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From YouTube: House Appropriations Meeting, October 26, 2021-2
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A
A
C
C
So,
mr
chairman,
I'll
just
get
started,
thank
you
for
reconvening
my
apologies.
I
had
some
computer
issues
here.
I
was
admitted
to
the
room
and
then
I
couldn't
do
anything
so,
but
I
thought
it
was
important
that
we
made
ourselves
available
to
you
to
kind
of
give
you.
You
know
our
perspective
from
workforce
services
as
to
how
this
bill
is
probably
going
to
affect
us.
So
absolutely.
C
The
the
impacts
to
you,
please
fire
away.
Sure
thank
you,
mr
chairman,
so
as
I
think
you
guys
have
discussed,
I
you
know
section:
two
is
the
meat
of
this
bill
that
affects
department
of
workforce
services.
You
know
as
we
look
through
it.
It
really
does
three
things
in
section
two:
it
creates
a
vaccine
approval
plan
by
which
somebody
in
our
agency
is
going
to
have
to
take
those
vaccine
approval
plans
that
employers
might
want
and
either
approve
or
deny
them.
I
guess
we
also.
C
It
sets
up
a
severance
pay
issue
where,
if
the
person
is
let
go
as
a
result
of
the
vaccine
mandate,
they
would
be
eligible
for
severance
pay,
which
of
course
again
our
staff
is
going
to
have
to
take
those
claims
and
investigate
them
and
get
people
their
money.
So
I
and
then
lastly,
of
course,
the
testing
program,
which
I
think
you
guys
discussed
heavily
with
dr
harris
from
department
of
health
and
director
joe
hanson
as
well.
So
those
are
the
three
issues
you
know
we
see.
C
Unfortunately,
these
investigations
would
not
fall
under
that,
so
we
would
not
be
eligible
for
any
federal
reimbursement
on
these
types
of
claims,
so
so
I
think
just
kind
of
going
back
to
the
2020
budget
cuts.
We
had
previously
reallocated
three
positions
out
of
this
area,
both
because
we
needed
the
people
elsewhere,
and
it
did
also
help
us
cut
our
general
funds
pretty
substantially.
So
we
are
down
staff
in
that
area
and
so
a
program
like
this.
C
A
C
Okay,
mr
chairman,
I
think
that
would
be
welcomed
by
our
agency.
You
know
and
as
we've
discussed
this
again,
I
think
we
just
got
this
bill
thursday
or
friday,
and
you
know
kind
of
feverishly
working
through
the
fiscal
impact
statement.
As
we
do,
you
know
we
had
even
thought
possibly
about
a
leveraging
some
of
our
third-party
sources
that
we
already
have
under
contract
for
different
things
that
might
be
able
to
take
on
some
of
this
additional
work
if
that's
needed
so.
B
Go
ahead,
jason!
If
I,
if
I
may,
I've
got
several
questions
I'll
ask
one
at
a
time,
because
in
your
dealings
with
employment
and
employers,
is
there
can
you
think
of
any
other
situation
where
we
tell
an
employer
that
they
have
to
provide
an
alternative
place
for
an
employee
to
work?
If
they
can't,
you
know
they
hire
on
for
to
work
in
one
place
and
for
whatever
conditions,
except
for
maybe
pregnancy.
B
C
B
C
To
determine
so,
mr
chairman
representative
larson,
I
think
in
I
guess
my
answer
to
that
would
be
not
in
state
law.
To
my
knowledge,
there's
no
other
place
in
that
I
know
as
an
employer.
You
know
in
certain
provisions.
I
think
you
know,
like
medical
provisions,
the
employer
needs
to
to
work
towards
a
reasonable
accommodation
to
some.
You
know
like
perhaps
like
the
ada
or
fairly
right.
B
D
Thank
you,
mr
chairman,
and
jason
moving
on
to
page
13
in
section
5,
it's
a
asking
that
the
department
of
workforce
services
set
up
a
program
to
administer
covid
testing
and
antibody
testing.
Would
you
rather
have
that
just
simply
be
the
department
of
health,
since
that's
who's
already
doing
it?
Mr.
C
C
Anything
else
any
other
concerns
jason.
So
I
think,
mr
chairman,
the
only
other
concern,
I
think
is
just
you
know,
and
I
think
you
guys
touched
on
it
in
some
of
your
other
discussions.
Chairman
nicholas,
I
think
you
had
brought
it
up.
You
know
the
ramping
up
a
program
like
this.
I
think
there's
some
concern
on
our
side
about
how
effective
we
could
be
one
we
gotta
get
it
set
up.
We
gotta
pass
emergency
rules.
C
You
know,
there's
some
other
things
going
on
there
that
you
know
for
a
period
of
five
months.
I
just
have
some
concerns
about
ramping
up
that
program
and
doing
ineffectively
for
only
that
five
month
period
and
mr
chairman,
I
I
think
I
may
have
lost
you.
This
is
when
my
computer
went
out
on
me,
but
I
think
you
had
made
a
comment
regarding
section
five
or
six,
and
my
understanding
was
that
the
you
know
the
section.
C
A
A
E
Thank
you,
mr
chairman.
I
I
really
appreciate
it
and
thank
you,
ryan.
I
appreciate
you
jumping
getting
us
back
in
here,
mr
chairman,
if
I
may,
there
was
one
other
thing
as
I'm
reading
through
this
again
one
other
thing.
I
noticed
that
that
caused
me
a
little
bit
of
concern.
If
that
section
three
does
remain
in
there
and
we
we
start
talking
about
the
severance
the
severance
pay.
E
There
is
no
enforcement
mechanism
in
there
that
I
see
the
enforcement
mechanism
up
above
that
in
section
b,
talks
about
committing
an
unfair
employment
practice
and
then
there's
a
severance
pay
that
that
we
would
come
in
and
we
would
enforce,
but
what,
if
we
get
an
employer,
that
does
not
pay
that
there's
no
enforcement
technique
or
a
remedy
beyond
that
for
us
to
take
action
if
that
severance
pay
is
not
paid.
So
just
another
thought
on
that
that
just
jumped
out
at
me.
So
again.
Thank
you,
mr
chairman,
chairman
members
of
the
committee.