Category: Services

The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #45 – Cigna Mental & Emotional Health Goodies

If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view on YouTube, so I know how many people have watched)

You can also listen to an audio version.

Hello and welcome to another episode of the Subject Matter Minute. I’m Matt Nagy, thanks for taking a bit of time out of your busy day to put up with my shenanigans. I appreciate you.

So, for spring break, my wife, my youngest, and I went to the Pacific Northwest for a bit of an active vacation. Awe man… I love it up there. To be able to Mountain bike one day on tight grippy trails and then snowboard the next day in deep deep snow, is an amazing experience. We visited some friends in Bellingham Washington, which if you don’t know, is practically in Canada. Mount Baker is a 10,000-foot mountain that basically starts at sea level. That’s very different from around here. But anyway, we got a powder day at Baker and then went south to Mount Hood in Oregon and got another powder day. My blessed boarding season continues. Considering COVID and the late start to the snow, I’ve hit practically nothing but powder days between there, Steamboat, and Snowy Range. But….. that’s neither here, nor there.

I realized recently that I’ve been a bit remiss about thanking some of my subject matter experts. And since this show is built on their expertise, that’s not good. The last episode was on the new telework policy and I got all my info from our very own Jenny Wacker, a Project Manager for A&I, with whom I regularly work.

I also did an episode on the new Ambulance Insurance being offered through EGI, which of course means the subject matter experts were my usuals down there… Karyn Williams and Pam Unruh. Finally, I did an episode on the employee assistance program and I want to thank Amanda Santee for helping me out with that information. Thanks to everyone who has helped me in all the episodes!

Ok… I should probably get to today’s subject, eh? Today we are going to talk about a slew of Cigna health goodies. (music)

What do I mean by a slew of health goodies? Well, it turns out that the State of Wyoming actually offers a ton of services for our mental and emotional health through Cigna. It seems we even have access to another Employee Assistance Program through them. The State has an interest in keeping us both physically and mentally healthy, as it costs the health plan less down the road, so hopefully, we have lower premium increases as well. I don’t think many people understand that Cigna runs the health plan and provides resources, but the State pays out the claims. So, any savings benefits the State. So, in essence, the healthier we are, the better the health plan does, which in turn, saves us money.

So, as far as these goodies go, some are free, and some behavioral visits with a professional, virtually or in person, would be run through your health plan just like a doctor visit.

Before I get too far, I do want to thank my subject matter expert, Alice Burron, who is the State’s go-between for all things Cigna. While you can read all about this in the below resources, if you really want to know more about this stuff, Alice is your person. Thanks, Alice.

Ok, so they’ve lumped the “slew” into 5 categories: Virtual Counseling, Emotional Health and Well-Being, Mental Health, Substance Use, and Coaching and Support. I have linked a “resource guide” in the show notes that goes over the highlights of these areas. So, basically, they are covering everything outside of physical problems. These are services geared toward your emotional and mental health. This is anything from software to help with happiness, to the ability to text with a mental health provider, to help with your finances, to autism coaching to help with your child. … and everything in-between.

I’ve linked resources to most of these areas in the show notes.

The resource guide basically goes over everything that is available. Let’s take a look at it real quick.

This is the guide. Cigna calls it their “behavioral programs.” As I said before, they group things into 5 areas, or 5 buckets, if you will. Virtual Counseling, Emotional Health & Wellbeing, Mental Health, Substance Use, and Coaching and Support. So then we go into more detail on these areas.

The first is Virtual Counseling. The idea here is you can receive behavioral health care without leaving the home. We have access to over 44,000 clinicians and can schedule virtual appointments with them to discuss a wide range of issues. They also have new options such as text therapy and Talkspace, which is a service they give us access to.

Next is Emotional Health and Well-Being. These items are at no additional cost to us. We can get up to 3 free sessions with a licensed clinician in the EAP network. View on-demand seminars, get access to loads of resources. Again, you can find support for a wide range of topics that you can see here. And then we have access to a couple of self-service tools. iPrevail will tailor a program to your needs and connect you with a peer coach, while happify can help you reduce anxiety, stress and boost overall health.

