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From YouTube: 2/10/2021 - Assembly Committee on Government Affairs
Description
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A
C
D
E
C
G
H
A
President,
thank
you,
mr
terry,
and,
while
I
know
assemblywoman
constantine
was
unable
to
announce
herself,
please
let
the
record
reflect
that.
She,
in
fact,
is
president
in
the
committee.
I
can
see
concealer
thank
you
members
and
we
do
have
a
quorum
all
members
of
the
present
good
morning.
Members
thank
you
for
all
being
here
and
ready
for
another
great
day
of
government
affairs.
I
know
you're
all
as
excited
as
we
are.
We
have
two
two
great
folk
who
are
very
familiar
with
our
committee.
A
Coming
in
today
we're
going
to
take
the
agenda
in
the
order
it
appears.
I
want
to
remind
those
of
you
who
are
following
the
meeting
virtually
and
especially
those
of
you
who
are
logging
in
for
the
first
time
that
every
member
has
the
unique
setup
and
at
times
you'll
see
us
looking
in
various
different
directions.
That's
just
the
type
of
setup.
It
doesn't
mean
that
we're
not
paying
attention
during
the
presentation.
A
I
want
to
remind
members,
please
maintain
your
microphones
muted.
Unless
you
are
speaking,
please
keep
your
cameras
on
at
all
times
and
if
you
would
like
to
ask
a
question,
I
know
some
are
more
comfortable
with
simply
sending
me
a
message
that
works
and,
if
you're
comfortable
with
using
the
chat
that
works
as
well.
Just
whatever
is
easiest
for
you.
I
can
work
with
you
on
that.
A
Beyond
that,
I
want
to
remind
folk
that
we
do
have
two
bills
again
scheduled
for
friday.
I
want
to
give
you
an
opportunity
to
review
those
and
that
you
give
yourself
an
opportunity
to
go
through
the
agenda
so
that
you're
ready
for
that
friday.
Presentation
with
that.
I'd
like
to
open
up
the
presentation
from
our
very
own
attorney
general
ford
attorney
general
whenever
you're
ready
good
morning
and
welcome.
I
To
find
myself
on
the
screen
here
anyway,
good
morning,
everybody,
I
am
aaron
ford,
I'm
your
attorney
general.
It's
so
great
to
see
all
of
you,
many
of
you.
I
know,
because
I
served
with
many
of
you.
I
don't
know,
but
I've
seen
you
around
and
so
congratulations
to
all
of
the
new
assembly,
persons
on
your
wins
and
looking
forward
to
working
with
you
as
I've
indicated,
I'm
aaron
ford,
I'm
wearing
my
mask.
I
have
my
second
assistant,
christine
jones
brady,
in
a
room
with
me.
We
are
six
feet
apart.
I
I'm
going
to
take
my
mask
off
as
I
give
the
presentation,
however,
but
I
just
wanted
to
acknowledge
the
appropriateness
of
what
we're
doing
here.
I
also
want
to
acknowledge
those
who
are
on
the
screen
with
me
and
I'm
going
to
ask
them
to
unmute,
not
on
you
but
to
show
their
videos.
I
have
with
me,
as
I've
indicated
up
here
in
carson
city,
my
second
assistant,
christine
jones
brady.
I
have
in
the
south
in
the
attorney
general's
office
there.
I
G
I
Executive
team
in
our
general
counsel
position,
because
we
were
fortunate
to
have
a
fantastic
two-year
tenure
with
rachel
anderson,
who
is
a
poor
professor
at
uno,
beach,
boys,
school
of
law.
She
offered
to
give
me
two
years.
I
took
it
and
she
has
now
returned,
so
we
are
now
hiring
in
that
particular
position.
I
want
to
introduce
them
to
you
because
they
don't
know
this,
except
for
christine
jones
gravy.
I
I'm
going
to
have
them,
read
their
portion
to
you
because
they
are
responsible
for
so
many
aspects
of
this
office,
and
I
think
it's
important
that
you
get
to
know
everybody
on
my
team
that
helps
to
make
certain
that
we
have
an
attorney
general
attorney
general's
office
who
uses
the
hashtag.
Our
job
is
justice
as
what
it
is
that
we
do
so.
I
will
begin
my
presentation
as
follows.
I
B
I
I
We
provided
robust
constituent
services
to
nevadans
seeking
assistance
receiving
50
585
richard
eugene
of
sponsored
laws
to
protect
nevadans
during
the
last
legislative
session.
Some
of
you
may
recall:
14
bills
sponsored
by
my
office,
were
signed
into
law.
All
14
bills
received
strong
bipartisan
support
and
I
look
forward
to
working
with
you
all
again
this
year
to
pass
laws
to
improve
the
lives
of
nevada
families.
I
I
I
I
refer
to
these
priorities
as
the
five
c's
and,
if
you
were
to
ask
I've
been
to
the
vet,
virtually
anyone
in
any
of
our
offices
around
the
state.
What
my
five
c's
are.
They
could
articulate
them
because
they
absolutely
have
to
define
what
it
is
that
we
do
here.
Those
five
c's
are
constitutional
rights
and
the
protections
thereof,
criminal
justice
and
reform
consumer
protection,
client
service
and
community
engagement.
I
With
that,
I'd
like
to
turn
into
some
of
those
divisions
in
more
detail
to
explain
the
component
of
seeking
justice
for
nevadans
through
her
lens
I'd
like
to
offer
my
second
assistant
christine
jones
brady
the
microphone
so
that
she
can
explain
to
you
the
divisions
over
which
she
operates
and
manages.
D
D
In
the
past
two
years
this
division
has
chart
has
charged
several
murders,
including
the
1979
murder
of
a
reno
woman
thought
to
have
gone
cold,
elder
abuse,
murders
and
killings
in
nevada's
prison,
they've,
prosecuted,
hundreds
of
cases
from
child
sex
trafficking
exams
and
fraud
to
animal
review
fiscal
years.
2019
and
2020
workers,
compensation
and
insurance
fraud
units
filed
389
prosecutions
and
had
nearly
1.5
million
in
restitution
and
costs
awarded
to
the
state
as
prosec
as
a
prosecuting
agency.
D
It
is
particularly
important
to
me
that
whit
answered
the
office
attorney
general
ford
that
when
it
comes
to
criminal
justice
report,
we
do
not
just
talk
the
talk,
but
we
walk
the
law.
Our
office
has
adopted
new
internal
policies
to
ensure
that
our
charging
decisions
and
failed
requests
are
appropriate
and
ethical.
D
We
incorporate
the
victims,
wishes
whenever
practical
and
we
seek
justice,
not
vengeance.
The
post-conviction
unit
is
headed
out
by
chief
heather
proctor.
The
post-conviction
division
handles
petitions
for
habeas
corpus
in
state
and
federal
courts.
The
division
is
also
responsible
for
representing
the
state
in
death
penalty,
appeals
in
the
past
biennium,
the
division
handled
eleven
thousand
six
hundred
and
fifty
six
federal
haiti's
cases
and
five
thousand
seven
hundred
and
ninety
seven
state
habeas
cases.
D
D
The
consumer
protection
division
is
headed
by
the
consumer
advocate
ernest
figueroa,
the
consumer
protection
division
diligently
works
to
protect
nevada
consumers
from
economic
harm.
The
division
has
four
primary
areas:
both
areas
of
focus,
one
advocacy
for
rate
payers
before
the
public
utilities,
commission
and
federal
energy
regulatory
commission
to
ensure
ratepayers
receive
reliable
utility
service
at
a
reasonable
cost.
D
In
the
past
two
years,
this
division
has
been
responsible
for
bringing
tens
of
millions
of
dollars
to
the
state
as
a
result
of
settlement
companies
violated
nevada's
consumer
right,
such
as
consumer
data
breaches
of
note.
We
negotiated
a
settlement
in
the
t-mobile
merger
to
guarantee
that
every
t-mobile
job
in
nevada
will
stay
in
nevada
and
employee
bargaining
rights
will
be
correct.
D
This
team
is
also
responsible
for
responding
to
thousands
of
proven
19
related
complaints,
such
as
price,
gouging,
failure
to
issue
refunds,
illegal
evictions
and
scams.
The
vcp
as
we
call
them
bureau
of
consumer
protection,
also
represents
great
payers
before
the
public
utilities
position,
saving
them
from
increased
utility
costs,
especially
due
to
the
fiscal
impact
of
the
pentagon.
D
This
includes
litigating
a
general
rate
case
before
the
public
utility
commission,
resulting
in
120
million
dollar
credit
to
ratepayers
in
southern
nevada.
Consumer
protection
staff
also
helped
nevadans
protect
themselves
from
fans
through
the
community
throughout
through
community
outreach
and
education
program.
I
Thank
you,
cj
cj
joined
us
soon
after
I
was
elected,
she
was
a
former
public
defender
and
has
been
an
integral
asset
to
all
that
we
do
over
the
provisions
in
which
ceo
that
she
oversees
and
so
thank
you
again.
I
want
to
introduce
her
to
you.
I'm
going
to
read
these
next
couple
provisions,
but
I
want
next
up
is
going
to
be
kyle
george,
who
is
my
first
assistant,
but
let
me
first
speak
quickly
to
the
domestic
violence.
I
Ombudsman
role
that
we
have
here
in
our
office,
nicole,
reilly
nevada,
holds
the
unacceptable
distinction
of
being
one
of
the
worst
states
for
domestic
violence.
Probably
all
knew
that
the
domestic
violence
ombudsman
serves
as
a
liaison
with
all
state
and
local
partners
on
issues
related
to
domestic
violence,
sexual
assault
and
human
trafficking.
The
ombudsman
serves
as
a
state
level
coordinator
with
oversight
of
many
of
many
programs
and
initiatives,
including
the
statewide
committee
on
domestic
violence
and
nevada.
Vine.
I
Nevada
vine
is
a
statewide,
automated
system
that
allows
victims
to
receive
timely,
accurate
information
on
the
custody
status
of
offenders
jessica,
adair.
My
chief
of
staff
may
want
to
offer
more
insight
on
that.
She
is
also
very
instrumental
in
all
that
we
do
in
this
arena,
especially
when
it
comes
to
our
legislative
priorities.
On
that
the
next
division
I
want
to
speak
to
is
a
division
that
was
begun
by
my
predecessor,
adam
laxol.
To
his
credit,
it
was
a
fantastic
initiative
and
I
have,
in
my
administration,
continued
it.
I
It
is
the
office
of
military
legal
assistance
run
by
special
assistant
attorney
general
nick
dana
the
office
of
military
legal
assistance
omla
for
short,
provides
pro
bono,
legal
advice
for
veterans,
military
families
in
civil
matters
and
is
the
first
of
its
kind
in
a.g
offices
across
the
nation.
In
fact,
it's
become
a
blueprint
that
many
have
copied
over
the
course
of
the
last
few
years
to
implement
their
own
program.
I
Even
during
the
pandemic,
the
omla
continued
operating
virtually
particularly
assisting
military
families
facing
evictions,
and
with
that
I'd
like
to
introduce
you
to
my
first
assistant
and
she's
cj's,
my
second
assistant
coz,
my
first
assistant,
but
that's
all
because
I
had
to
use
numbers.
They
are
equal
and
on
par
and
they
have
a
very
important
roles
within
our
office
and
with
that
I'd
like
to
offer
a
crowd.
The
microphone
to
talk
about
representing
our
state
go
ahead.
J
Thank
you
general
ford,
good
morning
committee,
mr
chairman,
for
director
my
name
is
kyle
george,
I'm
the
first
assistant
attorney
general.
As
general
ford
indicated.
I
did
not
have
a
heads
up.
I
will
be
reading
this,
so
bear
with
me.
The
office
of
attorney
general
represents
all
constitutional
offices
and
state
executive
branch
agencies,
as
well
as
many
statutory
boards
and
commissions.
J
The
attorneys
within
these
divisions
have
broad
range
of
expertise,
including
the
fields
of
state
and
local
taxation,
business
law,
regulatory
law,
election
law,
employment
law,
constitutional
law
and
civil
litigation.
It
is
in
these
divisions
that
my
private,
that
attorney
general,
is
for
the
priority
of
client
services.
Paramount.
Although
staff
often
find
ways
to
incorporate
other
priorities
as
well,
including
protection
of
constitutional
rights.
J
Our
gaming
division
is
led
by
chief
darlene
caruso
and
the
staff
of
the
gaming
division
division
advised
the
nevada
gaming
commission,
the
state
gaming
control
board,
the
athletic,
the
nevada
state,
athletic
commission
and
the
nevada
gaming
policy
committee.
In
addition
to
daily
legal
advice,
staff
also
represent
the
board
and
commission
at
monthly
public
meetings.
J
J
Aboard
an
open
government
division
is
landed
by
chief
rosalie
bordelov
and
the
board
of
boards
and
open
commission.
Excuse
me.
The
boards
and
open
government
division
provides
counsel
to
all
nrs
title
54,
occupational
licensing
boards
on
administrative
law
and
procedure,
administrative
rulemaking,
the
law
of
license
insurance
and
open
meeting
law
deputies
in
division,
10
meetings
of
the
boards
and
commissions,
as
well
as
service
prosecutor
and
board
council
in
disciplinary
proceedings
against
licensees
staff,
are
also
responsible
for
enforcing
the
open
meeting
law
for
all
public
bodies.
J
The
oag
advises
dhhs
on
some
of
the
most
critical
matters
of
nevadans,
which
includes
services
at
its
divisions
of
healthcare,
finance
and
policy,
medicaid
welfare
support
services,
health,
mental
health
and
developmental
services,
aging
services
and
the
division
of
child
and
family
services.
As
you
can
well
imagine,
this
team
has
been
absolutely
critical
of
the
state's
covert
19
response
over
the
past
year.
J
The
officers
attorney.
