i think i have become a bad fit. my point in being here is to let you know that a p as aer diem, my -- as a per diem, the extra money goes to the irs. i could work every day. when i work -- when they want to cancel me, they can. the same insurance that i get now and i would get for free. it is much more beneficial to the department to have a non- benefit a person because i maintain all of my health care. what i would like to say, you have a wonderful city, but i

think that sentence is good general, you're not aware of everything going on there. supervisor chu: thank you. next speaker, please. >> my name is robert hester, i represent the nurses at san francisco general hospital. i would like to speak on behalf of the many nurses, many of whom are as-needed. it can range from one year to 20 years. imagine for a minute to bed after 15 years, for example, you have been applying for a test, working a full-time schedule of 40 hours a week for 15 years. yet, every time you take a test, you seem not to be good enough to be a permanent employee, hit

good enough to be a 40-hour per week full-time on-call as-needed employee. it is unjust. it is not fair. we would like to get your support in ensuring that these people deserve the dignity and respect that they deserve. thank you very much. supervisor chu: thank you. i have one last card. other than that, i do not have any cards. if folks have not heard their names or have not spoken yet, please lineup. >> supervisors to my name is jt. have been with the fine arts museum for 30 years. one of the problems we have noticed over the last four or five years is that we have had a ratio of like about 8 2/3 to 1/3 as far as per diems, like 160 to 170 per diems -- full-time

permanent employees. we have issues with this. we want to make sure people have health benefits and make sure their art is secure, but they do not have this anymore, because the museum more or less went to a different direction as far as our as-needed employees. we need to do something about this asap. the hiring problems are problems because they use favoritism, cronyism, and stuff like that. like hiring security that was a former supervisor as one of the employees who was replaced. we need to look at things like this throughout the city. thank you. supervisor chu: thank you. next speaker, please. >> good afternoon, supervisors. i am a member of local 1021 and

a city employee. thank you for letting me speak to one of the jobs that do as a volunteer is sometimes working as a stop stewart. i was talking to an employee on a disciplinary issue. it was an as-needed employee who commutes every week from sacramento. she works the same schedule friday through saturday every week. the grievances based on the fact that they inadvertently changed one of her days after she had been working the same schedule for like four months. they put one day in there and she did not know about it and was marked awol. i found out she was as-needed because she explained that she got hired in december and that she would work 1040 hours, at which time she would be separated and would be rehired again in july. the manager explained that to her. the problem with representing her in this disciplinary issue is the fact that she already knows she's not going to have a job at the end of june. and she has to interviewed

again. i had to explain to her that, you know, it will be the manager's discretion it the one to hire her back. they could easily say they do not need her schedule or they have enough staff. frankly, as-needed is a way of union-busting. even though these are union dues that pay the members, they paid dues, they have a contract, it is a really hard to enforce it. there are cases where we want it, the six front -- six months from now, they do not get called. thank you. supervisor chu: thank you. next speaker. >> good afternoon. let this purple yo-yo represent the medical department. it is purple. but -- ♪ >> the budget was all purple there was money in the department's going everywhere i know city that you really cared

like overtime 19,000,099 and i know it is going to be fine say it there in night over time we're going to a party like it is 19,000,099 if you did not come to budget do not bother knocking at the city budget door after all that is what medical money is for tonight we're going to party like the budget over time 19,000,099 ♪ >> it is like you sometimes -- ♪ >> disconnected the phone line relax make it today is the day you're going to make the budget obk

because we're going to need some money and it comes from you today is the day you're going to make the budget ok and the money comes from you but did you ♪ [bell rings] ♪ >> and you worked hard like this and you worked budget hard like that and i knew all along that the money would come back to you and your card like this and you work hard like that and i knew all along the overtime money and jobs were going to come back to you now ♪ [bell rings] >> thank you. supervisor chu: thank you. [applause] hold your applause. thank you. >> hetch hetchy water and power petraeus are here to represent the 50 members at hetch hetchy roughly. 280 hours in a work year, so as-

