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

cards. (calling names) >> good afternoon. i'm pat valentine. i'm a partner in a law firm here in san francisco i fully support the legislation. we're with a demanding client base and this allows us to attract very strong talent pool 85 percent of our lawyers have situation situations. we've done a great job inform - our laws can be very instructive and educational.

we have to look at this in pitting that on the ballot i agree this should go on the ballot because getting the conversation out this is at the trial important. it's not only free but professionalable. this legislation is a low impact on employees they have an opportunity to deny the flexibility and so therefore by getting this out on the ballot it puts the conversations in the city at the public level as opposed to passing an ordinance that people ignore. i fully support n this measure and thank you very much >> thank you. next speaker, please. >> good afternoon supervisors i'm scott. i'm a small business and have 28

employees with a flexible schedule. i'm fortunate. when this legislation was first introduced i worked with hundreds of small businesses around the state i was totally opposed when i heard from the small businesses around the city we were opposed because we hadn't had a chance to talk about that we had a problem of it being on a ballot because we saw ourselves as being an antiemployee but since that time the supervisor has really reached out and extended themselves to listen to our concerns. this measure is much more easy

for a business to comply with. that he never opposed the right of an employee to ask we've always i think most employers want to be good employees. we understand, however, that there maybe employees that are afraid to ask and it's not that the brown's are stopping their, their afraid. but this legislation will give them a safe harbor. so i will with a no opted position i would say one thing in concluding if this gets passed we would like to see help from the city to we can comply with the request. >> i think a that's an important idea. >> thank you good afternoon

supervisors today my faith in the legislative process has really been better. the consensus among ourself is really remarkable. san francisco has been about raising the bar and uncomfortable the situations for employees as a small employer i realize the request for a codified request. parents are - employees will have a much easy time compiling

but the numbers of people you need to implement flexible work time so i really applaud you supervisor chu and the business community and the advocates for working together thank you very much and a thank you >> i'm the program manager at the dependent on the status of women and the hooektd mothers workplace coalition. accountable tailored workplace is critical for our ability to attract talent but i want to focus on women's issues.

you heard the doctor say the dynamic has changed and the children 200 under 18 where the most is the primary breadwinner. and many of single parents. it makes this difficult and unfair you choose. mothers have to take uptime to take care of their children. being able to pay for rent or doctors appointments is the priorities. mothers have to work harder because of the situations. all working mothers faces challenges but especially the

low wage the flexible hours is less achievable. i prepared for 3 minutes but i want to call your attention to a report by the restaurants opportunity of single mothers in the restaurants city to support their children thank you very much >> thank you. next speaker, please. >> hi guys thank you to the supervisors for fielding this meeting and keeping the city autism. i came from a family that ran a small business and my father left the city a lot. my mother was forced to go find

work. her schedule was unpredictable and too organism left me out of consulting school to take care of my brother because of his series and my mom told me to call 9-1-1 if i needed to but 9-1-1 can't be - i'm for this bill this ordinance for many reasons 9-1-1 can't be the first line of offense when the parents can do the job with the time to do that. keep kids like me at the time in school keep us you learning all the skills we need to have. it brings family back to the city and we can set a precedent

to make sure this city becomes a beacon for other cities and the job market can be a scary place if you're afraid of losing your job thank you very much >> thank you let's hear from our last speaker and if there or any other members of the public that wish to speak. >> i'm a 20-year residents of san francisco in the mission district. i've been in the private sector for profit business as a business manager and also on the board of supervisors for the democratic sense for women.

i want to say that over my time in business we have initiated without a lot of formality. many of the departments i worked in were primarily female and we needed time off for child bearing we just went ahead and did that it was always successful and professionalable and no one ever had a problem with what we did. but there's one thing i'm not a mommy have any kid's but about 10 years ago my dad got sick. he was a strong guy and he got

very sick and he had no money and his wife was disabled. it was up to my sisters and i and -- excuse-me.. i was horrify it was up to my sisters and ii lost my job and my sister lost they are job and we gave you a lot of our funds to spend our last days with my dad and 5 years ago it happened again but my father died who happens to be in this building who gave us flexible time and i was able to spend an center two weeks with my father i definitely support this >> thank you. next speaker, please. >> good afternoon ron smith. i want to apologize for my

unshaven appearance i was disfrom the hospital i'd like to speak on this. under the first responders is i hope that every hospital is included. let me just share with you what happens in a hospital. i will in california a hospital may not accept a patient if they don't have one nurse for every 5 patients so they just can't it's against the law so what they do is let's say someone comes into the emergency room and they call around to get another nurse they have to have another nurse. so what happens is if they can't

do that they can't immediately call and get a nurse in they have to keep the people in the emergency room do you know what that's lynn like when there's a hospital bed upstairs. and at to that once the emergency room is full the hospital has to go on devolution. without that protection urging to have a situation where the hospitals are all going to be full and probably most nights so we urge strongly you keep the first responder view and realize that every hospital in san francisco is a first responder when the airplane crashed it was full >> and i want to say we haven't

