Transcript Highlights:

• How are salaries consultants. How are salaries established?
• <00:45:26.560><c> How</c><00:45:26.720><c> are</c><00:45:26.880><c> salaries</c> How are salaries established
• salary.
• And then from there, um, for example, my salary or the other salaries are tied to judicial branch labor
• , my salary or the other salaries example, my salary or the other salaries are<00:45:48.319><c> tied<

Summary: The Fiscal Committee met on June 20, 2025 and first approved the May 16 minutes and the non-removed items on the consent calendar. It then took up a Health and Human Services item for $5 million in additional nursing facility payments (FIS 25158). HHS explained the transfer was for private and county nursing facilities and was the third and final transfer in FY25, funded through federal matching dollars, county cap funds, and general funds. Members asked about the size of the transfer, whether it signaled future shortfalls, and how projections were developed; HHS said the request reflected updated estimates and that they did not expect similarly large transfers going forward. The committee adopted the item. The committee also considered an ARPA-related item to remove a line from a funding request because the issue had been resolved and the positions/funds were no longer needed. Members approved the item with that line removed. Commissioner Caswell then answered questions about ARPA spending authority, saying remaining projects must be expended by December 31, 2026 and that the item was intended to preserve authority for ongoing capital projects; any unspent funds would revert to the federal government. Members noted the recurring nature of these ARPA adjustments and the need to keep tracking deadlines. The Department of Corrections presented several items, including a $10 million request tied to staffing shortages and overtime costs, plus additional corrections-related funding items. Interim commissioner John Skipa said 18 employees had received preliminary layoff notices pending final budget approval. He and staff said the overtime need was driven by staffing shortages, later collective bargaining pay increases, and double-time compensation for uniform officers forced into overtime; they also said one housing unit section had been closed to reduce staffing pressure. In response to questions about morale and operational risk, Skipa said the department was under strain, that leadership was in transition, and that staffing or budget reductions could create litigation risk. The committee also heard about the Site Evaluation Committee’s budget shortfall, which was attributed to fewer new facility applications but continued casework and public engagement, and approved that item. Finally, members discussed a YDC claims administration item, questioning the role and cost of the Verald Dana consultant; staff said the firm handles intake and processing of claims for the Attorney General’s office and had been involved since the claims process was created. Several items were adopted after brief discussion.

Transcript Highlights:

• and provides for an expedited impasse resolution process regarding those salary dollars.
• We appropriated an extra $1.7 million for salary increases.
• We gave them more than $21 million to maintain existing salaries.
• And in some of those places, non-unionized teachers even earn higher salaries.
• They earn higher salaries. So that's something they should consider. Thank you.

Summary: The committee met with a quorum and took up a long agenda of bills, many of them amended. Early action included PCS for CS for HB 639, which would expand an existing Fraternal Order of Police specialty license plate to all Floridians, tighten specialty plate rules for future applicants, require financial projections and reporting, and create several new specialty plates. After questions about Florida nexus requirements and a successful amendment adding a Florida Film Legacy plate, the bill was reported favorably 26-0. PCS for CS for HB 1169, limiting local governments’ use of excess building-code enforcement funds for construction of the code-enforcement building, also passed unanimously after testimony from the Florida Home Builders Association. The committee then approved HB 139, expanding whistleblower protections for state, local, and contract employees who file ethics complaints, with support from the Florida Commission on Ethics. PCS for HB 273, which would make special districts eligible for certain state and federal grants and direct pay options, passed 24-1 after testimony from both supporters and opponents. Members also approved CS for HB 1087, a public-records exemption for certain stablecoin issuer information, and CS for HB 1085, updating the local government cybersecurity grant program by moving it to Cyber Florida at USF, adding a sunset, and limiting consecutive awards. Several environmental and local-government transparency measures drew extended debate. CS for CS for HB 1417, a broad environmental bill, was amended to remove several provisions, retain others on the Environmental Regulation Commission, springs, solar facilities, Indian River Lagoon septic deadlines, and coastal resiliency partnerships, and then passed 24-0 amid mixed testimony from DEP, water management districts, and environmental advocates. CS for HB 1457, creating a framework for regional stormwater management systems and water quality enhancement areas, passed 24-0 after discussion of port impacts. CS for HB 1329, requiring local budgets to be posted earlier, retained longer, and made searchable, and adding a 10% budget-cutting exercise, passed 17-6 after strong opposition from local-government groups who argued it would be costly and duplicative. The committee also approved CS for HB 4091 creating a special district for stormwater and flood control in Sarasota and Manatee counties, and then took up CS for HB 995, a major overhaul of Public Employees Relations Commission and union-related procedures, including registration, dues disclosure, election rules, leave-time limits, and expedited bargaining over legislatively appropriated salary increases; that bill was still under questioning when the transcript ended.

