Strause Law Group, PLLC

Will Kentucky’s new Medicaid cuts force care providers to close?

2026-07-15T20:14:06Z

A 4% reduction in Medicaid provider reimbursement rates might sound modest, but for Kentucky healthcare practices already operating at narrow margins, such a reduction can mean the difference between staying open and closing. Healthcare operations across Kentucky are facing significant financial pressure in the wake of structural budget changes. The Department for Medicaid Services (DMS) announced a 4% reduction in Medicaid provider reimbursement rates, slated to take effect on August 1, 2026. The reduction stems from legislative funding decisions that left the Medicaid program's base operational requirements underfunded. For medical practices, therapy providers, and waiver programs serving vulnerable populations, this development has direct consequences for managed care contracts and day-to-day operations.

How the reimbursement reduction affects providers

The core challenge is how Managed Care Organizations (MCOs), the private insurance companies that administer Kentucky Medicaid, respond to state-level funding reductions. When the public funding pool contracts, MCOs adjust their payment structures accordingly. Providers absorb the difference directly when treating Medicaid enrollees. Many facilities were already operating at thin margins under existing reimbursement rates. A forced 4% reduction leaves little room for administrative error, and for some practices it stands to push operations into financial loss territory.

Administrative pressure from managed care organizations

When public funding decreases, MCOs often tighten their claims processing procedures. Providers across the Commonwealth have reported increased administrative friction, including:

Higher volumes of claim denials as automated review systems apply stricter standards to routine procedures.
Longer turnaround times for credentialing reviews and managed care appeals, creating cash flow problems for smaller practices.

These administrative pressures compound the direct financial impact of the rate reduction itself.

Protecting your practice's operational interests

Healthcare providers cannot simply stop serving their communities. Still absorbing unsupported reimbursement reductions in the absence of a clear contractual or legal strategy can threaten long-term viability. Managed care contract disputes, administrative compliance adjustments, and insurance enforcement challenges all require careful legal navigation. If your healthcare practice or facility is facing reimbursement denials or operational challenges as a result of these funding changes, an experienced Kentucky healthcare attorney can evaluate your contractual position and help identify your options before the situation becomes critical.

Legislative Update for RNs and APRNs – House Bill 280

2026-07-15T04:26:58Z

One of the most highly regulated industries in this Commonwealth is health care. Due to this immense level of oversight, it is important for all those who are or who hope to practice medicine, or related occupations, in Kentucky to stay informed about regulations. Typically, there are two areas which govern health care and nursing. One is the administrative regulations issued by the Kentucky Board of Nursing (KBN). The second, and most relevant here, are the laws issued by the Kentucky legislature. House Bill 280 (“HB 280”) is a new bill that Governor Beshear signed into law on April 10th, 2026. The Kentucky General Assembly identifies this bill as “AN ACT relating to health care and declaring an emergency.” This does not provide much information for the average health care worker. Therefore, below is summary of the high points of HB 280 and how it may affect registered nurses (RNs), advanced practice registered nurses (APRNs), and other health care workers going forward.

KRS 314.041 – New Requirements for New Nurses

HB 280 now makes it necessary to satisfy the following qualifications to apply for an RN license with the KBN.

“Has completed the basic curriculum for preparing registered nurses in an approved school of nursing and has completed requirements for graduation therefrom…”
“Is able to understandably speak and write the English language and to read the English language with comprehension…”
“Has passed the jurisprudence examination approved by the board as provided by subsection (4) of this section…”

These requirements must also be met to receive a temporary work permit when someone is licensed as a registered nurse under the laws of another state or territory. It is important to remain vigilant of these requirements when applying for an RN license in Kentucky, to ensure that the application is processed correctly.

