Transcript Highlights:

• House Bill 2237 requires that the minimum monthly salary paid to deputy state fire marshals be competitive
• House Bill 2237 requires that the minimum monthly salary paid to deputy state fire marshals be competitive
• of deputy state fire marshal salaries.
• Please move this bill forward so we can keep working to make these positions competitive.
• This includes salary changes for the 1983 to 1985 biennium, voluntary salary reductions, and prohibitions

Summary: The committee heard several bill presentations and took executive action on three measures. House Bill 2249 would remove a civil service exemption for Washington Technology Solutions cybersecurity employees, allowing those workers to be covered by state civil service law; the prime sponsor and a Washington Federation of State Employees representative said the bill would correct an unintended statutory discrepancy and let similarly classified IT security staff organize like counterparts in other agencies. House Bill 2475 would direct the Office of Equity to develop uniform language-access guidelines for state agencies and address interpreter and translator shortages; supporters from the Latino Community Fund, WFSE, and the Office of Equity said the bill would improve access to public services for limited-English-proficiency residents. House Bill 2237 would require deputy state fire marshal salaries to be competitive with comparable local fire agencies and direct a report on whether the State Fire Marshal’s Office should be made independent of the State Patrol; supporters said current pay is too low and hurts recruitment and retention. House Bill 2408 was described as a cleanup bill removing expired provisions and obsolete references to the Department of Personnel and other outdated statutes, and OFM supported it. In executive session, the committee adopted amendments and reported out three bills. Substitute House Bill 2281, concerning tribal traditional cultural places and consultation, was amended to narrow consultation scope, remove a reference to “contemporary” lands, and add a three-year statute of limitations; a proposed amendment to remove the cause of action was rejected, and the bill passed 4-3. House Bill 2309, which limits OFM from treating a postgraduate degree as the only way to show qualifications unless required by law, was reported out unanimously. House Bill 2244, a Sunshine Committee cleanup bill on ethics and public disclosure, was amended to restore exemptions for certain donor records and driver case records and then passed unanimously. The committee also heard House Bill 2352, which would lower the ownership threshold for state ethics conflicts from 10% to 1% to align state law with municipal ethics rules. Representative Paulette argued the current 10% standard is too lax and weakens public trust, but no vote was taken on the bill during the meeting. The hearing on House Bill 2435, which would create a Legislative Office on Indian Affairs to provide training and resources for legislators and staff on tribal affairs, featured strong support from Representative Lekanoff, who said it would strengthen the legislature’s government-to-government relationship with tribes. The committee then recessed and later adjourned after completing the remaining hearings.

Transcript Highlights:

• The state has offered a 2% competitive pay increase and a 3% special pay increase for these employees
• We have proposed, besides the pay additives and merit pay, a competitive pay increase Besides the pay
• But let's be honest, those salary increases were well-deserved and long overdue.
• 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:

• You're asking to go to a salary that is competitive within the market.
• And increasing their regular salary and match appropriation by $103,000.
• They’ve also requested to lower the regular salary and match appropriation by $948,000.
• I'm just not seeing where those employees regular salaries match.
• Section 3, tying into Section 1, takes the salaries from 1.4 to $969,000.

Committee: All JBC-PERSONNEL

Transcript Highlights:

• So the average model salary in salary.
• Our salaries are still very salaries.
• It goes to salaries. It goes right sky. It goes to salaries.
• </c> million being allocated for salaries. million being allocated for salaries.
• It eliminates competition. in the state. It eliminates competition.

Committee: Joint Select Committee on School Finance Recalibration

Transcript Highlights:

• This is for salary personal services.
• Again, we've had a lot of support to try to move our salaries more competitive.
• Again, we've had a lot of support to try to move our salaries more competitive.
• Again, we've had a lot of support to try to move our salaries more competitive.
• Again, we've had a lot of support to try to move our salaries more competitive.

