schedule flexibility. we'll be coming before the board requesting additional resources in our department to be able to fully effect this ordinance if that's passed by the voters of san francisco. and 15 i'd like to say to we're going to be implementing this ordinance within our lead department. i'd like to thank you for approving that and we believe that's the appropriated venue for implementation of this ordinance. we look forward to work with president chiu and to continue to provide feedback on it >> thank you very much. i want to make the observation and the private sector if a request is made it can be denied

if there are legitimate reasons i want to make if clear to non-profit organizations to government and others. the last people up is donald levitt who will talk about sick leave >> thank you supervisors good afternoon. i'll make is brief and is i think the family friendly you workplace ordinance will fit nicely into the services we're already providing to the city and enforcement and outreach around san francisco labor laws. i like that the thresholds were

made consistent with the health care security ordinance both in what is a covered employer and the number of hours that workers would work to be covered by the ordinance. i wanted to point out in case it's not clear an appeal to our office can only come from an employer who we found to be out of compliance with the ordinance or from a worker who feels that the employer has not followed the procedures they have a right to increase the law or they've been retaliated against for asking the question that it's not our offices role to even exam whether or not the employer had a valid business reason for

denying an employee's request. and you know this whole thing was new to me when i saw the ordinance. when i attended the small business commission on monday night when the girl of the ordinance was to make a safe place to have a discussion. and if i could step out of my role as the head of the office of labor force if you could allow that me for a moment. monday night i was thinking about to the bitter of my son. i went back to 010 hour die when

my son was 10 months old and my polar one way or the other won't allow me to use my sick time it doesn't occur to me to ask for a shorter flexible work schedule and i know it would have been denied. anyway, i i was personally move forward at the thought of it wow. if this could make a safe place to have that discussion this could be a valuable piece of legislation. so lastly, i want to say that when san francisco became when the voters voted for sick leave in san francisco we became the first jurisdiction in the country to provide that employers pay sick leave. there was a lot of alarm from

the employer community at that point. but now other states and a cities have followed our lead. not a single sick leave complaint has gone to throw the hearing process. our office has been able to work with employers to facilitate compliance without a heavy-handed approach that got battled out in hearings. in the health care enforcement only one case has gone to hearing so i bring that up because we see a lot of our role as education and outreach with employers especially in that implementing laws that are the first of they're kind and our role would be a lot of

facilitating conversations when employers may not have understood this law was to provide the employees the right to ask and have a discussion. i hope that's helpful and i, you know, if this law does get enacted i look ford forward it to be meaningful and an asset to the city >> i know i referred to the right to appeal i want to say that no apply has the right to an appeal to our agency individuals can bring complaint as in the emergency room course ever your duties your agency can foul and if there's a violation that's found that's where it kicked to the health care

context and in the sick leaf implication it ruled in any hearings. >> that's consistent how we enforce minimum wage and a health care a worker can file a complaint with our office. >> what i'd like to do is go to public comment and call up paul and two other and then we've got plenty of other folks after that. >> good afternoon or evening or. i appreciate you as supervisors and president chiu ask me to address this subject. that change is the mother of a thousand what ifs.

i've heard a lot about what ifs. i've been consulting in the areas and working with well over 1 hundred companies to install flexible systems inside companies that are virtually the same thing that's been proposed here as the standard for the city. i think it's useful to look at what has happened. what was happened to employers in the united states who adopted a flexible request system in terms of internal conflict among staff or a number of thing. excuse me. i began managing start ups in 1972. four start ups and i did flexible scheduling by very much in the way you described. people came to me & with

proposals i always asked them what's in it for the business and we worked quite satisfactory for a number of years first year in 1986 i joined a pioneering research firm in the area of flexible work. they were interested invoking this issue nationally that was 25 you years ago. when i joined them i was young enough i thought this is a slum dunk those things make great sense and, in fact, i remember the night i got the job i went out with a friend for a drink and he said you have great ideas what's next year >> it was very clear in the

practice and a i'm not sure how much time. we're in public time period it's two minutes >> sure. >> it's been proven in hundreds of companies this works without disruption. it's a habit that people don't do it, it's not a huge challenge >> if you want to provide contemplate write us. >> good afternoon supervisors when i had my son two years ago, i thought i worked inform a family friendly non-profit when i came back to work i was told i couldn't have a flexible schedule.