Excuse
me,
the
attorney
general's
office
personnel
division
is
led
by
chief
cameron,
vandenberg,
and
this
division
advises:
executive
branch
departments,
divisions
and
agencies
on
employment
law,
including
administrative
hearings
regarding
discipline
of
state
employees,
judicial
overview
review
of
administrative
proceedings,
resolution
of
grievances
before
the
employee
management
committee
and
litigation
in
state
and
federal
court
regarding
employment
relationships.
J
Our
public
safety
division
is
led
by
chief
randy
gilmer.
The
public
safety
division
advises
the
department
of
corrections
and
provides
representation
in
all
inmates.
Related
litigation,
including
property
and
constitutional
claims.
Captains
in
this
division
also
participate
in
the
inmates
mediation
program,
a
unique
program
of
alternative
dispute
resolution
for
inmates
almost
done.
I
Thank
you
so
much
kyle
kyle
joined
this
office
soon
after
I
got
here
as
well
with
a
varied
experience,
including
as
a
prosecutor
in
mineral
county,
a
congressional
staffer,
a
a
doctoral
student
in
chemistry
and
has
a
wide
a
great
background
and
offers
a
lot
to
the
officer.
So
thank
you
so
much
kyle.
I
wanted
you
all
to
meet
him
as
well.
I'd
like
to
introduce
you
to
heidi
perry,
stern.
I
have
known
her
longer
than
anybody
in
this
office
20
years.
I
She
and
I
go
back
as
co-clerks
for
the
nine
checker
club
appeals
here
and
she
is
my
solicitor
general,
a
very
smart
paragraph,
but
a
very
big
part
of
this
office
and
heidi.
If
you
wouldn't
mind.
C
Thank
you
so
much
and
good
morning,
solicitor,
general
heidi
stern.
The
office
of
the
solicitor
general
oversees
all
appeals
before
the
nevada
court
of
appeals,
the
nevada
supreme
court
and
the
ninth
circuit
court
of
appeals.
It
also
houses
the
complex
litigation
division,
which
is
a
team
of
highly
specialized
and
experienced
attorneys
who
work
with
staff
in
all
divisions
on
complex
matters
or
cases
that
expose
the
state
to
great
financial.
I've.
I
Indicated
a
small
paragraph
but
believe
me,
she's
been
one
of
the
busiest
in
our
office,
especially
during
covert.
I
talked
about
having
five
c's,
that
six
c
that
I
didn't
introduce
that
was
thrust
upon
us
was
coveted
and
heidi
perry.
Cern's
group,
especially
the
complex
litigation
and
the
public
group,
has
been
very
busy
over
there.
So
thank
you
so
much
heidi
I'd
like
to
introduce
you
now
to
my
chief
of
staff
jessica.
There.
I
I
have
a
lot
of
bosses
here
in
this
office,
400
to
be
exact
but
she's,
probably
the
bossiest,
and
but
that's
because
she
has
a
lot
a
lot
to
do
here
so
jessica.
If
you
wouldn't
mind
introducing
yourself
and
telling
us
what
you
do
with
the
office.
K
Thank
you
attorney
general
ford,
jessica.
Dare
to
staff
for
the
record,
I'm
proud
to
oversee
our
administration
division.
The
office
of
the
attorney
general
is
one
of
is
more
than
one
of
the
largest
law
firms
in
the
state.
It
also
represents
a
constitutional
office
elected
by
the
people
of
nevada
to
serve
our
state.
The
office
of
attorney
general
has
a
lean
yet
efficient
staff
who
support
the
daily
functioning
of
a
large
agency.
K
K
The
constituent
services
unit
is
responsible
for
attending
to
all
complaints,
concerns
and
questions
sent
to
the
office
of
the
attorney
general
csu
staff
processed
over
18
000
emails
and
complaints
in
2019
and
over
32
000
emails
and
complaints
in
2020.
This
does
not
include
the
many
thousands
of
phone
calls
and
walk-ins
to
the
office.
K
The
administration
division
also
houses,
the
chief
financial
officer
who
oversees
fiscal
analysts,
tort
claims,
administration
and
the
grants
unit.
The
grants
unit
is
currently
administering
17
grants
for
a
total
of
nearly
16
million
dollars.
The
grants
unit
manages
several
federal
programs
focusing
on
supporting
victims
of
domestic
violence
and
sexual
assault,
elder
exploitation
and
youth
gang
suppression.
K
I
Thank
you
so
much
jessica
and
again
she's
very
important
to
the
office.
She
essentially
oversees
every
operational
component
that
you
could
imagine,
and
so
thank
you
so
much
for
your
work
on
that.
So
listen
committee.
Looking
forward,
it's
clear
that
we
have,
as
elected
officials,
a
lot
of
work
to
do
in
order
to
build
some
trust
in
the
community.
Our
nation
and
our
state
are
divided
and
trust
in
our
government
is
broken.
I
Many
of
our
neighbors
trust
what
they
read
on
the
internet,
more
than
the
people
that
live
with
them
in
their
communities
and
the
people
who
are
elected
to
represent
them.
As
I've
often
said
as
representatives
of
the
government,
there
are
three
types
of
communities
in
which
we
must
seek
to
build
trust.
We
must
augment
trust
in
communities
who
have
always
believed
in
the
government.
I
A
Thank
you
again,
attorney
general
ford.
It's
always
a
pleasure
to
have
you
here
and
I
wanted
to
personally
thank
you
and,
namely
all
the
folk
around
you
as
you
understand
how
important
they
are
for
all
the
work
they've
done
during
this
pandemic.
There
is
no
question
that
you
all
have
been
stepping
up
and
doing
great
work
in
the
community,
and
I
just
wanted
to
applaud
you
and
thank
you
for
that.
I
know
we
still
got
a
lot
of
work
to
do
but
you're
committed
to
that
task.
A
So
I
just
wanted
to
say
thank
you.
We
appreciate
your
service.
We
have
a
few
questions,
we'll
start
off
with
assemblywoman
black.
Please.
E
Mr
chair
and
thank
you,
mr
attorney
general.
My
question
is
relating
to
the
opioid
crisis.
According
to
an
article
in
the
new
york
times
on
february
3rd
of
this
year,
49
of
50
states
have
settled
with
mckenzie
and
company
for
their
role
in
the
opioid
crisis,
which,
with
myself
included,
affects
a
lot
of
our
lives.
In
addition
to
the
49
states,
washington
dc
and
five
territories
are
settled.
Could
you
explain
to
this
committee?
I
I
First,
yes,
I
know
something
about
this
case
that
you
know
and
that
other
states
do
not,
and
that
is
our
state
law
is
a
lot
more
favorable
for
us
being
able
to
prevent
to
protect,
provide
abatement
services
to
our
citizenry
to
our
residents,
those
who
have
been
gravely
affected
by
the
opioid
crisis.
We
are
still
in
conversations
with
mackenzie
on
this
issue,
but
what
we
would
not
do
is
take
an
amount
that
was
insufficient
to
address
issues
that
were
properly
caused
partially
by
mckinsey,
so
stay
tuned
cinema
black
in
that
regard.
I
If
we
are
able
to
come
to
an
assumption,
we
will
do
so.
If
not,
we
have
a
lawsuit
ending
that
will
be
including
them
and
we
will
be
recovering
after
we
win
that
lawsuit.
I
am
entirely
confident
on
that.
So
hopefully
that
answers
your
question
but
again
stay
tuned.
H
Thank
you,
mr
chairman
attorney
general
for
good
morning.
Thank
you
so
much
for
your
presentation
and
for
being
with
us
here
today.
I
had
a
question
regarding
the
office
of
military
legal
assistance.
I'm
glad
to
see
you
continue
that
program
and
glad
to
know
that
mr
dana
is
continuing
to
to
work
hard
in
that
role.
I
know
that
one
of
the
challenges
that
comes
up
often
with
our
veterans
community,
is
information
on
how
to
gain
access
to
some
of
the
you
know,
services
that
are
offered
to
them.
H
I'm
wondering
what
systems
are
in
place
in
your
office
to
make
sure
that
our
veterans
are
aware
of
omla,
that
they
know
how
to
access
those
services.
Is
this
something
that
that
you
do
in
conjunction
with
the
office
or
the
department
of
veterans
services?
I'm
just
kind
of
wondering
what
kind
of
communications
apparatus
you
have
in
place
to
make
sure
that
our
veterans
know
about
this
program?
Thank
you.
I
Yeah,
my
pleasure
and
great
to
see
you
again,
mr
matthews,
I
think
you
and
I
used
to
correspond
quite
frequently
when
I
was
in
the
senate,
and
you
were
over
at
npri
great
to
see
you
congratulations
to
you
on
your
win
as
well.
I'm
going
to
enlist
elicit
some
support
for
this
answer
with
yep
she's
raising
her
hand
right
now.
I
will
say
briefly,
though,
that
absolutely
we
have
partnerships
throughout
the
entirety
of
our
state
with
veteran-based
organizations.
I
Other
pro
bono
based
organizations-
and
we
do
our
own
advertising
and
mr
dana,
who
still
serves
our
country
in
the
military,
is
great
in
this
particular
arena,
but
jessica
darren.
My
chief
of
staff
can
offer
some
more
insight.
K
Thank
you
for
the
question,
assemblyman
jessica.
Dare
for
the
record,
I'm
so
glad.
You
asked
us,
because
I
love
to
talk
about
the
office
of
military
legal
assistance.
It's
one
of
my
favorite
programs
in
this
office.
I'm
really
proud
of
special
assistant
nick
dana,
as
well
as
our
program
manager,
brian
mcdonald,
who
have
done
yellman's
work,
developing
this
program
and
expanding
it.
K
So
one
of
the
exciting
things
that
they
did
prior
to
copenh
was
develop
a
partnership
with
the
department
of
veterans
services
and
with
the
va
specifically
so
when
they
have,
they
have
quarterly
clinics
where
they
go
to
the
va's,
where
the
veterans
are
already
receiving
services,
they
set
up
tables
and
a
partnership
within
partnership
with
the
department
of
veterans
services.
K
So
it's
a
really
exciting
program
because
they
have
been
able
to
work
with
the
community,
the
veterans
community
here
in
nevada
and
federally
to
to
get
all
of
those
services
to
the
veterans
in
terms
of
public
outreach.
We
work
with
our
communications
department,
as
well
as
local
media,
to
advertise
those
those
clinics
and
then
we're
always
available
by
phone.
If
anybody
has
a
question
of
our
omola,
they
can
call
our
omla
staff
directly
and
they
are.
K
They
will
connect
them
with
pro
bono
legal
assistance
or
provide
that
legal
assistance
or
offer
a
referral
to
resources
that
they
may
need
that
aren't
necessarily
legal
assistance
related.
H
Thank
you
to
you
both
and
and
thank
you,
mr
attorney
general,
for
your
kind
words.
I
appreciate
that
thanks,
mr
chairman,.
C
Thank
you
chair.
Thank
you
to
the
attorney
general's
office
and
your
team
for
doing
the
presentation
today.
It's
always
a
pleasure
to
see
you
and
continue
to
work
together
towards
creating
a
better
nevada.
I'm
just
wondering
if
you
could
talk
a
little
bit
more
about
the
allocation
of
the
vawa
sasp
and
the
stop
grant
funds
and
talk
a
little
bit
about
how
much
of
that
is
going
into
victim
services.
I
K
Thank
you,
assemblywoman
jessica.
Dare
for
the
record,
I'm
glad
you
asked
this
question
and
it's
another
one
of
my
favorite
things
to
talk
about,
and
I
know
that
your
attache
has
been
in
touch
with
our
grants
manager
on
this
program.
Specifically,
so
our
office
is
the
statewide
administrator
for
vawa
violence
against
women
act
funding.
It's
a
federal
program
grant
so
the
way
that
that
is
different
from
a
grant
in
which
our
office
has
to
apply
for
and
be
ex
awarded
funding.
K
We
are
awarded
this
funding
every
year
so
long
as
the
state
of
nevada
is
meeting
the
terms
of
the
grant
like
every
other
state
and
that
that
allocation
is
essentially
population
based
from
the
federal
government.
So
once
we
receive
that
our
notification
from
the
federal
government
that
we
have
received
that
program
grant
every
year
there's
two
different
kinds
of
funding
from
from
bawa.
As
you
indicated,
it's
stop
and
sass
stop
is
dedicated
towards
domestic
violence.
Funding
and
sas
is
dedicated
to
sexual
assault
funding
each
of
those
program.
K
Each
of
those
grants
is
a
little
bit
different
in
terms
of
their
terms
and
conditions,
as
well
as
a
a
specified
amount
that
has
to
be
given
to
different
categories
of
grantees
and
that
is
determined
by
the
federal
government.
So
once
we
get
that
that
amount,
we
put
up
a
notice
of
solicitation.
We
announced
that
publicly
through
a
press
release,
and
we
also
will
advise
service
providers
and
law
enforcement
agencies
across
the
state.
K
So
there
is
a
specific
set
aside
for
stop
specifically
for
law
enforcement
agencies
that
they
have
to
be
awarded
that
percentage
of
the
grant.
So
after
we
we
put
out
the
solicitation,
we
received
the
applications.
We
also
do
webinars,
so
our
so
our
grantees
are
successful
or
our
applicants
are
successful.
These
federal
grants,
as
you
can
can
imagine,
are
a
very
tedious
and
cumbersome
applications,
so
we
do
those
webinars
so
that
they
understand
what
a
successful
application
looks
like
once
we
get
all
those
applications.
K
We
have
a
committee
that
we
put
together
of
folks
who
are
knowledgeable
on
these
issues
and
that
committee
meets
for
about
two
days
and
we
review
all
of
the
applications
and
using
a
scoring
mechanism
from
the
federal
government.
We
score
all
of
the
applications
and
then,
after
that
we
make
determinations
as
to
who
has
submitted
successful
applications
and
within
the
parameters
set
by
the
federal
government.
How
much
money
can
we
can
we
distribute?