KRS 314.042 – APRNs Beware

APRNs now must enter their “Collaborative Agreement for the Advance Practice Registered Nurse’s Prescriptive Authority for Nonscheduled Legend Drugs” (CAPA-NS) with a physician who has an “active and unrestricted license.” Previously, Kentucky APRNs simply needed to sign this agreement with a physician licensed in the Commonwealth to be able to prescribe non-scheduled drugs to patients. However, that physician must now have an unencumbered license. An unencumbered license is a license that does not have any active disciplinary or restrictive measures against it. Therefore, APRNs must be aware of the physician’s licensing status before signing a CAPA-NS, to ensure that their practice is legally valid.

KRS 314.109 – 30 Days

Kentucky is a state that requires nurses to report any criminal convictions, other than basic traffic violations, to the Board of Nursing. However, the timing is now shorter than before. Any individuals under the KBN’s jurisdiction now have only 30 days, as opposed to 90 days, to “notify the board in writing of any misdemeanor or felony criminal conviction, except traffic-related misdemeanors other than operating a motor vehicle, in this or any other jurisdiction.” Therefore, anyone licensed under the KBN will have 30 days to inform the KBN of any criminal convictions. Otherwise, their license may be in danger.

Conclusion

These are just a few of the major legislative updates contained within HB 280. Even simple changes in areas like deadlines or requirements can greatly impact the professional license you have worked so hard for. Our firm tracks these updates to nursing licensures closely. If you are dealing with a nursing licensure issue and need guidance, please contact Strause Law Group, PLLC for assistance. Sources: House Bill 280

Licensed in Another State? Kentucky House Bill 459 Streamlines Marriage and Family Therapist Licensure for Out-of-State Professionals

2026-06-09T07:00:29Z

In 2022, the American Association for Marriage and Family Therapy (AAMFT) launched Access MFT, a strategic portability initiative designed to simplify licensure mobility for the marriage and family therapist (MFT) profession. After receiving unanimous approval in both the Kentucky House of Representatives and Senate, Kentucky Governor Andy Beshear signed House Bill 459 (HB 459) into law on April 10, 2026, making Kentucky the fourteenth state to pass Access MFTs legislation and the first state to do so in 2026. The new law expands licensure opportunities for MFT applicants who are licensed in another state and wish to practice in Kentucky. The law will take effect on July 15, 2026. HB 459 introduces three new sections in the Kentucky Revised Statutes (KRS). Section Two (2) establishes a streamlined pathway for out-of-state MFTs seeking Kentucky licensure. Specifically, it adds a provision to KRS Chapter 335, allowing the Kentucky Board of Licensure of Marriage and Family Therapists (Board) to grant licensure to MFT applicants who:

Hold an active license from another state;
Are in good standing with the certifying or licensing boards of that state;
Are of good moral character;
Have not been subject to serious disciplinary action;
Have passed a written examination prescribed by the Board in KRS 335.330(3); and
Have paid the application fee.

Historically, the Board has required MFT applicants to pass the Marriage and Family Therapy National Examination administered by the Association of Marital and Family Therapy Regulatory Boards (AMFTRB). Importantly, HB 459 exempts qualifying MFT applicants from:

The education requirement under KRS 335.330(1) and
The requirement of at least two hundred (200) hours of clinical supervision experience required by KRS 335.330(2).

Prior to HB 459, MFT applicants were required to complete a master’s or doctoral degree in marriage and family therapy, or a related field with equivalent coursework, form a regionally accredited institution before obtaining Kentucky licensure. Applicants were also required to complete at least 200 hours of clinical supervision under an AAMFT-approved supervisor, and AAMFT supervisor candidate, or a licensed Kentucky MTF. By reducing administrative barriers for licensed MFT professionals relocating to or practicing in Kentucky, Strause Law Group anticipates that HB 459 will improve access to MFT services throughout the Commonwealth. The legislation reflects a broader national movement toward professional licensure portability. We believe it may help address workforce shortages while expanding access to care for Kentucky families and communities. If you have questions about how HB 459 may affect MFT licensure, Strause Law Group is happy to assist in any way.