Transcript Highlights:

• data from DEED, the median salary for an EMT in Minnesota is $22,265 an hour.
• </c> salary data from deed the median salary salary data from deed the median salary for<00:26:03.880
• , of course, but then benefits that go along with that salary.
• and benefits again uh resident salaries and benefits again so<00:59:00.359><c> the</c><00:59:00.480>
• </c> in the country will provide uh a salary in the country will provide uh a salary of<00:59:19.440>

Committee: Senate Higher Education

Transcript Highlights:

• They have lowered their requested increases in regular salary and match in both their operations.
• They have lowered their requested increases in regular salary and match in both their operations and
• Regular salaries and match for operations is now $245,490.
• Regular salary and match for UCP is now at $109,711. Members, do we have any questions on item C?
• The spreadsheet also details the revised requests for regular salary and match appropriations, totaling

Committee: All JBC-PERSONNEL

Transcript Highlights:

• </c> dollars but but not for faculty salaries dollars but but not for faculty salaries for<01:36:30.920
• This is a year-old data, so you can see salaries from last year.
• This is a year-old data, so you can see salaries from last year.
• This is a year-old data, so you can see salaries from last year.
• This is a year-old data, so you can see salaries from last year.

Committee: House Higher Education Finance and Policy

Transcript Highlights:

• And their board sets the salaries for those...
• Could you say roughly what is that adjunct salary?
• So they're looking at their instructor salaries, costs of operating with those salaries, those individuals
• and institution support staff salaries.
• What does that institution instructor salary represent?

Summary: The committee met at North Dakota State College of Science for a presentation from President Flanagan and campus leaders on the college’s mission, enrollment growth, workforce programs, facilities needs, and industry partnerships. Flanagan highlighted student success in national competitions, strong placement and retention, the college’s strategic plan, and new or expanding programs such as aviation maintenance, fire science, dental hygiene, community health worker, surgical technology, HVAC/plumbing, and precision agriculture. He also described the need for a new dorm and a remodel of the library into academic and allied health space, including a simulation center, to address capacity limits and support growth. Several committee members asked about program demand, faculty recruitment, pay competitiveness, and how the college shifts resources from lower-demand programs to high-demand ones. Industry partner Jim Albright of Comdell testified that the college has been essential to the local manufacturing workforce and that many employees and interns come from NDSCS. A major topic was dual credit. Flanagan said dual credit is important but financially challenging, noting that only a small share of dual credit students ultimately matriculate to NDSCS and that the college’s dual credit model is close to break-even. He explained that many dual credit credits are general education rather than CTE, and that the college pays instructors, supports high schools, and absorbs indirect costs. Williston State College President Bernal Herning added that his institution loses money on the front end but has shifted toward helping students complete associate degrees before high school graduation because many go directly to work after high school. Committee members questioned how dual credit is delivered, how instructors are qualified, and whether students are truly doing college-level work. The committee then received a University System presentation from Jamie Wilkie on the cost of delivering dual credit statewide. Wilkie explained the methodology used to allocate direct and overhead costs and said the analysis shows dual credit is not profitable at several institutions once tuition, instructor payments, and overhead are included. Members asked how much of the cost is borne by students, families, and the state, and whether K-12 funding should also be considered. Discussion also covered the difference between subsidized and unsubsidized dual credit, payments to high school teachers or schools, and the possibility of waiving tuition in the future. No votes were taken, and the committee mainly gathered information for the ongoing dual credit cost study.