K
I
will
note
that,
for
both
stop
and
sass,
it
is
intended
to
be
seed.
Grant
funding.
So
a
big
part
of
those
applications
is,
can
a
grantee
show
that
they
are
able
to
continue
a
sustainable
funding
mechanism
beyond
the
life
of
that
grant,
which
frankly,
can
be
very
difficult
for
grantees
when
they
receive
some
funding
for
one
year
and
then
they
have
to
go
somewhere
else
to
continue
funding
that
program.
K
I'm
happy
to
send
you
more
information
about
that
solicitation.
I
believe
it
is
in
march
that
we
are
going
to
be
putting
that
out.
I
was
very
happy
to
be
part
of
the
committee
that
reviewed
those
grants.
Last
go-around
and
it's
a
fantastic
program,
and
and
particularly
for
the
state
of
nevada,
where
we
have
such
high
rates
of
domestic
violence
on
the
stock
program
specifically
and
our
service
providers
and
law
enforcement
agencies
across
the
state
are
really
doing
some
incredibly
groundbreaking
work
on
these
subjects.
K
So
it's
really
exciting
to
be
able
to
to
fund
that
work.
A
And
thank
you,
madam
vice
chair.
Next,
we
can
go
to
assemblywoman
brownmay.
E
Thank
you
chair.
I
appreciate
the
opportunity.
Thank
you
attorney
general
ford
for
your
presentation.
We
really
appreciate
all
of
the
wonderful
efforts
that
you
and
your
team
have
done
throughout
this
very
trying
last
year
in
particular,
my
question
is
relative
to
consumer
protection
and
how
it
relates
to
eviction
efforts
right.
E
So
many
of
the
residents
and
assembly
district
42
that
I
represent
are
really
concerned
about
this
issue,
and
I
know
that
you've
you've
been
very
robust
in
responding
to
eviction
protections
and
I'm
curious
to
know
if
you
could
share
with
us
your
philosophy
and
perhaps
some
of
the
great
results
that
we
can
look
forward
to
in
the
future,
as
well
as
what
you've
accomplished
today.
I
Yeah,
congratulations
of
sending
woman
brown
may
on
your
appointment.
Looking
forward
to
working
with
you
when
I
was
in
the
state
senate
assembly,
district
42
was
the
northern
part
of
district
11,
and
so
I'm
very
familiar
with
that
district
in
that
area
and
very
in
good
hands
with
you.
So
thank
you
so
much
for
your
service.
I
To
answer
that
briefly,
but
I'm
going
to
offer
my
second
assistant
christine
jones
brady
the
opportunity
to
add
more
because
she
oversees
that
division,
we
were
busy.
We
were
very
busy,
especially
at
the
outset
of
covert.
When
the
governor
issued
his
eviction
moratorium,
we
filled
it
tons
of
questions
from
apartment
complexes
that
didn't
understand
some
that
did
understand
but
wanted
to
break
the
rules
and
then
also
from
landlords
and
tenants
who
were
looking
to
try
to
find
ways
to
work
together.
I
We
kept
a
lot
of
people
in
their
homes.
It
was.
It
was
hard
to
stay
home
from
when
for
nevada
you
had
no
home
to
stay
in,
and
so
the
eviction
moratorium
was
a
very
big
component
of
what
our
human
protection
division
had
to
oversee.
Let
me
offer
cassini
jones
brady
an
opportunity
to
offer
a
few
more
comments
on
that.
D
With
the
consumer
protections
role
in
that
one
of
the
things
we
did
as
general
gorgeous
indicated
was
field,
our
lines
remained
open
to
talk
to
people
during
this
time
and
our
main
role
initially
was
as
support
to
local
law
enforcement
and
local
communities
who
were
dealing
directly
with
people
who
were
objecting
to
either
their
eviction
or
landlords.
Who
were
trying
to
evict
someone
who
maybe
was
breaking
the
law.
D
So
there
were,
there
was
a
balancing
act
that
we
did
or
a
test
where
we
would
literally,
our
our
goal
was
not
to
arrest
people
not
to
you
know,
throw
landlords
in
jail
or
anything
like
that.
D
Our
goal
was
to
serve
as
a
community
liaison
prosecute
if
we
needed-
and
I
think
we
came
away
with
one
or
two
prosecutions
of
illegal
evictions,
but
mostly
we
were
trying
to
prevent
evictions
and
encourage
the
landlords
and
the
tenants
to
work
together
with
law
enforcement
to
make
sure
that
people
were
able
to
remain
in
their
homes
during
a
very
contagious
period
of
covet.
I
Yeah-
and
I
will
wrap
up
this
answer
by
also
indicating
that
we
gave
two
million
dollars
of
settlement
funds
to
for
emergency
rental
assistance,
try
to
help
people
during
this
time
period,
and
we
also
put
out
information
in
english
and
spanish
to
try
to
help
folks
and
get
translations
into
other
main
languages
in
our
state
as
well.
I
A
And
thank
you
assembly
when
somebody
wanted
for
that
question.
A
I
think
there
isn't
a
member
on
this
panel
who
didn't
have
the
opportunity
to
hear
from
both
sides
of
that
conversation,
how
it
was
so
difficult
for
us
to
have
to
ensure
nevada
can
stay
home
and,
at
the
same
time
making
sure
that
landlords
were
not
a
financial
situation
where
they
were
at
risk
of
a
whole
host
of
things,
and
I
think
we
still
see
some
of
that
manifesting
now
and-
and
we
will
see
a
manifest
later,
so
I
think
it's
it's
a
hard
line
to
walk,
but
we're
doing
the
best
we
can
next
I'd
like
to
go
and
assembly
menelaus,
and
I
was
going
to
go
to
you
and
I
apologize.
C
Sorry
about
that-
and
it
was
quite
all
right-
yeah
good
morning-
attorney
general
ford.
It's
always
nice
to
see
you
a
quick
question.
I
actually
have
two.
First
of
all,
I
really
I'm
one
of
those
weirdos
that
really
enjoyed
reading
the
whole
policy
book
great
information
on
it.
The
first
question,
though
I
had,
has
to
do
with
page
19
with
the
housing
where
you
stated
that
or
the
the
office
stated
that
it
looks
like
there's
going
to
be
some
more
housing
issues
coming
up
with
mortgage.
C
I
Well,
first
off,
congratulations
to
you
almost
called
you
by
your
first
name,
madam
assistant
woman,
but
congratulations.
We've
been
friends
for
a
while
and
I'm
happy
to
see
you
serving
our
state
in
this
way.
You
know.
I
think
this
was
predominantly
a
a
warning
to
let
you
know
that
this
is
coming
helping
to
draft
this
was
just
there,
but
also
involved
in
this
conversation
was
christine
jones
brady.
I
want
to
give
them
the
opportunity
if
they
want
to
chime
in
here.
The
response.
D
Some
of
those
thank
you
christine.
D
Record
some
of
those
numbers
are
estimates
that
come
that
are
based
relative
to
unemployment
rate.
So
when
they
there
are
some
calculations
that
the
division
was
able
to
make
that
if
there
were
so
many
people
who
have
lost
their
jobs,
then
they
could
anticipate
a
certain
number
that
would
be
at
risk
of
losing
their
housing.
C
Thank
you
that
that
totally
makes
sense
to
me
and
then
the
second
question
has
to
do
with
the
with
the
covet
19
responses.
I
just
wanted
to
bring
up
how
much
I
appreciated
the
work
that
you
all
did
on
open
meeting
laws
and
allowing
that
to
be
done
virtually.
Do
you
think
that
there's
going
to
be
some
possible
long-term
changes
that
need
to
be
made
for
open
meeting
laws
because
of
some
lessons
learned
from
this
and
allow
for
more
accessibility
for
possibly
doing
more
testimony
via
zoom
etc?
C
Or
do
you
feel
that
the
current
language
is
appropriate.
I
Well,
I
appreciate
that
I'm
going
to
practice
kyle
george's
response
to
overseas,
oh
and
also
just
videos
response
to
who
work
in
this
area
as
well.
I
will
say
this
as
a
general
matter.
Covet
has
taught
us
a
few
things
about
being
efficient
and
being
effective
while
having
to
work
from
home,
and
we
have
had
to
do
that.
I
We
remain
essential
to
to
the
assistance
of
nevadans
and
the
old
meetings
law
work
that
we
did
with
the
governor's
office
and
others
to
ensure
that
the
state's
work
to
continue
with
the
level
of
transparency
was
important
in
that
regard.
So
let
me
let
my
southern
team
speak
up
on
this
real,
quick.
K
Thank
you
ag
ford,
thank
you,
assemblywoman
jessica,
dare
for
the
record,
and
I
worked
closely
with
first
assistant
kyle
george
on
this
issue,
and
I
don't
want
to
steal
the
thunder
of
one
of
your
fellow
committee
members
who
we've
been
working
with
on
this
issue
in
particular,
and
a
possible
legislative
solution.
One
of
the
things
that
we
learned
in
terms
of
like,
like
aj
ford
mentioned
how
we
can
do
better,
is
increasing
transparency
in
the
government
by
using
virtual
technology
so
that
more
people
can
participate
in
public
meetings.
K
So
it
is
I
we
we
filled
many
complaints
with
when
we
have
public
bodies
that
meet
in
one
physical
location.
Most
of
the
state
can't
travel
to
attend
that
physical
meeting.
K
There
isn't
a
means
to
attend
virtually
or
telephonically,
and
sometimes
that
meeting
happens
at
a
time,
that's
quite
inconvenient
for
most
of
the
public,
either
during
the
day
or
sometimes
that
evening
in
the
evening,
if
a
person
has
children,
they
have
to
find
child
care
in
order
to
attend
that
meeting.
So
we've
actually
had
a
really
great
experience
with
these
public
meetings
meeting.
K
Virtually
though
we
want
to
ensure
that,
even
though
we
have
virtual
meetings
that
there
is
a
mechanism
for
those
who
don't
have
internet
access
to
make
sure
that
they
can
still
participate
in
those
meetings
for
one
and
two
that
we
have
a
mechanism
to
ensure
public
comment,
so
we
that
was
one
thing
that
public
bodies
had
to
figure
out
how
to
deal
with
at
the
beginning
of
the
pandemic,
especially
when
we
didn't
have
the
technology.
That
would
accept
public
comment.
K
I
think
the
the
experience
that
we're
we
have
right
now
in
this
legislative
hearing
is
one
that
shows
that
we
actually
can
use
technology
in
a
way
that
allows
public
participation
and
anyone
can
watch
from
home
or
from
work
without
having
to
travel
to
a
a
remote
part
of
the
state
that
might
be
for
them
if
they
live
in
eastern
nevada,
for
example.
So
thank
you
so
much
for
that
question
and
we
look
forward
to
working
with
you
and
your
committee
on
this
issue
in
the
future.
A
Thank
you
assemblywoman
and
for
our
final
question,
we
have
assemblyman
ellison.
Please.
G
Thank
you,
mr
chairman
and
mr
ford,
thank
you
for
putting
on
the
presentation.
G
I
know
you've
worked
really
hard
with
a
lot
of
these
programs
and-
and
you
know,
and
I
was
on
one
or
two
of
them,
but
can
you
tell
us
what's
going
to
go
on
on
the
future
with
you
know
these
people
that
are
you
know
going
after
children
and
and
kind
of
trying
to
think
of
the
word?
I
lost
it
in
my
head,
but
what
they're
doing
is
you
know
the
truckers
were
helping?
G
You
were
helping
and
all
these
people
trying
to
stop
this
from
gathering
these
children
up
and
moving
around
the
country
or
wherever
could
you
answer
that.
I
Cylinder,
nelson
great
to
see
you,
I
hate
that
I
didn't
get
to
make
it
out.
The
elbow
got
more
poetry
this
year,
but
I
look
forward
to
getting
back
up
there
and
saying
hi
to
you.
I
I
think
I
understand
your
question.
I
believe
you're
asking
about
human
trafficking
is
that
right.
G
Yes,
sir,
I
am
sorry,
I
got
one
of
them
headaches
today.
Yes,
and
you
know,
we
talked
about
that
several
times
about
the
human
trafficking
and
what
they
were
doing
and-
and
I
know
that
there's
a
lot
of
people
worked
on
this,
but
you
kind
of
seem
to
take
taking
this
very
personal
and
was
following
it
really
well.
Can
you
tell
us
where
you're
going
to
go
from
here.
I
I
can
offer
some
insight
into
that.
Yes,
I'll
also
click
on
jessica
there
who
is
intimately
engaged
and
involved
in
that
area
as
well.
We
have
a
criminal
prosecutor
here
who
works
in
specifically
child
exploitation,
issues
and,
to
the
extent
there's
overlap
with
sex
trafficking,
human
trafficking
and
children
she's
actively
engaged
in
that
we
have
an
ombudsman
officer
as
well
that
works
as
I've
educated,
not
just
on
domestic
violence,
but
on
human
and
sex
trafficking
as
well.
I
I
Last
week
I
did
a
psa
with
uber
talking
about
sex
trafficking
so
that
they
could
see
and
be
able
to
report
instances
when
they
see
it
going
on
the
truckers,
as
you've
indicated,
I
haven't
worked
with
them
as
of
late,
but
we've
worked
with
them
in
the
past
to
put
on
information
and
as
much
as
we
could
to
help
bring
some
some
shed.
Some
light
on
the
fact
that
it's
taken
place
and
to
give
let
people
know
what
the
warning
signs
look
like.
I
I've
spoken
to
children,
youth
groups
on
this
issue,
and
you
are
right.
We
are
intimately
actively
involved
in
trying
to
eradicate
human,
human
and
sex
trafficking,
and,
unfortunately,
nevada
remains
at
the
top
of
the
list
when
it
comes
to
that,
I
had
a
conversation
and
I
will
keep
it
to
myself
brought
up
to
with
whom,
but
we
are
looking
for
other
other
local
law
enforcement
to
engage
with
community
partnerships
to
affect
this
and
address
this
as
well.