Committee: Joint Appropriations

Transcript Highlights:

• But my question was, like, you're asking to go to a salary that is competitive within the market.
• I'm a firm believer that government markets aren't meant to be competitive with the private sector.
• They've also requested to lower the regular salary and match appropriation by $948,000.
• of the requested salaries doesn't math for me.
• I'm just not seeing where those employees' regular salaries match.

Committee: All JBC-PERSONNEL

Summary: The committee first considered the Lieutenant Governor’s Office budget and personnel request. Office representatives said they wanted to move the office to the state pay plan to better align salaries with other constitutional offices and remain competitive, noting that OPM had approved the positions and grades. Senators questioned the size of the requested increases and the office’s workload, and after discussion the motion to adopt the proposal failed on an 8-8 tie. The committee then voted to expunge that vote and returned to the regular agenda. The committee approved a series of Governor’s letters involving position transfers and appropriation adjustments across several agencies. These included changes for AETN, the Department of Health and Nursing Board/Dietetics Board, multiple DHS divisions, DFA shared services and budget management, and the Department of Public Safety shared services division. Most of these items involved moving positions and associated salary appropriations between divisions, with no major opposition and motions passing. A lengthy discussion followed on the transfer of child nutrition and related nutrition programs from the Department of Education to the Department of Agriculture. Education and DFA officials explained that the programs fit better under Agriculture because the funding and commodities are tied to USDA programs, and they clarified that both state and federal funding and all related positions would move. Senators raised concerns about the math in the letters, the split between state and federal funding, and whether all program resources were being transferred. After the explanation, the committee approved the Education side of the transfer and then approved the Agriculture companion letter. The committee also discussed the Educational Freedom Account program budget. Officials said the $309 million request matched current participation and included a $70 million reserve in case applications increase. Several senators expressed concern about the program’s growth and its effect on public education funding and adequacy, while others noted that the program’s rules and funding levels could be adjusted through the State Board and future legislative action. The committee then approved a Public Safety classification change and a member amendment changing a title at East Arkansas Community College from assistant to the president to assistant to the chancellor, with no change in positions or appropriation.

Transcript Highlights:

• to where we are with our counterparts and other constitutional offices, just to continue to be competitive
• But my question was, like, you're asking to go to a salary that is competitive within the market.
• They've also requested to lower the regular salary and match appropriation by $948,000.
• of the requested salaries doesn't math for me.
• I'm just not seeing where those employees regular salaries match.

Committee: All JBC-PERSONNEL

Summary: The committee first considered the Lieutenant Governor’s Office budget and personnel request to move that office onto the state pay plan and increase salaries for its positions. Office representatives said the request was intended to make pay competitive with other constitutional offices and state agencies, that OPM had approved the grades, and that the office did not plan to max out any positions. Members questioned the size of the increase and the office’s workload. A motion to adopt the proposal failed on a tie vote, and the committee then voted to expunge the vote before moving on. The committee then approved a series of Governor’s letters and related personnel transfers, including cuts for Arkansas Educational Television Network, transfers within the Department of Health and several DHS divisions, and a DFA shared services reorganization. The committee also approved moving child nutrition and related nutrition programs from the Department of Education to the Department of Agriculture, with department officials explaining that the programs fit better under Agriculture because the grants come from USDA and the transfer would include the positions and funding tied to the programs. Members raised questions about how the appropriations and positions were split between state and federal funding, and about the broader implications of the transfer, but the committee ultimately approved both the Education and Agriculture sides of the move. The meeting also included extended discussion of the Educational Freedom Account program. Members questioned the $309 million appropriation, whether it matched current participation, and whether future demand could require additional funding. Department officials said the amount covered current participation and that the governor had set aside an additional $70 million in case applications increased, but that any amount beyond the appropriation would require returning to the committee. Some members argued the program’s growth could threaten funding for public schools and adequacy, while others noted that the program is governed by rules under the LEARNS Act. The committee also approved a technical title change at East Arkansas Community College from assistant to the president to assistant to the chancellor.

Transcript Highlights:

• Their salaries did not increase while teaching salaries did.
• On top of a starting teaching salary of $47,000, On top of a starting teaching salary of $47,500, a head
• want some at the end of the competitive season.
• I don’t think that that’s a negative when you start looking at coaching salary.
• It goes outside of competition.

