is about and now confirm and verify that they are a 501c4. i think that is the data sharing to make sure that data is secured and with the jurisdiction and custody of the city and county of san francisco which we should be responsible for as families register for their summer program.

>> president walton: thank you supervisor chan. i don't see any other colleagues on the roster. we do have a motion from supervisor ronen that was seconded by supervisor chan, i believe duplicate the file and separate this portion of resources and to continue to the april 6th meeting. >> the clerk helped me clarify. i can clarify for what you what i'm doing. thanks our wonderful clerk, angela. it's my single privilege to duplicate the file. i done that i'm making a motion to amend the original file as i laid out in detail. what i did by laying that out, i just removed the $15 million supplemental appropriation for the summer together and summer

program from the overall larger budget supplemental and leaving that in the duplicated file. the motion that i'm making now is to amend the original file as i stated removing the $15 million from it. does that make more sense? >> president walton: definitely. on the motion to amend the original file, is there a second? >> supervisor chan: second. >> president walton: there's a motion to amend the original file, seconded by supervisor chan. please call the roll on motion to amend. [roll call vote]

>> clerk: there are 10 ayes with one no with stefani in dissent. >> president walton: this motion carries. please call item 24 as amended. >> clerk: item 24 as amended. [roll call vote]

>> clerk: there are 11 ayes. >> president walton: that ordinance is passed on first reading unanimously. >> supervisor ronen: with the duplicated file now. can i make a motion to strike except for the $15 million supplemental? >> president walton: is that the appropriate motion >> clerk: yes, mr. president. >> supervisor ronen: after we vote -- why don't i make a motion to strike everything but the $15 million appropriation and move to continue the item to april 6th board meeting.

>> president walton: all in one motion? >> clerk: that's fine mr. president. >> supervisor melgar: second. >> president walton: we have a motion made by supervisor ronen and seconded by supervisor melgar. [roll call vote] >> clerk: there are 11 ayes.

>> president walton: this motion is passed unanimously. >> clerk: the item continued to april 6th. >> president walton: thank you. we are now at item 25. >> clerk: it was considered by the land use and transportation committee at a regular meeting on monday 22nd and not forwarded as a committee report. the item is not before the board this afternoon. >> president walton: please call the roll on item 25. >> clerk: i believe it's been moved. we're moving to item 26 mr. president. >> president walton: my apologies. >> clerk: item 26 was considered by the public safety and neighborhood services committee at a special meeting on thursday march 18th. it was recommended as a committee report. i believe supervisor stefani

dissented in the committee. >> president walton: supervisor mar. >> supervisor mar: the ordinance before us today is base on a basic and moral idea as reopen businesses should rehire and not replace their laid off workers. i want to start by thanking members of the public safety neighborhood services committee who have considered recommended and heard me speak on this item before. i will be brief today. this item was referred back to committee to make a final set of amendments in response to robust input and feedback from the

labor council, chamber of commerce, and other stakeholders. we have tailor the ordinance by industry from our existing worker retention laws. we narrowed the rehiring requirements removing the requirements to rehire laid off workers to positions they would have to be trained for. instead, focus on positions they just previously held. these changes along with our earlier amendment to the emergency version of this ordinance, strike a careful. balance between supporting unemployment workers and supporting businesses. we can and must do both. this has been long and difficult process. i'm grateful to all the employer and labor groups for the dialogue over the past few weeks and this policy has been in effect. we've listened. i think this ordinance is stronger for it and strikes the

right balance. colleague, i'm grateful for your time and consideration of this important groundbreaking protection for working people in san francisco. i'm grateful for your support in passing and reenacting the emergency ordinance that preceded this. i ask for your support today. as i said back in june when we first voted to adapt this policy, the unemployment crises created by this pandemic is not unique to san francisco. but this is a labor town and we are uniquely positioned to lead and addressing it. with the back to work ordinance we are. thank you. >> president walton: thank you so much supervisor mar. supervisor safai. >> supervisor safai: thank you, i wanted to thank supervisor mar for working so diligently, being open to amendments and really listening to the voice of both employers and organized labor and just echo what he said.