The Fine Print Farewell: What Your Severance Agreement Is Really Saying

2026-05-21T10:38:15Z

A job ending can bring a mix of uncertainty, urgency, and pressure to make quick decisions. In the middle of that moment, some employees are presented with a severance agreement and asked to sign it within a short period of time. While it may appear to be a routine document tied to receiving a final payment, it is actually a legally binding contract that can have lasting consequences. Taking the time to understand what a severance agreement really does is essential, especially for employees in Kentucky, where the rules surrounding employment and termination give employers significant flexibility. In Kentucky, most employment relationships are considered at-will, which means an employer can end employment at nearly any time, as long as the reason is not illegal. Because of this, employers are generally not obligated to provide severance pay when letting someone go. When severance is offered, it is usually a voluntary decision made by the employer rather than a legal requirement. That alone can change how the agreement should be viewed. It is not simply a benefit being handed over, it is typically part of a broader exchange designed to protect the employer from potential claims or disputes. What many people do not immediately realize is that the most important part of a severance agreement is often not what is being given, but what is being given up. In most cases, signing the agreement means agreeing to a “release of claims,” which prevents the employee from taking legal action related to their employment or termination. This can include claims involving discrimination, unpaid wages, retaliation, or other workplace issues. Once signed, this waiver is usually final. That is why even a seemingly generous severance payment should be carefully weighed against the rights being surrendered. The language used in these agreements can also extend beyond the release of claims. It is common for employers to include provisions that limit what a former employee can say about the company or what information they can share. Some agreements go further and place restrictions on future employment, such as limiting the ability to work for a competitor or contact certain clients. These types of clauses may not seem significant at first glance, but they can affect career options long after the separation has taken place. Another aspect that often goes overlooked is how flexible severance arrangements can be from the employer’s perspective. Not all severance is handled the same way. Some employers offer a simple, one-time payment, while others use more structured arrangements that involve multiple payments or ongoing conditions. In certain situations, these arrangements can become complex enough to fall under federal regulations like the Employee Retirement Income Security Act of 1974, which governs some types of employee benefit plans. While most employees will never need to understand the technical details of these laws, their existence highlights how severance is not always as simple as it appears. There is also a practical reality to keep in mind: severance agreements are often written with the employer’s interests as the priority. This does not necessarily mean they are unfair, but it does mean they are carefully designed documents with specific goals. Employers may include detailed language to ensure that any potential legal claims are fully waived, even if those claims are not explicitly listed. They may also structure the agreement in a way that limits their future obligations while securing as much protection as possible. At the same time, it is important to remember that these agreements are not always fixed. In many cases, there is room for discussion. Employees may be able to request changes, whether that involves additional compensation, clarification of certain terms, or the removal of particularly restrictive clauses. The ability to negotiate often depends on the circumstances of the termination and whether there are factors that could create legal risk for the employer. Even when no changes are made, asking questions and fully understanding the document can prevent misunderstandings later on. Timing is another factor that can influence how a severance agreement is handled. Some employees feel pressure to sign quickly, especially if a deadline is included. However, taking time to review the agreement carefully is critical. For individuals who are 40 or older, federal law, specifically the Older Workers Benefit Protection Act, requires that they be given time to consider the agreement and even a short period to revoke it after signing. While these protections do not apply to everyone, they reflect a broader principle: signing a severance agreement should never be rushed. In the end, a severance agreement is not just a final step in leaving a job, it is a decision that can affect legal rights, financial outcomes, and future opportunities. What might look like a straightforward offer can carry obligations and limitations that are not immediately obvious. Taking a step back, reading carefully, and thinking through the long-term impact can make a meaningful difference. Even in a difficult moment, understanding the full picture allows for a more informed and confident choice about what comes next. If you are unsure about a severance agreement, consider seeking legal advice from Strause Law Group, PLLC to have it reviewed and to better understand its terms and implications before making a decision.