Next is Mental Health. Cigna can help you find support when you need it. From inpatient and outpatient services to online tools, behavioral coaches, and educational support. They provide coaching and support in areas such as autism, eating disorders, and support for parents and families. They also provide free monthly seminars on these topics and more.

The next area is Substance Use. Again, they can set us up with inpatient and outpatient services, online tools, behavioral coaches, and educational support.

The last bucket of services is Coaching and Support Services. As you’ve heard, you can get coaching across all of these areas. Any of the topics or issues mentioned and unmentioned can be helped with our access to behavioral expert coaching.

Ok, so that is the digital resource guide. You probably noticed that there is a lot of crossover with the services offered. The bottom line is that there are a bunch of different ways to get help with our behavioral issues.

Now let’s look at what’s available on the myCigna website. Please keep in mind that they update the website regularly, so the details may have changed by the time you watch this. Just keep looking around, you’ll find the stuff.

When you log into my.cigna.com you will see this page. The two areas of the site that we are talking about today are the coverage and wellness tabs. Under the coverage tab, we will look at the Employee Assistance Program section, and then we will look at the goods under the wellness tab.

So under coverage, let’s click on the EAP. This is where you will find all of the things that you can get assistance with. This is confidential and at no cost to us. Just like the other EAP we have access to, this will support us in the areas of Emotional Health and Family Support, Home Live Referrals, Financial and Legal Assistance, and Job and Career Support.

The site is a bit off right now. Wyoming employees actually don’t have access to the chat with us feature. So, you can click here to schedule a call with an EAP consultant. There are also links to resources on this page and you can start up Happify or iPrevail here at the bottom.

Ok, let’s check out the wellness section now. Hover over wellness and select wellness home. You will see that the wellness section is about more than just mental and emotional health. Although all the physical stuff will help with your mental well-being as well.

Ok, let’s click on stress, as that will take us to the mental health area. You can see here that you can once again sign up for Happify and iPrevail here. There’s a link to some apps and activities, keeping stress in check, measuring stress, and more.

There’s also an area where you can get some discounts on some fitness things, such as a Fitbit, yoga, and acupuncture. Then below that is a nice repository of resources. Work-Life, coping with stress, mindfulness and meditation, and stress relief.

Again, I would suggest that you look through all these areas as it all helps with our emotional and mental health.

Ok, there you go…. More resources out there for State employees. And while I feel fabulous since I’ve been vaccinated, and still have a job, I know that some of you are dealing with more than I am. So please… look through this stuff. When speaking with Alice I learned that one in four people pre-COVID and now almost half the population after the onset of COVID, are experiencing some challenge in their emotional well-being. So I hope some of these resources resonate with those of you in need. I think Wyoming is even more challenged with the current economic situation. Ya know? We need this stuff more than ever.

Alright, that’s it for today! See you next time on the Subject Matter Minute.

The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #44 – Telework Policy

If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view on YouTube, so I know how many people have watched)

You can also listen to an audio version.

Hello and welcome to the Subject Matter Minute. I’m Matt Nagy… thank you so much for joining me! 

So right now we are at the peak of the Coronavirus pandemic in the US. That means that a ton of us at the State, that are able, are currently teleworking. Some, like me, were teleworking before COVID, but most of you are probably working under the current emergency telework policy that was put into place when the situation required it. Those that were doing it before the pandemic were working under the guidelines of the previous policy that was created way back in 1999.

Since we are unable to continue to work under an emergency policy forever, and since the previous policy was horribly out of date, A&I and HRD decided that it was time for a fresh, new policy that reflects the current work situations, the culture, and of course the budget realities at the state of Wyoming.

Before I go any further, there is something that I need to make very clear. If you are watching this video on the teleworking website then you have already seen the important note in large type, but if not, to put it simply: “Telework approval is at the sole discretion of the agency head, and is not subject to appeal or grievance. Telework is not an expressed or implied employee right or benefit, but a staffing and work arrangement at the sole discretion of management.” (disclaimer stamp)

This means that even if your position and your temperament are perfect for teleworking, it’s still up to management, and if they simply don’t like the idea of teleworking, you are out of luck. I mean, you can keep asking, but……..