so much what's incorporated in law is mirror what's existing agreements that have been negotiated between employers and workers. i appreciate him working with employers in the industry and particularly the restaurant work industry that would have been greatly impacted by the first draft of this. those in the smaller grocery industry and those are some of the conversations that we had as well as listening to the labor council. i really appreciate that. i think it's a fair balance. this enactment, there's a sunset clause to this. this will sunset one year after enactment or date the emergency order is over. this is a good transition piece of legislation to allow people the opportunity to return to their place of employment. i wanted to thank supervisor mar all those that worked on this.

>> president walton: thank you supervisor safai. seeing no other members of the roster. madam clerk, please call the roll for item 26. [roll call vote] >> clerk: there are 10 ayes and 1 no with supervisor stefani in dissent.

>> president walton: this ordinance is passed on first reading. please call item 27. >> clerk: items 27 and 28 were considered by the rules committee on regular meeting monday march 22nd and forwarded as committee report. item 27 was recommended as a committee report. it's a motion to approve the mayor's nomination of the appointment of carol isen of the human resources director of the city. pursuant to section 10.103. >> president walton: thank you so much. i don't see anyone on the roster. i do personally want to make a statement. i'm going to actually allow for my colleagues to speak first. i do see supervisor haney? >> supervisor haney: thank you. i did want to see -- i assume

that interim director isen is here. i want to ask her a question if that's allowed? >> president walton: that's definitely allowed. >> supervisor haney: thank you director isen for coming forward and for being willing to accept up in this role during this very challenging time. i enjoyed my conversations with you and some of the comments you made. i'm sure other colleagues will speak to this around equity and racial equity within our workforce being really to commit to concrete ways.

there was one question that i want to ask you. that's specifically how you challenge around our temporary employees. my concern that i have specifically and we had a hearing around this is, the ways in which at times the civil service process can be circumvented by the use of category 18 temporary staff. i know that nearly one in five of our local 21 members are currently category 18. these are city workers who do ongoing work like i.t. professionals and analyst. i want to make sure you have the

opportunity to discuss how would address this issue, specifically. >> thank you for the question. thank you members of the board of supervisors for considering my nomination. this is an issue that i understand very well. it has been around in one form or another for the expire time that i been in city government. presently, category 18 is actually refers to charter section 10.104 that has more than 18 categories of various forms of non-civil service

employment in the city. it is used quite extensively for professional work where either funds are limited, work is limited and projects are limited. department do have to submit justifications. they go through an approval process. we look at them and refer -- review them. we don't have an army to police all of it. we do have now language in the labor agreement with local 21 to look at these category 18 appointments to evaluate each of them. where appropriate to speed up and provide civil service examinations for the position. we are restarting our

discussions next week. during that time, a number of appointments both in local 21 and city wide has dropped. the vast majority of our city employees are merit-based civil service appointments and hold those jobs through that system. it is a concern that i understand. we're looking closely at and attempting to step up our review. >> supervisor haney: thank you for that. one thing i would like to ask from you, if you could potentially, assuming you get confirmed, bring forward some sort of plan for us about how you're going to help remedy this

and make some clear steps you will take to address this specifically. i know it's been a concern for a long time. i'm hoping that you assuming you become human resources director and the one who fixes it. i hope we can have a compliment from -- commitment from you on that. i do hope that we can have your leadership in addressing issues of temporary employees. thank you. >> president walton: thank you supervisor haney.

supervisor chan? >> supervisor chan: thank you president, walton. this is a very critical and important appointment. i do believe that we have done our due diligence vetting ms. isen. it is good that we have this conversation here too at full board. the reason why i put myself on the roster, i have asks ms. isen specific question. for me, my concern during the rule committee that i have asked specifically is really about misconduct of our city department heads and executive in these different city departments. just identifying there's sexual harassment or public corruption and really discrimination and

racism, ageism. all of that. often times by -- [indiscernible] we know that has gone on far too long and it's a pattern to results in the lawsuits that we see in the public realm. what i have asked her to address is really what is her approach. to make sure that there's a check point at every level to make sure that behaviors don't fester and go far too long and really making sure that our department helps and their executives really provide a safe, healthy and fair working environment while workers -- they are really our asset.