Nonsubstantive Review in Certificate of Need

2026-05-19T05:55:08Z

If you are familiar with the healthcare industry, you should know about Certificates of Need (CON). In Kentucky, healthcare providers are required to obtain a CON before building, expanding, or initiating certain facilities or services. Essentially, a CON is a regulatory tool that requires healthcare providers to seek approval from the state. Because the CON process is designed to curb rising healthcare costs and prevent superfluous duplication of services, applicants must demonstrate an evidence-based need for a service or facility in a particular area. CON formal review criteria can be a lengthy process, taking generally anywhere from three to twelve months. Nonsubstantive review, however, tends to be an abbreviated process for projects granted such evaluation. This process is frequently implemented for specific projects, including adult day care centers, equipment replacements, cost escalations, relocating or replacing a licensed facility with no changes in bed capacity, establishing industrial ambulance services, or projects with no established criteria in the State Health Plan. Under nonsubstantive review, there’s a presumption that the facility or service is needed. This presumption of “need” is rebuttable under the CON regulations. In formal review of CON applications, the criteria must be acceptable from proof in the application. A party in opposition (the affected party) to the nonsubstantive review application has a right to challenge it. This opposition takes the form of a request for an administrative hearing. These types of hearings are formal in nature. Affected parties may request a hearing, but under the review process, an opposing party must prove a need for a facility or service does not exist by clear and convincing evidence. When an application is not approved, an applicant is left with three options: (1) pursuing a formal review process; (2) requesting reconsideration from the hearing officer; or (3) appealing the decision to the Franklin Circuit Court. The regulatory maze concerning the nonsubstantive review for a CON application may appear to be daunting, but the rationale is to prevent the proliferation of unnecessary healthcare services.

Legal Literacy: What is the Difference Between an Employee and an Independent Contractor?

2026-05-07T04:47:04Z

Most people have heard of both employees and independent contractors. In fact, the majority of the U.S. workforce falls into one of these two categories. However, many people do not understand the distinction. At a base level, independent contractors operate their own business, usually offering services. On the other hand, employees work for someone else’s business, or under an employer.

The primary difference between the two categories is found in the control an individual has over aspects of their work (such as tax obligations, schedule, benefits, methods, and legal protections). Employees are directed when, where, and how to perform their jobs, while independent contractors can dictate their own methods and schedule. An independent contractor’s schedule may also be directed by a specific client or task they assume. Crucially, employees are provided with the tools necessary to complete a project by their employer or company. Contrastingly, independent contractors work for themselves, meaning they bear the responsibility for acquiring appropriate tools and supplies.

Employees and independent contractors also differ when it comes to payment and taxes. Employees are typically paid a fixed salary or hourly wage by their company or employer. Accordingly, minimum wage and overtime laws apply. Independent contractors, however, are typically paid directly by a consumer per project or service provided. The two categories of workers deal with taxes differently too. Employers withhold income tax and employees receive W-2 forms. Independent contractors, on the other hand, submit invoices before subsequently receiving and completing a form 1099-NEC and paying their own taxes.

Benefits and legal protections also differ for employees and independent contractors. Most employees are eligible for benefits ranging from health insurance to retirement. Independent contractors do not usually receive any benefits. Employees are frequently protected by labor laws too, such as overtime, minimum wage, and workers compensation. Conversely, independent contractors are rarely covered by labor laws.

The differences between employees and independent contractors are significant and so are the consequences for misclassifying them. Misclassification can lead to a host of different issues, including lawsuits, tax problems, and substantial financial penalties. Understanding the distinctions between the two categories can prevent numerous potential problems from arising.

Law and Legacy in the Bluegrass: John Rowan

2026-04-22T05:43:05Z

A senator, attorney, statesman, and judge, John Rowan wore many hats throughout his career. Rowan was born in 1773 in Pennsylvania, the son of Revolutionary War veteran and former three-term sheriff, Captain William Rowan. In 1783, Captain Rowan and the Rowan family embarked on the treacherous journey west from Pennsylvania to Kentucky. After a slow arduous trip with multiple unexpected delays, the Rowan family finally arrived in Louisville in Spring of 1783. By 1784, the Rowans settled down on their own tract of land near the Green River. Their land, known as Fort Vienna, became the present-day site of Calhoun, KY.