So
that's
what
the
future
looks
like.
I
We
will
continue
moving
forward
on
trying
to
prosecute
these
cases
on
trying
to
work
on
the
what
we
call
the
demand
side
of
this.
You
know
dealing
with
pimps,
who
often
times
help
feed
into
the
human
trafficking
side
of
things
and
ensuring
that
we
vigorously
enforce
the
law.
In
that
particular
arena.
I
have
jessica
adair
who
works
with
our
ombudsman.
I
have
christine
jones
brady,
who
works
with
our
prosecutors
and
I'm
going
to
give
them
both
the
ability
to
chime
in
if
they'd
like
to
you.
Don't
have
to
but.
G
Follow
up,
if
I
may,
sir,
and
then
one
one
question,
maybe
before
I
get
this
other
answer,
is
there
a
way
to
increase
the
penalties
for
these
that
are
caught?
You
know
exploiting
children
and
women?
G
I
Well,
I'm
just
gonna
answer
that
real
briefly
and
say:
that's
on
y'all,
that's
on
the
legislature
to
make
a
determination.
In
that
regard,
I
will
say
that
there
is
a
general
consensus
that
these
folks
need
to
be
punished
and
they
need
to
be
dealt
with
so
to
the
extent
there's
there's
an
appetite
for
it.
We
can
absolutely
engage
in
that
conversation
around
that.
We,
I
believe
that
we
have
bills
that
may
attempt
to
do
some
of
that
as
well.
I
But
that's
a
great
question
and
again
let
me
let
jessica
and
cj
chime
in
and
y'all
can
address
both
of
those.
Please.
K
Jessica,
dear
chief
of
staff,
for
the
record
so
to
your
the
latter
part
of
your
question,
we
did
have
a
bill
last
year
that
this
legislative
body
passed
that
strengthened
laws
that
dealt
with
the
solicitation
of
children
specifically,
so
we
were
really
excited
to
work
with
the
legislature
last
year
on
that
issue.
If
you
have
another
bill
that
addresses
those
subjects,
we
would
be
happy
to
talk
to
you
about
that.
K
So
part
of
one
of
the
best
parts
of
my
job
is
working
with
our
ombudsmen
for
domestic
violence,
human
trafficking
and
sexual
assault,
nicole
riley,
she
is
working
very
diligently
across
the
state
on
this
issue.
The
fact
of
the
matter
is
that
most
trafficking
occurs
in
our
backyard,
and
most
traffickers
are
those
who
are
in
our
neighbors.
Unfortunately,
so
that's
really
what
we
need
to
focus
on
and
and
when
aj
ford
talks
about
focusing
on
the
demand
side.
K
That's
one
thing
that
nicole
and
local
law
enforcement
agencies
have
been
working
on
and
what
we
mean
by
that
is
we're
focusing
on
the
buyers,
those
who
are
seeking
children
and
what
we,
how
we
do,
that
is
through
staying
operations,
that,
thanks
to
a
bill,
the
bill
that
we
passed
last
year,
we're
able
to
do
with
online
advertisements.
So
we
don't
have
to
use
any
any
actual
human
child
in
order
to
to
do
these
sting
operations.
K
So
a
law
enforcement
officer
will
post
an
advertisement,
a
person
seeking
that
advertisement
will
show
up
at
a
house
and
they
are
arrested.
So
one
of
the
they
have
a
wonderful
operation
up
in
northern
nevada,
with
the
heat
h-e-a-t
team
and
our
office
is
part
of
that
task
force.
I
believe
they
picked
up.
K
28
folks
last
fall,
who
were
specifically
seeking
children
in
northern
nevada
and
we're
trying
to
expand
that
that
area
where
we
have
that
task
force
to
bring
in
other
local
law
enforcement
agencies
and,
of
course,
public
information
and
outreach,
is
a
big
part.
So
when
people
see
signs
of
of
trafficking,
something
that
doesn't
quite
look
right,
they
know
what
to
do
and
they
know
who
to
call.
K
So
that's
that
is
a
huge
priority
of
this
office
and
then,
finally,
in
2019,
our
ombudsmen,
working
with
other
national
groups
on
this
issue,
put
together
a
law
enforcement
summit
on
human
trafficking
issues,
human
trafficking
investigations-
and
we
did
that
summit
here
in
las
vegas.
And
then
we
we
did
the
theme
summit
up
north
so
that
folks
up
north
could
attend,
and
that
was
post
post-certified.
So
law
enforcement
officers
could
get
some
continuing
education
through
post
credits
and
it
was.
K
It
was
a
wonderful
opportunity
to
to
start
that
conversation
or
continue
that
conversation
with
experts
in
this
field.
There
are
a
lot
of
great
law
enforcement
agents,
agencies
who
are
working
with
us
and
victim
service
providers
who
are
really
interested
in
how
we
can
continue
to
move
this
forward
for
the
team.
G
Thank
you
very
much.
I
think
that's
important
and-
and
I
think
the
information
we
can
get
out
to
the
public
is
important.
Mr
chairman,
I
don't
know
that
I
don't
know
of
any
bills
that
are
available
out
there.
I
don't
know
if
we
could
find
somebody
with
a
committee
bill
that
we
could
address
this,
but
I
think
it's
it's
it's
it's
spreading
dramatically
across,
not
only
our
state
but
the
country.
So
it's
something
you
might
want
to
think
about
or
know
somebody
that
could
help
us
do
that
and
thank
you.
I
Yeah,
the
I-80
corridor
has
proven
to
be
a
a
problem
for
us
in
this
particular
arena,
and
so
we
are
absolutely
open
to
discussions
around
this
issue.
We
will
remain
involved
in
it
and
years
past
we've
worked
with
the
sam's
corporation,
the
venetian
and
they
sponsored
a
conference
for
us
or
a
gala
and
a
fundraiser.
We
hope
we
didn't
allow
us
to
do
that
this
last
year,
but
we
intended
to
continue
working
with
them
on
this
forum
for
it
as
well.
So
we
welcome
your
help
assemblyman.
I
Thank
you
so
much
for
the
question
and
I
hope
you
feel
better
soon.
A
Oh
thank
you
and
thank
you
assemblyman
alice,
and
I
know
that
there's
likely
a
place
where
we
can
all
sit
down
and
have
a
conversation
about
this
here
in
the
nevada
state
assembly.
I'm
sure
that
there'd
be
folk
that
be
willing
to
work.
Alongside
of
you
and
attorney
general
ford,
I
wanted
to
say
thank
you
as
always
welcome
home,
and
you
know
you
can
always
come
back
here
members.
I
encourage
you
to
be
sure
to
reach
out
their
office
is
incredibly
accessible
and
they
have
a
lot
of
information
to
share.
L
Good
morning,
chairman
torres
and
members
of
the
committee
vice
chair
torres,
sorry,
chairman
flores
and
vice
territories,
I'll
get
that
right.
Congratulations
to
all
the
new
committee
members
and
happy
to
be
here
and
happy
to
present
for
you,
I'm
going
to
actually
share
my
screen
here
and
go
through
some
materials.
L
So
the
labor
commissioner,
I'll
just
kind
of
I
know
in
the
interest
of
time,
there's
a
lot
to
cover
with
the
office
of
the
labor
commissioner.
So
there's
some
issues
that
I
know
typically
come
before
government
affairs
that
I'll
kind
of
focus
on
but
wanted
to
give
a
big
picture
of
our
office
and
kind
of
what
we
do
and
and
how
we
do
it.
And
so
the
nevada
labor,
commissioner,
is
essentially
responsible
for
all
the
wage
and
hour
laws
in
the
state
of
nevada.
L
So
we
kind
of
basically
enforce
all
the
overtime
minimum
wage,
employment
practices,
laws
and
then
we
also
have
kind
of
a
carve
out
for
breaks
and
lunches,
making
sure
that
employers
and
employees
are
following
the
law
in
those
areas.
And
then
we
also
are
responsible
for
paid
leave
in
nevada,
which
came
about
last
session
under
senate
bill
312
and
I'll
talk
about
that
a
little
bit
later.
So
we
have
20
total
staff
and
just
to
give
you
a
perspective,
we
have
had
20
total
staff
since
1999.
L
So
we
are
a
general
fund
agency
and
that's
one
of
the
issues.
We
typically
don't
grow,
but
we
always
grow
in
responsibility,
so
obviously
have
to
work
through
those
issues
and
and
do
what
we
can
to
maximize
efficiencies
and
effectiveness
and
investigations,
any
administrative
penalties
that
we
issue
or
any
fines.
We
do
not
get
to
keep.
L
We
also
regulate
private
employment
agencies.
So
that's
like
your
temporary
agency,
your
labor,
max
your
manpower.
We
also
license
them,
so
we
have
about
176
of
those
in
the
state
right
now,
and
that
is
an
active
area.
I
will
tell
you
it
it's
growing
in
the
state
of
nevada
and
mainly
in
northern
nevada,
with
a
lot
of
the
giant
warehouse
companies
and
manufacturing
companies
moving
to
northern
nevada
and
out
to
the
tahoe
regional
industrial
complex
trick.
So
that
is
an
active
area
and
again
we
expect
that
to
grow
going
forward.
L
So
I'm
not
going
to
go
through
each
and
every
single
one
of
these.
But
this
will
kind
of
give
you
a
big
idea
of
how
much
responsibility
the
office
of
the
labor
commissioner
has
with
20
employees
and
night
investigators
across
the
entire
state.
We
have
a
lot
of
statutory
and
regulatory
responsibilities.
L
L
They
managed
the
state
apprenticeship
council,
which
moved
to
owen
in
2017
for
the
committee
members
that
are
not
aware
there
is
a
budget
proposal
to
move
owen
to
the
department
of
employment,
training
and
rehabilitation
so
to
move
owen
to
dieter,
so
that
is
in
play
right.
Now
too,
I
will
tell
you:
there
has
been
some
talk
about
moving
the
state
apprenticeship
council
back
to
the
labor
commissioner,
because
of
the
apprenticeship
utilization
act,
and
that
might
be
something
that
gets
discussed
during
this
session.
L
So
I'll,
just
kind
of
touch
on
these
very
quickly
and
employers
in
the
state
of
nevada
is
essentially
somebody
that
has
control
or
custody
governs
the
place
of
employment.
The
type
of
employment
over
an
employee,
an
employee
is
essentially
somebody
that
is
under
that
control
and
custody
and
is
working
at
that
location,
independent
contractors
and
how
independent
contractors
are
treated
and
whether
they
should
be
employees
is
a
huge
topic.
It's
been
a
huge
topic
for
decades
and
the
past
four
or
five
years.
It's
been
an
even
bigger
topic.
L
L
There
is
a
new
secretary
of
labor,
that's
going
to
come
on
board,
mr
walsh,
and
they
have
already
stopped
kind
of
some
of
the
trump
administration's
opinion
letters
not
only
on
independent
contractors,
but
also
on
some
of
the
issues
involving
tips.
So
what
I
would
kind
of
say
about
this
issue
is
stay
tuned,
and
the
labor
commissioner
will
continue
to
follow
it.
L
This
definition,
however,
is
valid
law.
What
you're
looking
at
right
here
and
the
labor
commissioner
does
use
this
definition,
along
with
the
other
legal
guidance
from
not
only
the
state
side
and
federal
side,
but
essentially
an
independent
contractor
is
somebody
who
works
for
a
person
and
performs
a
service
for
a
fee
that
can
basically
kind
of
govern
when
they
work,
how
they
work
the
methods
they
work
and
I'm
simplifying
here.
But
this
issue
is
a
huge
issue
and
probably
could
take
up
a
whole
hour,
so
just
definitely
wanted
to
bring
it
to
your
attention.
L
California,
passed
assembly
bill
5
a
couple
years
ago
in
an
attempt
to
make
individuals
like
uber
drivers
and
door
dash
drivers,
employees
proposition
22,
was
put
on
the
ballot
last
year
and
the
california
voters
actually
voted
that
down.
So
again,
just
wanted
to
point
that
out
and
make
sure
that
you're
all
aware
of
that
and
again
we'll
continue
to
follow
that
from
the
labor
commissioner's
office,
so
minimum
wage
in
nevada,
another
big
topic-
and
it's
now
a
topic
at
the
federal
level
and
I'll
kind
of
go
through
this
very
very
quickly.
L
Prior
to
assembly,
bill
456,
which
passed
in
2019,
the
minimum
wage
in
nevada
was
set
forth
in
the
nevada
constitution
and
it
still
is
so
ab-456
and
the
nevada
constitution
work
together.
There
is,
what's
called
the
two-tier
system,
so
if
you're
offered
health
insurance,
you
can
pay
the
lower
rate.
If
you're
not
offered
health
insurance,
you
have
to
pay
the
higher
rate
you
cannot
use.
An
employer
cannot
use
tips
to
offset
any
of
those
amounts.
L
L
L
L
So
the
other
issue
that
assembly
bill
456
took
care
of
was
there
were
some
exemptions
to
the
minimum
wage
that
were
put
in
statute
by
the
nevada
legislature.
The
yellow
cab
case
said
no,
you
cannot
have
any
exemptions
to
the
minimum
wage
and
statute.
The
only
valid
exemptions
are
those
in
the
constitution,
so
that's
a
worker
under
the
age
of
18
workers
employed
by
a
non-profit
for
after
school
or
summer,
employment
or
a
trainee.
L
L
So
this
is
what
nevada's
minimum
wage
looks
like
right
now.
As
of
2020
well,
2020,
the
new
rate
will
go
into
effect
july,
1st
2021
and
then,
as
you
can
see,
it
will
go
up
each
july,
so
the
labor
commissioner
publishes
a
bulletin
every
april
april,
telling
nevada
employers
the
rates
going
to
go
up
in
july.