>> thank you supervisor chan for that question. it's a very broad question. i'm going to start with the first part of it, to just talk about my thoughts about how -- first of all, i stated in the rules committee that i do intend to set the tone from the top. i'm very ethical person. i'm very honest. i'm very respectful. i think i'm known for this, i'm a problem solver. i can work across many aisles and many groups and constituents and employees i know our city employees very well. i have long-standing relationships with city employees. many of us have been quite distressed at recent events that we have seen and witnessed and been around and quite unhappy

about that. i intend to do everything in my power to set a new tone in city employment. i would like to be able to establish resources with an audit function that we don't have at the h.r. not just when we receive complaints and we receive many of them, i received three major complaints about work climate in various places. being a city employee is a high calling. it's a privilege to be one.

i would hope all our employees feel that same way. the second part of your question has to do with work climate and work culture with the employees having right to come to work free of prejudice, harassment, discrimination. we owe this to our employees. this is an essential part of daily life in the city. i want to start, i spoke about this at the rules committee, by promulgating much stronger policy for respect in the workplace and anti-bullying. we have broad language that you find in the charter. i want to have much more detailed language. i want to increase the consequences for conduct and to make those consequences much swifter and immediate and happening at the department instead of having appointing

officers and their whole structuring taking responsibilities for the enforcement of these policies and for addressing poor conduct in the workplace. i do think that languishing complaints that sit at h.r. for year or two years or longer, allow the circumstances to continue and send a bad message, counterproductive message that anything goes. that's something i want to change.

>> president walton: supervisor melgar? >> supervisor melgar: thank you so much president walton. i want to start by saying thank you to ms. isen for engaging and talking with me a couple of times. i really appreciated our conversation and your perspective. i also heard a bunch from folks supporting you and also folks who are not quite as supportive. i wanted to reiterate some of the points that i made to you and i talked to and also provide what i understood from you and i want to say that it was a really good conversation. i appreciate it your thoughtfulness and your care in those answers. one of the definitions of corruption in the government

setting is the abuse of entrusted power for a private gain. i think as it applies to h.r. in our city, having been in a city employee for decades now, i have seen that abuse of power. not just for a personal gain but also for the gain of groups of people. the groups of people that the hiring manager are comfortable with. which tend to be people who look like us or people who are same gender. it is a form of corruption. just like with the corruption that we've been doing with at the board of supervisors that issues with money, this kind of corruption in h.r. thrives when we have no system to catch them. i think that you are a really competent person with a lot of skills who has a lot of experience in this setting. i'm moved by what you say in

terms of -- my expectations you will do much more than that. i want to be clear about that. that's what i told you. it is not just about auditing and holding people accountable, which we must absolutely do because we haven't done enough. i also want you to rewrite the policies and procedures. i want you to have a professional development plan for everybody. not just managers but for everybody. i want you to have professional development and training work plan for managers, supervisors. i want you to take this bull by the horns and actually make our city advance and evolve and having an h.r. system that is responsive who are now and not yesterday. in the past couple of years, we have gone through a moment of reckoning about race and gender.

