Transcript Highlights:

• It also doesn't raise our taxes by like giving us a salary or anything like that.
• It also doesn't raise our taxes by like giving us a salary or anything like that.
• It also doesn't raise our taxes by like giving us a salary or anything like that.

Committee: House Legislative Administration

Transcript Highlights:

• personnel plan staff in the years that salary increases are denied for faculty or staff.
• The highest-paid president makes $611,000 a year, and the CSU Chancellor's base salary is $795,000.
• The highest-paid president makes $611,000 a year, and the CSU Chancellor's base salary is $795,000.
• I've significantly amended this bill from what it was originally proposed in terms of salary caps.
• I have amended this bill from what it was originally proposed in terms of salary caps.

Committee: Senate Education

Transcript Highlights:

• Part of that was for the salaries, part of that was for operations. >> Okay.
• ,</c><00:14:36.959><c> part</c> Part of that was for the salaries, part Part of that was for the salaries
• </c><01:05:21.520><c> Um</c> of salaries to 44%. So a 3% increase. Um of salaries to 44%.
• So, when the salary increases, then you have to have the contribution increase accordingly.
• So, when the salary increases, then you have to have the contribution increase accordingly.

Committee: Senate Labor and Technology

Summary: The committees heard testimony on several personnel and employment bills. SB 2119 would require the state or counties to reimburse public officers and employees for approved work-related travel costs within 30 days; testifiers from the State Procurement Office, UPW, HGA, the University of Hawaii Professional Assembly, and others supported the measure, citing delayed reimbursements. SB 3131 would update state position titles by changing “private secretary” to “executive assistant” and “secretary” to “administrative assistant” where applicable, and it drew support from DEED and comments from the State Librarian. SB 3069 would permanently exempt a limited number of specialized positions in DAGS Public Works and the Comptroller’s office from civil service; DAGS, HCDA, and DEED supported it, while UPW opposed it. Committee members questioned whether the exemption should be narrower and whether the positions should be consultants or actual employees, and DAGS said the roles were narrowly tailored, highly specialized, and intended to help manage complex projects such as Aloha Stadium, the convention center, and other major redevelopment work. The committee then heard SB 3180, which would repeal the limit on temporary employment in a single position for two 89-day terms. Testimony included support from the Procurement Office, DOE, DHRD, the State Librarian in opposition, UPW written comments, HGA, the Grassroots Institute of Hawaii, and others. Discussion focused on whether the bill was needed to address abuse of repeated 89-day hires and whether it would affect recruitment and career pathways. Finally, SB 2137 would allow departments, divisions, and agencies to assume hiring and recruitment functions from DHRD under certain conditions. DHRD opposed the bill, saying existing law already allows delegation and that agency-level recruitment often lacks the expertise and staffing to do the work; UHPA supported it, and UPW submitted written support. In questioning, DHRD said it had reduced backlog and was now current on screening, while also offering programs like Operation Hire Hawaii for faster agency-led recruitment.

Transcript Highlights:

• And my personal salary, you know, was lined up with being paid out of a state budget. ...salary, you
• asked for a COLA increase for civil legal aid attorneys, and I was going to get an increase in my salary
• I was told that so long as my personal salary was not affected, it was okay.
• As long as my personal salary was not affected, it was okay.
• So it was okay that my salary was increasing because it was part of a class of people, and it was not