a year later another co-worker had a child and she was allowed to have a flexible schedule. i was fearful to talk to the h.r. department. this was no policy and they apologized now i'm able to work a flex scheduled i can work on the weekends and by being a mother that works unconventional hours i helped bring in $50,000 for having a flexible schedule and it's important for mothers to have this opportunity. mothers feel often discriminated against and this helped women and families achieve that goal

and be a model parents which is what we want to do in helping a company and helping a family as well. thank you >> two minutes. >> i can do it. >> hi there. i'd like to tell you because the two of you don't know i was the first teacher in the state to take sick leave when i had my baby. i did i worked the day i hundred dollar had her but i worked that the school district to give me a flexible schedule so i had two periods off in the mid of the day. i breast-fed my baby i drove her

to the babysitter. she was just waking up and then i went back to work and picked helping her up after her nap at the end of the day she didn't miss me because she gave me a flexible schedule. and i also think now that i'm 71-year-old that i'm hoping that my son can get a flexible schedule (laughter) >> because somebody's going to need to take care of me (laughter) >> and so i want to thank you, president chiu for helping me (laughter) and helping my family. thank you very much (clapping) >> i have 28 seconds left. >> thank you, ms. kelly.

(calling names) >> aim jan i'm president of the democratic women in session. i do research and found it an boyd from if gender and the economy. one of the things i discovered this was a relax of women going into the workplace so the imagine of beaver the cleaver was a post world war ii campaign

to get women to go home and take care of business. what i think it is important supervisor cowen pointed out was this legislation is designed to change norms and what is not normal for working families you could go to the employer and is this is what i need and what is trial sixth t is to clank the power balance and to change the conversation so that families and men we all know watching cramer vs. creaming a single parent was retina to go to his employer and quit. this is important to open the conversation and change the enormous and change the devil in the daily we can do this.

and i applaud all those who testify and come up with the ordinance. thank you >> thank you. next speaker, please. >> hi supervisors i'm here in support of this ordinance. i'm here as a small business person and also as a mom of two kids. every business person will say that at my work we flextime but i'll add i'm the employer not the employee and i think that's the difference here. the employee may not feel comfortable i feel like i have an open door and anyone can talk about mick anything but i believe the legislation here is

not for businesses here today, it's for businesses that are not here that don't feel they need to provide flexibility. and it's for the moms who make up 25 percent of the workforce and have the most responsibility. those women have to choose between the guilty of harming their child by not being there for their kids. it's for the parents who feel that 13.4 percent of my city in the under the circumstances and their much less likely to ask for time off. i hope you support in ordinance thank you >> thank you. next speaker, please. >> good afternoon supervisors.

i'm an.org of parents voids of the parents of san francisco but i'm here to speak as someone who belongs to the sandwich organizations. i'm happy to say i work with an organization that allows for flextime it gives me peace of mind to drive my mom to the decreases and to pick up may children. it's not everyday i ask for the flextime by when it's needed and it doesn't only benefit the parents with young children but many folks who are caregivers and i hope this legislation

probation officers passes it should have passed many years ago. i believe that - i'm glad we're talking about it and i hope it passes thank you very much >> thank you. next speaker, please. >> by the way, i want to mention if there's individuals that have care needs please feel free to line up we respect that and i know that mr. david is a parents of several kids. >> only 3 (laughter) >> so i'd like to i'm todd david i'm the co- founder of the parents action committee and i want to thank president chiu for coming to our sharing committee meeting the other night and a talking about this policy. the parented pack is an

interesting group we are employers and employees. president chiu got questions from both sides of the group that evening. being this legislation is relative new and the meddles were just, you know, we've got copies of the ordinance yesterday we didn't come out with decisions one way or the other. those are good questions to ask the devils in the details but i think it's a stimulus boric legislation and san francisco has a role in the country of being leader and coming right after the conversation about harvey milk and the airport i