Summary: The Education Pre-K through 12 Committee heard a presentation from Florida High School Athletic Association Executive Director Craig Damon, joined by student athletes Sydney Daniel and Taylor White. The students spoke about the value of education-based athletics, leadership, and the need for safe, equitable opportunities. Damon then discussed FHSAA issues including rising sportsmanship problems, ejections, violent incidents, recruiting allegations, transfers, mental health pressures on student athletes, and the need for qualified coaches. He said the association tries to be proactive, work with schools on discipline, and emphasize that school changes should be for academic reasons rather than athletics. Senators asked about mental health, transfer rules, and a recent Jacksonville incident; Damon explained the current transfer exceptions and said the association lacked authority over the Jacksonville football game because the schools were not in FHSAA football. The committee then heard a panel on high school coaches’ compensation led by Florida Coaches Coalition Executive Director Dr. Andrew Ramgett, with Coach Mike Hickman, Coach Charlie Ward, and superintendents from Okaloosa and Walton counties. Ramgett argued that coaching supplements are outdated, have not kept pace with the expanding year-round demands of coaching, and amount to very low hourly pay in many sports. He also said Florida’s restrictions on booster club funding and minimal certification requirements contribute to turnover and difficulty retaining qualified coaches. Hickman and Ward described coaching as a demanding, year-round profession that affects students beyond athletics, including academics and mental health. The superintendents said they value coaches but must balance compensation against limited district funds and other staffing needs; one noted Walton County uses a dedicated administrative lane for football coaching and athletic administration. Senators discussed whether booster club funding should be allowed, whether compensation should be tied to performance, and whether any increase in base student allocation would actually reach coaches. Public commenters, including Florida Athletic Coaches Association Executive Director Shelton Cruz and former coach Tyrone McGriff, urged support for coaches and emphasized their broader impact on students’ lives and school safety. At the end of the meeting, the committee took up confirmation hearings for appointments on tabs 3 through 6 and, with no appearance forms filed, voted unanimously to recommend confirmation. Senator Burgess then moved to adjourn, and the committee concluded the meeting.

Transcript Highlights:

• </c> by world trade competition. by world trade competition.
• But at the end of the day, salaries matter and salaries are our biggest threat.
• But at the end of the day, salaries matter and salaries are our biggest threat.
• But at the end of the day, salaries matter and salaries are our biggest threat.
• But at the end of the day, salaries matter and salaries are our biggest threat.

Committee: Joint Appropriations

Transcript Highlights:

• . competitive. competitive.
• So, that's one thing that makes it difficult for us to make sure our salaries are competitive.
• So, that's one thing that makes it difficult for us to make sure our salaries are competitive.
• </c> competitive process. competitive process.
• </c> competition as competition is the competition as competition is the cornerstone<01:10:25.800><c>

Committee: Joint State Government

Transcript Highlights:

• the typical salary these professionals can earn elsewhere.
• 28.959><c> for</c><00:14:29.279><c> the</c> example, the salary offered for the example, the salary offered
• </c><00:15:44.160><c> and</c> requesting increase in its salaries and requesting increase in its salaries
• </c> employees by awarding salary employees by awarding salary progressions<00:15:56.160><c> is</c><00
• </c> must be filled prior to awarding salary must be filled prior to awarding salary increases.<00:16

Committee: Joint Appropriations

Transcript Highlights:

• salaries.
• on salaries. ...services, including police and fire, and allowed us to be competitive on salaries.
• It's hard to recruit when we can't afford competitive salaries, but it's worse than low pay.
• It's hard to recruit when we can't afford competitive salaries, but worse than low pay is an unsafe working
• Raising the cap on the pensionable salary is an issue.