Summary: The hearing resumed in the Legislative Ethics Board matter involving Tara Simmons after the board confirmed no ex parte communications had occurred overnight. Respondent’s counsel moved to dismiss two allegations at the close of the board staff’s case: that Simmons pressured the Administrative Office of the Courts to alter a contract in favor of her employer, and that she violated ethics rules by combining legislative support for AEJG with a personal donation to the organization. Board staff opposed the motion, arguing the evidence showed Simmons’s legislative and personal dealings were intertwined. After a recess for deliberation, the board denied the motion to dismiss, and the hearing moved into the defense case. The first defense witness was Sharon Navas, executive director of the Equity and Education Coalition (EEC). Navas testified that she met Simmons in 2018, later hired her, and took steps to separate Simmons’s legislative duties from her work for EEC. She said Simmons was never paid for lobbying or legislative acts, that her compensation came from unrestricted funds, and that the organization used written ethics-compliance language and a formal scope of work. Navas also described the proviso-funded dashboard project involving Anthony Powers and Chris Stanley, testifying that Simmons was not involved in the project’s day-to-day work, did not attend the meetings about the dispute, and was not part of the alleged contract disagreement. On cross-examination, staff focused on the contract documents, the dashboard work, and whether the scope of work matched the parties’ understanding. Tara Simmons then testified in her own defense. She described her background, legislative career, disability accommodations, and extensive efforts to seek ethics guidance from House counsel and board-related materials before taking outside employment or supporting provisos. She said she relied on prior ethics advice when separating her legislative role from outside work and when seeking provisos for AEJG and EEC. Simmons also addressed her relationship with Anthony Powers, describing it as a friendship rooted in criminal justice reform work and prior collaboration. The hearing was still in the middle of Simmons’s direct testimony when the transcript excerpt ended, with no final ruling on the merits or disposition of the allegations.

Transcript Highlights:

• Okay, so compensation plans for most people are just salary, right?
• There's a base salary, which is usually about 20% at the highest level.
• About was executive salaries.
• For PG&E, the salary, or the total compensation, was $19.8 million.
• For PG&E, the salary, or the total compensation, was $19.8 million.

Summary: The hearing focused on the SB 254 Natural Catastrophe Resiliency Study and its recommendations for addressing California’s wildfire risk, utility liability, and the financing of catastrophic losses. Committee members and presenters discussed the history of the wildfire fund created after the 2018 fire crisis and PG&E bankruptcy, the role of the California Earthquake Authority as fund administrator, and the report’s three broad policy pathways: continuing mitigation investments, more equitably allocating catastrophe costs, and considering expanded state involvement in catastrophe financing. Presenters emphasized that the report was intended as a neutral, stakeholder-informed analysis rather than an advocacy document, and that the status quo is not working well for survivors, ratepayers, insurers, or utilities. CEA, CPUC, and the Office of Energy Infrastructure Safety each described their contributions and recommendations. CEA outlined options such as risk-tolerance standards for utilities, preserving safety certificate accountability, tying executive compensation more directly to safety, confidential near-miss reporting, liability reforms, and a fast-pay facility for survivors. CPUC stressed that wildfire mitigation and liability costs are a major driver of electricity affordability problems, and said the state should broaden how wildfire recovery and mitigation are funded beyond ratepayers alone. Energy Safety highlighted its wildfire mitigation plan oversight and recommended stronger safety reporting and stronger safety weighting in utility executive compensation. The modeling portion of the report estimated that a more durable wildfire fund could require about $36 billion in capitalization, with lower initial capital needs if risk transfer or liability reforms are used, but potentially higher ongoing premium or assessment costs. The report also examined state-backed insurer or backstop models, post-event funding mechanisms, and targeted community wildfire mitigation, which could reduce overall funding needs. Members raised concerns about the cost burden on ratepayers, the financial stability of utilities, the fairness of asking communities outside high-risk areas to pay, the role of local governments and home hardening, and whether broader climate-related liability or insurance reforms should be considered. No votes were taken; the hearing was informational and ended with plans for further committee hearings and stakeholder discussion.

Transcript Highlights:

• And, you know, I too have wrestled with the idea that judges do make, you know, fairly good salary.
• I think for some of them going on the judiciary is a big step up in salary from what they did before
• I think for for some fairly good salary.
• from what they did step up in salary from what they did before<00:43:16.000><c> if</c><00:43:16.240>
• Their salaries are really quite low, and it is important that we keep our courts strong.