Having said that, let’s briefly talk about the policy and highlight the changes that are in it. First of all, the new policy removes the 3 day limit on teleworking. A qualified state employee can now work 5 days a week remotely. (of course, only if that works for the agency and the manager) (disclaimer stamp) Secondly, the need for an MOU (or memorandum of understanding) with the AG’s office has been removed, as there is now an agreement in the PMI system. The policy used to only be for permanent employees, while now it also includes probationary employees. And finally, the old agreement expired every 2 years, while this one remains in effect indefinitely. 

Ok, let’s get into the process as it’s laid out in the policy.

But first, let me show you where everything related to the policy can be found. Go to the A&I website, click on “For State Employees” and then on “Telework Wyoming.” Beneath our beautiful new telework logo you will find the approval process. These are the steps required to begin teleworking. 

Step #1 is inquiring. If you are interested in teleworking in any fashion, talk to your manager. Don’t forget the disclaimer. (disclaimer stamp)

Step #2 is reviewing and understanding the actual policy. You can access the policy right here. You can ask questions of your manager, or your agency HR Representative.

Step #3 is on the manager. They (or you as a manager) have to evaluate and decide. We have created a couple of simple flowcharts to help the manager decide if both the position and the individual in the position are eligible for remote work. Of course…. No matter what the flowcharts “say,” the decision on eligibility is still entirely up to management. (disclaimer stamp)

The next step could be a denied request. While a manager does not have to explain the reasons for the denial, it would be best if a discussion occurs so the employee understands why the position or the employee doesn’t meet the selection criteria.

The next step could also be an approved request. If it’s approved then the manager contacts an HRD representative to sign up the employee for the required ETS training. At this point, there are 3 required courses. This is also a good time to explore the Telework toolkit that you can see here. There is additional training, best practices, and other resources available on that page.

Step #6 is putting together the required documentation. There are several documents and certificates from the ETS training that will need to be uploaded by the supervisor into the PMI system. Once this happens, the supervisor notifies HRD and the employee is assigned a telework agreement.

The telework agreement is in the PMI system. I’m not going to go through that process in this show, but we will create another video showing the steps involved. It will be very similar to most processes that you experience in the system. 

Ok… once that’s done, the employee begins working according to the telework agreement. 

I previously mentioned that this agreement remains in effect indefinitely, and it does… but, like everyone else, managers will review the performance of teleworkers during the regular PMI phases. 

This might be a good spot for another disclaimer. Management can revoke the employee’s telework agreement at any time, for any reason. Or… for no reason at all. I guess that means that if you are allowed to telework, and you enjoy it, enjoy it while it lasts. (chuckle)(disclaimer stamp)

Ok, that’s it folks. Teleworking at the state of Wyoming has gone mainstream and more people that are able can do it. Talk to your manager if you are interested.

Thanks for joining me on the subject matter minute, I’ll see ya next time.

The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #43 – Prepping for the Evaluation Phase.

If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view on YouTube, so I know how many people have watched)

You can also listen to an audio version.

Hello everyone! I hope everyone had a fabulous holiday! I know I did. Just hanging with my immediate family was definitely different than usual, but it sure was relaxing. No scary driving, no deciding which family to visit, no drunken uncles to deal with…. So relaxing.

But, unfortunately, now it’s back to work. And part of our work here at the state is the Performance Management Initiative. Whether you love it or hate it, PMI is something we all have to take care of as state employees.

Today I want to talk about Prepping for the Evaluation Phase. 

Before I dive in, I want to thank my subject matter expert, Brenda Kelly-Mitchell of HRD. She is the Jedi Master and I a mere Padawan. (chuckle…. I have to admit, I’m not a StarWars geek, I had to look that up.)

So, hopefully, you have been staying active with the PMI system all year long. I know that most are not, but, I’m telling you, that if you do, it makes it all easier in the end. 

There are 3 things that you should be doing year-round and that you should definitely do now, in preparation for the evaluation, if you haven’t. 1. Get feedback into the Saba Talentspace system. 2. Monitor and/or document progress of goals, and 3. Refer to the “rater chart.”

Ok, so getting feedback into the system. As you know, or should know, our PMI software is now called Saba Talentspace. And within Talentspace is a feature called Feedback Central. Feedback Central allows you to receive feedback from your supervisor and your colleagues. It also allows you to give feedback. Now I’m not going to go over how to do that in the system because I’ve already done that in episode #26. So, check that out if you need a refresher after you watch this. 

