you for the legislation and the contracted property services and security happy to see that in there i wanted to support the request that we address this issue around restaurants and side hotels and actually it is important for the vacs advocates we continue to supporting each other and rather have this dealt with up front but it's a big deal we make sure there is no intended consequences and workers support each other as we try to improve things i wanted to say we approve the six months waiting period but no ramp up period after that and agree that 6 months is enough and to say we're against the 2 hundred thresholds for job retention as supervisor mar said earlier there's no threshold in the city law around janitorial job

retention and actually, the state law this displaced janitorial acts it's it would be the big flaws we want to see for security officers and railway employees working in those establishment we don't have that threshold in there thank you. >> supervisors connie vice president of the labor council i want to relying reiterate what jan said about really thanking you for this work we read in the paper another new mall in candle stick park and the railway workers need those kinds of rights we're giving them in terms of present schedules, etc. so the time is now but the other thing about those will amendments yes, we support only

the 6 month ramp up we know that once the mayor signs it there's the 6 mother waiting period that's enough time we agree with its not necessary for the 2 hundred people but we also want to support local 2 on this this is something that local 2 and the rest of us have been talking about this is not a big deal if it details the process one week because the lawyers feed need to figure out this we'll willing to wait and move the whole thing forward that allows all the parties to be here technique and encourage you to figure out today or tomorrow and take the week and move the whole process forward on the 25th. >> thank you, thank you ms. ford.

>> good afternoon supervisors. thank you again for taking the leadership on this really needed legislation again, i want to echo what we're really existed to have this legislation a lot of our members who works on formula retail expressed how are they going to be able to stay in san francisco and to move into the bmr units if they don't have stable adequate jobs that will let them stay here a lot of times the workers don't have two hours or they flip 0 flop on their hours and instead of being able to have a stable job and stable income as well as schedules they're in the mercy of their employer and on top of that it's effecting their family family schedules and they want to really see san francisco to adhere to the needs of families

adults and people that work in formula retail so on behalf of them i'm encouraging you to please move this forward and i want to echo one more week it's feinstein business owner fine but definitely move forward because 40 thousand workers are ready for this to happen and have a livelihood in san francisco. >> good afternoon. i'm jordan with jobs for justice i want to thank supervisor mar and president chiu for your leadership on that groundbreaking policy that will lift up 40 thousand formula retail workers in the city i mean, there's a lot of attention been focused 0 on our effort nationally there are groundbreaking policies were in

the lead of scheduling policy in the nation i want to speak to the 6 amendments that were introduced at the committee hearing last week and i have an actual memo from our coalition from the san francisco labor council and the california worker council we're the coalitions that are challenged groups to work with the president chiu this outlines our information on 6 amendments but to summarize them we're opposed to the amendment that will add the 2 hundred employee more stlerld to the retention policy and opposed to the amendment that will reduce the employer recordkeeping environment from 40 down to 3 years and supportive of the operate active date for the months to 6 months along the additional six months wrap up

period is not include and finally, we are now opposed to the amendment to remove the 20 employee told her so long as we can see the data that's a small number of employers that needs the redemption. >> is there monthly that wants to speak that has not been called. >> mr. chair, i ask we close public comment. >> public comment is closed. >> so let me starting by saying thank you so much for everyone that came out to this last follow-up to our budget meeting last speaker referenced a document from one of the coalitions that has been working hard on that i want to thank president chiu and jane cassidy

for working on the predict task force schedule and the chamber of commerce and the others and donald lovett and other for informing groundbreaking piece of legislation as well also let me ask my colleagues to really understand how critical this piece of legislation is for our city not only the 40 thousand plus retail low wage workers lifting them up for the minimum wage and this can have a huge impact of the low what this families but we're setting a persistent that will be followed by many other cities and oracle efforts around the city so keeping this legislation is s as