Summary: The committee took up House File 3874, the Judiciary budget bill, and first moved it to the Ways and Means Committee. The bill was described as funding the judicial branch’s budget request, including courthouse and judge security measures, home safety for judges and staff, a $1 million courthouse safety grant program, and funding related to paid family and medical leave costs that the courts must absorb. A court administrator explained that some base adjustments were budget-neutral internal shifts within the court system, moving money from district courts to other courts to better meet overall needs. Members then debated several amendments. The A7 amendment, which reduced some of the requested security funding for administrators and aligned it more closely with legislative security levels while retaining flexible Supreme Court security personnel, was adopted. The A1 amendment, which would have deleted the additional operating adjustment for paid family and medical leave, failed on a 7-7 tie after debate over whether the courts should bear the employer share of that cost and whether the program itself was an unfunded mandate. The A2 amendment, also related to paid family and medical leave funding, likewise failed on a 7-7 tie after similar discussion about the judiciary’s ongoing employment costs and the branch’s inability to raise its own revenue. The committee then adopted the A4 amendment, which increased the courthouse safety grant program from $1 million to $4 million. Supporters said there was unmet demand for courthouse security grants and that the money would help with hardware such as screening equipment, while the court administrator said the branch would not spend more than it could use and that the grants would be reviewed by a committee including law enforcement and county representatives. The administrator noted the funding would be one-time money and would not cover staffing costs. The committee also discussed the judiciary’s ongoing need for funding, with members arguing both that the courts should be treated like other employers and that the judicial branch, as an independent branch of government, must be funded by the legislature. The final A5 amendment was then introduced, with staff noting it would delete a section already covered by the adopted A7 amendment and reduce an appropriation on page four, line 14.

Transcript Highlights:

• They have skin in the game because they are paying these young people salaries as they work there.
• They have skin in the game because they are paying these young people salaries as they work there.
• They have skin in the game because they are paying these young people salaries as they work there.
• They have skin in the game because they are paying these young people salaries as they work there.
• Could you elaborate on the salaries.

Committee: House Postsecondary Education

Transcript Highlights:

• About 48% of the total budget is for personnel services, which consists of salaries, other compensation
• And this is the stat that I'm most proud of: Last year, the jobs LED announced had an average salary
• numbered, but it's on the page, the result, the $91,000 per year, I'm sorry, $91,000 average annual salary
• terms, we know that anytime you double, double, now, I want to be clear on that, the average state salary
• terms, we know that anytime you double, double, now, I want to be clear on that, the average state salary

Committee: House Appropriations

Summary: The committee first heard the FY27 executive budget review for Louisiana Economic Development (LED). House Fiscal outlined a $59.4 million LED budget, with major funding from state general fund, self-generated revenue, federal funds, and a marketing dedication, and explained reductions tied largely to the removal of one-time funding and carryforwards. The Secretary highlighted recent economic development results, including major capital investment announcements, job creation, the high-impact jobs program, Louisiana Fast Sites, and efforts to support existing businesses and small business growth. Members repeatedly asked for clearer public-facing materials on the tax and economic benefits of incentives, the use of the entertainment development fund, the structure of the high-impact jobs and Fast Sites programs, and how LED competes with other states. LED also discussed its Storyteller Initiative, regional project distribution, and the role of major events and film-related incentives. The committee then reviewed Louisiana Works’ FY27 budget of $352.7 million. Staff explained that the budget is driven mainly by federal funds and statutory dedications, with changes largely attributable to the One Door to Work Act and the transfer of workforce functions and positions into the department. The Secretary noted a planned $5 million move for the Louisiana STEM Council and a small request for elevator repairs, and members discussed the unemployment insurance trust fund’s improved balance, which lowered employer tax rates and increased benefits. Questions focused on workforce shortages, coordination with LCTCS and other training partners, the new Louisiana Talent Accelerator and workforce modernization efforts, the need for marketing to attract workers back to Louisiana, and remaining gaps in funding for rehabilitation services and disability employment programs. Finally, the committee took up the Department of Conservation and Energy’s FY27 budget of $201.3 million. Staff described decreases tied to the end of the Solar for All grant, lower orphan well spending as prior balances were drawn down, and reductions in some one-time funding and interagency transfers. The Secretary said the department’s reorganization is now largely complete and emphasized a focus on eliminating duplicative functions, strengthening enforcement and permitting, and using available funds more efficiently. Members questioned the reduction in orphan well funding, the impact of the Solar for All repeal, the use of settlement dollars, and the department’s plans for AI-assisted permitting and modernization of the Sunrise database. They also discussed ongoing work on seismic activity in Red River Parish, commercial fishermen’s claims for gear damaged by energy infrastructure, and efforts to improve financial security requirements for operators so future orphan well liabilities are better covered.