So, what should you put in the system? Has a co-worker thanked you for a job well done? Or has a customer or client commented about your work ethic? Copy those emails or chats into Feedback Central. You can also request feedback from your supervisor when you would like their input. Also, enter your own notes about what you have been working on and how it’s been going. Again, this is why it’s easier to do this throughout the year. But…. think back and get these things in the system. 

Supervisors…. Be sure to be reading through your employees’ feedback. This will make it easier to pull the appropriate feedback into the evaluation form. Also, please give your employees feedback. Positive, constructive, whatever, just get it into the system so you know how it’s been going over the evaluation period. 

Ok, next is documenting the progress of goals. You should be doing this throughout the year. But again, if you haven’t, get in there now and update them. You can show your progress as a percentage, or you can select a status from a dropdown menu, and finally, you can make comments on the goal. So, if you are having a hard time getting the goal completed because you are waiting on someone else, this is the place to note that. Or if you’ve gone above and beyond the goal… put it in the comments section. Again, I’m not going to demonstrate how to do this in Talentspace because it is also in episode #26. 

So the third thing that you should be doing throughout the year, and now, is referring to the “Rater Chart.” If you haven’t seen the rater chart, this is what it looks like. You can access it in the show notes, as well. This is a guide for rating competencies. As employees, the reason you should be referring to it regularly is that it gives you an idea of what to strive for. If you are eager to get a “commendable” in customer service, it helps to know what your supervisor will be rating you on. As a supervisor, you may need clarification on what the different ratings mean. Referring to it regularly can help you re-balance your ideas of where your employees actually are. 

A lot of people don’t realize that “meets expectations” is actually good. So rating expectations can easily get out of whack. 

The rater chart can help both supervisors and employees manage their expectations of ratings.

I know that the PMI process can be frustrating and even annoying to some. Especially when there is no chance of tying money or any sort of reward to it. But… like I’ve said before… you just need to assume that someday… someday in the distant future… there may once again be some money for raises. So, please take the PMI seriously and try to do it to the best of your ability. 

Oh, and, please don’t shoot the messenger. 

That’s it for today. Here’s to a better year ahead.

The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #42 – Ambulance Insurance.

If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view on YouTube, so I know how many people have watched)

You can also listen to an audio version.

Hello and welcome to another episode of the Subject Matter Minute. I truly appreciate you guys. Sorry this episode’s a bit late or later in the month than usual, but to be honest I wanted to make sure we still had a functioning government in this country after the election. I’m only half kidding.

Two out of the three last episodes have been good news. The other was on leave… so just news, right? I told you about our access to LinkedIn learning, which I truly hope all of you are taking advantage of, and then I covered our new employee assistance program, which also I hope you’re taking advantage of… especially during this pandemic and the crazy election. Today I got some more decent news. Now we’re being offered an inexpensive ambulance insurance plan.

I thought of something I should probably mention here. Kind of sounds like the state is spending more money on these programs. I’m happy to say that that is not true the LinkedIn learning was acquired through the library through a federal covid grant, and the employee assistance program was previously being purchased by several agencies, and we consolidated it and now we’re breaking even on that. The ambulance insurance is optional insurance that we have to pay for. I just wanted to get that out there considering the current financial situation of the state.

If you recall I did an episode not too long ago about air ambulance coverage for us. It was episode 34. Check it out if you want. My conclusion towards the end of the show was that state of Wyoming employees don’t really have to worry too much about getting hit with a high bill. However, it is possible that we could. Besides the costs going up in the industry, every company charges different rates. So here’s the deal… first of all, all ambulance service in the state is out of network. That means that Cigna pays 75 percent after your deductible, up to your out-of-pocket maximum of 2000, and any non-covered amounts. That means that we have to pay our deductible and up to $2000, plus anything that is determined to be over the maximum allowable charge or not covered. These are the unknowns. This is called balance billing in case you’ve heard that term thrown around.

Here’s the other thing… any ambulance ride needs to be deemed “medically necessary” by Cigna, and this is not guaranteed. And of course we have no say whether or not we’re placed on an ambulance when we’re injured… we may not even be conscious. So, if it’s deemed not medically necessary by cigna, you get stuck with the entire bill.