Here's
exactly
what
it's
going
to
be,
so
we
will
start
that
process
again
this
april
and
notify
nevada
employers
of
what
the
increase
is
going
to
be.
We
will
also
be
watching
the
federal
side
of
things.
L
Nevada
is
also
very
unique,
and
I
hate
to
keep
using
that
term,
but
we
are
our
minimum
wage
is
tied
to
daily
overtime.
L
So
we
have
this
formula
in
nevada
in
statute
that
says,
if
you
are
basically
making
one
and
one
half
times
less
than
the
minimum
wage
you
qualify
for
what's
called
daily
overtime.
So
that's
for
work
over
28
over
eight
hours
in
a
24-hour
period.
L
So
there
is
a
lot
of
clarification
that
we
have
to
give
employers
on
this
issue,
because
the
federal
standard
for
overtime
and
most
of
the
other
states
is
over
40
hours
in
a
week,
nevada.
Again,
with
this
unique
over
eight
hours
in
a
24-hour
period,
we
do
sit
down
with
employers
and
go
through
their
schedules
and
explain
to
them
depending
upon,
if
you're,
offering
health
insurance
or
not
offering
health
insurance.
L
L
That
is
absolutely
allowed,
and
I
can
tell
you
that
with
the
coven
19
public
health
crisis
we're
seeing
a
lot
more
of
the
410
schedules
and
a
lot
more
of
the
flexible
312
type
of
schedules,
and
the
labor
commissioner
does
not
have
any
issue
with
those
types
of
things.
As
long
as
the
employees
are
being
paid,
what
they're
owed
and
as
long
as
overtime
is
being
paid
depending
upon,
if
you're
in
the
over
8
hour
or
over
40
hours.
L
L
There
have
been
previous
proposals
to
increase
that
to
five
years.
That
has
not
happened,
so
it
is
still
two
years.
We
also
enforce
deductions
in
the
state
of
nevada.
Nevada
has
a
very
kind
of
strict
requirement
that
you
cannot
take
a
deduction
out
of
an
employee's
paycheck
unless
it's
for
a
specific
pay
period,
purpose
and
amount.
L
So
the
term
blanket
deduction
doesn't
work
in
nevada.
Now,
that's
not
to
say
that
if
you
have
insurance
deductions
or
child,
you
know
child
care
that
you
owe
child
support.
We
will
allow
you
know
a
court
order
or
some
type
of
an
official
document
so
that
an
employer
doesn't
have
to
do
that.
Every
single
paycheck.
But
the
goal
of
this
provision
is
so
that
employees
know
exactly
kind
of
what's
coming
out
of
their
out
of
their
paycheck,
so
breaks
and
lunches.
Again,
we
enforce
breaks
and
lunches
in
the
state
of
nevada.
L
Employers
can
request
a
waiver
of
breaks
and
lunches
as
long
as
it's
in
writing
and
the
employees
agree
to
it
and
we
do
grant
those,
and
I
will
tell
you
in
the
time
of
covid,
we
are
seeing
a
lot
more
requests
to
waive
breaks
and
lunches
people
either
want
to
work
and
get
home
or
they
want
to
pick
up
more
hours.
So
we
are
more
than
willing
to
look
at
those
requests
and
to
grant
exemptions
when
it's
appropriate
in
nevada.
L
If
you
are
terminated
by
the
employer,
the
employer
has
to
issue
your
paycheck
within
three
business
days.
If
you
resign
or
quit.
Basically,
it
has
to
be
issued
within
seven
business
days.
So
I
will
tell
you
that
in
covent
and
I
hate
to
keep
bringing
this
up,
we
are
seeing
a
lot
of
issues
with
employers,
terminating
employees
and
the
paychecks
not
being
issued
within
that
three
business
days.
L
L
We
do
also
enforce
the
semi-monthly
payday,
so
we
are
seeing
some
delays
in
that
as
well
again,
you
know
businesses
and
companies
that
went
from
being
open
to
being
shut
down
to
being
open
again
to
being
at
25.
L
So
just
to
kind
of
give
you
a
perspective
of
last
session,
and
this
is
not
all
of
them.
So
these
were
all
the
kind
of
labor
and
paid
leave
bills
that
impacted
the
labor
commissioner
last
session,
so
paid
leave
in
nevada
starting
last
january.
1
2020.
L
employers
in
the
state
of
nevada,
with
50
or
more
employees,
now
have
to
provide
paid
leave
and
just
to
make
it
clear,
it
is
not
paid
sick
leave.
It
is
called
paid
leave
in
the
statute.
It
started
out
as
a
paid
sick
leave
bill
and,
ultimately,
when
it
was
passed,
ended
up
as
a
paid
leave
bill.
So
just
want
to
make
that
clear.
A
lot
of
people
still
think
it's
a
paid
sickly
bill.
It
is
not.
L
It
is
a
paid
leave
bill
that
bill
did
provide
some
exemptions
for
employers
that
were
already
providing
paid
leave
that
met
the
minimum
requirements
of
the
new
law.
So
there
was
some
some
trade-off
there,
but
obviously
paid
leave
is
a
big
topic
and
on
the
federal
side,
potential
new
emergency
federal
paid
sick
leave.
The
previous
emergency
paid
sick
leave
under
the
federal
side.
The
family's
first
coronavirus
response
act
expired
december.
31St
2020.
L
employers
can
still
do
that.
It's
optional,
but
again
the
labor
commissioner,
is
going
to
keep
watching
that
issue
and
see
where
that
goes,
the
marijuana
testing
bill.
We
essentially
took
over
enforcement
of
that
bill
that
has
to
do
with
certain
positions
and
whether
an
employee
can
be
denied
employment
for
testing
positive
for
marijuana.
L
Again,
it
depends
on
the
position
and
whether
it's
a
safety
position
or
operating
equipment,
but
we
have
enforced
that
bill
and
we've
had
around
10
complaints
involving
that
bill
that
we
have
resolved
just
to
for
the
committee's
knowledge
reporting
sick
time.
This
was
a
bill
that
basically
said.
If
you
call
in
sick
to
your
employer,
they
can't
make
you
come
to
the
office
to
prove
you're
sick,
and
that's
really
all
I'm
going
to
say
about
that
bill.
I
talked
about
assembly,
bill
456
and
the
increase
to
the
minimum
wage,
there's
also
a
joint
resolution.
L
L
So,
as
I
said,
we
had
our
first
meeting
january
25th
that
that
actual
commission
or
task
force
did
not
get
appointed
until
the
beginning
of
november.
Again,
a
lot
of
things
just
got
delayed
because
of
covid,
but
we
are
meeting
and
we're
going
to
be
meeting
again
at
the
end
of
february,
so
bulletins
and
guides.
The
labor
commissioner,
is
required
by
law
to
publish
many
different
bulletins
and
guides
for
nevada
employers.
We
also
expand
upon
that
on
a
in
a
voluntary
way
to
provide
employers
with
guidance
and
information,
and
we
do
a
lot
of
outreach.
L
I
will
tell
you
that
we
probably
pre-covered
we're
doing
30
to
40
seminars
every
fiscal
year
or
every
year,
we're
still
doing
those
online,
but
we
find
that,
due
to
our
kind
of
staffing
levels,
that
the
more
education
we
can
do
up
front
that
helps
us
in
terms
of
not
getting
as
many
claims
and
complaints
and
again
just
providing
nevada
employers
with
all
the
good
information,
because
there's
a
lot
of
new
employers
in
the
state
of
nevada
and
a
lot
of
new
employers
from
outside
the
state.
L
So
these
are
our
required
postings
and
every
single
session
since
I've
been
labor.
Commissioner,
since
2014
we
get
a
new
required
bulletin
and
we
are
more
than
happy
to
implement
these
requirements
and
to
publish
these
bulletins.
But
this
gives
you
an
outline
of
kind
of
every
single
required
bulletin
that
an
employer
is
required
to
post
in
their
office
for
nevada
employees.
L
So
what
happens
when
a
claim
and
complaint
is
filed?
I'm
not
going
to
go
through
the
whole
process
just
in
the
interest
of
time,
but
the
labor
commissioner
is
absolutely
bound
by
law
to
provide
the
employee
with
the
right
to
file
a
wage
claim
the
employer
to
respond
to
that
wage
claim.
An
investigation
then
takes
place.
L
A
determination
gets
issued.
Both
parties
then
have
the
right
to
respond
to
that
determination
depending
upon
how
that
process
goes,
the
claim
can
get
resolved
very
very
quickly
or
the
claim
can
go
on
sometimes
to
an
actual
hearing
before
the
labor
commissioner.
That
is
rare.
I
will
tell
you
in
your
typical
minimum
wage
or
overtime
case.
L
Typically,
what
happens?
Employers
either
realize
they
made
a
mistake
or
the
employee
realizes
that
they
made
a
mistake
and
the
issue's
able
to
be
resolved
and
the
employee
gets
paid
and
the
matter
is
resolved
and
it
kind
of
stops
there.
But
I
just
want
to
make
clear
that
there
is
an
absolute
process
to
all
of
this,
and
the
labor
commissioner
does
not
have
any
authority
to
shut
a
business
down
and
believe
me,
I
get
that
all
the
time.
Why
can't
you
go
out
there
and
just
shut
them
down?
L
L
That
kind
of
didn't
go
anywhere,
but
again
just
want
to
make
sure
that
the
committee
kind
of
knows
what
authority
we
have
and
what
process
we
have
to
follow
so
public
works
and
prevailing
wage.
This
is
typically
something
that
would
be
heard
and
seen
in
the
assembly
government
affairs
committee
and
I've
since
I've
been
labor.
L
Commissioner,
have
done
presentations
for
this
committee
on
this
topic
and
have
tried
to
update
the
committee
members
on
all
the
changes
and
laws
and
every
session
there
are
quite
a
few
bills
that
impact
public
works
and
prevailing
wage
and
then,
starting
last
year,
the
apprenticeship
utilization
act
so
kind
of
to
simplify
it.
Every
project
currently
in
the
state
of
nevada
that
is
over
a
hundred
thousand
dollars.
L
That's
funded
with
public
funds,
is
considered
a
public
works
project
in
2019
assembly
bill
136
changed
that
amount
back
from
250
thousand
dollars
back
to
a
hundred
thousand
dollars.
They
also
included
charter
schools
in
the
public
works
definition.
So
if
there's
a
charter
school
and
the
project
is
over
a
hundred
thousand
dollars,
it
is
now
considered
a
public
works
project
and
the
public
body
in
the
law.
It's
called
the
awarding
body
who
is
actually
building
that
project
or
awarding
that
project
has
to
obtain.
L
What's
called
a
public
work
project
number
from
the
nevada
labor
commissioner,
so
I
am
aware
that
there
is
a
bill
out
there
right
now.
Assembly
bill
99
to
potentially
change
the
public
works
project
amount.
That
is
an
area
each
session
that
I've
been
the
labor.
Commissioner,
some
people
wanted
to
go
higher.
Some
people
wanted
to
go
lower.
L
The
awarding
body
also
has
the
duty
to
bid
the
project
and
use
the
prevailing
wage
rates
that
are,
in
effect
at
the
time
that
the
project
is
open
for
bids,
though
the
nevada
labor
commissioner,
calculates
those
prevailing
wage
rates.
The
public
body
has
to
award
the
project
using
those
rates
and
then
essentially,
they
award
the
project
it
gets
awarded.
L
They
certify
that
under
penalty
of
perjury
that
gets
submitted
to
the
awarding
body
and
in
a
typical
situation
the
project
gets
built.
The
issues
are
none
and
everything
goes
fine.
In
the
case.
Where
things
don't
go
right
and
contractors,
subcontractors
or
awarding
bodies,
don't
follow
the
law,
then
it
becomes
a
potential
investigation
before
the
nevada,
labor
commissioner,
or
a
potential
investigation
before
that
awarding
body.
So
there's
kind
of
two
tracks
that
that
can
take.
L
But
I
want
to
tell
you
that,
as
the
labor
commissioner
at
least
90
percent
of
public
works
projects
go
just
fine
with
no
issues,
the
law
is
followed
and
the
schools
get
built
or
the
road
gets
built,
and
everything
is
fine.
It's
that
ten
percent
that
causes
a
lot
of
issues
and
a
lot
of
potential
problems
so
contractors
again.
If
you're
working
on
a
public
works
project,
you
have
to
follow
public
works
laws,
you
have
to
pay
the
applicable
prevailing
wage
rate
for
that
job
classification
and
for
that
employee.
L
L
There
was
a
project
where
it
was
all
vertical
construction,
so
think
of
building
a
building
going
upwards
and
they
were
building
a
steel
building
and
all
the
work
that
they
were
doing
well.
At
least
99
of
it
was
iron
worker
work,
and
so,
when
the
awarding
body
actually
went
to
look
at
the
certified
payroll
reports,
they
discovered
that
everybody
was
being
paid
as
a
laborer
and
not
as
an
ironworker.
L
We
can
actually
disqualify
a
contractor
from
working
on
a
public
works
project,
first
violation,
three
years,
second
violation,
five
years
in
the
past
year,
we
disqualified
five
contractors
and
we
do
not
take
that
decision
lightly.
It
is
typically
something
where
we'll
look
at
a
looking
at
a
contractor,
who
has
maybe
had
a
violation
several
times
or
is
actually
doing
something
very,
very
intentional-
to
try
and
get
around
the
law.
What's
interesting
about
how
claims
and
complaints
come
into
our
office
is
they
can
come
in
through
the
unions
or
trade
organizations?
L
L
The
key
point
I
want
to
highlight
kind
of
here
too,
and
we
definitely
have
this
conversation
with
the
prime
and
general
contractors-
is
under
nevada
law.
If
you
have
a
subcontractor
that
doesn't
pay
their
employees
or
doesn't
pay
them
properly,
then,
ultimately,
that
prime
or
general,
or
what
the
law
says,
the
original
contractor
could
be
liable
for
all
of
those
things.
