
this
protects
workers
who
are
40
and
over.
I
I
recently
joined
this
category.
I've
been
in
it
lovingly
for
two
years
now:
leela
just
joined
that
protected
category
and
between
leila,
and
I
we
check
off
a
whole
lot
of
boxes
here
at
nerc.
C
So
if
you're
40
and
over
you
have
protections
under
the
law
and
what
that
might
look
like
is
perhaps
say
you
are
being
pushed
out
of
your
job
for
younger
workers
who
will
work
for
less
pay.
That
actually
happened
in
my
family,
a
parent
with
a
lot
of
experience,
found
herself
being
pushed
out
of
her
profession,
and
it
was
conditioned
on
her
going
back
to
get
her
degree.
C
It
was
pretext,
though,
so
you
might
see
that
as
an
example
as
age
discrimination,
the
thought
that
we
can
get
rid
of
the
older
workers
bring
in
younger
workers
and
pay
them
less
or
that
could
be
harassment
based
on
age.
If
someone
is
constantly
saying,
hey
pops,
hey
old
guy,
hail
girl,
or
are
you
sure
you
know
how
to
work
that
scanner?
Any
kind
of
comments
that
dig
at
your
age?
C
So,
for
about
almost
30
years,
you
didn't
see
any
more
federal
legislation
to
protect
workers
until
you
have
this
huge
piece
of
legislation,
that's
monumental
super
important
and
that's
the
americans
with
disabilities
act
of
1990..
You
had
george
bush
senior,
basically
signed
this
law
and
protect
a
whole
vulnerable
community
of
workers
that,
before
1990,
were
facing
workplace
discrimination
because
of
their
disability
and
as
we
know,
the
ada
protects
folks
with
a
disability
and
a
disability
is
legally
defined.
C
This
is
the
first
time
you
see
a
legal
definition
for
disability,
and
that
definition
is
that
a
disability
is
one
that
substantially
limits
a
life
activity.
It's
anything
that
could
substantially
limit
a
life
activity,
sitting
standing
breathing
sexual
activity,
eating
walking
any
kind
of
assistance
that
will
require
some
kind
of
accommodation,
and
that
is
the
key
word
when
we
talk
about
the
ada,
an
accommodation
so
how
that
plays
out
in
your
work
life.
So
you
have
your
home
life,
your
personal
life.
Then
you
have
your
work
life.
C
Well,
you
take
yourself
wherever
you
go,
and
so
you
take
yourself
you
and
all
your
your
stuff
to
work,
and
so,
if
you
can
get
the
job
done,
the
ada
says
that
so
long
as
does
not
oppose
so
long
as
it
does
not
pose
an
unreasonable
burden
on
the
employer
to
accommodate
your
disability,
they
should
do
it
and
when
we
look
at
like
undue
burdens
and
stuff,
we
look
at
when
we
get
complaints
from
their
you
know.
Were
they
able
to
give
this
person
additional
breaks?
C
Does
that
cost
the
employer
that
much
not
really
a
chair?
An
ergonomical
chair
is
that
is
that
too
expensive
or
if
we
have
say
we've
had
folks
with
epilepsy,
say
that
you
know
bright
light
sugar
seizures,
changing
out
a
light
bulb
or
removing
glass
from
the
workplace
kitchen.
So
if
a
seizure
does
happen
plates
or
cups
or
things
that
could
break
that
could
cause
a
hazard
to
a
person
experiencing
a
seizure,
you
know:
can
we
remove
that
and
just
have
plastic
utensils?
C
That's
fine!
These
are
not
undue
burdens
that
we've
seen
not
in
the
ninth
circuit
or
not
at
nerf.
So
the
ada
was
great,
but
it
was
a
little
bit
short-sighted
in
1990,
not
that
it
was
bad
legislation.
It
just
didn't
include
a
lot
of
other
disabilities
that
we
recognized
today.
So
we
have
the
2008
amendments
act
to
the
ada,
which
was
signed
by
george
w,
and
so
with
it.
C
We
see
more
coverage
for
folks
with
disabilities,
we're
now
covering
mental
health
conditions,
bipolar
disorder,
schizophrenia,
blood
disorders,
hepatitis,
hiv,
aids
conditions
that
can
really
affect
you
that
it's
not
really
that
you
need
a
ramp
built,
but
it
still
is
a
life-limiting
activity
that
you
need.
An
accommodation
for
cancer
is
included,
and
so
the
ada
is
now
it's
now
formally
called
the
american
americans
with
disabilities
amendments
act,
and
that
includes
the
1990
1990
legislation
and
the
2008
amendments
that
basically
gives
you
coverage
for
any
kind
of
condition.
You
can
think
of
now.
C
I'm
going
to
just
digress
really
quick,
I'm
sorry!
Nerf
just
did
a
training
to
employers
and
we
opened
it
up
and
we
trained
at
no
cost
about
the
ada
and
how
that
is
related
to
kobit,
and
so
we
were
we'll
also
be
doing
trainings
on
the
vaccine.
C
We're
gonna
partner
with
the
eeoc
on
that,
but
when
you
talk
about
a
disability
or
anything
that
substantially
limits
a
life
activity,
it
does
let
lead
in
with
some
of
these
pre-existing
conditions
that
we've
acknowledged
that
the
cdc
has
advised
that
could
expose
you
to
a
a
more
more
troublesome
covet
episode.
So
you
know,
covet
19
has
definitely
really
hurt
americans
and
nevadans,
and
you
know
we
mourn
that
and
we're
just
hoping
to
get
through
it.
C
What
was
allowable
do
they
have
to
pay
for
the
equipment
for
the
remote
workers
do
do
folks,
who
have
pre-existing
conditions
that
are
distinct
from
covid?
Do
they
we
still
service
them.
So
we
we
have
a
whole
training
on
that
that
we
did.
It
was
really
successful
and
we'll
keep
it
going
with
the
vaccine
information,
but
I
digress
that
is
the
ada
and
then
in
2008
we
have
gina,
and
that
is
the
second
to
last
bullet.
C
If
you
squint
really
hard,
that's
the
genetic
information,
nondiscrimination
act
and
gina
is
kind
of
like
the
cousin
to
the
ada.
We
don't
really
take
a
lot
of
gina
cases,
but
essentially
gina
is
a
genetic
information.
You
cannot
have
your
genetic
information
used
against
you
in
the
workplace
and
what
is
that?
So?
I
remember
when
I
first
took
this
position.