needed are not allowed to work more than 1040 hours. the way to make sure than ever worked 1040 hours is you hire three of them. if you have three positions that 280 hours, you need nine as dedicated employees. that is why we have so many, and rotate them. each one is guaranteed they will never ever get 1040 hours. and someday you'll get a permanent. after years and years, they realize that will not happen in the move on, and we have to train new people. we have people who have been there years and years still chasing that. it is a very unfair system. thank you. supervisor chu: thank you very much. next speaker. >> good afternoon. my name is douglas yep. listening to the previous speakers are about problems at san francisco general hospital,

how the hospital exploits their as-needed workers, that is nothing new. nothing new at all. this past monday in the nearby federal building, the fbi and the department of homeland security at a conference on the second floor dealing with the subject of human slavery. in my opinion, it is a form of human slavery being discussed right here and right now. in my opinion, it is called as- needed workers. maybe the union is too polite to call it human slavery, but since i am retired, i can call it human slavery in my humble opinion. i have one particular supervisor here present who kept telling me to my face that there were no problems at general hospital. why did you not listen to these workers? it is nothing new. i am telling the as-needed workers, you're going to suffer the same fate as the whistleblower at the ethics

commission, oliver. you will suffer the same fate as this speaker. they are going to screw you because they know you're not the right fit. in other words, the only city workers the city wants are guys who work for 30 years, been down on their knees, a lick the boots of their superiors -- [bell rings] i do not think i want to be that worker. thank you. supervisor chu: thank you. next. >> good afternoon. i am is representative of sciu local 1021. i had the privilege of being on a labor-management committee that has studied this problem and the temporary and as-needed employees in the city and county of san francisco. we found that there are over 3500 employees in this category that we represent with our union alone, so it is a bigger number when you look at the other unions as well. that is a number that includes

not only many, many different classifications, including city- wide classifications of all different types, as well as a registered nurses, including nurses in the nurse practitioner as a vacation, nurses in what is called the p103 or per diem classification to the problem is this, we recognize that there are occasions when it it is a bridge for any employer to use as- needed or temporary employees, when the work is a temporary or unanticipated. the need has to be filled. the problem with the city and county is that the city has evolved into a system. the use temporary employees to do permanent ongoing work. that is the problem that we have. that is a problem that is artificially created by the bureaucracy of the city. it is a problem that only the city can fix. we want to do our part to help fix that problem. but the city needs to step up

and say that it is only upgrade for permanent employees to do permanent work of the problem is, not enough permanent positions are being treated for the permanent work the city must do. and then when those positions are created, let's make sure that they are people that have been doing this work successfully for many, many years. at least have them get a fair chance that these permanent jobs. that is what the civil service system is created to enforce, and that is what fair play demands. the white. -- thank you capito supervisor chu: -- thank you. supervisor chu: thank you. next speaker. this'll be the last speaker. otherwise, stand in line. >> i work at the department of elections. i know many of you, because i have been interested to file your candidacy papers. i have also administered the oath of office to youth, and i am interested to be the case for the department of elections.

for the public comes through the door, i see petitions. i talked to the public all day long. i worked a i am an as needed employee, but i come to this job with a vast amount of experience. i work for san diego for 10 years as a filing officer for financial disclosure, which is handled here by at this. i worked for at&t 17 years as a supervisor in sales and customer service. i come to this job with 100%, and i worked in the even year, february through november, and then i am laid off. i come back for the municipal election, which i will this year, to file paperwork for is reversers in 1, 3, 5, 7, 9, 11, and i am interested to do that work, and i am an as-needed employee. what i want to say is sometimes you may wonder why we stay at these jobs. we are loyal to our jobs. we even take an oath for the department of elections.

we have to take an oath as an election worker. we are interested with all kinds of confidential information. and most of us are as-needed. you cannot facilitate a successful election without us. there is no way. the people i work side-by-side with come back election-after- election knowing they're going to be laid off. and during the year that they are employed, we save our money because we know that the layoff is coming. [bell rings] if we are being treated for medical situations, we lose our benefits in between our stand at the department of elections or at the city and county of san francisco. i would also like to say, for those of us that love our jobs and we do not want to find other work, in between the time we're laid off, it is hard to get somebody to hire you know when you're going to be leaving. thank you for hearing me. supervisor chu: thank you. are there other members who wish to speak on these two items, three or four? cnn, public comment is closed.