Transcript Highlights:

• Senator, back on I guess the main amendment, this amendment adds salary supplements and teacher salary
• So the question is: why are we doing that, and wouldn't this place salary supplements and the teacher
• We talked about the salary supplements and the teacher salary increase implementation plan.
• What it'll also allow is it allow those teachers to get their salary supplements quicker.
• And what it'll also allow is it allow those teachers to get their salary supplements quicker.

Committee: Senate Rules

Transcript Highlights:

• For salary and fringe, this includes $95,775,39 for fiscal year 26.
• For salary and fringe, this includes $95,775,39 for fiscal year 26.
• </c><00:05:56.320><c> For</c><00:05:56.639><c> salary</c><00:05:57.039><c> and</c> fiscal years 2526.
• For salary and fiscal years 2526.
• For salary and fringe,<00:05:57.600><c> this</c><00:05:57.759><c> includes</c><00:05:58.240><c> $95,775,39

Bills: HB2241 , HB1163 , HB1514 , HB1696 , HB2021 , SB2135 , SB2466 , SB2727 , SB3082 , SB3097 , SB2861 , SCR100 , SB3096 , SB99 , SB2138 , HB2289 , HB2319 , HB1711 , HB2270 , SB3138 , SB3076 , HB1642 , HB2338 , HB2171 , HB1785 , SB2881 , HB2505 , SB2552 , HB1518 , HB1815 , SB3125 , SB3234 , SCR162 , SB2614 , SB3118 , SB2053 , SB2494 , SB2851 , SB3073 , HB1678 , HB1721 , HB2475 , HB2246 , HB1667 , HB1516 , SB2532 , SB3131 , SB3154 , HB2297 , HB1737 , SB2143 , SB2398 , SB2623 , HB1740 , HB1920 , HB1682 , SB2153 , SB3140 , HB2158 , HB1718 , HB2207 , HB1801 , SB3229 , SB2338 , SB3069 , SB2600 , HB2300 , HB1800 , HB1960 , SB2999 , SB2060 , SB2866 , SB2239 , HB1741 , HB1713 , HB2023 , HB2417 , SB2877 , SB2598 , SB2921 , SB2645 , HB2547 , HB2275 , HB2452 , HB2329 , HB2339 , HB1838 , HB1509 , HB1661 , HB2271 , HB2272 , HB2344 , HB1888 , HB1707 , SB2340 , HB2474 , HB1576 , HB1853 , HB1804 , HB1854 , HB2095 , HB2050 , HB472 , SB3215 , SB2247 , SB2400 , HB1618 , HB1802 , HB1969 , HB1541 , HB2310 , HB2498 , HB2443 , HB2218 , HB649 , HB2104 , HB1710 , SB2802 , HB1973 , HB1974 , HB1894 , HB1891 , HB1890 , SB177 , SB2101 , SB3320 , SB2487 , HB2429 , HB1870 , HB1839 , HB2583 , HB1391 , HB2094 , SB2671 , SB2673 , SB2892 , SB2057 , SB3245 , HB306 , HB2592 , SB3157 , SB3204 , SB3324 , SB2580 , SB2074 , SB411 , SB3025 , SB2934 , SB2567 , SB2125 , SB3238 , SB2367 , SB2599 , SB3007 , SB2001 , SB2756 , SB3029

Transcript Highlights:

• for $320,000 on my own, and I was not able to, and the sole reason for me not being able to was my salary
• Our salaries make many of our colleagues have part-time jobs just to make ends meet.
• College, then we should also be paying the faculty and staff what we deserve, which is to have a salary
• And I've been here 31 years and I'm nowhere near that salary. Correct.
• One thing that we're very concerned about is that our providers' salary has not been increased since

Committee: Joint Joint Committee on Ways and Means

Transcript Highlights:

• The salary increase is optional for each assessor and must be posted twice in the parish's official journal
• Finally, the salary equalization for the assessors will have no financial impact on the state and will
• When base salaries were set for the assessors and clerks years ago, we were treated equally.
• Equalizing the assessor salaries has no budgetary impact on state funding.
• the off-season, to where we could develop and be strategic and intentional as far as the pay and salary

Summary: The committee first took up HB 620, a constitutional amendment and companion legislation to centralize collection of state and local sales taxes. The author and supporters from the Tax Foundation, COST, NFIB, and LABI argued that Louisiana’s decentralized system creates high compliance costs, inconsistent administration, and lost revenue, especially for small businesses and out-of-state sellers. Several members raised concerns about the recent rollout of the hybrid e-file system, the effect on local cash flow and auditability, and whether the state could implement a fully centralized system without disrupting parish and municipal revenues. The author ultimately agreed to voluntarily defer HB 620 and its companion HB 658 so the committee could see how the current system performs and continue working with local stakeholders. The committee then heard HB 898, which would dedicate a portion of surplus revenue to reducing and eventually eliminating the state income tax. The author described it as a gradual, revenue-triggered approach to tax elimination, while another member suggested pairing it with reductions in tax exemptions and credits. The bill was voluntarily deferred for future consideration. Next, the committee considered HB 217 and HB 214, a bill and constitutional amendment creating an optional property tax exemption for rehabilitated blighted or derelict properties. Support came from local government and law enforcement groups, who said the measure would give parishes and municipalities a tool to encourage redevelopment and reduce blight. Members discussed safeguards, including local option, whether the exemption should follow the property for 20 years, and whether a step-down at the end of the exemption period should be considered. HB 217 was reported favorably as amended, and HB 214 was also reported favorably. The committee also advanced HB 514 and HB 561, both by Rep. Farnum, which expand property tax relief for seniors and certain trusts. HB 514 creates an optional additional ad valorem tax exemption for homeowners age 65 and older, and HB 561 extends eligibility to certain trusts when the qualifying owner occupies the home. Both measures were described as local-option tools to help seniors remain in their homes, and both were reported favorably as amended. Finally, HB 812, by the vice chair, was heard to allow limited annual compensation increases for parish assessors. Assessor representatives said their duties have expanded and their pay has fallen behind clerks of court; members questioned the lack of direct local voter input, but the bill was presented as optional and funded locally, with discussion of transparency and a possible task force to coordinate future compensation policy.

Transcript Highlights:

• They actually pay into the PEERS system, and we're having a new substitute minimum salary of $35,000.
• So we wanted to... ...substitute minimum salary of $35,000.
• So we wanted to differentiate these tiered teachers from a fully certified teacher and the base salary
• They're not on a salary schedule.
• then it would be in the district's discretion to place them where they want to place them on the salary

Committee: House Elementary and Secondary Education

Summary: The committee first took up a combined substitute for House Bills 2115 and 1876, which would encourage cursive instruction and add a future cursive assessment. Members discussed that the substitute removed an immediate fifth-grade test and instead would phase in an assessment later, with no penalty for failure. Some members raised concerns about teacher training, costs, and added demands on elementary classrooms, while supporters said the measure was only a recommendation and could be improved on the floor. The committee adopted the substitute and then passed the House Committee Substitute for both bills on a roll call vote of 13-9, with several members present or absent. The committee then heard House Bill 2776, as amended and substituted, a teacher-certification bill aimed at addressing Missouri’s teacher shortage through a tiered associate certification system for pre-K and elementary grades. Sponsors explained that Tier 1 and Tier 2 certificates would be temporary and nonrenewable, with mentoring, literacy training, and a minimum salary floor, and that Tier 3 would lead to full certification and retirement-system participation. Members questioned the pay differential, the effect on teacher quality, the role of literacy training, and how the bill would treat leaves or incomplete years of service. After adopting an amendment and rolling it into a new substitute, the committee passed the House Committee Substitute for House Bill 2776 by a vote of 12-5 with one present. In open session, the committee heard House Bills 1698 and 2120 together, both anti-bullying measures that would strengthen reporting, parent notification, school-board awareness, and immunity protections for good-faith reporting. The sponsors described the bills as responses to a student bullying case that ended in suicide, and witnesses from the family gave emotional testimony urging immediate reporting and stronger accountability. Committee members raised questions about definitions of bullying, off-campus conduct, mandatory reporting to law enforcement, and the need to avoid sweeping in protected speech or sincerely held religious beliefs. No vote was taken on those bills in the portion provided. The committee then began testimony on House Bills 2230 and 2978, the Hands-on Learning Restoration Act, which would limit screen time and one-to-one device use in K-5 classrooms and emphasize books, paper, pencils, and cursive. Sponsors and supporters argued that heavy reliance on Chromebooks and other devices has harmed literacy, attention, and child development, citing low NAEP scores and research on handwriting and screen exposure. Teachers, physicians, and parents testified in support, while some members noted the bill may be too prescriptive and would need work on implementation, testing, and local flexibility. The hearing continued with additional testimony after the excerpt ended.