C
Many
moons
ago
I
asked
lil
and
I
said,
explain
gina
to
me
in
a
way
that's
easy
that
I
can
train
on
and
she
said:
okay,
look
at
it
like
this
say
you
have
a
you,
have
cancer
or
you
have
a
disposition
for
getting
cancer
or
it's
in
your
family
and
somehow
your
employer
knows
of
that
say
you
had
cancer
at
work
and
you
went
into
remission
you're
back
to
work
and
there's
now
a
promotional
opportunity
for
you,
you're
the
most
qualified
for
that
promotional
opportunity.
Howsoever.
C
Everybody
knows
that
you
were
out
because
you
were
getting
your
cancer
treatments
and
your
employer
is
a
little
worried
not
about
your
ability
to
do
the
job,
but
your
your
your
health
and
that
maybe
you'll
you'll
get
cancer
again.
It'll
come
back,
and
so
you
get
passed
over
because
of
your
predisposition
to
cancer.
Well,
that's
discrimination.
Based
on
your
genetic
information.
That's
gina!
C
We
rarely
see
that
we
would
probably
write
that
up
under
an
ada
unless
we
got
more
evidence
that
it
was
genetic
information
again
super
hard
to
prove,
but
it's
a
lot
more
easier
to
get
an
employer
deemed
for
violating
the
ada
by
not
giving
a
reasonable
accommodation
to
someone
who
needs
it.
Okay
and
then
the
last
bullet
down
there
is
equal
pay
act
and
so
that's
federal
legislation.
C
That
is
amazing,
and
you
know
we're
really
happy
that
now
nevada
mirrors
that
to
an
extent,
equal
pay
act
is
essentially
equal
pay
for
the
same
work
as
it
relates
to
women
employees.
It
is
specific
to
sex
in
that.
If
you
are
a
woman
and
you
do
the
same
work
and
have
the
same
credentials
as
your
male
counterpart,
you
should
be
paid
the
same.
C
Okay,
leela
we'll
go
to
the
next
slide
and
good
news
you
made
it
through.
That
was
all
the
federal
laws
that
protect
workers,
and
this
slide
just
explains
that
nr613
and
nrs233
mirrors
federal
law.
So
we
are
in
simpatico
with
federal
legislation.
So
that's
great!
We
actually
have
more
so
leela.
Can
you
go
to
the
next
slide.
C
Okay,
so
and
I'll
get
to
them
more
in
a
minute
when
I
talk
about
more
I'm
talking
about
criminal
background
for
certain
employers
and
certain
additional
protections
for
pregnant
workers
in
nevada
I'll
get
to
that.
But
of
all,
though.
C
Are
we
there?
Okay
of
all
the
federal
protected
categories
and
state
laws?
This
is
it.
This
is
the
list.
This
is
everything
that's
protected.
We
have
race,
color,
national
origin,
religion,
sex,
which
includes
pregnancy,
sexual
harassment,
disability,
age,
your
genetic
information,
sexual
orientation,
gender
identity
or
expression
of
that
gender
identity
and
criminal
background.
So
this
slide
is
kind
of
key.
This
will
just
be
your
go-to
just
when
you
think
about
the
equal
rights
commission
and
all
the
protected
categories.
C
C
Okay,
so
now
that
I've
kind
of
talked
about
what
the
law
says
and
that
we
we
mirror
federal
law,
I
want
to
talk
about
nerc
and
kind
of
how
we
operate.
So
in
order
for
us
to
have
jurisdiction
over
an
employer
in
an
employment
discrimination
case,
you
must
be
an
employer
with
15
or
more
employees.
If
you
have
less,
then
you
can
discriminate
all
you
want,
but
we
don't
have
jurisdiction,
we
just
don't
so
it's
15
or
more
employment
or
temporary
agencies
are
covered.
C
So
even
if
you
are
a
temp
agency
and
you
basically
get
get
someone
ready
for
an
actual
position
and
and
tempt
them
out
and
they
that
individual
experiences
discrimination
on
the
job
you
are,
you
will
be
named
as
well.
C
Labor
organizations
and
unions
are
covered
as
well.
Okay,
let's
go
to
the
next
slide,
thanks,
okay
and
so
in
terms
of
the
individuals,
rights
or
the
nevadan.
You
cannot
sue
over
this
for
over
two
years,
not
even
a
year.
You
have
had
to
experience
in
your
mind,
alleged
discrimination
within
300
days
of
filing
with
nerc.
C
C
So
because
we
are
partners
with
the
eeoc,
we
have
a
work
share
agreement,
which
means
whoever
takes
the
case
first
owns
the
case,
tries
to
settle
the
case,
investigates
the
case,
and
then
we
report
to
the
eeoc
on
how
we
did
they
do
what's
called
a
substantial
weight
review
to
make
sure
that
you
know
we've
crossed
every
t
dotted
every.
I
also
that
we
don't
get
multiple
filings,
so
someone
files
with
us
one
week.
Then
they
go
to
the
eeoc.
C
C
We
are
so
screened
off
with
our
confidentiality
that
dieter
doesn't
even
know
the
complaints
or
charges
or
the
names
of
the
complainants
or
respondents
that
we
have-
and
you
know
sophia
is
awesome
with
that.
She's
legal
counsel
over
at
the
ag's
office,
and
so
we
kind
of
run
very
confidentially
with
our
relationship
with
the
eeoc
on
these
charges
and
nevada.
Employers
appreciate
that,
because
until
we
actually
find
probable
cause
or
that
there
was
some
elements
of
discrimination
that
we
need
to
settle
out,
they
would
like
to
keep
it
private.
C
Okay,
so
back
to
the
slides,
the
business
has
to
be
located
or
licensed
in
nevada.
It
can't
be
tahoe,
california,
it's
got
to
be
in
nevada,
so
you
cannot.
We
cannot
take
in
complaints
for
for
california.
That
would
be
the
department
of
fare,
employment
and
housing
where
my
buddy
kevin
runs
it.
So
it's
got
to
be
within
the
state.
Okay,
you
also
have
to
have
an
employer,
employee
relationship
in
order
to
you
know,
file
with
us
so
again
last
day
to
harm
within
300
days.
C
You
can't
be
two
years
into
this
and
decide
you
want
to
file
300
days.
It
has
to
be
a
business
located
in
nevada
or
licensed
in
nevada
that
you,
you
want
to
complain
about,
or
have
us
look
into
the
matter,
and
there
has
to
be
an
employer,
employee
relationship.