In 1790, Captain Rowan moved his family to Bardstown, KY to pursue a better education. The young John Rowan began his studies at Salem Academy, widely considered one of the best academic institutions in the region. Some of Rowan’s classmates at Salem Academy included Felix Grundy (U.S. Attorney), John Allen (KY State Senator), John Pope (U.S. Senator), Joseph Hamilton Daviess (U.S. District Attorney). Rowan was also part of a debate society that included multiple future governors. After completing his early education, John moved to Lexington to read law under the guidance of former Kentucky Attorney General, George Nicholas. In 1795, Rowan was admitted to the Kentucky bar and moved to Louisville to begin practicing law.

Rowan kicked off his legal career when he was appointed as a public prosecutor. However, his first conviction had such a profound effect on him that he vowed to never serve as a prosecutor again. From that point forward, Rowan only represented defendants. Around this time, Rowan began construction of his family home—an estate that would come to be known as Federal Hill. Federal Hill is widely considered to be one of the first brick houses constructed in the Commonwealth of Kentucky. In 1799, Rowan was selected as a delegate to represent Nelson County at Kentucky’s second constitutional convention in 1799. There, he advocated for regular citizens to have a larger role in the government. Rowan’s efforts paid off: the 1799 Kentucky Constitution banned electors, thus allowing citizens to vote directly for governors and state senators.

In 1804, Rowan was appointed Secretary of State by Governor Christopher Greenup. He served in this capacity until 1806, when he was elected to the U.S. House of Representatives. Following Rowan’s time in Congress, he was elected to represent Nelson County in the Kentucky House of Representatives. He served in the Kentucky House from 1813 to 1817. In 1819, Rowan was appointed as a judge on the Kentucky Court of Appeals. Despite his resignation after only two years, he was still referred to as “Judge Rowan” for the rest of his life.

In 1822, Rowan was elected to represent Jefferson and Oldham Counties in the Kentucky House of Representatives. In the House, he quickly became the head of the Relief Faction, a political group that was favorable to debtors facing the financial hardship of the Panic of 1819. Following the 1824 election, the relief faction had gained the majority in both the Kentucky Senate and House. The strengthening faction then elected leader Rowan to the U.S. Senate. He served in the Senate from 1825 to 1831, acting as the chairman of the Judiciary Committee for part of this stint. By the time of the 1830 election, the Whig Party had skyrocketed in popularity. At the same time, support for Rowan’s re-election had begun to dwindle. As a result, Whig founder Henry Clay was elected to succeed Rowan in the U.S. Senate.

John Rowan was renowned as a highly skilled and popular orator. He spoke at many important engagements throughout his life. Rowan provided the eulogy for his good friend (and original founder of Louisville), George Rogers Clark. Rowan was also chosen to host a visiting party to Louisville that included presidents James Monroe and Andrew Jackson. In 1825, Rowan was again chosen to host a Louisville reception that included Marquis de Lafayette.

After the conclusion of Rowan’s term in the Senate, he returned home to live in Bardstown and Louisville. He became less active in politics but continued to delve into new ventures. In 1836, Rowan was one of three individuals to found the Louisville Medical Institute, later known as the University of Louisville Medical School. Rowan served as the Institute’s first president until 1842. In this same era, Rowan also served as the first president of the Kentucky Historical Society.

In 1843, Rowan fell ill and passed away. Accordingly, he was buried at Federal Hill. Rowan requested to have no grave marker. His parents had no grave markers, and he felt he should not be honored above them. Despite Rowan’s wishes, a marker was later placed on the grave. After Rowan’s death, Federal Hill, stayed within the family until 1922, when it was sold to the Commonwealth for preservation. The estate is now part of My Old Kentucky Home State Park in Bardstown. In 1856, Rowan’s legacy was further cemented when a new Kentucky county was formed out of parts of Fleming and Morgan Counties. The county was named Rowan County in honor of John Rowan and all his lifetime achievements.