Committee: House Public Employment and Retirement

Summary: The Assembly Committee on Public Employment and Retirement heard several bills dealing with pensions, holidays, public employee accountability, and first responder retirement. AB 912 was taken up on the consent calendar and passed. AB 569, as amended, would allow local public employers and unions to negotiate contributions to supplemental defined benefit pension plans; the author and Teamsters said it would clarify existing PEPRA grandfathering rules, while labor supported it, and the bill passed to Appropriations. AB 989 would make California Native American Day a paid state holiday, with strong support from Native organizations and tribes and no opposition; the committee members spoke in favor and the bill passed. AB 268 would recognize Diwali as an official state holiday, also with broad support and no opposition, and it passed. AJR 3 urged protection of Social Security, Medicare, and Medi-Cal from federal cuts; retirees, caregivers, and health advocates testified in support, and the resolution passed. AB 1067 would require public employers to complete misconduct investigations even if an employee retires during the process; the author said it closes an accountability loophole, while opposition raised due process and family-retirement concerns, and the bill passed as amended. AB 1510 was presented as a cleanup bill making technical changes to state employee pay and benefits and Santa Clara Valley Transportation Authority labor law; it passed with support from AFSCME. The committee then heard AB 1233, which would create a statewide database of classified school employee positions and certain egregious misconduct records to help school employers screen applicants. School administrators and county school officials supported the bill as a student-safety tool, while classified employee groups raised concerns about fairness, due process, and the scope of misconduct covered; the author said the bill already focuses on serious sex and drug offenses involving children and was open to narrowing language. The bill passed to the Committee on Education. Finally, AB 1383, a major first responder retirement bill, drew extensive testimony. The author and firefighters argued that lowering the normal retirement age for public safety employees from 57 to 55 and restoring some bargaining flexibility would help recruitment, retention, and health, citing cancer and other job-related risks. Cities, counties, and local government associations opposed it, warning it would roll back PEPRA reforms, increase pension costs, and strain local budgets. Despite the opposition, committee members spoke strongly in favor of first responders and the bill passed to Appropriations. The committee then adjourned after all items were voted out.

Transcript Highlights:

• </c> the prices through anti-competitive the prices through anti-competitive practices.<00:02:02.960>
• salaries of other executives.
• This is based on CEO's salary.
• ><c> the</c><01:50:46.239><c> 50th</c> salary is targeted at the 50th salary is targeted at the 50th
• salary salary &gt;&gt; it's<01:55:30.239><c> been</c> &gt;&gt; it's been &gt;&gt; it's been &gt;&gt;

Committee: Senate Health and Human Services

Transcript Highlights:

• The state has offered a 2% competitive pay increase and a 3% special pay increase for these employees
• Again, we have proposed, besides the pay additives and merit pay, a competitive pay increase...
• But let's be honest, those salary increases were well-deserved and long overdue.
• 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 for an informational public hearing on several state employee bargaining units at impasse. The Department of Management Services outlined negotiations for the FDLE special agents, security services/correctional officers, sworn law enforcement officers, Florida Highway Patrol troopers, and Florida State Fire Service units. Across the units, the state said most contract articles had been resolved, with remaining disputes centered mainly on wages, hours of work, grievance language, safety, grooming, travel, and other housekeeping items. The state repeatedly emphasized proposed 2% competitive pay increases plus specialty or special pay increases in some units, insurance held harmless with no added employee cost, and its desire to keep current scheduling practices and remove outdated grievance language referencing the Federal Mediation and Conciliation Service. No votes were taken. Representatives for the Florida State Fire Service Association argued that firefighters are being asked to perform work far outside their job descriptions, including major construction, and said the state’s work-schedule and on-call practices unfairly avoid overtime and underpay firefighters. They also sought higher on-call compensation, a stronger wage plan with incentives and certification-based increases, restoration of a pay differential for firefighter-EMTs, and added PPE, decontamination, and cancer-prevention protections. The PBA’s Florida Highway Patrol unit said troopers need a larger career development plan, veteran stipends, updated grooming/tattoo rules, safer and newer vehicles, and better pay to address turnover. The PBA’s law enforcement unit focused on vehicle safety, performance evaluation language to prevent case-presentation quotas, and a $7,000 across-the-board raise, while disputing whether certain articles were timely opened. The security services unit said correctional officers, probation officers, and ISS officers need an $8-per-hour starting pay increase, retention bonuses, special pay for death row and close-management assignments, and overtime pay for lieutenants and captains who currently receive comp time and sometimes work beyond their limits. The committee heard the presentations, asked a brief question about correctional officers’ overtime, accepted written materials from the FOP special agent unit, and adjourned without action.