You
have
to
be
on
the
payroll
now.
Sometimes
we
get
interesting
situations
where
people
are
are
designated
independent
contractors,
and
sometimes
we
will
get
position
statements
back
from
the
employer,
saying
yeah.
This
person
was
an
independent
contractor.
They
were
not
my
employee.
C
Therefore
you
don't
have
jurisdiction,
sorry
nerc,
okay,
but
what
we
will
do
is
we
will
also
look
into
that
type
of
relationship.
It's
great
that
it's
an
independent
contractor
relationship,
it's
great
that
you
have
that.
How
so
ever,
do
you
control
this
person's
brakes?
Do
they
have
to
report
to
you?
Do
you
supply
their
tools
or
equipment?
We
will
actually
look
into
the
nature
of
the
relationship
to
ensure
that
it
is
in
fact
an
independent
contractor
relationship
where
this
person
is
their
own
boss
and
working
for
you
as
a
vendor
or
contractor.
C
C
Okay,
so
we're
done
with
employment
discrimination
in
the
sense
that
that's
one
area
of
jurisdiction
that
we
will
look
into
complaints
of
discrimination,
remember
based
on
those
protected
categories,
race,
age,
color,
religion,
gender,
identity
or
expression
of
that
identity,
sexual
harassment,
age,
genetic
information,
okay,
so
that's
an
employment!
Now
we
have
another
pocket
of
jurisdiction
which
deals
with
access
to
equal
enjoyment
in
public
spaces,
and
this
is
the
state
public
accommodation,
discrimination
laws.
This
is
in
our
nrs's.
C
This
is
not
tied
to
any
federal
laws
like
employment.
This
is
state,
so
we
say
here
at
this
is
state
only
these
are.
This
is
a
state-only
case,
and
so
there
is
no
protection
for
age.
So
someone
you
know,
may
try
to
go
to
a
park,
and
you
know
people
run
them
off
because
their
age-
I
don't
even
know
a
hypothetical
for
that,
but
we
wouldn't
have
jurisdiction
over
that
and
there's
no
protection
for
genetic
information.
Discrimination
in
a
public
place
again,
don't
have
a
hypo
for
that.
C
We
don't
get
those
what
we
do
get
are
access
to
bathrooms
based
on
gender
identity,
okay,
so
that
would
be
a
great
example
of
how
you
might
have
a
public
restroom
and
a
person
who
is
transgender
one
of
our
nevadan
folks
wanting
to
use
the
bathroom
of
their
gender
identity,
not
their
biological
sex,
which
they
can
do,
which
they
may
do
and
are
allowed
to
do,
but
maybe
being
denied
the
opportunity
to
use
that
restroom.
C
C
We
get
questions
in
our
training
and
they're,
really
honest
back
to
the
bathroom
situation
where
folks
are
like
well,
what
about
my
rights
of
having
the
bathroom
just
be
for
women
only
and
leela,
and
I
have
to
say
respectfully,
is
that
you
know
you
can
use
the
bathroom
of
your
choice.
You
know
no
one
is
telling
you
you
can't
so
you're
not
being
denied
equal
enjoyment.
C
It's
actually
the
folks
that
are
told
they
can't
use
the
bathroom
there
and
there's
some
cases
that
we
we
mention
in
our
training
that
we
talk
about
to
kind
of
give
an
example-
and
you
know
leela,
and
I
really
love
this
dialogue
that
we
can
have
with
folks.
So
they
can
really
understand
what
the
law
is,
how
to
apply
it
so
that
they
can
be.
C
You
know
up
on
it,
okay,
so
let
me
just
read
what
what
are
places
of
public
accommodation,
so
they
include
any
establishment,
and
this
is
the
slide,
I'm
going
to
read
it
for
you.
It
includes
any
establishment
or
place
to
which
the
public
is
invited
or
which
is
intended
for
public
use,
such
as
schools.
We
have
jurisdiction
over
schools,
hotels,
restaurants,
retail
stores,
doctors,
offices,
parks
and
educational
institutions.
C
It
doesn't
include
any
private
club
or
any
other
establishment,
not
open
to
the
public.
So
when
you
think
about
public
spaces,
think
about
vegas
in
in
the
40s
and
50s,
where
the
african-american
entertainment
had
to
only
access
the
kitchen
and
couldn't
enjoy
the
casino
think
about
the
walgreens
lunch
counters
in
the
south.
During
the
civil
rights
movement
in
the
60s
equal
enjoyment,
water
fountain
use
being
able
to
access
public
transportation.
I
know
everybody
ubers
now,
but
buses
are
a
big
deal.
C
If
you
recall-
and
so
this
is-
that
law-
okay,
we
actually
had
a
case
that
went
to
that
it
was
confidential,
but
it
actually
litigated.
So
I
can
speak
on
it
in
las
vegas.
It
was
leela's
case
and
she's
amazing
and
we
found
cause.
There
were
two
young
boys
in
a
school
who
were
regarded
as
gay,
don't
know
if
they
were
or
not
didn't
matter,
but
they
regard
they
were
regarded
as
gay
and
they
were
bullied
and
harassed.
C
Based
on
that
designation
by
others
stabbed
with
pencils
in
the
genitals
called
names.
Teachers
weren't
back
in
the
kids,
parents
pulled
the
kids
out
of
school.
They
filed
a
complaint
with
no
the
complaint
said
that,
because
my
well
there
were
separate
complaints,
but
they
were.
You
know,
companion
cases
if
you
will,
because
my
child
cannot
enjoy
equal
access
to
school,
because
they're
bullied
so
much
based
on
their
perception
of
being
gay,
they're
being
denied
equal
enjoyment
of
learning.
C
They
can't
learn
so
we're
following
a
charge
of
discrimination
and
we
tried
to
settle
it
out.
We
didn't
it
actually
went
to
litigation
and
one
of
the
things
that
and
these
young
boys
were
successful
where
their
parents
were
because
the
parents
went
on
their
behalf
because
they
were
minors.
One
of
the
things
that
they'd
asked
was,
as
damages
was
you're
going
to
pay
for
private
school.
C
My
kids
still
have
to
learn,
so
we
try
to
avoid
that
in
the
state,
but
it's
really
important.
We
give
these
examples
to
folks
when
we
train
so
that
they
know
what
the
law
is
and
that
you
know
when
we
talk
about
public
places,
we're
also
talking
about
schools
too.
C
Okay,
leela
next
slide,
so
just
kind
of
rehash
this,
what's
public
accommodation
discrimination,
it's
refusal
to
serve.