I’m not trying to scare you. I’m not trying to scare everybody… I’m just talking about the possibilities, okay?

So currently one out of ten Wyoming citizens, not just Wyoming state employees but Wyoming citizens, will need a ground or air ambulance ride every year. It’s the large distances between towns that kind of put us above average for this need.

Okay let’s talk about this new ambulance insurance. First of all, it’s only $19 a month for you and your family. This insurance, through a company called MASA, covers everything that your insurance doesn’t, including your deductible. It covers you, your spouse, and any dependent children up to the age of 26. It covers you anywhere in the US and Canada. Finally, the insurance will cover any ambulance ride that your insurance, or Cigna at this point, deems medically unnecessary after the fact.

This insurance is being offered through Employees’ Group Insurance, which means that you can sign up through the portal. Also, we are currently in the open enrollment period (when this video aired) so you can sign up right now, and you can ONLY sign up during the open enrollment period. I’ll remind everyone how to do that right now…

You can either go directly to egiportal.wyo.gov or you can also find it on the A&I website by going to the home page, going to employees group insurance, scrolling down to “benefit portal” where you will find a couple of videos about how to do stuff… but if you’ve already done stuff, click on employee portal access and that’ll open it up. That’ll bring you into your dashboard. Here you can see ambulance is a tab now. Go ahead and click on “modify benefits” and that’ll bring you to this page where you again have to click over here, on the right, modify benefits.

That will bring you to the change enrollment page where you need to come down here to this drop-down, and select open enrollment because I’m showing you how to do it during open enrollment. Otherwise, you would have to have a qualifying event, but that’s a whole other topic.

Open enrollment… click next. Now what it’s doing is taking you through all these tabs up here on the top. If you need to change things in different areas you can just keep going through these tabs, but for this purpose, I’m going to go straight to ambulance. You have a drop-down here that says decline drop or employee or family. Let’s select family. Then you have to check this box, because you’re going to be doing it for one year, then click next and that takes you to the next tab which is disability.

What I’m going to do is go to the next thing you would have to do if you were only doing ambulance coverage. You need to go to dependents. That brings you to the page where your dependents are listed. You can see right here that Little Wayne says “no” under ambulance. You need to go to edit so your dependents come into this page, and click ‘cover dependent on ambulance plan.’

Now you can see that Little Wayne has the ambulance coverage. So once you do the ambulance tab and the dependents tab, if you have dependents, if you’ve chosen family, then you can go to next. That will bring you to the summary which shows you all the stuff. Then you click this… you accept all this red stuff, and then you click submit.

That’s the new ambulance insurance offered by the state. I think our family is going to do it just for that peace of mind aspect. You know your medical bills are going to be pretty high if you’re getting an ambulance ride or especially an air ambulance ride, so at least this shaves off the cost of the actual ride.

That’s it for today! You guys have a great month, and I’ll see you next time.

The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #41 – Statewide EAP

If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view on YouTube, so I know how many people have watched)

You can also listen to an audio version.

Hello, and welcome to the show! Thanks for watching.

One thing you learn quickly when you start working at the state is that there are a whole bunch of acronyms that people throw around. I still regularly ask…. Um, what does that stand for?? Well, today we are going to talk about one of those acronyms… the EAP. 

But first…. Remember back in the day when I asked for your input on what to do and how to do an Alaskan cruise? Well, those were the good old’ days before COVID, and that trip got canceled. Like so many others… But, my mom was determined to get us all together to do something. So, a couple of weeks ago we went on a horse pack trip in the Wind River Mountains. This wasn’t our first trip… in fact, it was really the 10 year anniversary of our previous trip with my parents and my two girls. 

So, this is how we did it. You bring a big pile of gear, food, and drinks to the Diamond 4 Ranch, which is about an hour and a half drive straight up into the Winds from Lander. Gotta tell you, my Highlander didn’t really like that road. Anyway… they take that pile and pack it all onto the back of horses and then you ride about 8-10 miles into the backcountry. They drop you and all your gear off and they leave. Then 5 days later, they come back in to see who has survived. 

Oh, did I mention that there are bears in the Winds? Well, we didn’t see any.