What is an Executive Order?

2026-04-20T08:49:29Z

An executive order is among the most common presidential documents in the United States government. Every U.S. president has issued at least one executive order while in office. Simply put, these documents are a signed, written directive to federal agencies that manage federal government operations. They are based on preexisting constitutional or statutory authority.

Although executive orders are not laws, they carry a similar effect (i.e., the force of law). They are meant to guide how certain laws are implemented. Crucially, executive orders cannot overturn existing laws or appropriate funds that have not previously been approved by Congress. These directives do not require congressional approval and can be reversed only by a sitting president. However, a judicial review may nullify an order if it is found to be unconstitutional.

Over 13,000 executive orders have been issued by U.S. presidents. President Roosevelt holds the record for most executive orders signed, clocking in at 3,721. Unsurprisingly, executive orders are frequently used at times of war or in the event of a national emergency, when swift action is required.

Each executive order is catalogued sequentially and assigned a number. This organization method facilitates research and reference processes. Executive orders tend to follow the same general structure and outline.

Orders have a heading that includes its assigned number and the date it was issued, followed by the title. Below the title is a short introduction beginning with the phrase “by the authority vested in me as President by the Constitution and the laws of the United States of America” followed by an introduction of what is being ordered. Next is the body of the order, including action steps and directives. Finally, the order is completed with the president’s signature at the bottom.

Employment Law Basics Every Employee Should Know

2026-03-31T04:42:53Z

Employment law exists to protect workers and promote fairness in the workplace. While laws can sometimes feel complex or intimidating, understanding your basic rights as an employee can help you recognize problems early, protect yourself, and know when to seek legal help. Employment law covers a wide range of issues, including pay, workplace safety, discrimination, leave, and job protection. At the most basic level, employment law defines who is considered an employee and what protections apply. If you are permitted to work for an employer, you are likely covered by many federal and state employment laws. These laws are designed to ensure that employees are treated fairly, paid properly, and provided with a safe and respectful work environment. One of the most important protections for employees involves wages and hours. Under the Fair Labor Standards Act, employees are entitled to earn at least the minimum wage, which is currently $7.25 per hour under federal and Kentucky law. Many employees are also entitled to overtime pay when they work more than forty hours in a workweek. Non-exempt employees must receive time-and-a-half for overtime hours, while exempt employees, who are often salaried, may not qualify for overtime. Employees also have the right to be paid for all hours worked and to receive accurate wage statements. Employment law also protects employees from discrimination and harassment. Title VII of the Civil Rights Act makes it illegal for employers to discriminate based on race, color, religion, sex, or national origin. Sex discrimination includes pregnancy, sexual orientation, and gender identity. These protections apply to hiring, firing, promotions, pay, training, and other workplace decisions. Employees are also protected from harassment, including sexual harassment, and from retaliation if they report discrimination or participate in an investigation. Employees with disabilities are protected under the Americans with Disabilities Act. If you are qualified to perform the essential functions of your job, you are entitled to reasonable accommodation that allows you to work effectively, unless providing those accommodations would cause undue hardship for your employer. Disabilities may be physical or mental and can include chronic illnesses, mobility impairments, and mental health conditions. Employers are not allowed to discriminate against you or retaliate for requesting accommodation. Another key protection for employees is the right to take medical or family-related leave under the Family and Medical Leave Act. Eligible employees may take unpaid, job-protected leave for reasons such as the birth or adoption of a child, a serious health condition, or the need to care for a close family member. While the leave is unpaid, employees are entitled to return to the same or an equivalent position and to maintain group health insurance coverage during the leave period. Workplace safety is also a fundamental employee right. Under Kentucky’s Occupational Safety and Health Act, employees have the right to a workplace free from recognized hazards, access to safety training and equipment, and the ability to report unsafe conditions without fear of retaliation. Employees may also request inspections if they believe safety standards are being violated. In addition, employees have rights related to equal pay and workplace organizing. The Equal Pay Act requires that employees performing substantially equal work be paid equally, regardless of sex, unless differences are based on legitimate factors such as seniority or merit. The National Labor Relations Act protects employees’ rights to discuss wages and working conditions, organize with coworkers, join unions, or choose not to do so. Employment law issues can arise in many forms, including discrimination, retaliation, unpaid wages, misclassification, harassment, or wrongful termination. Understanding your rights is the first step toward protecting yourself. If something feels wrong at work, contact Strause Law Group, PLLC to discuss your situation and learn how your rights may be protected.