Transcript Highlights:

• The guaranteed minimum in-season salary alone would cover them for 126 to 168 hours per week, depending
• taken out of the game and then being required to clock out and go home. guaranteed minimum inseason salary
• alone guaranteed minimum inseason salary alone would<00:02:45.879><c> cover</c><00:02:46.120><c> them
• Is there a minimum contract that minor leaguers who play professional baseball have as a salary?
• there there is baseball have as a salary there there is that<00:05:23.680><c> was</c><00:05:23.960><

Summary: The Senate Committee for Economic Development, Tourism, and Labor heard two bills. Senate Bill 15, sponsored by Sen. Amanda Bledsoe, was presented with testimony from Major League Baseball in support of exempting minor league baseball players from Kentucky wage-and-hour treatment. Witnesses said the bill would preserve the negotiated collective bargaining structure for players, avoid impractical time-tracking requirements, and keep Kentucky aligned with other states. Senators discussed minor league salary levels, the importance of baseball to Kentucky communities, and the bill’s relationship to minimum wage law. The committee then took a roll call vote and passed the bill with unanimous support from members present. The committee next heard Senate Bill 103 from Sen. Danny Carroll, which would require the Office of Vocational Rehabilitation to adopt regulations under Chapter 13A, limit reciprocal agreements with other states until in-state provider contracts are exhausted, establish procedures for service fee memos before a new fiscal year, and require an annual report with operating and financial information. Testimony from community rehabilitation providers and disability advocates emphasized that the bill would increase transparency, protect local providers, and improve services for people with disabilities seeking competitive employment. They said Kentucky has a large disability population, that many working-age individuals with disabilities are not employed, and that better oversight could help address workforce shortages and reduce reliance on public assistance. Senators asked about the disability population, age ranges served, funding, and recent changes to provider rates and selection processes. The committee then voted to pass Senate Bill 103 unanimously.

Transcript Highlights:

• It includes funding to local law enforcement agencies to pay for apprenticeships including the salaries
• We are 47th in salaries in the nation.
• Stop posting on social media that you back the blue if you don't make specific mention their salaries
• They want higher salaries.
• They want salary increases. When I ask questions...

Transcript Highlights:

• but also Property Appraisers and Clerks Association, to respectfully consider approving a base pay salary
• Supervisors received a base pay salary increase within the last 10 years, but that was to align supervisors
• Until then, we remained at the lowest base salary for constitutional officers.
• Last year, the tax collectors and superintendents received a $5,000 base pay salary adjustment.
• What is currently the base salary for our constitutional officers, supervisors, tax collectors, property