colleagues of the two hearings have been heard. a number of questions were asked. supervisor avalos? supervisor avalos: thank you, chair. thank you to the members of the public who commented on their experience. it is important that we try to have as a level of a playing field for hiring workers and for workers to perform their service in. clearly, from the experience, it seems to be pretty widespread in san francisco, and we do not have that. it looks like we have a second class classification here in the city that has the damage -- a detrimental to back on people's private lives and their health, and i would say as well the work that is being performed and how it can be performed more effectively, more efficiently, and with a great deal of the experience that people can provide had a permanent level. i would like to see that there

could be some greater emphasis on this. i know negotiations are going on, they're closing quickly, i believe. but in the budget that is falling, there will be worked about moving forward to move people on a more permanent level. knowing there are the unintended consequences that can happen based on civil service exams, but to the extent that we can move people to a more permanent status to have that level of stability in their lives and the work that is performed in the city and county i think would be worthwhile to do. i do appreciate the concerns brought forward by people in the community and the challenges at the city to be able to do that. but i think it makes a lot of sense to provide that kind of work environment that we give the public that kind of level of experience in the services that we provide to the city. supervisor chu: thank you, supervisor avalos. i also want to thank the

departments for providing their presentation. i enjoyed hearing some of the bahamas will tackle the issue of overtime, particularly the mta. i appreciate their work on this issue. we had two items that we heard. we have also heard public comment. i spoke to supervisor avalos, and i would like to entertain a motion to file both items three and four. ok, we have a motion to file both items, and we will do that without objection. thank you very much. [applause] ok. can recall items 5, 6, 7, 8, and nine together? >> item number 5, ordinance de- appropriating $8.5 million consisting of $5 million in salaries and $3.5 million in fringe benefits and the fire department operating budget and reappropriating $8.5 million to overtime in order to support the department projected increases in overtime.

item six, de-appropriating $3 million in fringe benefits and the police department's operating budget and re this is a breeding $3 million to over time. item seven, ordinance de- appropriating $320,000 consisting of two hundred $50,000 in salaries and the public utilities commission clean water department operating budget and rea breeding to under $50,000 to over time. hetch hetchy power department. item number 8, recognizing revenue losses above $31,477,332 i need to permit a public health and appropriating $67,629,934 of senate bill 1128 reimbursement revenues2. revenues5,620,000 of surplus to our hospital revenues.

$6,555,007 of general fund reserves for losses to support additional expenditures in the department of public health. $13,090,000 at laguna honda hospital. dollars in -- a $27,077,609 for a debt service reserve in fiscal year 2011-2012. number nine, ordinance appropriating the money for nurses' salaries in the department of public health in its fiscal year 2011-2012. supervisor chu: thank you. we will probably continue number 9. we do not have a report. number five, six, and 7 are all de-appropriations of sellers or fringe benefits and re appropriations two overtimes to of those items do not require additional general fund support. item eight, the department of public health, however, does have a level of general fund

reserve that would be required in order to make that action whole. i just wanted to note that. from the mayor's budget office, we have someone here. do want to provide opening comments or it would like to turn it over to departments? >> thank you, supervisor. i do not think we have any comments. we're happy to let the department's comment. supervisor chu: for item five, we have the fire department budget. >> did afternoon. i am from the san francisco fire department. before you, which as it did earlier in items three and four, we are seeking reallocation from a line-item in our salaries to overtime. it is important to note that we're not regret sending -- requesting additional funds, as you stated. with the number, $8.5 million,

we came up with that initially based on the the six-month controller's report. additionally, when we did some analysis of the spending in the fourth quarter of last fiscal year, we were at $9 million. since that time, we have been successful at working with the comptroller's office, recognizing that the budget analyst recommended not $8.5 million to be reallocated, but $5.57 million. we have had discussions with the comptroller's office -- controller's office and the revised proposal that we believe we can live with, recognizing that if something unforeseen happens or we have more retirements, that we do have the ability to come back. hopefully we will not have to. we discussed $6.67 million. supervisor chu: great. to the controller's office, would you like to add anything to this number? in terms of methodology, would

you like to talk about the difference between the budget analyst versus the number you have spoken to the fire departments about? >> the difference relates to different projection methodologies. the initial supplemental appropriation and the analysis that mr. rose completed here is related to taking the last pay period view of the world and basically streamlining the projection forward for the remainder of the year. the alternate that our three offices have discussed is using a seasonal projection that accounts for the fact that overtime spending has to be different at different times of the year. if we adjust for seasonality over the last three fiscal years, we arrive at projected overtime spending of $6.67 million for the fiscal year as the chief indicated. so that would be approximately $1.8 million lower than the supplemental appropriation that is before you and approximately