I
won't
serve
you
because
you're
african-american
I'll
use
that
example-
because
I
am
you
can't
get
in
because
of
this
unequal
employment
refusal
to
permit
service
animals
or
service
animal
in
training.
So
that
could
be
you
wanting
to
with
a
disability
wanting
to
go
to
a
diner
to
enjoy
pancakes
for
breakfast
or
your
coffee.
C
But
you
have
your
service,
animal
or
service
animal
in
training,
and
they
don't
let
you
come
in
well
how
about
how
the
law
sees
it
is
that
that
animal
is
an
extension
of
you
because
they
are
assisting
your
disability.
Now,
I'm
not
talking
about
emotional
support
animals.
That's
totally
different!
I'm
talking
about
a
service,
animal,
okay,
yeah!
So
that's
the
form
of
public
accommodation
discrimination.
You
can't
enjoy
a
restaurant
because
the
extension
of
you
aka,
your
service
animal,
is
not
allowed
in
and
then
the
last
bullet.
C
We
talked
about
this
refusal
to
allow
individuals
use
of
a
bathroom
or
other
gender
specific
facilities
that
coincides
with
his
or
her.
Are
they
gender
identity
or
expression
all
right?
Next
slide:
leela,
okay,
so
here's
some
exemptions
for
public
accommodation,
discrimination-
and
you
know-
and
I
have
it
and
sofia-
have
an
interesting
scenario
that
we
will
share.
So
sometimes
you
can.
You
can
discriminate
based
on
a
protected
category
in
public
places,
I'll
go
to
the
second
bullet
that
would
include
perhaps
going
to
a
bar
where
ladies
get
in
free
okay.
C
So
there
is
a
business
necessity
or
not
even
a
necessity,
but
a
business
reason
unrelated
to
discrimination
based
on
gender.
It's
more
economically
motivated
to
discriminate,
and
so
differential
pricing
is
included
in
that.
So
when
you
see
businesses
that
have
okay,
ladies
get
in
free
before
10
and
we've
had
folks
file
against
that
upset
about
that
and
they've
lost
they've
lost
with
nerc
and
they've
lost
in
court
that
it's
not
discrimination
based
on
any
animus
towards
the
gender.
It's
based
on
economic
motives,
okay,
so
that
let's
go
to
the
next
slide.
C
Okay,
so
when
we
talk
about
filing
with
nerf
based
on
public
accommodation,
discrimination-
again
don't
stew
on
this
for
for
more
than
a
year,
because
you'll
get
time
barred
out,
you
have
300
days
from
enjoying
equal
access
to
file
with
nerc.
C
Okay,
the
business
has
to
be
a
nevada
business
and
the
harm
had
to
have
had
to
have
occurred
here.
Okay,
next
slide,
so
we
talked
about
employment
discrimination
in
our
and
the
federal
laws
that
protect
employees.
We
just
talked
about
public
accommodation
and
equal
enjoyment
in
the
state.
Now
we're
going
to
talk
about
housing,
okay
and
housing's.
Huge
housing
is
a
big
deal
in
light
of
cobit
19.
C
You
never
knew
how
much
you
really
needed
a
home
until
you
experienced
a
pandemic
and
had
to
be
quarantined
at
a
home
and
so
state
housing
laws
protect
nevadans
against
discrimination
in
housing.
As
I
mentioned,
the
federal
housing
federal
department
of
housing
and
urban
development
also
do
that
a
lot
of
our
our
constituents
file
with
hud
because
they
get
more
services
and
the
nurse
can
provide
at
the
moment.
But
this
is
still
the
law.
C
C
There
is
out
of
protection
for
family
status,
okay
and
then
it's
public
policy
to
make
sure
that
folks
can
own
a
home
here,
try
to
get
a
home
rent
a
place
and
not
be
refused
based
on
race,
color,
gender.
Next,
why
leela?
So
that
leads
right
into
my
next
slide
beautifully.
What's
housing
discrimination?
C
Well,
it's
refusable
to
sell
or
rent,
because
someone
is
something
fill
in
the
fill
in
the
blank
okay,
one
of
those
protected
categories
except
again,
genetic
information
and
the
things
that
we
we
just
talked
about
being
exemptions.
It's
refusal
to
come
permit
an
emotional
support,
animal
service,
animal
or
service
animal
in
training
in
housing.
So
you
might
have
someone
who
needs
a
dog
or
service
animal
or
even
an
emotional
support
animal
in
their
apartment,
but
the
landlord
is
not
having
it.
C
So
we
get
complaints
like
that
too.
It's
also
a
refusal
to
allow
reasonable
modifications
to
a
dwelling.
This
is
you
know
tying
in
with
the
americans.
Disabilities
act,
you
need
a
ramp
built,
the
law
says
you
can
build
it,
but
it's
at
your
cost
and
if
you
are
renting
the
place
or
selling
it,
you
might
have
to
remove
it
at
your
cost,
but
you
should
be
able
to
enjoy
and
access
your
home,
not
because
you
have
a
disability
or
because
you
are
denied
a
you
know,
a
mortgage
or
financing
for
a
home.
C
The
housing
cases
are
amazing.
I've
really
dug
deep
into
reading
about
them,
especially
since
america
is
dying
to
get
in
a
relationship
with
hud
about
ways
that
landlords
and
homeowners
and
developers
would
really
try
to
keep
people
from
buying
in
their
community,
because
they
were
really
worried
about
property
values.
Dropping
that's
a
whole
other
training.
We
can
do
another
day,
but
folks
in
nevada
should
enjoy
living
where
they
want
to
live,
not
based
on
anything
other
than
their
ability
to
pay
their
mortgage
or
their
rent.
C
C
Interestingly
enough,
most
housing
cases
are
more
immediate,
like
the
eviction
notice
is
on
the
door,
and
so
you
know
those
have
to
be
processed
a
lot
more
quickly.
So,
but
you
still
have
a
year
you
still
have
a
year.
The
landlord
or
entity
has
to
own
more
than
three
single
family
homes.
So
if
you
are
renting
from
a
friend,
they
have
one
side
of
the
house,
you
have
the
other
or
you
you
are
renting
from
someone
who
has
less
than
three
family
homes,
they're
not
covered
they're,
not
bound
to
housing
laws.
C
It's
almost
like
how
you
have
to
have
an
employment,
at
least
15
employees,
to
be
brought
into
pre-litigation
for
this
same
here
with
land
land
owners.