Committee: Senate Ethics and Elections

Summary: The committee heard a presentation from several county supervisors of elections and the Florida Supervisors of Elections Association on the 2024 election cycle and priorities for the 2025 session. They described very high turnout in the presidential election, major operational planning needs, and the heavy reliance on seasonal workers, list maintenance, ballot-on-demand systems, and secure chain-of-custody procedures. They also discussed the impact of recent legislative changes on voter-roll maintenance, including inactive voter removal, and said Florida’s election administration has improved to what they called a “platinum standard.” The supervisors outlined several legislative requests: allowing more than one non-government “wild card” early voting site to improve access and emergency flexibility; requiring newly naturalized citizens to update driver’s license information so voter records match DHSMV data; exempting home addresses of certain election workers and ballot transporters from public records to improve safety and recruitment; restoring a checkbox on vote-by-mail return envelopes so voters can stay on the vote-by-mail list for the next cycle; aligning base salaries for supervisors, property appraisers, and clerks with other constitutional officers; and reducing ballot length by removing precinct committee races from the ballot. They also said they expect a committee bill to carry some of these proposals. Members questioned the panel about ballot transport security, signature verification, vote-by-mail expiration, public records transparency, and the petition process for constitutional amendments. The supervisors said ballots are transported under detailed county plans with tamper-evident seals, chain-of-custody logs, trained workers, and in some cases two-person transport teams. On petitions, they said the process is labor-intensive and expensive, that fraud has occurred in some cases, and that they favor reforms such as requiring more personal identifying information and having initiative sponsors mail petitions to voters rather than making supervisors handle the mailing. They also said signature mismatches can be cured within 72 hours after Election Day and that voters are notified when possible. After the supervisors’ presentation, the committee also heard brief public testimony from Kathleen Griffiths, who urged adoption of commercial-style risk management standards in election systems and referenced several election-related bills her group supports.

Transcript Highlights:

• in the relationship and utilization of related parties in operational duties, excessive executive salary
• in the relationship and utilization of related parties in operational duties, excessive executive salary
• package, including base pay, bonuses, and incentives, cannot exceed 150% of the department secretary's salary
• All submitted cost allocation plans and confirmed compliance for any impacted salaries.
• those included, again, noncompetitive procurement practices for both related and non-related parties, salary

Summary: The Human Services Subcommittee held its first meeting of the term and heard introductory remarks from the chair, vice chair, ranking member, and members, who broadly described their interest in child welfare, mental health, aging services, homelessness, and agency accountability. The chair then outlined the subcommittee’s jurisdiction, including child welfare, mental health and substance abuse safety net services, domestic violence, developmental disabilities, elder services, and child support, and introduced the Department of Children and Families (DCF) as the first agency panel for the term. DCF presented an implementation update on HB 7089, a 2024 law aimed at increasing accountability and transparency for community-based care (CBC) lead agencies that deliver most child welfare services under contract. The department said the bill was prompted by forensic examinations that found problems such as noncompetitive procurement, related-party transactions, excessive executive compensation, and weak financial oversight. DCF described new contract requirements and monitoring tools covering board governance and annual training, conflict-of-interest disclosures, financial penalties for noncompliance, fidelity bond requirements, limits on direct service provision by lead agencies, related-party procurement rules, procurement thresholds, real-property approvals, compensation caps, expanded public reporting, and a new Future of Child Protection and Funding Work Group. DCF reported that some lead agencies had completed required board training, others were still on schedule, and two agencies exceeding the direct-service threshold had been referred to the Auditor General. Members asked DCF about the reasons for the bill, the impact on children, the work group’s regional representation, aging-out youth, the Embrace Families transition, board training requirements, and whether enforcement actions had been taken. DCF said the bill was intended to protect funds for children and families and improve oversight, and clarified that the Central Florida lead agency contract was awarded through competitive procurement rather than an absorption. DCF also said the board training was designed to be meaningful but not overly burdensome, with timing left partly to lead agencies as they implement the new requirements. The committee then heard from two CBC leaders, who generally supported the accountability goals of HB 7089 and said their agencies had already addressed most of the new governance and disclosure requirements. They reported that board training had been completed or was being scheduled, but both agencies said the fidelity bond requirement has been difficult or impossible to obtain in the market as written, though they were able to secure the separate performance bond. The CBC witnesses also warned that recruiting providers is increasingly difficult, especially for higher-acuity children and group-home placements, due to limited provider supply, regulatory burden, insurance costs, and rising risk. They said these pressures are contributing to budget deficits in some areas and urged lawmakers to consider the funding model, insurance and indemnification issues, and the risk of overregulation reducing provider participation.