Transcript Highlights:

• How is this individual's salary?
• How is this individual's salary?
• Is there a range for this salary for this?
• Are they true vacancies or are they supplementing salaries?
• Are they true vacancies or are they supplementing salaries?

Summary: The subcommittee met to review agency travel, budget reduction exercises, and member reports from agency meetings. Early discussion focused on the Department of Management Services (DMS), where members questioned the cost of travel for four out-of-state data/cyber staff and the secretary’s absence. DMS defended the hires as highly specialized enterprise cybersecurity and data personnel, said the positions were lawfully paid and posted, and explained that the staff work on statewide data cataloging and cyber risk reduction rather than agency-by-agency systems. Members also raised concerns about fleet inventory discrepancies and requested follow-up information on hiring, travel, and data inventory timelines. The chair said she would consider travel guardrails and possible reductions, and noted that DMS, the Lottery, and the Florida Commission on Human Relations did not meet the requested reduction target, while the Public Employee Relations Commission did not submit reductions. The committee then heard from the Florida Lottery about the secretary’s trip to Paris for the World Lottery Convention. Lottery staff said the trip was reimbursed through the multi-state lottery organization and was intended to share best practices and improve operations, though members questioned the value of the travel and requested reimbursement records and the trip agenda. The subcommittee also reviewed agency reduction exercises from several agencies. The Department of Revenue exceeded its target and was praised for frugality; DFS, the Florida Gaming Control Commission, the Office of Financial Regulation, the Office of Insurance Regulation, the Public Service Commission, the Division of Administrative Hearings, and the Department of Business and Professional Regulation each described how they met or approached their reduction goals, often through vacancies, reversions, or expense cuts. OIR warned that further reductions could hurt insurance regulation capacity, while OFR and PSC said their reductions were based on historical reversions and lower post-COVID travel or vacancy levels. Members then reported back on agency meetings. DMS members raised fleet tracking, real property audits, salary studies, and health plan savings ideas, and asked for follow-up on the Florida PALM project, cybersecurity grants, and state IT modernization. DFS members said the agency was efficient and that its Palm-related work and insurance consumer programs were important. Lottery members emphasized the agency’s revenue generation for education and its low administrative overhead. Gaming Control members highlighted storage costs for seized gaming equipment and suggested technology-based alternatives. PERC members said a union-related law had doubled their workload and asked for more staffing and possible AI assistance. OIR members stressed the need for a Tampa satellite office and more resources to recruit and retain specialized staff. The chair closed by saying the committee would continue reviewing travel, staffing, and reductions with an eye toward taxpayer value and transparency.

Transcript Highlights:

• Their salaries did not increase while teaching salaries did.
• On top of a starting teaching salary of $47,000, On top of a starting teaching salary of $47,500, a head
• in order to receive that supplement, and some at the end of the competitive season.
• I don’t think that that’s a negative when you start looking at coaching salary.”
• It goes outside of competition.