You
have
to
have
at
least
three
properties
that
you're
managing
and
you
have
to
be
renting
from
one
of
them,
or
else
it's
just
you
don't
have
jurisdiction
over
it
and
you're
left
to
you
know.
I
guess
go
to
court
on
your
own
homeowners,
association
and
property
management.
Companies
are
included
in
that.
C
In
fact,
we
see
a
lot
of
you
know,
issues
with
modifications
and
hoas,
and
we
do
you
know,
work
with
real
estate
division
on
that
and
we'll
refer
folks
back
and
forth.
But,
yes,
your
hoa
should
allow
you
to
make
modifications,
even
if
it
doesn't
go
with
your
ccnr's
per
se.
However,
again
you
might
have
to
bear
the
cost
of
implementing
and
removing
okay.
So
that's
our
three
areas:
employment,
public
places
and
housing,
and
so
now
we're
going
to
talk
about
the
complaint
process.
Leela.
Can
we
go
to
the
next
slide?
Perfect?
Okay,
leela!
C
You
can
just
put
them
all
in
I'm
just
gonna!
I'm
gonna
walk
them
through
this
because
then
we'll
go
to
questions.
Okay,
so
folks,
ask
okay,
I
feel,
like
I've
been
discriminated
against.
How
do
I
get
started?
What
do
I
do,
and
so
we
have
a
complaint
process,
and
so
we
have
a
website
right
now
because
of
cover.
We
have
a
skeleton
crew
me
admin
leela's
here
everybody's
remoting
and
everybody's
safe.
However,
you
can
access
us
through
going
online
and
filing
a
complaint,
and
so
that's
how
it
starts
file
complaint.
C
Usually
it
starts
with
a
phone
call.
I
mean
they
like
the
fact
that
we
still
have
live
people
to
talk
to
our
admin
staff,
they're,
amazing,
and
so
they
will
basically
talk
through
some
of
the
things
that
I've
mentioned
to
constituents.
C
Our
nevadans
about
you
know:
do
they
should
they
maybe
file
here
or
maybe
they
have
a
labor
labor
issue?
They
need
to
call
the
labor,
commissioner.
Maybe
it's
a
prevailing
wage
issue?
It's
not
discrimination
based
on
a
protected
category
or
sorry.
This
is
over
300
days.
You
know,
you're,
you
know
we
can
refer
you
to
the
nevada
state
bar
legal
aid
for
other
resources.
C
We
just
can't
help
you,
but
it
starts
with
the
phone
call
and
then
in
that
phone
call
we
say:
okay,
you
need
to
file
a
complaint
and
get
it
into
our
office,
and
so
you
file
a
complaint
at
that
point.
You're
just
a
complainant
in
the
sense
that
you
are
a
nevadan
who's
concerned
about
an
allegation
of
discrimination.
C
We
cannot
verify
it
yet.
We
do
not
have
what's
called
legal
cause,
legal
probable
cause
so
right
now
it's
just
a
complaint,
and
so
when
you
file
a
complaint
with
us,
it
gets
assigned
to
one
of
our
investigators
to
review
it
with
you
in
a
live
intake
interview.
The
intake
interview
is
a
bit
time
consuming
because
folks
like
to
really
talk
about
what
they're
going
through,
we
have
to
really
narrow
the
scope.
C
They
can
go
up
to
90
minutes.
Depending
on
how
egregious
you
know-
and
I
will
say
this-
we
had
our
investigators-
we
have
them
trained
every
year.
It's
almost
like
continuing
legal
ed,
but
it's
continuing
investigator
ed,
especially
with
the
governor's
interest
on
making
sure
and
ensuring
a
sexual
harassment
free
workplace.
We
have
to
get
them
trained
on
trauma
and
how
to
have
conversations
with
folks
who
might
have
experienced
trauma
because
they
may
not
answer
questions
in
a
way
that
you
think
they're
credible.
So
we
have
trauma-informed
training.
C
Okay,
we
really
have
to
take
that
in
so
we
have
intake
interviews,
we
basically
established,
what's
called
prima
facie
evidence
that
yeah,
we
think
there's
something
here.
We
don't
know
yet,
but
yeah
there's
something
here
or
yeah.
No,
this
is
not
our
jurisdiction.
This
is
not
discrimination.
I'm
sorry!
It's
a
dismissal,
but
if
you
proceed
past
the
intake,
it
then
gets
stamped
as
a
charge.
Now
the
intakes
to
ensure
due
process
are
reviewed
by
our
chief
okay,
they're
reviewed
by
management.
C
It's
either
lila
me
or
sophia,
we're
all
looking
at
things
or
our
interns
from
void.
We
really
are
blessed
to
have
young
lawyers
wanting
to
get
in
on
equal
rights
and
we
partner
with
boyd,
and
sometimes
they
help
us
out
with
cases,
and
we
just
have
a
lot
of
eyes
looking
at
it,
because
we
don't
want
to
miss
an
opportunity
to
correct
correct
wrongful
discrimination
or
train
against
it.
C
So
once
a
case
becomes
a
charge
it
gets
assuming.
This
is
a
this
is
an
employment
case.
It
gets
a
nerc
number
and
an
eeoc
number.
That's
that
workshare
agreement
once
it
gets
both
numbers.
We've
now
alerted
eeoc
through
our
shared
system
with
eeoc.
They
run
it
that
we've
got
this.
We've
got
a
nevada,
claimant,
they're,
saying,
workplace
discrimination.
Let's
say
it's
sexual
harassment,
we're
on
it
please
step
back.
It
also
alerts
eeoc.
C
In
the
event
this
person
decides
they
want
to
file
also
with
eeoc
eeoc,
can
look
them
up
in
the
system
and
say:
okay
you're
with
nerc
right
now.
Just
hang
tight.
Let's
see
how
your
process
goes,
okay,
so
once
that
case
becomes
a
charge
before
we
investigate,
we
offer
an
opportunity,
another
opportunity
for
due
process
to
settle
without
the
state
doing
a
full-on
investigation.
C
C
If
we
are
able
to
find
through
the
investigation
that
there
is
probable
cause
evidence
of
discrimination,
we
will
attempt
again
to
settle
this
time
with
the
strength
of
the
investigation
behind
it
and
also
legal
review
from
the
ag's
office
through
sofia,
steam
and
some
of
our
void
interns
and
myself
and
at
conciliation
we
are
pretty
successful
with
those
and
the
mediation.