you know, i thought supervisor campos did an excellent conversation about how opinions change. this could change the way parents are viewed in the workplace nationally and providing a safe place for parents is important and president chius has done a great job to reach out to the community and i hope he will continue to do that along with parents >> thank you. next speaker, please. >> let me call up a few more folks. >> next speaker. and i have other speaker cards here >> i'm a lawyer lawyer at the

employment center it advocates for low wage workers in the city and throughout the state. we have a legal help line we have had over 16 hundred callers over this year from workers who are struggling with work and home obligations. this is especially true for low wage workers who depend on every single penny. they don't want to be have you found as commented to their work. over and over again, the work - the home is changed and there's not somebody there full-time but

25 percent of men and women have elder care responsibility and one in 10 have caregiver responsibilities for children and he would elders. one lady was trying to navigate her way to work he was barely 2 months old and she asked her employer to leave one day early and she was flatly refused and this was devastated and put her in a tragic situation. i want to note that flexibility is not the only needs addressed and there's the request of predictabili predictability. thank you

>> thank you. next speaker, please. >> good afternoon. i'm a human resources professional and also spend a lot of time being a manager. so this regulation is really important and because i look at those employees or look in the eyes of the employees and understand the importance of them being flexible. so when we think that b that manager when you were first in a job or you had a parents at home or baby and i can think about that one moment in time where that person that gave you a moment that person was a leader and you thought i want to be a leader like i. this ordinance will allow them to have the ability to ask

important questions. from an employer standpoint this is the easiest decide to make it reduce turnover and flexibility increases moral and your employees feel come forward to be there they want to do better things. i see that flexibility is free. and that's the most important thing we should look at when we provided foreemployers and employees. thank you. >> >> thank you. next speaker, please. >> good afternoon. i'm rob black i'm the executive director for the golden gate restaurants organization. when this issue was and the we had concerned about the initial draft of the ordinance.

the supervisors have been receptive and he took it to heart. we from e from the golden gate initiative side felt this whether it was construction or other things where you had to have some more flexibility from an employment prospective, however, we were initialing opted to the legislation. with the amendments that the periphery has brought forward over the several days from the fremths the small business association we no longer have an opposed position. you have taken a lot of the

challenges in the small business community prospective and looked at it those and adding burdens in t in the administrative components aren't something else we advocate for but it's good business to create a flexible environment where we have happy employees. we don't believe that anyone should be resident i cannot against. again, we appreciate the effort you've done and not at this stage opposed to the draft >> does that mean you're in falsify of it and we're not offered and a (laughter) >> just curious. >> good afternoon chamber of

commerce. as you know i was quote in the paper of being outraged when this legislation dropped out of the sky three or four weeks ago and i was - and a what did you say >> well recent versions are not as unbelievable. >> we appreciate the president chu to having reached tout out to the community. and employers need the flexibility to run their businesses as well, to employ people. we've gone a long way to clarify the burdens that the legislation might have placed on the employers in san francisco. we have a layer of impacts within the city and it's problematic from higher minimum

wage to the health care city ordinance to commuter benefits on and on. hiring a minimum wage working is facing costs 50 percent higher than any place in the region to put thatfully employee to work in san francisco if you're employer with 20 or more employees. so reactions are always such not another mandate like the restaurants association we've worked that the supervisors and chamber of commerce we're not opted to this legislation and we look forward to any final tweaking in the final weeksblast before this gets presented to the board of supervisors. >> i want to make a comment i appreciate the work that you and your business colleagues have 0 done in the recent weeks.

there's been a lot of discussion and it specifically says that an employer may deny for businesses arraigns if it creates any costs for employers so while there are other things like health care and sick leaf do add real costs to employers by in this instance we didn't create that costs for employees >> we appreciate the change you've made in those sections part of it is the difficulty of running your businesslike the government looking over your shoulder we live in a great place with a great place to work. >> let me call up a few more