$1 million higher than the alternate methodology that mr. rose has used in his report. supervisor chu: thank you for that explanation. if we have no questions, why don't we go to the budget analyst? we will alternate between the department in the budget analyst reports. >> madam chair, members, our recommendation as has been indicated is on page 7 of our report, and we do recommend a reduction of $2,925,906, and that would result in an increase of over time of $5,574,094, instead of the $8.5 million that was requested. just a clarification, we did use an average of the pay periods, not just the last one. if you accepted our recommendation, it would result

in a 20% increase in the overtime. we believe that our recommendation is reasonable. thank you. supervisor chu: thank you, mr. rose. let's go to the next department if there are no questions. that is the police department. >> good afternoon. i am from the police department. in comparing the controller's recommendation, the estimate, we agree with the recommendation based on the nine months of data. supervisor chu: ok. do you want to speak to the overtime, sort of generally what you're seeing in the department? >> right, i referred to the numbers earlier in the presentation of the estimated $1.4 million for the occupy

demonstration and operations that we saw in the latter part of last year and earlier this year. as well as dignitary visits and other unexpected operations that we had to staff with overtime rather than on-duty personnel. supervisor chu: ok. if there are no questions, why don't we go to the budget analyst report? >> as shown on page 6 of our report, we are making a recommended production for your consideration of $474,532. that would provide an additional $2,525,468, instead of the $3 million that was requested. supervisor chu: thank you. the department we have not yet heard from, public utilities. >> good afternoon. assistant general manager and cfo of public utilities. before you here today, i would

like to give the three key updates. overtime is a very small part of our budget. we're used to staffing 24/7 and responding to rainy weather. we have tried to staff up appropriately. we have had a number of retirements. in particular, we lasted a work force succession planning analysis that showed almost 50% of our employees are eligible for retirement by 2014. we had about 10% turnover last year. i have been doing a great deal of permanent hiring in particular. with that being said, we have some of vacancies, and we're filling those in particular in our power house operations. the item before you today, and i understand the budget analyst support our request, is actually a reduction in overtime year- over-year for both our waste water operations as well as for our power generation facilities up in moccasin. while i am asking for a supplemental consideration, it

does show year-over-year decline. thank you. supervisor chu: thank you. to the budget analysts. >> madam chair and members, this request was for 3 diandra $20,000 of additional overtime -- $320,000 of additional overtime. actually, our analysis indicates that the department needs more than that, needs $746,000 more, but they can live with in this request of $320,000. we recommend you approve the ordinance. supervisor chu: thank you. finally, the department of public health. >> supervisor, yasser from the mayor's office. the department is on -- i am from the mayor's office. the department is on their way. they will be here momentarily. if you like to speak on the larger supplemental or if you

like to move on, it is up to you. there supplemental includes a lot more than overtime. supervisor chu: i think we might benefit from having the department present given that there is a large number of general funds that would be required. so i would like to wait for them to come to present it. >> they will be here momentarily. supervisor chu: great. colleagues, do you want to just perhaps have some conversation around dph's budget quickly, just a general overview so we can take public comment and move on to the other items? >> supervisor, the supplemental before you on the the part of public health addresses some amount of their overtime problem which was discussed earlier today by the department themselves. it also includes primarily salaries and benefits of both hospitals, which is sort of a problem that has been continuing. we have seen it supplementals of

similar size in the last three years for both hospitals related to salaries and benefits. the department though, unlike other years were the have been able to cover their shortfall with increased patient revenues, is experiencing some significant state revenue reductions this year. one large component is in the general fund. it is the state plan amendment for mental health. it is about $25 million that the city has lost of that revenue stream. they are also seeing reduced m edi-cal reimbursement rates at laguna honda. the other side of the revenue is that the department and the city had received 66 -- $67 million in revenue of previous reimbursements for debt payments related to liquor in a honda debt service because of that is helping --