So
we
really
emphasize
to
contractors
know
who
your
subcontractors
are
and
know
what
they're
doing,
because
this
can
really
put
a
contractor
in
a
bad
situation
so
prevailing
wage.
L
We
were
getting
comments
from
a
lot
of
the
smaller
counties
that
they
were
having
to
use
the
rate
from
washoe
county
or
use
the
rate
from
clark
county,
so
senate
bill
243
changed
that
process
and
established
what
are
called
now:
four
prevailing
wage
regions.
So
you
have
two
urban
regions,
clark,
county
and
washoe
county.
Then
you
have
what
they
call
the
northern
nevada
rural
region,
which
is
all
the
other
counties
in
northern
nevada.
L
L
L
the
school
project
rate
that
is
gone.
That
happened
back
in
2015,
where
there
was
a
basically
a
10
percent
reduction
in
the
prevailing
wage
rate
on
school
projects
that
was
eliminated
eliminated
pursuant
to
assembly
bill
136.
I
mentioned
the
charter
schools.
They
are
now
considered
subject
to
public
works
laws.
If
it's
over
a
hundred
thousand
dollars
and
now
there's
an
adjustment.
L
If
a
project
goes
over
36
months,
then
an
adjustment
has
to
be
made
to
determine
if
higher
prevailing
wage
rates
need
to
be
part
of
a
change
order,
because
the
project's
gone
over
36
months
or
what
needs
to
happen
so
again.
A
lot
of
activity
on
the
public
works
side
and
there
always
is
and
last
session
a
lot
of
changes
again
to
bring
that
public
works.
L
Project
amount
back
to
100,
000,
bring
in
the
charter
schools
and
then
now
change
how
we
calculate
prevailing
wage
so
who
is
required
to
be
paid
the
prevailing
wage
rate.
So
essentially
it's
anybody.
That's
employed
at
the
site
of
the
project,
that's
necessary
in
the
work
of
the
project
and
then
that's
actually
at
the
site
of
the
work
of
the
project.
L
One
of
the
issues
we
have
and
there's
a
case
going
on
right
now
is
we
occasionally
will
have
a
contractor
that
will
set
up
like
a
work
yard
or
something
off
just
like
10
feet
away
from
the
actual
public
work
project
and
then
say
that
they're
not
going
to
pay
prevailing
wage
while
the
workers
working
at
kind
of
that
site,
because
it's
actually
not
on
the
project.
L
L
Basically,
when
that
work
is
performed
on
that
on
that
location.
So
we
do
have
a
case
right
now.
That's
going
up
to
the
nevada
supreme
court
on
that
very
issue
and
we'll
have
to
see
what
happens
there.
The
labor
commissioner
did
pass
a
regulation
package
last
year
that
talks
about
service
providers
and-
and
this
is
the
best
way
I
can
describe
it
if
you
are
like
a
sani
hut
driver
and
you
drive
on
the
project
and
you
drop
off
a
standing
hut
and
you
drive
off.
L
L
You
can
take
that
ten
dollars
off
of
the
hourly
rate,
because
you
are
providing
a
bona
fide
fringe
benefit
assembly
bill,
190
past
last
session,
defined.
What
a
bona
fide
fringe
benefit
was
because
we
had
some
situations
where
contractors
were
claiming
bona
fide
fringe
benefits
and
we
would
do
an
investigation
and
we
would
find
out
that
the
benefits
were
not
actually
going
to
the
employee,
so
assembly
bill
190
attempted
to
define
what
a
bona
fide
fringe
benefit
was.
L
L
So
it
may
be
40
of
what
the
journeyman
makes
it
may
be
50
depending
upon
what
year
of
their
apprenticeship
they
are
in,
but
they
are
exempt
from
prevailing
wage.
The
issue
with
apprentices
is
they
do
have
to
be
registered
in
the
state
of
nevada.
You
can't
just
call
somebody
an
apprentice
or
call
them
a
trainee.
They
have
to
be
registered
with
the
state
apprenticeship
council.
L
So
we
have
had
that
issue
with
contractors
who
say
well,
you
know
they're
an
apprentice
or
they've
been
my
apprentice
for
five
years
and
we
say
well:
are
they
registered
and
they
say
no,
we
say
well
technically,
under
nevada
law,
they're,
not
a
registered
apprentice
again.
The
labor
commissioner
doesn't
handle
the
registration
of
apprentices
or
the
registration
of
programs,
but
we
do
have
to
verify
that
registration
piece
in
terms
of
the
exemption
for
prevailing
wage
design
professionals
are
another
exemption.
That's
not
something!
L
We
see
a
lot
of
it's
typically
like
your
professional
architects,
land
surveyors
and
most
of
those
people.
I
will
tell
you-
are
making
more
than
prevailing
wage
anyway.
So
that's
kind
of
an
obvious
exemption.
L
I
mentioned
the
service
providers
that
we
kind
of
took
care
of
with
the
2019
regulation
package
and
then
there's
different
rates
for
a
foreman
general
foreman
and
a
journeyman
on
all
these
projects,
so
those
are
all
set
forth
in
our
prevailing
wage
rates
and
all
publicized
so
that
everybody
knows
what
they
need
to
pay
so
similar
to
kind
of
the
complaint
process
for
a
wage.
An
hour
complaint.
L
What
is
unique
about
the
labor
commissioner
as
well
is
that
we
do
have
the
ability
to
issue
penalties
against
the
awarding
bodies.
So
if
we
find
an
awarding
body
is
not
following
the
law,
the
labor
commissioner
can
conduct
their
own
investigation
and
issue
a
penalty
against
an
awarding
body,
and
we
have
done
that.
It
does
not
go
over
well.
I
will
tell
you,
but
I
will
give
you
an
example
of
that.
L
The
bidding
process
on
public
works
projects
is
a
public
and
open
process.
We
have
had
awarding
bodies
who
try
to
award
contracts
as
sole
source
contracts,
so
they
may
know
a
contractor.
Their
brother-in-law
may
be
the
contractor,
so
they
award
the
contract
to
one
contractor
and
the
other
contractors
don't
get
a
chance
to
bid
on
that
project.
So
a
complaint
instantly
gets
filed
with
our
office
and
we
do
the
investigation
and
then,
depending
upon
the
findings,
we
can
issue
an
actual
administrative
penalty.
L
L
It
can
then
go
to
judicial
review
and
if
nobody
likes
that
decision
it
can
go
to
the
appellate
court
and
then
all
the
way
to
the
supreme
court
and
these
cases.
Typically,
if
it's
a
big
complaint,
they
will
go
on
for
several
years
and
that's
why
we
try
and
emphasize
to
everybody
the
faster
we
can
address
issues
while
the
project
is
ongoing,
the
better
it
off
it
is
for
everybody,
because
once
we
get
in
the
court
process,
these
cases
again
can
take
years
to
kind
of
resolve.
L
So
that
has
been
a
big
topic.
It
was
a
big
topic
under
the
trump
administration
they
issued
what
they
called
the
apprenticeship
expansion
grants.
Nevada
did
receive
one
of
those
the
labor
commissioner,
didn't
get
any
of
that
money,
but
it
is
a
topic
so
this
has
been
around
like
I
said
since
I've
been
the
labor
commissioner,
in
the
2019
session
the
apprenticeship
utilization
act
was
introduced.
L
It
went
through
various
kind
of
conversations,
various
amendments,
and
so
what
kind
of
was
finalized
was,
if
you
have
a
horizontal
construction
project,
so
think
of
a
road.
L
Is
the
best
way
I
can
say
it
for
every
job,
classification
or
craft
on
that
project,
so
I'll
use
the
simple
example:
if
you
have
more
than
three
laborers
out
there,
then
you're
going
to
have
to
have
three
percent
of
those
labor
hours
be
worked
by
an
apprentice
on
vertical
construction.
It's
ten
percent,
so
the
way
this
law
gets
triggered
is
it
has
to
be
more
than
three
workers
of
the
same
craft
or
type
of
work
performed.
L
So
if
you
have
less
than
three,
you
are
not
subject
to
the
apprenticeship
utilization
act,
it's
more
than
three.
The
issue
then
becomes
well
what
does
more
than
three
mean?
What
if
I
have
four
different
people
out
there
during
the
scope
of
the
project,
and
there
was
never
actually
three
at
one
time.
That's
not
what
three
means
and
I
went
back
and
chairman
flores.
L
You
were
managing
that
committee.
I
went
back
and
pulled
the
testimony
about
what
does
more
than
three
mean,
and
the
sponsor
of
the
bill.
Senator
brooks
said
in
his
testimony
more
than
three
is
a
crew
of
more
than
three
for
a
specific
period.
So
more
than
one
day
a
longer
period
of
time,
so
the
labor
commissioner
is
not
looking
to
minimal
work
or
periods
where
there
was
never
actually
four
out
there.
It
has
to
be
a
crew
of
more
than
three
who's,
consistently
performing
work
out
there
day
to
day
or
week
by
week.
L
I
certainly
appreciate
those
comments,
and
that
might
be
something
going
forward
in
regulation
that
we
clarify,
but
the
labor
commissioner
has
really
tried
to
put
out
a
lot
of
guidance
on
this
bill.
We
created
all
the
forms
for
this
bill.
We
created
an
entire
website
on
our
on
this
bill.
I've
issued
three
advisory
opinions
on
this
bill
to
really
try
and
and
help
contractors
and
subcontractors
comply
with
this
bill.
L
The
other
unique
feature
of
senate
bill
207
is
it
has
a
waiver
process,
so
a
contractor
can
well
a
contractor,
can
go
to
the
awarding
body
and
say
you
know
I
don't.
I
can't
get
any
apprentices
in
this
jurisdiction
or
there's
no
apprenticeship
program
in
this
jurisdiction,
or
I
talked
to
the
apprenticeship
program,
and
they
told
me
that
there
are
no
apprentices
that
are
available,
so
they
can
provide
that
information
to
the
awarding
body.
L
L
It
could
only
be
based
on
sufficient
documentation
that
a
request
was
made
or
that
there
simply
were
no
apprenticeship
programs
within
that
jurisdiction.
So
we
are
granting
waivers.
We
typically
grant
them
within
24
hours.
L
We
want
to
make
sure
that
these
projects
move
along
and
that
contractors
and
subcontractors
know
that
they
either
need
to
comply
with
this
or
they
don't
so
that
process
does
seem
to
be
working
well.
We
have
not
had
one
single
denial
of
a
waiver
or
the
granting
of
a
waiver.
We
have
not
had
anybody
appeal,
which
I
consider
to
be
a
good
thing.
L
We
really
try
to
make
sure
that
all
the
documentation
is
in
line
before
we
grant
a
waiver,
but
we
are
enforcing
this
bill
and
we
have
had
some
complaints
and
claims
where
contractors
have
not
complied
with
this
bill
at
all
and
had
more
than
three
workers
out
there
of
the
same
craft
four
week
upon
week
upon
week,
and
then
we
get
a
complaint
and
we
do
the
investigation.
And
then
we
take
appropriate
action
after
that.
But
this
bill
is
a
very
busy
bill
for
our
office
between
questions
and
waiver
requests
and
then
compliance
questions.
L
So
just
to
kind
of
give
you
some
statistics
about
our
office.
So
the
past
two
years,
two
fiscal
years
from
18
to
20.,
we
processed
over
6929
wage
claims,
we
collected
over
2
million
dollars
and
then
there
was
over
465
thousand
dollars
in
penalties
that
went
back
to
claimants
on
prevailing
wage
claims.
So
those
are
the
public
works
projects
claims
we
had
over
a
hun.
Well,
we
had
170
collected
about
hundred
thousand
dollars
in
wages
and
149
000
in
penalties,
public
works
project
numbers
issued
over
1500.
L
I
mentioned
the
apprenticeship
utilization
act
waiver,
so
I
was
going
low.
There
was
148.
the
administrative
penalties
and
fines.
The
373
000
was
a
record
for
us.
When
I
started
as
a
labor
commissioner
in
2014
we
were
collecting
zero.
So
all
that
money
goes
back
to
the
general
fund
and,
as
I
said
earlier,
we
don't
issue
penalties
and
fines
to
to
have
it
come
to
our
agency.
It
goes
to
the
general
fund
and
anytime.
We
do
that.
The
employer
always
has
the
right
to
appeal
that
private
employment
agencies
171.
L
We
are
up
to
176
now
and
again
expect
that
to
grow
just
to
kind
of
give
you
a
perspective
on
the
employment
numbers.
We
get.
These
from
dieter,
so
they
are
down
on
the
private
employment
side
by
about
7.6
percent
on
the
construction
side,
about
7.4
percent.
The
belief
is
that
is
specifically
tied
to
cobit
and
that
these
numbers
will
go
back
up
once
we
kind
of
get
through
that
that
whole
issue-
and
I'm
certainly
not
going
to
predict
a
timeline
on
that.
L
But
these
are
just
kind
of
some
numbers
that
I
wanted
to
show
you
to
kind
of
give
you
a
perspective.
The
interesting
thing
about
our
office
is
as
the
economy
grows.
Our
wage
claims
go
up
as
the
economy
contracts.
Our
wage
claims
go
up,
so
it's
an
interesting
dynamic,
but
that's
just
kind
of
something
that
that
happens
with
with
our
office,
so
I'll
go
through
these
fairly
quickly
for
us
just
in
the
interest
of
time.
So
what
have
we
done
with
kovid?
L
L
It
has
been
a
very
busy
time
for
us.
I
will
tell
you
just
on
the
question
side.
We
also
did
a
reminder
that
nevada
employers
had
to
follow
nevada,
labor
laws
that
we
had
no
authority
to
suspend
those
now.
Having
said
that,
we
obviously
were
very,
very
reasonable
and
are
still
being
very
reasonable
of
timelines
and
people
that
either
have
had
this
coveted
or
know
somebody
or
their
business
was
closed.