Transcript Highlights:

• Um, the large utilities can still pay their executives those bonuses and high salaries just like they
• ><c> which</c><00:19:40.720><c> you</c><00:19:40.960><c> can</c> bonuses and salaries, which you can
• </c><00:20:40.480><c> just</c> those bonuses and high salaries just those bonuses and high salaries just
• One corporate salary for one year would pay for the lifetime utility bills of every some math.
• ,</c> These CEOs, these corporate salaries, These CEOs, these corporate salaries, these<00:50:58.800>

Transcript Highlights:

• We get teachers who have degrees or credentials and experience and can support that salary or hourly
• workforce is that when the teachers were learning and growing and they were getting those higher salaries
• The salaries of your teacher—I know when I was a director, it was 75% of my budget—so when you think
• we saw with families and our workforce in that space is that when they were offered these higher salaries
• Now those teachers can take that salary increase.

Summary: The Pre-K through 12 Budget Subcommittee met with a quorum and focused on School Readiness, specifically the new provider reimbursement rates and the School Readiness Plus program. The chair gave an overview of how School Readiness is funded and administered, noting that the Legislature now sets county-based reimbursement rates using market and cost data, and that School Readiness Plus was created to help families who would otherwise fall off the subsidy “cliff” at 85% of state median income by extending assistance up to 100% of state median income. Panelists from the Children’s Forum, the Association of Early Learning Coalitions, and the Division of Early Learning described the programs as major workforce and family-support tools that help parents stay employed and help providers recruit and retain qualified staff. Testimony emphasized that higher reimbursement rates increase parental choice, help providers cover rising child care costs, and support better staffing and lower turnover. The panel also said School Readiness Plus is easing the pressure on families to turn down raises or promotions for fear of losing child care assistance, though uptake is still early because the program only began in late 2024 and is only available to current School Readiness families at redetermination. The Division of Early Learning reported about 275 children enrolled in School Readiness Plus as of March 10, with expenditures of about $161,420 through January 2025, and said participation is increasing. Members asked about the federal-state funding split, wait lists, reverted funds, coalition accountability, county-based rate differences, and whether the entrance eligibility threshold should be raised or shifted to state median income. The panel said roughly 70% of School Readiness funding is federal, about 4% has typically reverted in recent years, and the wait list is around 12,000 children, with reasons including income ineligibility, lack of available seats, and funding limits. They argued that raising the entrance threshold would expand access but would require additional funding, and they also discussed the need to reduce workforce barriers such as in-person testing and training requirements. The meeting ended with no formal action beyond the presentation and member discussion, and the subcommittee adjourned.

Transcript Highlights:

• You said over the past five years, you've invested almost 250 million a year into teacher's salary.
• Because, number one, you have the cost of living in some of those districts and what teacher salaries
• You had to bring up the minimum salary, and so you heard complaints from others that this wasn't able
• And, in fact, we have $100 million that we've recommended in our LBR for teacher salary increase.
• We have $100 million that we recommended in our LBR for teacher salary increase.