Last
year
alone,
we
settled
over
2.2
million
dollars
in
cases
at
no
cost
to
nevadans
who
needed
settlement
for
actual
cases
through
conciliation,
we're
able
to
show
the
employer
here's
the
evidence.
C
We
keep
all
witnesses
confidential.
But
might
you
need
some
training
so
we're
able
to
also
insert
training
so
that
the
employers
don't
feel
like
we're
just
attacking
them,
because
usually
the
folks
that
we
get
out
get
online
for
the
conciliations
are
the
ceos,
the
higher
ups
hr
and
legal
and
it's
usually
a
lower
level
manager.
That
was
a
bad
actor
that
presented
the
news
in
the
office
that
made
someone
feel
uncomfortable.
That's
a
true
story
that
gave
preferential
customer
service
to
a
non-um,
a
non-person
of
color
pit
dealer.
That's
true!
That's
true!
C
We've
seen
that
before
too
that's,
usually
not
the
people.
We
have
conciliating
that
are
responsible
for
it,
but
they
have
a
duty
to
their
organization
to
train
down
because
they're
liable
they're
vicariously
liable.
So
we
have
a
conciliation
and
we
settle.
It
settles
quietly.
We
tell
eeoc.
The
case
is
closed.
It
goes
to
archives.
It's
a
confidential
settlement
agreement,
no
one's
aware
of
it
other
than
the
parties
that
we
bring
together
in
settlement,
and
we
take
no
fee
for
that
now
on
the
far
left
side
of
the
slide.
C
If
we
do
an
investigation-
and
we
just
can't
get
the
evidence-
and
sometimes
it's
just-
we
couldn't
get
the
evidence,
we
might
believe
that
it
happened,
but
we
have
to
base
it
on
evidence.
We
have
no
probable
cause.
We
let
the
the
charging
party
know
that
sorry,
just
the
evidence
was
not
enough
to
substantiate
a
claim
of
discrimination
under
state
law.
Here
are
your
other
options
you
may
litigate
on
your
own,
so
we
don't
just
leave
the
parties
out
on
alerts.
We
do
kind
of
give
them
next
steps.
C
We
also
notify
eeoc
that
we've
closed
and
settled
the
case.
They
still
have
another
avenue.
They
can
appeal
it
to
me,
and
so
you
know,
even
though
we
dismiss
it,
they
can
still
say
hey.
I
have
additional
evidence
here,
something
I
could
have
provided
you
at
the
beginning.
I
have
now.
Will
we
open
the
case
when
we
open
the
case?
We
will
try
to
leave
no
stone
unturned
to
see
if
we
can
find
evidence
to
substantiate
discrimination,
because
we
don't
want
it.
C
This
complaint
process
is
totally
confidential,
but
if
it's
so
egregious
and
it
offends
a
conscience
of
nerc
or
the
commissioners,
the
five
appointed
they
serve
as
a
tribunal,
and
I
bring
it
publicly
and
sofia
prosecutes
so
then
the
state
then
takes
a
very
aggressive
position
to
say
this
type
of
behavior
is
not
it's
not
in
statute.
It's
not
enforceable.
C
It
violates
equal
protection
laws
in
the
state
and
it
needs
to
stop
and
we've
had
two
in
the
last
several
years.
You
know
our
dag.
Is
that
good,
where
at
the
11th
hour
we
get
them
to
settle
because
they
just
they
don't
want
the
heat
publicly,
so
you
know
so
far
so
good.
C
That
is
our
process.
I'm
sorry
about
you
know
me
choking
just
five
minutes
ago,
but
now
we'll
open
it
up
to
any
question.
C
A
And
thank
you
for
your
presentation.
All
the
work
you
do.
You're
stretched
thin
often
so
thank
you
for
for
your
work,
we'll
start
off
with
our
mata
vice
chair.
C
To
ensure
that
every
individual
in
state
of
nevada
has
equal
rights
on
those
rights
are
protected,
I
really
do
appreciate
that
and
all
the
work
your
office
is
doing,
and
the
first
question
I
have
is
regarding
the
the
work
share
agreement
that
you
talked
about
a
little
bit
earlier
today.
Can
you
talk
about
the
issue
with
employers,
claiming
that
the
state
law
charges
have
not
been
exhausted,
while
only
filing
with
the
eeoc,
because
I've
heard
a
number
of
complaints
about
that.
C
Thank
you
it's
hard
when
I
say
through
you
too,
and
then
have
to
remember
the
question.
So
I
really
appreciate
your
grace
in
that
so
cara
jenkins
for
the
record.
Work
share
agreements.
Okay,
so
our
relationship
with
the
eeoc
is
one
that
is
a
mutual
relationship,
and
so
the
workshare
agreement
is
an
agreement.
C
It's
basically
essentially
a
contract
that
says
we
agree
to
close
x
amount
of
cases
of
employment
discrimination
in
nevada
for
for
a
federal
fiscal
year,
they're
on
the
federal
facility,
the
federal
fiscal
year
calendar,
and
so
we
we
do
that
every
year,
they're
here
their
federal
force
failure
starts.
I
think
september
1st
and
ends
october,
or
I
might
have
that
mixed
up
it's
right
around
october
1st.
C
It
starts
and
ends
september
30th,
whereas
we're
summer
months,
so
we
get
those
cases
to
them
in
their
time
and
as
far
as
any
employer
saying
that
going
to
nurk
does
not
exhaust
any
administrative
remedies.
That's
not
truly
accurate
because
we
work
share
with
them.
It's
a
dual
filing
system.
So
if
they
go
to
us,
it's
essentially
the
same
as
going
to
eeoc.
C
C
You
know
relief
sooner
than
possible,
but
no
you
file
with
one
it's
like
filing
with
the
other,
and
thank
you
for
that,
because
maybe
we
need
to
add
that
in
our
slides,
when
we
train
yeah,
I
think.
C
I
know
that
there
has
been
some
misunderstanding.
I
think
mostly
from
employees.
I'm
sure
that
just
and
that
you.
B
B
My
question
is
concerning
the
covid
and
the
vaccine,
because
I
know
I
am
a
representative
for
members
in
the
hotel
industry
that
have
this,
so
you
basically
stated-
and
I
know
it's
probably
protected
under
the
ada
accommodation
and
stuff.
Now,
how
are
we
going
to
handle
that
if
it's,
that
is
mandated
or
mandatory
to
have
the
vaccine?
B
C
Thank
you.
That's
a
that's
an
excellent
question.