had a chance to speak and i'm glad to see you're out and about but certainly from my prospective it's a business imperfect that your employers are addressing the needs that your hospital serves so thank you for that. >> thank you very much. >> our final speaker. >> good afternoon supervisors i'm district 5 constituent and the co- founder supporting san francisco families. a families receptionist the fundamental you unit within a society san francisco is experiencing an "x" did you say

of families impacting the workforce and overall diversity without a coordinate effort we're going to be a city without children. this proposed legislation could not be more welcome. as we've heard many organizations that represent san francisco businesses have family practices in place. this includes the great majority of the family export because that expectation is for families support that all their organizations are held to. the standards include the expectation that paying attention to the family support needs of their own staff is just as important as their quality of standards for families. it's our experience that

employees who demonstrate under this enjaernd pruftd and retention. this much needed ordinance is worth it because san francisco families are worth that. that's the message that you and we have the power to send. we urge all good san franciscans to support our families. thank you >> thank you are there any other members of the public that wish to speak i think public comment is over and colleagues i very much appreciate our time it's been a long afternoon. i've circulated a lot of amendments based on the information we've gotten and i

hope we adopt that and it will have to sit in committee for consideration so there's no need expect for adopting this. i want to thank the public for your heartfelt steroids and everyone cares about the health of our community and also want to thank the business community and our legislator in engaging with our office but i appreciate the feedback and with that colleagues i'd like to move the amendments and continue this for one week >> thanks for preceding over this particular item and thank the public for their comments i was president to hear where people were at with this.

the original version i have some concerns also and one of them being the issue of what's the number of an employee's that a business would have before it has an impact and i thought that 10 was rather low and i'm glad to see your offering amendments to bring p that up to 20. the difference between 10 and me i've spoken on structural issues of nonprofit and most of the times people agree that you can get away with not having h.r. and not having a budget over a certain amount of folks so the

your asking us first of all, are there any other comments? >> supervisor breed. >> i just wanted to have clarity. >> to move the amendment to sit for a week and then it will come back to rules? >> i understand there are also finding that need to be placed into this that might require an additional hearing by at least for today we'd like you to adopt that and it will sit in committee for another week. i'm sure there's others who will sit down with you

>> i'd like to understand what this legislation was i was in a spectacular situation to deter my grandmother it's why i understand the importance of the ability to be flexible with the people who work for me. and this consideration i know that many of family network provider in district in particular have been amazing when dealing with the situations of this nature. so my experience is a little bit different. i come from ivy i mean, i grew up in the western addition people picked us up from school and phone calls take care of one another and annoy we're going in a situation where laws have changed and a women do get pregnant and, yes that's true

and they need time off but people are living longer and taking care of an elderly parents requires a whole set of attention so that's not a dispute for me in terms of the ability to allow for this opportunity. i think from my prospective i just think about some of the things that the city needs to also do better in house with retaliation claims and a other things our own employees experience and we need to make sure we have accurate resources and are an accurate model to be responsible and passionate and supportive of own employees. when we introduce policy we need

to be responsible and i'm not suggesting you're not being this way but as i would before impact someone's life is this going to make a difference. there's a lot of proposed amendments and do very have a positive or negative effect. i as someone who understands the situation that was brought to my attention what to make sure this is the right step and we're utilizing your resources is this the right direction. is it truly subjective and does it make a different. what's helpful is hearing that i mean, maybe my employees don't know they have the right to ask and i never thought about that so this was an eye opposing

prospective additional how we approach supporting families in san francisco. we definitely have more work to do and i definitely appreciate the ability to take a more thorough look at this legislation and get a clear understanding of what it means and how it will impact employers and especially, you know, small employers and how it fits in a layer of bureaucracy like the way we continually introduce yes, their great but additional layers and layers and layers and someone who has you know how our nonprofit have to apply with the city bureaucracy and, yes, we're he dmrael with the stuff in our community but the process the reimbursement the paperwork a

all those kinds of layers continue to make it challenging for at least for me at the time when i ran a non-profit i said a number of times the ability to effectively do the work i'm there to do is really frustrating so i appreciate the public comment that i heard here today. it was definitely very helpful and i definitely appreciate the opportunity to take a thorough look at the proposed changes and i know this is the legislature process this may not be the last changes but look forward to look at it thoroughly and what the impacts can be >> seeing no one else wanting to speak can we have a motion sorry. >> i'll make one comment. i think we're all looking for ideas how we're looking to help

our families. this policy is not the only solution 80 how to address our family issues if we all have worked to significantly increased the affordable housing in the city and we've all worked to improve our transportation city by the end of the day how we improve our workplaces for our families who are obviously at the very heart of the community. we can do it better and i'm hopeful we, show this can be done here we can establish trends but supervisor breed i look forward to a longer conversation on this >> can we have a motion as

described by president chiu okay. the motion is moved. can we have a motion to continue this on july 18th to our rules committee. so move forward madam clerk anything else on the agenda >> no. >> the meeting is