strong as possible it critical for organizations that put they're hard efforts into drafting this in my conversations with president chiu to make this enforceable but to make and share communities are aware and workers are aware of their rights it's going to take that period of time and the effective date from 3 to 6 months is an important one i'll be making the motion several motions right now to change what we moved out of committee in our wednesday budget committee meeting the first one is - >> if you wouldn't mind can we have a this bit of dialog i'm if it's okay. i have questions we'll see in terms of the discussion but think this is alters clarification from

anywhere prospective and first of all, i want to say thank you for bringing this up with president chiu i think that certainly those of us who are partners with the kids we have parents that are depending on on childcare so i really appreciate that addressing this issue it is all about how we get there on the policy here so a few things looked like to understand supervisor mar i think in our legislation just the notion the apartment worker as the core this idea here the notion of a full-time person needs employment i've tried to look at the e-mails i've gotten if a full-time person leaves

employment hear the business is going to hire another full-time employee now the first step is for the full-time people to get the hours and there's a tension between allowing employers to be able to operate the way they can to have a successful business versus you know giving a lot of rights to employees there's a balancing act but how does that work things like christmastime and things like that we're about to head up but certainly a true definition of retail workers and people shopping for kids how do you think about that and balancing that right there. >> i know that for apartment workers many of them that we've informed our legislation from say that sometimes employers will offer hours to temp workers

that's the consideration in our definition of fair neutrons for apartment workers not just any job in jobs are different from apartment workers that's the hours with the same qualifications with the same type of job i think the office of lash enforcement will have to look at it but that's my understanding the employer could offer that to a different working but the same qualifications and experience levels that apartment worker should have the right to those hours not a temp worker or someone to create nor apartment workers when many of the apartments workers need those hours to pay and support their family. >> i totally appreciate that

again, i question around a full-time person does that go to permeate people that's not the staffing model what with it looks like this is my question. >> and then we're not talking about small businesses but large clangz like the one in candle stick point and in the mall or the gap or different types of employers that can give more hours to part time workers. >> so. >> few other things contractors of formula retail folks so the macy's hires a janitorial staff that's not a formula retail organization is that the question for the da or whether it applies to the smaller entity because it applies to the major retailer. >> it is going to apply to

custodial theirs part of the janitorial entity and like those folks the custodial workers need rights and this provides that level of security four many of the hard working custodians. >> so the custodian team they're there. >> i did want to clarify that the requirements for let's see for property service contractors perform security are in the chiu and the mar so it's consistent as well. >> okay and just out of curiosity i understand that maybe this was a

committee last weekend that kind of the waving for alcoholic bargaining was taken out i understand that exists in other ordinances just terms of policy prospective on having that out to understand - and so we wanted to legislation to be as board and covered as possible taking that waiver out for collective bargaining agreement was important and covering hass as many as possible and local 2 brought up the small number of employees in the hotel who are employees of the hotel not for example, soft story building that is in the hilton that's one of the important ones that as people testify i'll be working closely with the coalitions and the city attorney to craft something that is clear legislation. >> i think that makes sense

what you were talking about i had a few other questions and appreciate our indulge of my ramming up literally open the topic here in the legislation and i know supervisor avalos has other questions. >> i will make two motions first is to remove the addressing the 2 hundred employee or they recalled for worker retention provisions in the mar, carmen chu or supervisor campos legislation that's one motion. >> sorry clarify added in. >> that was added in on wednesday and my motion is to remove that second is supervisor avalos at

wednesday meeting moved to change the 20 employee or more threshold the definition of employer in into owners to one so it went from 20 to one from my understanding and my motion is to add that 20 employee or more threshold back in and the rational for me it will help some of the smaller franchises and there's data that i know marsha restraining order hospital from supervisor chiu's office or working to show there's a relatively small number of employees that is impacted and along with president chiu harding this back in to 20 is a critical part especially for those types of small franchises that are being sensitive to our legislation.