L
So
we
are
granting
extensions
and
trying
to
provide
as
much
ability
for
all
sides
to
participate
in
the
process.
Our
online,
our
claim
filing
is
all
online.
Our
records
requests
are
all
online,
so
we
really
have
not
slowed
down
in
processing.
Any
claims
our
office
under
the
governor's
directive
is
not
open
to
the
public.
However,
we
are
scheduling
by
appointment
meetings
with
claimants
or
employers,
obviously
with
social
distancing.
L
If
we
need
to
do
that,
but
we
have
not
stopped
at
all
and
that
has
been
very,
very
effective
in
our
online
filing
so
we're
up
to
over
85
percent
of
all
our
claims
are
filed
online,
so
again,
very
proud
of
that,
and
we
were
kind
ahead
of
the
the
curve
on
that
that
went
into
effect
back
in
2015.
L
So
we
issued
a
telework
guide
as
well,
because
there's
a
lot
of
people
tell
it
working
now,
I'm
not
going
to
go
through
each
and
every
sentence
here,
but
we
did
issue
this,
and
this
has
been
very
good,
believe
it
or
not,
a
lot
of
claims
involving
telework
and
things
that
employers
did
not
think
about
as
they
had
employees.
Teleworking
and
I'll
give
you
a
kind
of
an
example.
L
We
had
a
wage
claim
come
in
saying
that
you
know
I'm
having
to
print
all
these
documents
at
home
and
I
had
to
buy
printer
cartridges
and
shouldn't
the
employer
cover
this,
and
I
just
bring
that
up
as
an
example
that
that
is
something
that
employers
and
employees
to
re-engage
in
that
employer,
employee
relationship
and
to
talk
about
some
of
these
issues.
Because
a
lot
of
this
stuff
is
new
and
the
more
employers
have
policies
and
procedures
the
better
off
it
is
right
up
front.
L
We
also
issued
this
guidance.
There
was
kind
of
a
trend
happening
for
a
while
that,
as
businesses
were
starting
to
reopen,
they
were
asking
employees
to
sign,
release,
release
of
liability
agreements
so
saying
that
they
wouldn't
sue
the
employer
if
they
got
coveted
19
or
they
wouldn't
sue
the
employer
if
they
were
exposed
to
it,
there's
still
a
lot
of
discussion
about
this
issue.
L
The
question
for
the
employer
is:
are
you
going
to
require
it?
Are
you
not,
if
you're
going
to
requirement
you're
pretty
much
going
to
have
to
provide
some
type
of
leave
for
the
employee
to
get
it
and
if
you're
not,
you
still
should
have
some
type
of
a
policy
where
you
allow
employees
to
either
utilize
leave
or
flex
time
to
get
the
vaccines.
L
So
here's
all
our
contact
information
and
I
absolutely
love
interacting
with
whether
it's
claimants
employers,
the
only
time
when
I
typically
will
not
get
involved,
is
if
there's
an
active
claim
or
investigation
where
I
may
need
to
do
the
hearing.
But
I
am
more
than
accessible.
So
as
my
staff-
and
I
would
just
say
to
any
member
on
this
committee,
I'm
more
than
happy
to
answer
any
questions
and
and
work
with
all
of
you
and
thank
you
for
the
opportunity
today.
I
mean
a
lot
of
these
topics.
L
A
And
thank
you
for
that
presentation,
commissioner
chambers,
before
we
before
we
start
with
our
line
of
questioning
members,
I
want
to
set
some
parameters
and
preface
it
by
saying
number
one.
This
is
not
the
only
time
we're
going
to
have
the
commissioner
here
we're
going
to
have
opportunities
to
speak
with
her,
especially
as
bills
are
being
presented
that
relate
directly
to
her
purview
number
one
number
two.
I
also
want
to
make
it
clear
that
she
she
mentioned
a
host
of
bills
that
will
be
coming
before
this
committee.
A
At
some
point,
I
ask
that
you
refrain
from
asking
questions
relating
to
those
committee
bills
we'll
have
ample
time
to
fully
vet
those
once
they
come
before
us
and
lastly,
we
have
a
lot
of
folk
who
intend
to
ask
questions,
so
I
I
ask
that
you
try
to
limit
them.
I
don't
want
to
restrain
you
to
one
or
two.
Just
I
ask
that
you
try
to
limit
your
questions
so
that
we
get
an
opportunity
for
everybody
to
get
them
on
the
record,
so
we'll
start
off
with
assembly.
One
assemblywoman
anderson,
please.
C
I
thank
you
and
wow
director
chambers
or
commissioner
chambers.
Excuse
me.
Please
get
some
water.
That
was
a
lengthy
information,
quick
question.
It
had
to
do
with
page
with
slide.
Six
excuse
me.
You
mentioned
the
under
18
when
it
comes
to
the
minimum
wage
items,
but
is
there
any
other
work
that
you
do
with
the
under
18s?
One
thing
I
realized
or
noticed
as
an
educator,
I
was
seeing
more
and
more
of
our
high
school
students
being
expected
to
work
more
than
the
40
hours
or
30.
C
I
can
never
remember
what
the
federal
law
states
that,
if
you're
under
18,
you
can
only
work
x
amount
of
hours,
so
I
didn't
know
if
this
department
also
was
doing
those
investigations
or
working
with
that
or
if
it
was
others
that
were
working
on
it
for
our
under
18
year
old
workers,
who
are
expected
to
work
longer
than
the
30
hours,
as
defined
by
the
federal
government.
L
So
assembly
government
anderson-
thank
you
for
the
question
again,
shannon
chambers
labor,
commissioner
for
the
record.
So
we
do
govern
the
employment
of
minors
in
nevada
and
in
nevada.
You
can
work
if
you're,
16
or
older.
However,
you
can
only
work
in
certain
occupations
and
I'm
happy
to
have
a
follow-up
discussion
with
you
about
that.
But
we
started
to
see
that
issue
with
the
schools
being
quote:
unquote,
closed
and
hybrid,
and
so
we
did
actually
work
with
the
united
states
department
of
labor
to
put
out
some
guidance
to
nevada
employers.
L
So
you
know
we.
We
have
seen
that
issue.
It
seems
to
have
gone
down
now
that
that
a
lot
of
the
kids
are
actually
back
physically
in
school
or
the
hybrid
model
is
kind
of
more
accepted
now,
but
we
do
regulate
that
and
we
will
continue
to
monitor
that
you
know
going
forward.
B
Thank
you,
chairman
flores,
and
thank
you,
commissioner
chambers.
That
is
a
a
lot
of
information,
and
it
rolls
right
into
my
questions.
You
stated
that
you
have
the
same
number
of
staff
that
you've
had
since
1999.
B
Meanwhile,
our
population
has
expanded.
A
lot
of
new
employers
have
come
into
nevada.
You
have
stated
that
you
work
with
employers,
which
is
fantastic.
You
know
resolving
issues
instead
of
you
know,
penalizing
them
for
just
learning
what
they're
doing
or
getting
information
and
opening
that
door
for
them
to
reach
out
to
you.
But
I
know
that
that
is
time
intensive.
B
So
my
question
is:
what
is
the
effect
of
not
having
additional
staff?
Does
that
mean
that
there's
a
lack
of
enforcement?
Does
that
mean
that
the
timeline
for
enforcement
is
getting
longer?
B
Do
you
do
you
feel
like
you
are
responding
as
quickly
as
you
could
you
know
if
you
had
more
staff
on
that,
and
specifically
for
my
district,
I'm
hearing
issues
going
on
right
now
about
wage
theft.
Claims
are
those
getting
to
you,
especially
during
covid,
and
are
you
able
to
respond
to
those
or
what
is
that
level
of
responding.
L
L
You
know
I'm
part
of
an
administration
and
part
of
a
director
and
we
are
a
general
fund
agency,
so
the
ability
to
request
positions
has
to
go
through
a
whole
process,
and
I
commit
to
you
that
I'm
working
on
some
things
in
our
in
our
budget
to
try
and
get
an
additional
investigator,
but
I
would
say
that
we
really
by
moving
things
online.
We
have
really
not
slowed
down
in
terms
of
processing
of
wage
claims.
L
If
there's
specific
individuals
or
whoever
that
you
know
you
and
I
need
to
follow
offline,
that
they
say
their
claims
aren't
being
processed.
I'm
happy
to
look
into
that,
but
we
are
resolving
claims.
We're
up
to
83
of
claims
are
being
resolved
within
90
days,
so
we
really
have
not
slowed
down.
I
think
where
again,
where
I
would
like
have
to
have
more
of
a
presence,
is,
is
being
able
to
have
an
investigator
that
can
go
out
and
actually
visit
a
location
or
visit
the
employer.
L
L
Research
so
again,
shannon
chambers
labor,
commissioner,
for
the
record.
No,
we
are
still
going
out.
Obviously,
the
covid19
has
limited
some
of
that.
We
do
have
investigators
that
go
out
in
the
field.
We
still
do
that,
but
obviously
more
would
be
better
and
I'll.
Just
put
that
in
the
context
of
public
works
and
prevailing
wage,
I
mean
over
800
projects
a
year
with
nine
investigators.
You
know
we
have
to
be
very
strategic
about
where
we
visit
and
who
we
visit.
L
A
H
We
have
assemblyman
matthews.
Thank
you,
mr
chairman.
Thank
you,
commissioner
chambers.
Commissioner,
you
noted
in
your
presentation
that
our
employers
are
dealing
with
what
you
call
valid
financial
issues.
I
would
say
sure
words
have
never
been
spoken.
Of
course,
you
know
nevada's
minimum
wage.
I
would
ask
a
question
in
light
of
your
comment:
nevada's
minimum
wage
is
set
to
increase
in
stages
going
forward.
This
is
obviously
going
to
be
happening
at
a
time
when
our
employers,
business
owners
are
struggling
to
recover.
H
We
know
also
that
one
of
the
effects
of
a
minimum
wage
increase
is
that
it
essentially
serves
as
an
increase
in
the
cost
of
labor
to
an
employer,
and
I'm
wondering
whether
your
office
has
done
or
has
access
to
any
kind
of
analysis
of
what
the
economic
effects
would
be
of
these
minimum
wage
increases
in
this
sort
of
covet
recovery
context
in
which
we
find
ourselves.
Thank
you.
L
So
somebody
matthews
again
thank
you
for
the
question,
so
we
do
not
specifically
do
any
analysis
of
that.
I
mean
I'm
aware
of
I'm
aware
of
that
conversation
since
I've
been
the
labor
commissioner,
and
my
guess
is
now,
with
the
discussion
of
the
federal
minimum
wage
potentially
going
up,
there's
going
to
be
a
whole
new
analysis
on
that.
I'm
happy
to
try
and
find
whatever
I've
seen
on
that
issue
and
provide
it
to
you.
L
But
we
don't.
We
don't
do
that
analysis
and-
and
I
will
tell
you
you
know-
we
kind
of
just
implement
what
the
legislature
passes
and
and
again
try
and
educate
the
employers
about
that.
But
I
don't
specifically
do
that
data
in
this
office,
but
again
I'm
happy
to
try
and
locate
whatever
I
can
for
you.
H
Thank
you
and
one
more
question.
If
I
may,
mr
chairman,
I
know,
there's
been
a
lot
of
activity
recently
regarding
prevailing
wage
requirements,
I'm
wondering
similarly,
if
your
office
has
any
evidence
or
is
aware
of
any
evidence
that
expanding
prevailing
wage
requirements
actually
lead
to
an
increase
in
construction
quality.
L
So
again
miss
senator
matthews.
Thank
you
for
the
question,
so
we
don't
specifically
do
that
analysis
again
since
I've
been
labor,
commissioner,
I
have
seen
the
analysis
on
both
sides
of
that
issue
to
your
point
and
then
the
other
side
that
it
it
is
better
for
workers
and
better
for
the
economy.
I
will
absolutely
try
and
get
my
hands
on
whatever
I
can
and
provide
that
to
you,
but
we
we
don't
do
that
in
this
office.
F
Thank
you
chair.
Thank
you,
madam
commissioner.
My
question
is
concerning
the
regulation
of
the
private
employment
agencies.
So
my
question
is:
are
they
the
major
employer
and
is
there
a
regulation
or
an
amount
of
money
that
they
can
charge
and
a
person
for
finding
them
a
job.
L
So
again,
shannon
chambers
for
the
record.
Thank
you
assemblywoman
for
the
questions,
so
they
are
considered
the
employer.
So
when
somebody
goes
in
and
signs
up
at
a
temporary
agency
that
temporary
agency
is
considered
the
employer,
there
is
a
maximum
that
they
can
charge
for
finding
somebody
a
job
and
that
is
approved
by
the
labor
commissioner,
and
it
depends
on
kind
of
the
structure
and
the
position.
So
there's
not
a
there's,
not
an
exact
answer,
but
there
is
a
cap.
L
I
will
tell
you,
since
I've
been
the
labor
commissioner,
I
have
not
seen
a
single
claim
where
an
employee
paid
to
get
placed
somewhere
and
was
not
placed
or
had
a
problem
or
an
issue.
You
know
that
could
be
a
contractual
dispute,
but
there
is
a
cap.
It
depends
on
the
position
and
we
do
enforce
that
and
the
licensing
statutes
under
the
private
employment
c
private
employment
agency
statutes.
L
L
So
it
is
an
area
that
it
is
active-
and
I
kind
of
mentioned
that
earlier,
the
bigger
issue
with
that
is
unlicensed
private
employment
agencies.
So
northern
nevada,
you
can
drive
around
like
on
a
saturday
saying,
come
in
apply
we're
hiring
hiring
today,
and
so
we
will
go
out
and
do
kind
of
spot
checks
on
those
to
find
out
if
they're
licensed.
F
Follow-Up
chat
is,
are
they
are
they
responsible
also
for
regulations
that
you
had
as
well
as
on
page
nine?