Summary: The Pre-K through 12 Budget Subcommittee held its first interim meeting, took roll, and established a quorum. Members introduced themselves, many noting backgrounds in education, school boards, local government, or parenting, and Chair Jenna Persons-Mulicka outlined the committee’s goal of building the fiscal year 2025-26 Pre-K-12 budget. She also reviewed the fiscal year 2024-25 education budget, noting that the Pre-K-12 portion totals about $21 billion, with the Florida Education Finance Program (FEFP) as the largest driver, along with major funding for VPK, school readiness, and school recognition. She explained that federal COVID relief funds have ended and that recent school choice legislation has affected budget structure. Commissioner Manny Diaz and department leaders then gave overviews of their divisions. Diaz highlighted Florida’s education rankings, record graduation rate, progress monitoring, expanded school choice participation, charter school growth, and teacher salary investments, while emphasizing a focus on literacy, math, and early learning. Carrie Miller described the Division of Early Learning’s school readiness and VPK programs, their funding, eligibility, accountability systems, and the importance of kindergarten readiness. Paul Burns outlined the Division of Public Schools’ work on educator quality, literacy, standards, certification, family outreach, federal programs, and school improvement. Suzanne Pridgen reviewed finance and operations functions, including budget management, FEFP calculations, grants, procurement, transportation, and emergency management. Adam Emerson described parental choice programs, including scholarships, charter schools, schools of hope, virtual education, and home education. Darren Norris detailed the Office of Safe Schools’ responsibilities for risk assessments, compliance inspections, threat management, grants, and training created after the Marjory Stoneman Douglas tragedy. Members asked questions about several issues, including whether the Safe Schools office recommends changes to the school safety grant distribution formula, whether early learning eligibility should shift from federal poverty level to state median income, how scholarship payments are verified to avoid funding students who return to public school, and whether daily attendance systems could improve funding accuracy. Other questions addressed hurricane-related survey disruptions, VPK provider reimbursement rates and instructional hours, teacher salary increases, school start time costs, and how voucher schools handle IEP accommodations. Department officials generally said some issues remain under review, supported moving school readiness eligibility to SMI, noted that scholarship and enrollment data are cross-checked and adjusted when needed, and said progress monitoring now helps schools support mobile students. On school safety, officials said exemptions are allowed in statute for some items but not for classroom doors, and that district-specific conditions matter. No votes were taken and no formal actions were reported beyond receiving presentations and discussion.

Transcript Highlights:

• On this slide, incremental state budget allocations for salaries and benefits changes occur for employees
• That's based Salaries and benefits changes occur for employees who are faculty and professional staff
• The incremental salary and benefits changes for all other UW employees must be funded by other funding
• salary increases and the change to the monthly employer contribution.
• Just as an example, the most recent contract has about 30% salary increases over three years.

Committee: Joint Joint Committee on Employment Relations

Summary: The Joint Committee on Employment Relations met on May 8, 2026, to review goals and objectives for the 2027–2029 master collective bargaining cycle and to hear updates on higher education and Washington Management Service bargaining. OFM’s Jenny Sheehan outlined the state workforce, noting that most employees are represented, the workforce remains heavily governed by civil service rules and CBAs, and the state is entering bargaining under a constrained hiring and budget environment. She described the bargaining timeline, the role of the June revenue forecasts in determining whether targeted compensation increases can be funded, and the state’s goals of affordability, maintaining labor relations, supporting equity, and addressing non-economic issues such as AI use, leave, immigration-related workplace concerns, and union access in a hybrid work environment. Sheehan also reviewed the 2025–2027 bargaining cycle, including the prior WPEA ratification issue and the requirement that tentative agreements be submitted by October 1 for financial feasibility review and possible legislative funding. She said the 2025–27 agreements cost about $1.2 billion in general funds and $1.7 billion total, excluding the later-funded WPEA agreements. In response to a question, she explained that paid family and medical leave is not bargained over directly because it is governed by statute and ESD rules. She then presented on Washington Management Service bargaining, explaining that only certain WMS employees are eligible to bargain, that representation remains small, and that current WMS contracts are handled through addenda to existing agreements. She also described interest arbitration for certain groups, including ferries and public safety-related employees, and said arbitration awards still must be financially feasible and submitted by October 1. The committee also heard from Western Washington University and the University of Washington on higher education bargaining. Western described its locally bargained contracts, the importance of local bargaining for workload, tenure, grievance, and safety issues, and the impact of the state fund split on budget planning. Western said it has no state funding for student compensation and has requested inclusion of student employees in the wage base. UW outlined its large workforce and the different bargaining frameworks under RCW 41.56 and 41.80, emphasizing that state funding and tuition make up only a portion of its budget and that the fund split and health care cost increases significantly affect compensation planning. UW also highlighted its request for state funding for academic student employee compensation, saying rising costs are reducing the number of positions and affecting class sizes and the academic pipeline. No votes were taken, and the meeting adjourned after members discussed the upcoming bargaining and arbitration timelines.