>> actually, i, second the first amendment i really don't understand the rational for going back up to the threshold of 20 anyhow mecca that work we want to be able to establish retention policies and predictable scheduling in small businesses through this legislation. >> formula retail i don't see the size of the business it should matter when overriding policy is to build retention policies for scheduling why shouldn't he apply to those businesses because their smaller seems like the workers will have the same need of predictability if we're creating a position where the scheduling is

enhancing the employment capacity of the store or the franchise it is a policy we want to create we want to create better jobs we're doing that it is two-fold i'm not clear why we want to weaken the legislation. >> if i could through the chair respond. >> i'll just say i won't speak for president chiu but a difference of employees with h and m or jay crew that can transfer employees across different stores from downtown to the san francisco westerfield center but when it's a franchise like a mcdonald or k f c that hazard employees for that franchise it's a different story they can't have the employees coming from the other franchise

it's a small number and makes sense given the smaller picture of moving forward with the legislation that flexibility for those types of franchises. >> okay supervisor you have two motions and the third around the six months effective date i'm in agreement from a number of speakers from the public six months effective date but not on the six months ramp up that's a discussion based on decide from the office of economic workforce development and on that was the original lead in the legislation to me it makes sense to extend that to six months but not nor the ramp up to eliminate the six months ramp up period. >> so to be clear six months ramp up now a 9 -

>> mr. iga in her. >> john gibner, deputy city attorney so going into the last wednesday the ordinance had a months paragraph active day not going into effect until months later an amendment made on wednesday extend it back to 6 months the entire amendment not practitioner all until the six months period supervisor mar wants to keep that an additional contemplate once the ordinance becomes app operative the vice president can't issue penalties and supervisor mar is proposing today to eliminate the second six months. >> okay. i appreciate that.

>> so supervisor mar a total of 3 amendments. >> okay supervisor avalos what would be your presence to do roll diddling. >> yeah. >> i don't want to support the 20 they recalled. >> okay. so colleagues from my prospective just as we've talked about this ordinance i'm getting up to speed in committee i know it's a committee report to be heard tomorrow i would say i'll be confront into this discussions as i've talked with people i; right have no doubt there's been a lot of feedback and the final strokes you have merit to continue to work on that from a labor side and american people employer side but i understand the desire to move that forward and this makes

sense as well so i'm happy from my perspective i'll be supporting outline your amendments but i don't know about the items for tomorrow i'm happy to support a no recommendation coming out of committee and do it with recommendation i'll reserve my ability to vote yes or no madam clerk can we do a roll call vote on supervisor mar's legislation individually. >> motion one by supervisor mar supervisor mar so this is a motion to remove adding the 2 had had they recalled for worker retention provisions in the supervisor mar supervisor campos ordinance and on that motion. >> supervisor mar supervisor avalos supervisor farrell there 3 i's. >> okay motion passes.

>> and motion number 2 is to change the 20 employee or the one employee or more up to or more as a threshold in 9 definition the employer in both ordinances my motion to change that back to 20 the original. >> on that motion. >> supervisor mar supervisor avalos no supervisor farrell 2 i's one no. >> that motion passes and my last motion the third one to change the operative date from months to have months which is what we did but to remove the 6 month ramp up period that goes after the operative dated for both ordinances. >> on that motion supervisor mar supervisor avalos

supervisor farrell there are 3 i's and that motion passes par so supervisor mar those items again your call or supervisor avalos with recommendation or without. >> i support the underlying ordinances and will follow supervisor mar's lead on that so i'd like prefer to send it out with recommendation with a vote and thank my colleagues and the city attorney's office for all the work and i know there will be further decision to with a positive recommendation as a committee reporter for the board meeting tomorrow november 18, 2014, okay. we have a motion that i supervisor mar roll call vote. >> supervisor mar supervisor avalos supervisor farrell no there are 2 i's one no.

>> okay items pass. >> they can colleagues madam clerk, any other business before this committee? >> no, mr. chair. >> thanks everyone we're adjourned

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