we went through the metoo movement and black lives matter. i want the city to be able to have h.r. policies and procedures that are responsive to that moment in terms of advancing the careers of women and people of color, not just in hiring but also promoting them to leadership. which we have not done. when we talk about m.t.a. can't deliver, that's related to staffing issues. are we sure we have the best people at the table. i know that we don't. if we look at the leadership across our city, it is not reflective of a diverse city. there's reasons for that. i think that what i would want

is to help us create those systems and the culture will slowly change but it is a must that we have those systems that we are implementing them and that we hold people accountable. because i have to acknowledge that i've heard from a lot of people that i respect who are not totally convinced that you will do those things, i would beg you that if you are confirmed today by this board, that you will proactively reach out to these employee associations who have suffered and still to this day have concerns about how they -- black employees are being treated and women treated within the city and you will engage with them. be able to gather, be able to work out a plan of action for how we're going to deal with these things.

thank you. >> president walton: thank you so much supervisor melgar. supervisor ronen? >> supervisor ronen: sorry, thank you. i am -- i have been having hard time making a decision on this appointment. it's not about you ms. isen personally at all, it's about the fact that i consider the h.r. to be a broken department. what i would have loved to see is someone come in who hasn't been part of the department for so many years and hasn't been in leadership position for many years, that had a fresh pair of eyes and could look at starting and rebuilding something new. i say this it's broken, some of my colleagues mentioned, of

course the scandal, which is awful and horrible for any of us to see. the disparities in wages and merits and promotions especially when it comes to black community. also, in the basic -- one of the basic and major roles department of human resources which is to train and hire new employees. in my discussions with virtually every department in the city, the frustration on how difficult it is to hire an employee in a timely manner, is a deep problem that must be fixed. i know that it's not easy. i really did enjoy my conversation with you talking about the sort of different

levels of bureaucracy and difficulty and recreating that system. as i shared with you, i have talked to a couple of hiring managers. one in particular was very eye-opening for me in the community in district 6, matt haney's district. for a and a half trying to hire a nurse manager. she whacked me step by -- she walked me step by step everything she did. she tried to hire a manager, run around she got, changing of the rules and process, the number the requisitions sat on. she couldn't get a reply. meanwhile, i heard that kind of

dysfunction from so many city departments. it's unacceptable. we are a world-class city with a huge budget. bigger than some small countries. we should be able to have a functioning human resources department that doesn't have vacancies that last for years on end in understaffed departments. aside from the issue how many employees of color feel like they are treated, this is basic dysfunction in our city is not right. i struggled very much with this appointment. ultimately, i decided that, i can't guarantee that i don't support your appointment today that another insider won't be hired it's not my choice as member of the board of

supervisors who i appoint. i am going to support your appointment today. i do so really begging you to try to come in with a fresh pair of eyes. i know you been there for a long time, trained by the same leadership that hasn't been able to fix it so long. i ask you to do everything within your power. i am happy to partner with you and work however i can, side by side with you to do this. to reform this department and not only to make sure that all our city employees feel appreciated and welcomed and they have a fair and equal shot getting equal wage and a fair opportunity for advancement. that our department can hire workers in a timely manner.

i'm looking forward to working with you on that. hope someone who's been on the inside so long can come in with that fresh leadership and fresh pair of eyes and makes some major change. >> president walton: thank you supervisor ronen. supervisor safai? >> supervisor safai: thank you, mr. president. many of my colleagues said a lot of what many of the points that i wanted to say. one point in particular that was of concern to me. i will say this to you ms. isen. there's been a consistent practice in many of the departments to contract out certain services rather than work to hire full-time employees. we dealt with that issue with

security guard at many of our museums. we have had to deal with that issue with regard to nurses in our hospitals. we're dealing with that now with the issue with e.m.t., private contracting services. it's a consistent practice over and over again. one in which i think from a fiduciary, just purely from a fiduciary perspective, the taxpayers of san francisco are losing out. it increases much more overtime. it increases much more turnover. it increases much more instability in these departments. i know it's an issue i know you will tackle head-on.

this contracting out issue is one that's crucial for you to tackle and one to pay attention to as we approach the time that we're going to work together collectively as a body.

i think you bring phenomenal experience to the job. i think you worked your way up through the ranks. i think you'll be someone that people can work with and listen to. you'll be listening to people. i do think, please pay special attention to many of the aggrieved employees who felt not as though they had a voice. i think you had good ideas how you will incorporate equity and looking at things at diversity as it pertains to african-american, latino employees. all those things are ones i think are really important. i'm happy to support you today. i look forward to working with you in your new capacity. >> president walton: supervisor preston?