That's
the
one
that
we've
been
asking
since
covet
hit
and
so
directly
to
you
assemblywoman
duran.
As
far
as
we
know,
there
is
no
requirement
that-
or
there
is
an
employer
at
this
point
in
time-
cannot
force
an
individual
to
take
a
vaccine.
There's
a
couple
reasons
for
that.
You
could
have
a
pre-existing
condition
that
conflicts
with
the
vaccine,
and
it
makes
you
worse
off
than
the
vaccine
is
supposed
to
help
you.
C
You
may
have
a
religious
reason
for
not
taking
a
vaccine
so
right
now
we
are
giving
guidance
that
an
employer
may
strongly
encourage
the
use
of
a
vaccine,
especially
if
they
come
into
contact
with
members
of
the
public,
and
they
don't
see
it
interfering
with
any
pre-existing
conditions.
They
may
have
so
we're
working
with
the
local
office
on
getting
guidance
right
now,
but
we
will
blast
that
information
out
we'll
make
it
available
to
folks
we'll
even
post
it
on
our
website.
C
We
do
tend
to
do
that,
but
right
now
there
is
no
requirement
that
you
have
to
take
a
vaccine
in
order
to
work.
However,
if
you
don't
take
a
vaccine
and
you
do
get
sick,
is
it
a
workers,
comp
issue?
We
don't
know
so
there's
a
lot
of
questions
there.
So
it's
like
how
do
you
mitigate
your
own
risk
for
getting
getting
sick
and
what
is
your?
What
is
your
responsibility
in
ensuring
that
you
aren't
a
carrier
or
that
you
don't
make
others
around
you
sick?
Because
you
don't
want
to
take
the
vaccine?
C
C
You
know
in
any
space
that
you're
sharing
with
folks,
but
some
of
the
issues
that
we're
thinking
about
we're
going
to
be
partnering
with
eeoc
on
is,
if
you
decide
not
to
take
the
vaccine
and
you
don't
have
a
religious
accommodation,
you
don't
have
an
ada
accommodation
for
it,
but
you
do
get
sick.
Is
the
employer
responsible,
especially
when
it's
available
to
you?
If
it's
not
available
to
you,
you
know
right
now.
C
It's
really
hard
to
get
it,
but
when
it
is
available
to
you
and
you're,
just
not
wanting
to
take
the
vaccine
because
you
just
don't
want
to
is
that
an
undue
hardship
for
the
employer?
We
look
at
the
employer's
perspective.
Now
we
have
someone
that
could
be
a
carrier
or
exposing
my
other
staff
to
a
potential
virus.
B
Mr
chair,
thank
you
just
a
follow-up,
so
with
that
being
said,
is
it
waiting
for
the
employers
to
also
as
well
as
to
let
them
know
that
there
is
an
issue
or
is
it
because
you
said
you
were
training
with
the
employers
on
some
some
ada
accommodations,
so
they're
going
to
possibly
get
this
information
and
it's
not
discriminatory
if
they
bring
forward
for
hipaa
laws
and
stuff
like
that,
if
they,
if
they
allow
to
basically
say
I
have
a
medical
reason
or
religious
they're
going
to
have
to
prove
that
correct.
C
Thank
you
directly
to
you,
a
chairperson.
This
is
cara
jenkins
for
the
record.
C
Yes,
all
this
is
private,
and
so
it
would
be
a
conversation
that
the
employee
would
have
with
human
resources
on
why
they
would
need
an
accommodation,
and
all
of
that
is
confidential
because,
as
you
mentioned,
hipaa
medical
conditions
are
not
something
that
you
know
are
broadcast
at
the
workplace
and
as
far
as
accommodation
yeah,
we
did
do
a
training
on
covid
and
the
workplace,
because
we
noticed
that
when
you're,
looking
at
the
pre-existing
conditions
that
are
listed
by
the
cdc
and
then
some
of
the
conditions
that
are
substantially
life-limiting
under
the
ada,
they
merge.
C
So
we
did
a
venn
diagram
to
show
where
they
merge.
So,
for
example,
if
you
have
cancer,
if
you
have
hiv,
if
you
have
diabetes
you're
at
a
greater
risk
for
having
a
not
for
contracting
copay
but
for
having
a
stronger
reaction
to
it
to
a
covet
infection,
it's
just
harder
for
you
to
overcome.
Asthma
is
considered.
You
know
pre-existing
condition
for
covid
for
a
stronger
covert
reaction
if
exposed
as
well
as
it's
covered
under
the
ada.
C
What's
not
covered
obesity
who
knew
obesity
could
be
a
pre-existing
condition
for
covid,
but
it's
not
covered
in
the
ada,
so
there
there
are
some
things
that
we
wanted
to
make
sure
in
our
training
that
you
that
employers
were
aware
of
what
to
do
because
nerc
had
to
do
it
in
real
time.
It's
it's
really
hard
being
the
state's
trainer
and
going
through
last
march,
and
we
were
like,
oh
man.
What
do
we
do?
C
We
wanted
to
really
make
sure
that
we
were
up
on
it,
so
the
eeoc
has
some
really
awesome
pandemic
guidance
that
they
had
posted
and
we
went
right
there
and
then
we
basically
took
that
guidance
through
their
faqs
and
then
turned
it
into
slides,
and
we
also
trained
with
other
law
groups
on
kind
of
how
we
should
give
guidance
to
employers.
We
did
it
for
internally
for
dieter,
and
then
we
had
a
huge
training
that
we
did
virtually
to
just
say.
C
I
know
this
is
crazy,
we're
in
real
time
with
this
there's
a
pandemic
going
on,
everybody
has
to
be
socially
distant.
Can
you
accommodate
these
people?
Are
you
equipped
for
remote
work?
If
you
have
to
be
in
person
what
are
the
guidelines?
How
do
you
enforce
it?
Some
people
were
not
really
buying
the
whole
mask
thing
that
got
to
be
tricky.
Then
there
were
these
fake
card.
The
doj
had
to
put
out
guidance.
There
were
these
fake
cards
that
said
wearing
a
mask
violates
my
rights
under
the
ada.
That
was
a
that
was
false.
C
So
we
had
to
put
some
information
that
hey
go
to
the
gojs
website.
There
is
no
such
thing
as
a
as
a
card
that
says
wearing
a
mask,
violates
your
ada,
so
we
there
was
so
much
going
on
in
real
time
in
terms
of
also
keeping
my
team
safe.