Transcript Highlights:

• Is this the bill where there's going to be a salary added for a director?
• Pacific salaries is not listed in this bill.
• This would grant them the authority to hire someone and also set their salary, but the salary is not
• What this changes is just the authority who can hire and fire the executive director and set that salary
• So this just changes that authority from the governor to hire that individual and set the salary.

Bills: SB1327 , SB1372 , SB1403 , SB1937 , SB277 , SB2131 , SB1749 , SB1348 , SB1469 , SB2018 , SB1931 , SB1530 , SB2155

Committee: Senate Economic Development, Workforce and Tourism

Keywords: tourism, recreation, economic development, Oklahoma Commission, executive director, probation, credits, educational advancement, Oklahoma Statutes, criminal justice reform, job incentives, tax rebates, Oklahoma Quality Jobs Program, employment growth, wage requirements, labor organization, incentives, employer practices, union neutrality, worker rights

Transcript Highlights:

• , whether it's facilities, whether it's getting to students, and whether it's getting to teacher salaries
• Between 80 and 86% of budgets go to salaries and benefits.
• some sort of a great civic historical site, or, usually, as the superintendent said, it's often on salaries
• Committee, we were Chairman, so last year on the Education Committee we were discussing teacher salaries
• and their giving or dedicating six thousand or somewhere around six thousand dollars for teacher salaries

Committee: House Education

Transcript Highlights:

• We're hoping that those new, more marketable salaries will help us bring in better talent.
• But then a few months later, the worker that we increased his salary also left and went to the U of A
• And I do not know what his salary was, but one of the factors in maintaining these people is the commute
• reason I was asking is, like you mentioned, y'all have been working on a four-year plan to increase salaries
• However, some of the other areas continue to raise salary as well.

Committee: All LEGISLATIVE JOINT AUDITING-EDUCATIONAL INSTITUTIONS

Summary: The committee opened with prayer, approved the January 8 minutes, and then reviewed education audit reports. The first report concerned Northwest Arkansas Community College, which had two findings: repeat internal control deficiencies that caused material misstatements in the financial statements, and a tuition revenue loss tied to a Workday system issue that failed to charge some students after drop-add changes. College officials said the problems were misclassification and process issues rather than missing funds, described corrective steps including checklists, monthly closing procedures, and approval controls, and attributed some issues to staffing turnover and the Workday implementation. Members asked about accountability, staffing, and whether students should have been billed; the report was filed as reviewed. The next report was Cedarville School District, where auditors found improper personal credit card charges of $794 by a former elementary teacher. The employee reimbursed the district, and the matter was referred to law enforcement, the prosecuting attorney, the attorney general, and the Professional Licensure Standards Board. Members asked whether any licensing action would follow, but staff said they were only aware that no further action had been taken by the board. The final finding was for West Memphis School District, which had a repeat capital assets issue involving failure to capitalize $851,000 in construction expenditures for a baseball-softball complex, along with other asset-recording and inspection discrepancies. The superintendent said the district had recently begun using Arkansas Legislative Audit for the first time after previously using a private CPA firm, and described new controls such as multi-level purchase approval, tagging, separation of duties, and inventory cleanup. Members questioned why the district had not been audited publicly before and how private audits are handled; staff explained that private audits are still reviewed and findings come before the committee. The report was filed as reviewed. The meeting ended with notice that 28 school districts had no findings and then adjourned.