Committee: Senate Education Pre-K - 12

Summary: The committee heard a presentation from Florida High School Athletic Association Executive Director Craig Damon, joined by student athletes Sydney Daniel and Taylor White, on current issues in high school sports. Damon said the association received more than 309 allegations this year, including 113 recruiting complaints, but only two coaches were suspended for recruiting violations, and those were self-reported. He focused on rising sportsmanship problems, violent incidents, and ejections, saying the association is working with coaches and athletic administrators on prevention and positive-behavior campaigns. He also discussed mental health pressures on student athletes, the effects of frequent transfers and school choice on team stability and community pride, and the need for more qualified coaches on campus who understand interscholastic rules and student support responsibilities. Senators asked about the transfer system, violent conduct, and whether the association would propose changes; Damon said he would support guardrails that protect school choice while limiting midseason athletic transfers. The committee then took up a panel on high school coaches’ compensation led by Florida Coaches Coalition Executive Director Dr. Andrew Ramgett, with Coach Mike Hickman, Coach Charlie Ward, and superintendents from Okaloosa and Walton counties. Ramgett argued that coaching supplements are outdated, often amounting to very low hourly pay despite year-round duties, and said Florida’s system has not kept pace with increased responsibilities, inflation, or neighboring states. He also criticized restrictions on booster-club support, minimal coaching certification requirements, and turnover among coaches, and urged changes that would allow coaches to negotiate fairer compensation and receive external funding. Hickman and Ward emphasized the long hours, family strain, and mentoring role of coaches, while the superintendents said districts face finite budgets and must balance coach pay against teacher, bus driver, and other staffing needs; they also warned that booster-funded pay could create inequities between wealthy and less affluent communities. Senators discussed whether booster-club funding should be allowed, whether compensation should vary by performance, and whether any new funding should be categorical. Public comment followed from Florida Athletic Coaches Association Executive Director Shelton Cruz and former coach Tyrone McGriff, both of whom stressed the broader educational and safety impact of coaches and asked lawmakers to support the next generation of coaches. After the presentations, the committee took up confirmation hearings for appointments on tabs 3 through 6 and, by a single roll-call vote, recommended all appointees favorably. The meeting then adjourned.

Transcript Highlights:

• There is a salary disparity.
• salary cap, right?
• don't have a a a salary that's at least<01:34:32.560><c> uh</c><01:34:32.719><c> competitive</c><01:
• </c> Swanner made mention of our competition. Swanner made mention of our competition.
• We're not about these salaries.

Committee: Joint Appropriations

Transcript Highlights:

• The state has offered a 2% competitive pay increase and a 3% special pay increase for these employees
• We have proposed, besides the pay additives and merit pay, a competitive pay increase.
• Besides the pay additives and merit pay, a competitive pay increase of 2 percent and a specialty pay
• 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 informational presentations on several state employee bargaining units at impasse. The Department of Management Services outlined the status of negotiations for FDLE special agents, correctional/security services, sworn law enforcement officers, Florida Highway Patrol troopers, and Florida State Fire Service employees. In each case, most contract articles had been resolved, but key disputes remained over wages and several non-economic provisions such as hours of work, grievance language, safety, grooming, seniority, equipment, travel, and on-call pay. DMS emphasized that the state had offered competitive pay increases, special pay, recruitment/retention funds in some units, and that insurance costs would remain unchanged for employees. Representatives for the Florida State Fire Service Association argued that the state was requiring firefighters to perform work far outside their job descriptions, including major construction and renovation, and that wildland firefighters were being undercompensated for long hours, on-call duty, and callback work. They also pressed for higher wages, an incentive-based pay plan, additional compensation for firefighter-EMTs, more protective clothing, and stronger decontamination and cancer-prevention measures. The Police Benevolent Association’s Florida Highway Patrol unit sought a larger career development plan, veteran stipends, broader grooming/tattoo allowances, improved vehicle safety, and more pay, while the law enforcement unit raised concerns about vehicle safety, performance evaluation quotas, and a $7,000 across-the-board raise. The security services unit representing correctional officers, probation officers, and ISS officers focused on a substantial wage increase, retention pay, special pay for death row and close management assignments, and overtime treatment for lieutenants and captains. Committee members asked only a few clarifying questions, including whether correctional officers receive overtime, which DMS confirmed they do. No votes were taken and no formal action was scheduled; the meeting was expressly for information only. The committee thanked the presenters, noted that the materials and testimony would be taken under advisement, and adjourned without objection.