Can
they
not
take
the
deductions
and
stuff
like
that
out
of
their
paychecks?
L
So
again,
shannon
chambers
for
the
record.
They
are
required
to
follow
all
labor
laws
in
the
state
of
nevada.
There
are
these
entities
now-
and
this
is
probably
going
to
be
a
bigger
discussion
in
this
session.
But
there
are
a
lot
of
companies
now
out
there
offering
human
resources
services
so
they're
kind
of
in
this
world,
where
they're,
not
a
private
employment
agency,
but
they're,
not
a
full-scale.
F
I
would
appreciate,
if
you
have
any
data
that
you
can
send
to
us,
and
I
you
know
I
would
like
to
be
involved
in
a
conversation
if,
if
I
may,
if
it
of
course
thank
you,
I
appreciate
that
and
thank
you
chair.
C
Thank
you
sharon.
Thank
you,
commissioner,
for
the
presentation
on
the
work
that
you
all
are
doing.
I
had
a
specifically
a
question
about
sb207
and,
interestingly
from
the
2019
legislative
session.
Interestingly
enough,
I
just
met
with
a
constituent
that
works
a
lot
with
women
in
we
had
a
conversation
about
the
council's
work
and
I'm
just
wondering
what
work
this
council
has
done
to
reach
its
diverse
candidates,
including
women
and
women
of
color.
L
So
again,
shannon
chambers
for
the
record,
and
and
thank
you
for
the
question
vice
chair
taurus.
So
that's
not
under
my
jurisdiction,
I
think
you're,
probably
hopefully
you're
talking
about
the
state
apprenticeship
council.
I
can
put
you
in
touch
with
with
that
group
that
is
no
longer
under
my
office,
so
I
wouldn't
have
that
data
but
happy
to
put
you
in
touch
with
the
people
that
would.
C
Yeah,
thank
you.
That
would
be.
That
would
be
really
appreciated.
As
I
think
that's
a
really
important
issue
and
chair.
I
have
a
second
question
for
me.
F
C
Thank
you
chair,
and
I
recognize
that
the
office
is
understaffed,
as
a
number
of
my
colleagues
have
kind
of
called
out,
I
think
you
all
are
doing
quite
a
bit
of
work
with
a
small
team.
I
really
appreciate
the
work
that
you're
doing
for
our
hard-working
nevada
families
and
I'm
just
wondering
if
we've
looked
at
other
co-enforcement
models
that
would
allow
for
unions
to
be
a
part
of
that
process
or
workers
coalitions
or
legal
group
providers
so
that
we
can
kind
of
take
off
some
of
that
look.
L
So
again,
shannon
chambers
labor,
commissioner,
for
the
record,
and
and
thank
you
again
for
the
questions.
So
your
your
questions
are
absolutely
right
on
point
and
I
will
tell
you
that
in
january
of
2020,
which
seems
like
an
eternity
to
go,
I
was
starting
to
have
those
conversations
about
co-enforcement
with
some
of
the
community
groups
and
and
different
organizations
like
that
and
the
unions,
and
then
just
kind
of
that
didn't
go
anywhere
and
I'll.
Just
put
it
the
best
way
and
then
covet
happened
and
certainly
plan
on
bringing
those
conversations
back.
L
L
So
that
does
work
very
well,
but
I
would
be
happy
to
have
a
follow-up
conversation
with
you
as
well
about
specific
groups
that
we
could
partner
with,
because
I
think
your
point
is
absolutely
right
on
and
a
lot
of
other
states
are
having
to
do
the
same
thing
just
because
of
resources
and
and
the
budget
situation.
C
E
Thank
you
chair.
Thank
you,
commissioner
chambers,
for
your
very
detailed
presentation
and
the
robust
information
that
you
provided
to
us.
My
question
is
relative
to
the
bulletins
and
guides
and
claim
filing
that
you
talked
about,
and
how
are
we
reaching
multiple
populations
really
for
spanish-speaking
families
that
are
very
predominant
throughout
the
las
vegas
valley
and
our
entire
state?
And
then
you
know
people
who
are
blind
or
visually
impaired.
How
are
we
making
sure
that
we
have
multiple
languages
and
accessibility
in
all
of
our
bulletins
and
communications?
L
So
again,
shannon
chambers
for
the
record.
Thank
you
for
the
question,
so
all
of
our
bulletins
and
our
forms
are
in
spanish.
So
we
do
have
that.
My
investigators,
I'm
kind
of
the
odd
person
out
in
my
office,
is
that
I
don't
speak
spanish
and
I
will
say
that
up
front.
All
of
my
investigators
in
southern
nevada
do
speak
spanish
and
I
also
have
a
couple
individuals
that
speak
romanian
and
various
things,
so
I'm
kind
of
that.
L
So
we
do
do
outreach
as
much
as
we
can
to
those
different
agencies
in
terms
of
hearing
impaired
or
blind
we're
kind
of
subject
to
the
state
rules
in
terms
of
our
websites
and
ada
compliance
and
that's
more
of
a
resource
issue
on
just
a
state
level.
L
But
we
do
try
and
comply
with
whatever
the
state
mandate
is
in
terms
of
ada
compliance
and
whatever
eats
so
it's
the
information
technology
group
tells
us
to
do,
but
I
can't
tell
you
something
specific
that
we've
done.
We
tend
to
fall
in
the
in
the
state
umbrella
on
those.
But
again
all
our
bulletins
claim
forms
are.
We
do
have
spanish
versions
of
those
and,
like
I
said
my
staff,
we
have
a
sufficient
number
of
investigators
who
do
speak,
especially
spanish,
and
they
are
mainly
in
las
vegas.
L
A
L
Thank
you
chair,
so
the
question
that
I
have
is:
how
does
the
commission
determine
that
the
sacrifice.
L
So
again,
shannon
chambers
for
the
labor
commissioner.
So
are
you
talking
about
the
request
away
breaks?
Yes,
that
is
okay,
I'm
sorry!
Sorry!
So
thank
you
so
martinez.
So
I
will
tell
you
it
kind
of
goes
like
this
and
I'll
put
it
in
a
real
example.
L
If
everybody
wants
to
do
it,
then
they
would
be
more
than
willing
to
sign
something
saying
they
know
exactly
that
they're
waiving
their
breaks
and
lunches
and
exactly
what
they're
doing
and
then
we
never
hear
from
that
employer
again,
because
we
always
require
that
if
an
employer
is
going
to
do
that
that
they
have
to
document
specifically
the
business
need,
and
they
also
have
to
document
that
every
single
employee
signed
and
agreed
to
that.
So,
if
that
doesn't
happen,
we
do
not
approve
an
exemption.
L
Now.
I
am
aware
of
employers
doing
this
informally,
you
know
outside
of
our
office.
We
try
and
advise
them
not
to
do
that,
that
you
should
always
have
something
in
writing
and
always
have
the
agreement
of
the
employee,
but
we
do
grant
those.
I
will
say
it's
probably
up
to
about
six
this
year,
but
again
we
always
require
all
the
backup
documentation
in
order
to
approve
one.
G
Thank
you,
mr
chairman.
I
just
got
a
couple.
One
of
the
things
you
did
say
in
in
your
testimony
just
now
is
that
most
of
the
unions
are
bringing
in
the
complaints
and
then
on
top
of
that
they're
doing
most.
The
investigation
isn't
that,
like
putting
the
the
fox
in
the
hen
house
we're
we're
still
a
right,
it
works
game.
L
L
That
does
not
mean
that
we
don't
do
an
investigation
to
actually
see
if
what
they're
bringing
is
valid
or
not
valid.
So
that
is
definitely
a
legal
requirement
in
our
office,
but
under
nevada
law,
the
unions
and
the
trade
organizations
and,
as
I
said
before,
kind
of
really
anybody
has
the
right
to
file
a
complaint
with
the
labor
commissioner,
and
then
we
look
at
that
and
do
our
own
investigation
after
that.
So
I
certainly
don't
want
you
to
feel
that
we
just
take
the
union
investigation
and
do
whatever
the
union
says.
L
G
Okay,
I
I
appreciate
that,
and-
and
I
I
have
a
follow-up,
if
I
made
sure
one
of
the
problems
that
we're
having
in
rural
nevada
is,
you
know,
trying
to
get
workforce
and
in
some
of
these
small
small,
real
rural
communities
and
they've
got
small
projects
that
that
is
a
prevailing
wage
and
trying
to
comply
to
the
apprenticeship
program
is
ridiculous.
G
So
we
had
a
large
large
meeting
and
we
had
brenda
from
lcb.
That
was
that
logged
in
on
it
and
senator
gogucci,
and
I
both
were
there
but
trying
to
call
and
get
somebody's
permission
if
they
want
to
send
somebody
for
two
days
to
a
project
or
three
days
or
whatever,
even
a
week
or
so
way
out
in
rural
nevada,
to
go
out
there
and
work
with
somebody
on
a
cat.
You
know,
as
a
is
a
labor
for
a
shovel
handle
a
shovel
or
or
something
like
this.
G
It's
ludicrous
to
try
to
get
that,
and
by
the
time
you
get
an
you
know,
their
authorization
that
they
don't
have
anybody
who
wants
to
go
out
there
for
a
short
period
of
time.
It's
kind
of
crazy
and
I
think
this
is
one
of
the
things
we
have
to
deal
with,
because
you've
got
places
like
battle,
mountain
and
eureka
and
ely
and
and
wells
and
wendover
and
jackpot
it's
just
crazy
to
try
to
get
somebody
up
in
there
for
short
periods
of
time
and
some
of
these
laborers
under
the
apprenticeship
program.
L
L
What
I
would
say
as
the
labor
commissioner
is
I've
been
given
a
law
that
I
have
to
enforce
and
I'm
trying
to
enforce
it
in
the
most
reasonable
and
practical,
and
I
think
efficient
way
that
I
can
I'm
I'm
certainly
aware
of
those
issues,
and
I
will
tell
you
you
know
we
try
to
work
through
those
issues
on
a
case-by-case
basis
and
I
have
done
some
work
with
some
of
the
entities
out
in
elko
to
try
and
speed
things
along
and
some
of
the
entities
in
battle
mountain.
L
But
I
cannot,
and
I
will
represent
to
this
committee.
I
don't
want
to
carve
out
exemptions
that
don't
exist
in
the
law
without
having
a
healthy
conversation
with
this
body
or
without
having
it
go
through
the
regulatory
process.
But
I
think
your
comments
are
fair.
I
don't
think
they're
new.
I
think
you
know,
as
this
bill
was
going
along.
G
So
if
you're
awarded,
then
that's
where
the
problem
comes
in,
and
so
I'm
hoping
that
you
know
the
salary
doesn't
change.
It's
just
trying
to
get
somebody
here
trying
to
get
somebody
to
give
you
a
waiver
is
the
problem
and
and
you're
holding
up
projects.
So
I
can
see
it
on
large
large
large
projects,
but
I
can't
see
it
on
smaller
ones,
at
100,
000
and
above
so
I'm
hoping
we
can
address
this
this
session
and
I'm
hoping
that
we
can
get
lcb
involved
with
this
because
they
were
at
the
beginning.
G
A
Thank
you
and
members.
Thank
you
for
your
questions
and,
like
I
said,
we
will
have
an
opportunity
to
continue
to
revisit
some
of
these
topics.
We'll
certainly
be
hearing
a
lot
of
bills
where
we'll
be
asking
the
office
of
our
labor
commissioner,
please
come
in
and
and
give
us
some
guidance
as
to
what
they're
doing
and
what
they're
seeing
on
their
end.
With
that,
I'm
gonna
go
ahead
and
close
out
the
presentation
again,
commissioner,
thank
you
for
being
here
and
I
look
forward
with
to
working
with
you
this
session
broadcast.
A
If
we
could,
please
go
to
anybody
wishing
to
speak
in
public
comment,.
F
F
A
And
thank
you,
mr
jekyll.
I
appreciate
your
spirit.
I
I've
had
the
opportunity
on
numerous
locations
to
share
a
conversation
with
you
about
getting
more
women
in
our
trades
and
how
important
that
is,
and
how
empowering
it
is
for
you
to
carry
that
badge
proudly.
I
believe
our
vice
chair
torres
also
had
a
comment
for
you.
C
Thank
you
chair,
and
I
just
want
to
you
know,
make
sure
the
committee
recognizes
all
the
good
work
that
evelyn
pacheco
does
as
chair
of
the
nevada
women
in
trades,
as
she
is
also
the
first
african-american
female
plumber
in
the
state
of
nevada.
So
if
we
could
have
her
up
here
with
us
in
northern
nevada,
we
would
welcome
her
into
our
chamber,
especially
in
honor
of
african-american
heritage
month,
she's
also
a
constituent
of
mine.
So
I'm
excited
to
hear
her
on
the
other
line.
Thank
you,
mr
checkout.
A
Thank
you
broadcast
and
staff,
as
always
for
your
wonderful
work.
Members
we'll
be
back
here
tomorrow
morning.
We
have
three
presentations
scheduled
and
then
friday,
as
I
previously
stated,
we
have
two
presentations
followed
by
two
bill
hearings.
I
I
wanted
to
yesterday
and
I
completely
forgot
so
I'll
do
it
today.
A
As
you
know,
members
yesterday
was
nevada
tribes
legislative
day
where
we
celebrate
and
recognize
the
american
indian
community
contributions
to
the
prosperity
and
diversity
of
nevada
in
the
us
as
a
whole.
I
just
wanted
to
adjourn
today
and
gratitude
to
the
contributions
of
our
tribes,
namely,
and
specifically,
an
appreciation
to
all
those
tribal
members
who
work
in
this
building
and
every
day
make
our
jobs
a
lot
easier
and
just
for
their
sacrifice
and
tireless
work.
Here,
I'd
like
to
adjourn
in
their
honor
and
with
that
this
means
the.