1891 Kentucky Constitution

2026-03-20T08:03:42Z

The Commonwealth of Kentucky has adopted four different constitutions throughout its rich history. Kentucky’s fourth and final Constitution, ratified on August 3rd, 1891, continues to serve as the governing document of the Commonwealth. The 1891 Constitution, comprised of a preamble, 263 sections, and over 23,900 words, is substantially longer than the previous three documents. While previous constitutions served as a sort of framework, the 1891 Constitution is more representative of a code of laws. Kentucky’s attempts at its fourth constitutional convention began in 1873. However, it took over 15 years to receive the majority of votes necessary. Finally, a fourth constitutional convention commenced in September 1890. The convention and subsequent constitution addressed a variety of important issues. The 1850 Constitution was enacted more than a decade before the conclusion of the Civil War, as well as the ratification of the Thirteenth, Fourteenth, and Fifteenth Amendments. Resultantly, 1850 Constitution was at odds with the Federal Constitution, due to its protection of slavery and slave property. Section 25 of the 1891 Constitution bore a strong resemblance to the 13th Amendment of the U.S. Constitution, as it officially forbade slavery and involuntary servitude in Kentucky for the first time. One major goal of the 1891 Constitution was to address the rampant corruption associated with the railroad industry. Throughout the 19th century, Kentuckians had developed animosity towards railroad companies. They felt that Kentucky’s State legislature had been corrupted by corporate interests, especially those of railroad companies. These fears were confirmed by a series of scandals involving state officials. In response to this growing concern, the 1891 Constitution implemented new regulations on the legislative branch. It prohibited local and special legislation. The intention was to curb the passage of laws for specific interests, particularly those associated with railroad corporations. Section 51 of the constitution counteracted potential corruption by ensuring each law passed by the General Assembly could only relate to a single subject. New provisions also restricted local governments from lending credit to corporations. For the first time, the 1891 Kentucky Constitution provided a method for amending specific sections. Amendments can be introduced by either the House or the Senate. However, an amendment requires passage by both chambers with a three-fifths majority vote. Once an amendment is approved by the General Assembly, it is placed on the general election ballot, where it only requires a simple majority vote for ratification. Only four amendments (maximum) may be considered in each general election. The Governor has no say in the amendment process. The 1891 Constitution originally limited the Kentucky Governor and many other state officials to a single four-year term. This was nullified nearly a century later by one of several amendments passed in 1992. According to the 1891 Constitution, the General Assembly was to meet only one out of every two years. This stipulation was adjusted in 2001 when an amendment passed allowing the legislature to hold sessions annually. Another new provision in the 1891 Constitution made changes to elections for judges. Going forward, judges would be required to campaign and seek election in non-partisan races. Kentuckians may wonder, “why there has not been another Constitutional Convention or Constitution since 1891”. Although the 1891 Constitution accomplished a lot, it did not make the process of calling for a constitutional convention any easier. In fact, there were four failed attempts to call for a constitutional convention throughout the 1900’s. Although it remained difficult to organize a convention, the amendment process established in the 1891 Constitution has been a game changer. Amendments are one of the primary reasons a document from 1891 remains relevant and applicable today. Judicial decisions have also kept the document from becoming antiquated. While some provisions are certainly outdated, (such as a ban on dueling), amendments and court rulings have allowed the century-old document to adapt to modern times.