Transcript Highlights:

• So, what's included beyond salaries and benefits?
• Salaries and benefits are the primary cost for any FTEs.
• In our fiscal notes, we typically see two different components beyond salary and benefits.
• Salary and benefits obviously pay for the person.
• Admin allocation is currently about 15% of salaries and benefits right now.

Summary: The committee held a special hearing on a tentative amended, restated gaming compact between the State of Washington and the Squaxin Island Tribe. Washington State Gambling Commission Director Tina Griffin said the state and tribe had reached tentative agreement after collaborative negotiations, and explained the approval process: public comment and a commission vote with ex officio legislative members, followed by governor review, tribal submission to the Secretary of the Interior, and Federal Register publication before the compact becomes effective. Squaxin Island representative Ray Peters said the tribe supports the amendments, describing them as clarifications that improve casino regulation and align the compact with other state compacts while supporting jobs and funding for housing, health care, and other services. Commission staff member Johnny Bray walked through the compact changes, including restating several appendices, removing the CX2 addendum, and adding new appendices on limitations and electronic table games. He said the limitations appendix raises certain wagering and facility ceilings, including higher table-game and tribal lottery system limits, authorization for credit for qualified patrons, and screening requirements for high-limit areas. He also described the new electronic table games appendix, which allows wager limits up to $500 and a nine-to-one ratio of electronic games to gaming stations, along with additional responsible-gaming commitments. Members asked about the location of the tribe and whether higher limits could increase problem gambling; staff said the limits are ceilings, other tribes already have similar authorizations, and the tribe must screen patrons and implement protections. The committee then held a work session with Secretary of State Steve Hobbs and staff on the office’s fiscal note process. Tim Gallivan explained the office’s three-day turnaround, workload-based FTE estimates, use of assumptions and ranges, and how fiscal notes include both salary/benefit costs and broader operating costs such as enterprise support and administration allocations. He also described how litigation costs are estimated in coordination with the Attorney General, including when costs are known, estimated from comparable cases, or marked indeterminate. Members questioned whether fiscal notes can reflect policy disagreements and how assumptions differ across agencies, and discussed examples involving the Washington Voting Rights Act and ranked choice voting. Hobbs and staff said fiscal notes are based on bill language, not intent, and that early sponsor contact can help refine estimates. No votes were taken in the work session.

Transcript Highlights:

• With respect to wages, our members greatly appreciate the significant salary increases that have been
• But let's be honest, those salary increases were well-deserved and long overdue.
• Compare this with the starting salary of a firefighter in Dade County, who in 1987 earned exactly the
• But let's be honest, those salary increases were well-deserved and long overdue.
• As recently, those salary increases were well-deserved and long overdue.