Transcript Highlights:

• For example, teacher salaries. He doesn't use beginning salaries.
• , the low starting salary, and we went to the opposite end, the high.
• </c><00:34:14.720><c> No</c> salaries. He doesn't use beginning. No salaries.
• ><c> the</c><00:35:43.119><c> low</c> took the starting salary, the low took the starting salary, the
• </c> those starting salaries, $42,560. those starting salaries, $42,560.

Committee: House Education Funding

Transcript Highlights:

• recorded for themselves internally is that last year we had half of the money we were allocated for salary
• So we agreed to try to swap some salary money out of appropriations and put it into ARPA.
• Swap some salary money out of appropriations and put it into ARPA, and put some ARPA—kind of swap them

Summary: The meeting began with roll call, confirmation of a quorum, approval of the prior minutes, and a determination that there were no public comments. Members then discussed a possible future commission meeting at FISTA in Lawton, with support for touring the facility and a question raised about security for a public notice meeting; staff indicated security would not be a problem. The executive director and CEO reported on Workforce Day at the Capitol, describing strong turnout and plans to make it an annual event. She also provided updates on ARPA-funded projects, including efforts to fully expend grant funds through technical assistance and reallocation to training programs such as aviation maintenance, dental assisting, and expanded capacity at other sites. She reviewed progress on the workforce dashboard and data-sharing initiative, including work with AISP, education agencies, OMEZ, Google, and others on data architecture, governance, and a possible public launch. She also explained the FY27 budget, noting the apparent reduction was due to a prior one-time dashboard allocation rolling off rather than an actual cut. Subcommittee reports were brief: public policy members said they had spent time meeting with legislators, and the data management report noted the dashboard had been useful in workforce-related discussions. The commission then voted to enter executive session under Title 25, Section 307(B)(1) to discuss agenda item eight, later returned to open session, and stated no votes or actions were taken in executive session. Afterward, the commission approved a motion directing Kyle and Guyant to move forward with a reduction in force as discussed in executive session. The next meeting was announced for May 14, and the meeting adjourned.

Transcript Highlights:

• adequate for organizations to be sustainable and to be able to offer their providers competitive salaries
• Once folks graduate with nurse training or with behavioral health provider training, the salaries offered
• The salaries offered for these positions, especially just starting out in entry-level roles, are just
• quickly because I know we're running short on time and I want to leave time for questions, but low salaries

Summary: The Massachusetts Commission on the Status of Persons with Disabilities subcommittee on workforce supports met with Chair Andrew Lerault presiding. Members completed roll call, approved the August 2025 minutes, and then heard a presentation from Amy Doyle, director of the Behavioral Health Workforce Center at the Massachusetts Health Policy Commission. Doyle described the center’s launch in September 2024 and its legislative mandate to study behavioral health payment rates, workforce needs, and licensure/certification barriers, with an emphasis on recruitment, retention, capacity building, diversity/equity, and sustainability. She also shared data on unmet behavioral health needs, ED boarding, workforce shortages, aging and turnover in nursing and direct care, and the need to improve data collection on non-licensed workers and populations such as people with developmental disabilities and autism. Committee members asked questions about what provider types were included in the workforce data and whether DDS-related residential and direct support roles were captured. Doyle said the center is still working to define and measure the full behavioral health workforce, including non-licensed roles, and welcomed follow-up on missing data sources. Members suggested additional sources such as CHIA and the Association of Developmental Disability Providers’ workforce survey. Doyle noted that the center is working with CHIA and that new licensure renewal surveys for behavioral health and allied mental health professionals will begin in 2025, which should improve future workforce data. The discussion also touched on the Health Policy Commission’s broader workforce findings, including nurse attrition, burnout, low wages, and the importance of career ladders and advanced training. Doyle said the center’s first policy recommendations will come from its rate study, expected in the next one to two months, and will likely focus on capacity building and sustainability. After the presentation, members thanked Doyle and discussed subcommittee leadership. Chair Lerault announced he was stepping down, and Chris White volunteered to serve as co-chair; the committee agreed to move forward with that arrangement and to revisit FY26 goals once new leadership is in place. The meeting then adjourned by motion and second.