Transcript Highlights:

• So after more than 20 years in business, without having manager salaries or owner salaries, we made $84
• So after more than 20 years in business, without having manager salaries or owner salaries, we made $84
• So after more than 20 years in business, without having manager salaries or owner salaries, we made $84
• There's no competition.
• But I digress, swipe fees should be the result of free market competition, not a price-fixing cartel

Summary: The Special Legislative Commission studying the future of credit card payments and their impacts on small businesses held what leaders described as its last public hearing, though they said the commission would continue meeting to develop a report and recommendations. Chair Paul Feeney and other members noted the issue is complex and that they had sought testimony from a wide range of stakeholders before moving into a more deliberative phase. The commission adjourned after hearing from several in-person and virtual witnesses. Banking and card-industry witnesses, including the Massachusetts Bankers Association, the Card Coalition, the Electronic Payments Coalition, and others, argued that payment cards provide major benefits to consumers and merchants, including convenience, fraud protection, fast settlement, and broad access to electronic commerce. They warned that state-level changes to interchange rules could create a patchwork of conflicting requirements, disrupt global payment systems, and especially affect state-chartered community banks and small businesses. Several also said recent federal actions and litigation, including OCC and NCUA preemption rules and the Illinois interchange-fee litigation, have limited the practical reach of state laws. Restaurant, retail, and convenience-store witnesses pushed for relief from swipe fees, saying independent businesses operate on thin margins and pay fees on amounts that are not really their revenue, such as sales tax and gratuities. They urged transparency, the ability to surcharge, vendor compensation for tax collection, and limits on interchange or related fees. Some witnesses said merchants bear significant fraud and chargeback costs and that banks and card networks have not offered enough direct relief. Commissioners asked questions about surcharging, fee regulation, fraud, and whether industry should share more of the burden. No votes or formal actions were taken beyond adjourning the hearing.

Transcript Highlights:

• Salaries for non-attorneys were behind as well, and unfortunately the office was also not competitive
• The average salary for administrative staff went up to $88,000.
• The average salary for our investigators went up to $99,000, and the average salary for staff attorneys
• </c> staff received salary staff received salary increases<00:31:07.200><c> the</c><00:31:07.399><c>
• </c><00:31:18.559><c> for</c> midpoint the average salary for midpoint the average salary for administrative

Summary: The Budget Review Subcommittee on General Government met for its first meeting and heard budget-related presentations from the Auditor of Public Accounts and the Secretary of State, with the Treasurer beginning a presentation at the end of the transcript. Auditor Allison Ball reviewed her office’s 2024 and early 2025 work, including hundreds of county and state audits, several special examinations, and ongoing reviews such as the kinship care funding issue, the Kentucky Department of Education audit, and the Jefferson County Public Schools audit. She said her office is focused on waste, fraud, abuse, and legal compliance, and asked the committee to consider future budget changes, including aligning her appropriation with restricted funding and restoring a stronger performance-audit function. She also highlighted audits that exposed serious problems, including the Department of Juvenile Justice review, and said those reports are intended to serve as models for other entities to avoid similar failures. Secretary of State Michael Adams said his office is self-sustaining through fees and does not need tax dollars, but asked for greater access to its own revenues and more flexibility in using them. He highlighted the Safe at Home address confidentiality program, saying recent changes expanded protections for survivors of domestic violence, sexual assault, and human trafficking, and that the program has grown rapidly while remaining funded by offender fines. Adams also urged lawmakers to again adjust county election funding for inflation, noting the current per-voter and per-precinct amounts were set decades ago. In questioning, Representative Hart asked whether the Safe at Home program was self-funding; Adams replied that it covers only about 10% of its operating cost and said the best solution would be to let the office use more of the revenue it already collects rather than rely on tax dollars. Treasurer Martin Medcafe, introduced with staff member Russell Weber, praised the General Assembly’s fiscal discipline and described the Treasury’s work in managing state funds. He reported strong results from the Unclaimed Property Fund, saying the office returned $35.5 million to Kentuckians in its first year and $3.8 million in the first month of the current year, and said the State Investments Commission generated $682 million in returns last year. He also highlighted financial literacy efforts through the Kentucky Financial Empowerment Commission and said the Treasury is helping manage opioid settlement funds, which are now earning up to $200,000 per month through investment. No votes or formal actions were taken in the portion of the meeting provided.