Summary: The Joint Select Committee on Collective Bargaining met to hear impasse presentations from the Department of Management Services and several bargaining units. The department reported that most articles had been resolved in each of the full-book contracts, with remaining disputes centered largely on wages and a handful of non-economic issues. For the FDLE special agents, security services, law enforcement, Florida Highway Patrol, and Florida State Fire Service units, the state described its wage offers as generally a 2% competitive increase plus a 3% special pay increase, along with various bonuses, retention funds, or career-development funding in some units. The department also said it wanted to keep existing language on work schedules, seniority, grooming, equipment, grievance procedures, and other items, often characterizing its changes as housekeeping or alignment with current practice. The department noted that insurance had been agreed to with no increased employee cost, and it confirmed that correctional officers do receive overtime pay. Representatives for the Florida State Fire Service Association strongly disputed the state’s position, arguing that firefighters should not be required to perform major construction work, that their work schedules and on-call/callback arrangements unfairly suppress overtime, and that wildfire and fire-rescue employees are underpaid and underprotected. They also pressed for better compensation for EMT/paramedic-certified firefighters, additional protective clothing, on-site decontamination and shower/laundry facilities, and stronger cancer-prevention language. The association said the state had not bargained in good faith and urged the committee to support the union’s proposals. The Police Benevolent Association’s Florida Highway Patrol unit focused on wages and a career development plan, saying troopers remain underpaid compared with other states and are leaving for better-paying agencies. It also sought a veteran stipend, broader grooming/tattoo language, safety improvements for high-mileage vehicles, and changes to seniority and inflation-related pay. The PBA law enforcement unit raised similar safety concerns about aging vehicles, sought limits on performance evaluations tied to case presentations, and requested a $7,000 across-the-board wage increase. The security services unit, representing correctional officers, probation officers, and ISS officers, said its main issue was wages and asked for an $8-per-hour starting pay increase, retention bonuses, special pay for death row and close-management staff, added pay for SOTEC officers, and overtime pay for lieutenants and captains who currently receive comp time instead. No votes were taken, no public testimony followed, and the committee adjourned after taking the presentations under advisement.

Transcript Highlights:

• In the statutes that govern the authority, in R.S. 33:37, Section B, it says the salary of the Southeast
• Louisiana Flood Protection Authority East Superintendent of Police Security shall not exceed the salary
• So his salary comes down to $160,000. Okay. But just be aware of that.
• The original contract said that if he gets terminated, he gets four years' salary with increases.
• , any annual salary increases, and to vote on hiring a chief of police or terminating a chief of police

Bills: SR86 , SB491 , HB205 , HB210 , HB228 , HB813 , HB1045 , HB1177

Committee: Senate Senate & Governmental Affairs

Keywords: Senate rules, Louisiana Senate, Senate Chamber, smart glasses, recording eyewear, audio recording, video recording, wearable technology, covert recording, legislative security, media access, chamber decorum, Senate President, internal rules, public access, lobbyists, official journal, public notices, competitive bid, Louisiana legislation

Transcript Highlights:

• They request $25.7 million in appropriation for salaries match and extra help.
• They request $25.7 million in appropriation for salaries match and extra help.
• I don't think it is a lack of funding for salaries.
• So then their line item within their budget for salaries will be addressed in the balanced budget and
• So then their line item within their budget for salaries will be addressed in the balanced budget and

Committee: All ALC-PEER

Transcript Highlights:

• As many of you are aware, the governor's salary has been used as a metric of salaries in the state.
• 00:03:46.319><c> um</c><00:03:46.640><c> the</c><00:03:46.959><c> governor's</c><00:03:47.440><c> salary
• </c><00:03:47.920><c> has</c> aware the um the governor's salary has aware the um the governor's salary
• /c><00:03:49.599><c> metric</c><00:03:50.560><c> of</c><00:03:51.440><c> um</c><00:03:51.920><c> salaries
• </c><00:03:52.720><c> in</c> been used as a metric of um salaries in been used as a metric of um salaries

Committee: Joint Economic and Workforce Development

Transcript Highlights:

• I would rather have to figure out how to deal with higher salaries than try to figure out how to deal
• with lower salaries.
• However, with increased pay, it will need to be increased, and that's primarily driven by salaries.
• They're already paying in, and when they're off, they get 60% of their salary.
• With about 82% of that going to compensation and salary for workers.

Bills: HF627 , HF474 , HF361 , HF1837

Committee: House State Government Finance and Policy

Transcript Highlights:

• if they're longer than a 10-month salary that we support.
• We are looking for a 6% salary adjustment for our staff to retain our dynamic team.
• salary for our members.
• So if you think about those salaries, they're very broad, right?
• Final average salary times 2% gets you your annual benefit at retirement.

Committee: House A&B Education Subcommittee