I
don't
know
how
we
did
it,
but
you
know,
god
is
good
so
and
I'm
not
supposed
to
get
religious
on
this,
but
you
know
we
made
it
through.
C
Nerc
is
very
resilient
and,
and
we
got
through
but
yeah
we
will
get
that
guidance
to
any
of
the
members
who
want
it,
the
the
coven
one
and
then
the
vaccine
one
is
coming,
and
I
know
that
peter
wants
us
to
get
that
out
by
the
march.
So
we'll
be
working
for
that.
And
so
we.
D
B
A
Thank
you,
assemblywoman
members,
I
don't
know
if
we
have
any
additional
questions.
I
apologize
if
I
miss
somebody's
in
the
chat,
but
I
don't
see
anybody
else,
but
if
you
want
to
mute
yourself
and
just
announce
yourself,
if
you
do
have
a
question.
B
A
C
Hi,
thank
you
thank
you,
chair,
and
thank
you
once
again,
so
I
just
have
a
follow-up
to
the
question
from
earlier,
but
I
kind
of
needed
a
moment
to
wrap
my
head
around
the
the
concept
and
the
response,
and
so
I'm
just
wondering
if
there
would
be
any
issue
with
the
right
to
soon
notice
if
the
complaint
is
filed
with
the
eeoc
or
what
that
would
look
like.
C
That
invites
chair
directly
to
you
cara
jenkins,
for
the
record
right
to
sue.
That's
a
great
question.
So
there
are,
I
think
the
state
can
give
a
right
to
sue.
So
when
we've
exhausted
all
of
our
attempts
to
settle
this
complaint
and
folks
want
to
go
to
court,
nurt
can
give
the
right
to
sue
to
parties.
If
it's
an
employment
case,
they'll
get
a
nerf
right
to
sue
and
eeoc
will
more
likely
than
not
once
they
do.
A
substantial
weight
review
of
our
investigation.
C
D
Hi,
this
is
leela
vascara
chief
compliance
investigator
and
outreach
specialist
for
the
record,
with
our
right
to
sue
state
right
to
sue.
C
C
Yourself,
our
civil
rights
and
I
just
make
sure
that
our
policy
and
our
statute
is
doing
the
same.
Thank
you
so
much.
A
All
right
and
members,
I
I
don't
know
that
we
have
any
other
questions.
I
don't
see
them,
but
if
you
do,
please
feel
free
to
unmute
yourself
and
announce
yourself,
seeing
none.
Ms
jenkins,
thank
you
for
the
presentation
and
thank
you
for
the
work
you're
doing.
It's
always
a
pleasure
to
have
you
in
this
committee
members.
As
always,
we
I
encourage
you
to
reach
out
and
they
have
an
abundance
of
information.
A
They
could
always
share
and
work
with
you
on
with
that
we're
going
to
go
ahead
and
close
out
the
the
presentation
of
the
nevada,
equal
rights,
commission
and
I'd
like
to
open
it
up
for
those
wishing
to
speak
in
public
comment
broadcasting.
Please.
B
B
I
represent
nearly
9
000
members
of
the
veterans
of
foreign
wars
in
the
department
of
nevada.
I
also
represent
close
to
five
hundred
thousand
members
of
the
united
veterans
legislative
council.
As
the
current
secretary,
the
uvlc
is
an
organization
of
all
veterans
organizations
throughout
the
state
of
nevada
that
includes
all
veterans,
active
duty,
military,
national
guard
families
and
advocates,
and
those
that
have
been
on
this
call
as
well.
I'm
sure
that
many
of
you
have
veterans
in
your
family
history
and
have
direct
experience
of
active
duty
military
service
as
we
move
forward.
B
Please
remember
them.
Family
sacrifices,
the
commitment
to
serve
our
country
and
how
proudly
you
support
them.
All
we
want
to
do
is
the
best
for
them.
Chairman
flores,
I
really
appreciate
the
opportunity
to
work
with
you.
Once
again.
B
We
have
we've
accomplished
an
awful
lot
in
years
past
and
I
know
we're
going
to
continue
doing
so.
I
just
want
to
say,
on
behalf
of
the
ndvs
presentation
that
that
the
ndvs
is
actually
a
foundation
bedrock,
if
you
will
of
all
veterans
activities
that
take
place
in
the
state
of
nevada
works
with
all
organizations
and
works
very
well
with
us.
B
We
partner
directly
with
them,
and
we
certainly
appreciate
the
leadership
of
colonel
miller,
and
one
of
the
things
that
I
would
like
to
do
as
well
is
follow
up
with
a
a
email
to
the
committee
committee
manager
to
explain
who
the
uvlc
is
so
that
in
our
future,
endeavors
you'll
know
who
we
are
and
what
we
stand.
For.
With
that.
I
appreciate
your
time.
God
bless
you.
A
A
We
have
nothing
else
on
the
agenda,
but
I
I
just
wanted
to
give
everybody
a
heads
up
for
next
week
I
had
looked
at
the
possibility
of
maybe
on
monday,
starting
either
very
late
and
or
giving
us
the
opportunity
for
those
of
you
that
are
flying
back
home,
that
maybe
we
cancelled
the
hearing,
but
we
do
have
both
our
secretary
of
state
and
treasurer
coming
before
this
committee,
and
so
unfortunately,
I
know
that
I
was
trying
to
make
that
happen,
but
we
need
to
sit
down
with
them
and
have
an
opportunity
to
work
together.
A
Nothing
too
heavy
and
we'll
start
off
with
some
of
our
entities
or
excuse
me,
agencies
coming
before
us
and
bringing
forth
some
bills
that
I
don't
believe,
are
too
controversial
and
then
we'll
start
moving
into
other
stuff
as
a
month
moves
forward.
But
I
try
to
give
you
a
heads
up
of
what
we
intend
to
do
and
I
hope
that
you
all
enjoyed
this
first
week.
You
know
we
have
a
few
hiccups
here
and
there,
but
that's
normal.
We
expected
that.
I
appreciate
everybody's
attentiveness
and
working
hard.
A
I
I
and
I
appreciate
the
well
thought
out
questions
I
can
tell
that
we're
all
in
the
same
wavelength
of
just
trying
to
do
what's
best
for
our
state.
I'd
like
to
adjourn
today's
meeting
in
honor
of
just
all
those
amazing
women
and
men
who
have
stepped
up
and
carry
that
badge
of
veteran
now
we
know
that
this
country
would
not
be
what
it
is
without
those
sacrifices.