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Suggestions for NMMA 2019 Legislative Action Plan Items Each year, NMMA compiles a list of legislative items that are important to NMMA and its members. The result is the Legislative Action Plan that provides the association's perspective on issues to assist in discussion of legislation impacting our region. NMIVIA.'s advocates and lobbyists utilize the action plan and the resulting priorities in conversations with legislators throughout the session as well when attending events in the North Metro. Members of NNDJA also use the action plan as a tool in their conversations with their local representatives. NMMA is seeking your feedback as it updates the Legislative Action Plan for 2019. For your review, the 2018 Legislative Action Plan with comments on the progress of individual items is attached. Use the following form to provide any ideas you may have regarding the legislative priorities you think should be addressed in 2019. Your ideas will be compiled and may be included in the 2019 Legislative Action Plan. Please keep in mind that NMMA generally seeks priorities that impact the North Metro region or multiple member cities and have membership consensus. Please provide your comments no later than Tuesday, October 16 to ensure early consideration during the action plan development process. Providing answers to the following questions will be helpful to NMMA lobbyist Troy Olsen as he compiles ideas for presentation to the NMIVIA Operating Committee and Board of Directors. Please submit ideas and/or direct any questions to Troy (iroyo@ewald.com). 1. Please describe the legislative change, priority or idea you wish to share. a. Workers Compensation Laws/Rules 2. Briefly describe the problem or issue your change or idea addresses. a. Based on a recent/current HR issue, the City has discovered the following; i. Any employee can have PTSD and not have to disclose this condition. ii. An employee can be undergoing treatment for PTSD and not be required to disclose. iii. If the employee is in the public safety department, current law is presumptive that the employer is the cause and the burden of proof is on the employer iv. Current law mandates the employer (City) to cover medical insurance for employee and family until age 65. Thus, an employee (for this example, a member of the public safety division) can claim PTSD because of job related duties, be under care for that condition, not have to disclose the condition or care, then at their determination decide the condition precludes continued employment, claim the disability is permanent with the burden of proof falling on the employer. Employee will receive workers compensation settlement and employer pays health care for employee and family until age 65. State has a fund to reimburse but only covers 25% to 35%. We would propose that a "task force" be formed to review the issues and make recommendations as the current construct appears to weigh more heavily in the employees favor with little to no recourse by the employer. 3. What do you identify as benefits of your change or idea? a. Greater Transparency b. Reduction in liability (potential for great harm if PTSD manifest itself at work resulting in behavior(s) that could lead to property damage or human harm/injury.