Even though I haven’t done it in a long time, I used to backpack, and I’ve got to say that I really preferred having my cot in the backcountry. 

I’m not much of a horse guy. Sorry, I’m sure a lot of you are… But, I’m allergic to them and my legs don’t bend that way. So, I hiked in. The rest of the family rode and had a decent time, but I really enjoyed the hike. 

The weather and scenery were amazing, and we were still able to have a campfire, so the trip was awesome. If any of you happen to have a big pile of money lying around, you should give it a go. My parents were very generous and used their pile for us… so that was nice.

Ok. Hopefully, if you don’t want to hear my gibberish, you know how to skip it by now. All you have to do is go to the show notes and click on the time that I provide. Or you can click within the playbar of the video. (show how while saying this)

The last episode was some good news and so is this one. Last month we talked about our new access to LinkedIn Learning training. This month we are going to talk about our new Employee Assistance Plan. (music)

An employee assistance program (EAP) is a work-based intervention program designed to assist employees in resolving personal problems that may be adversely affecting the employee’s performance. EAPs traditionally have helped workers with issues like alcohol or substance abuse. However, most now cover a broad range of issues such as child or elder care, relationship challenges, financial or legal problems, wellness matters, and traumatic events like workplace violence. And luckily for us, ours covers all those things. The company is called FEI Behavioral Health and they have 4 categories of direct help for us. They are Counseling services, Work-Life services, Legal Services, and Financial Services. There is a wide range of topics contained within each of these categories. The website also contains a ton of information that you can read, watch, and listen to. But, let’s just go to the site, so I can show you….

The website is https://www.feieap.com/.  You will see this login page when you get there. The login for the State of Wyoming is “sowy1”.  Now you are in the State of Wyoming area. 

First of all, if you need help with any of those areas that I mentioned, in any way, you can simply call this phone number. (888-218-7360) Really, in the end, you’re either going to call this phone number or you’re going to use the contact request form right here. That’s the basics of what you need to know.

Let’s check out their website. Down here it has a list of our services. Benefits overview for Wyoming – it’s a pdf that tells you exactly how many visits you get, how many visits are covered, how many sessions are covered. Some monthly promotions. Corrections has their own area in here, so they can check that out. Here are the four areas of help: eap services, work life services, legal services, and financial services.

EAP is more about mental health. You can see what kind of things are covered here. Their counselors are experienced, and they can cover these sorts of issues. There are a few things that aren’t covered, but you can get three sessions with a counselor for free.

Work life services is about elder and child care issues. If you’re caring for people; family care issues. If you’re having those kind of issues come in here and check it out.

We all know what legal services are. They have a ton of resources over here on the right. You can talk to somebody about any legal issues. Tells you how it works right here.

Financial services… read through here, find out what you might need. Here’s a bunch of resources again over on the right.

You can scroll through here and see what other sorts of things they got going on. Here’s the same stuff… legal services, financial services…. you can subscribe to a newsletter, you can look at past newsletters, you can look at past webinars, sign up for webinars. That’s the kind of stuff that you have up here as well. They have manager resources; helpful documents and a blog for managers. They have a ton of training and webinars through here on all sorts of things. Same with this, it’s in demand stuff. So look through here there are topics galore and helpful articles. This is just the online intake form just like the contact request form. If you don’t want to call you can go ahead and fill this out… now, you will be getting a call once you do fill this out, but this will give them a good idea of what you’re talking about so maybe you can talk a little bit less to the folks setting it up.

I’m going to scroll down here and just show you that there are monthly featured articles down here: CBD, articles on returning to school, COVID-19, tension stuff, and a ton of featured topics down here. this is all free to us and help from actual humans, up to a certain point, is free to us as well.

So, there you have it. A new benefit from the State. I actually have already used the financial aspect. I have been doing a side gig for about 20 years with UW Athletics… part of the production crew for the big screens and streaming of games. Well, as you know, fall sports have been canceled, so I decided to call FEI and see if there was any federal money I might be able to tap into. As of now, the PPP program is not giving out money, so I’m just going to have to deal with making less this year. Unless they actually do the games in the spring…  But, the guy I spoke with was excellent and gave me all the information that was out there.

Alright folks… thanks for joining me on the Subject Matter Minute! I’ll see ya next time.