>> supervisor preston: thank you. i'm going it try not to repeat what colleagues have said. i share a lot of the views that have been raised. this is an example as i shared with ms. isen where we spoke. i was at first skeptical of this, more because of the points raised by preview ronen and others just around general view of the need, potential benefits for someone outside the department.

it's a concern and question is d.h.r. plays an important role to protecting >> s. that was a concern i had. i will say that this is an example of a process where we're getting to know ms. isen talking with people through her willingness to be quite open and honest about and discuss these concerns that really moved in my opinion on this. i want to say that i very much appreciate long-term service to the city.

i was moved by input that i received from an individual that some you have may know, fighting for those most disadvantaged and now things in san francisco. that's former housing inspector ron dix. mr. dix is african-american retired city employee. worked for city and county for 32 degrees. 30 year at d.b.i. it had back on me when i read his words. as former employee of d.b.i., i know dysfunction. carol isen is the antithesis. i known carol for 30 years. he says carol nurtures a

supportive environment where people feel free to express their concerns. she's sensitive to disenfranchised marginalized community. carol is a highly skilled listener. she enhances any environment where she is present. that is consistent what i heard from others and what i experienced in getting to know ms. isen during this process. i look forward to working with you and working to protect our employees and bring the necessary changes to our city to d.h.r. >> supervisor mandelman: thank you president walton. i think this is a stellar appointment and i'm excited to

see what ms. isen will do in this job. in the committee you took strong issue that d.h.r. is broken. it does feel like the city's hire and training processes in important ways are broken. it is tremendously frustrating to see it playing out in department after department where some of the biggest problems the city has are we find solution to those problems frustrated by the number of vacancies that we seem unable to fill a timely way.

earlier today we were talking about the challenges in hiring and training for sfmta. if we go through all the things that need to be done in the city, it feels like one of the greatest obstacles to get the right people in positions quickly. i would love to hear about some of your thoughts about how you might approach that problem over your time in the job. >> thank you, supervisor for the question. i think this might be the

subject at longer hearing. i appreciate having a little time to spend with it. i would say this is a general observation. i'm looking forward to working with every one of you and preview roan -- supervisor ronen. d.h.r. is underinvested organization. its systems are old. we cannot count very well even what we have, what our work is. the nearest thing to investment at this point in terms of hiring is our applicant tracking system. as a modern employer, that can hire quickly, aside from being

home, bound by our own rules. the human resources director oversight of the human resources systems in the city. i want to make sure everybody on the board is aware in the charter, the appointing officers are the hiring authorities. we conduct examinations, mass examinations to create lists that processes doing that is very cumbersome. the rules around them are cumbersome. the appeal right of every individual who sits for the exam can slow us down. yet these are baked in our system and for good reasons. i can take both sides of the argument. i think it's shining light where

requisitions are in the process. working with office of racial equity, we looked at five major categories involved in hiring and promotion process. that work will be expanded. we're going to be coming back to the mayor and to the board to let you know, and the things you like to see done, what needs to

happen to make this possible. despite the notion of d.h.r. being broken, d.h.v. ar. is a relatively small agency. where 40% of agency is worker's compensation. we've done a lot with the concept and we hope to expand it. this is my vision for entry into the city.

i appreciate the comment and partnership. i look forward and hearing on issues. >> i appreciate as another step in the board conversation, i do believe that this is one of the most important things you're going to be asked to think about i hope you're able to carve out some time to think about some of these fixes.

>> president walton: supervisor peskin? >> supervisor peskin: i want to reiterate comments my made in the rules committee. i the pleasure knowing ms. isen in more two decades when she was local 21 rep in those days. the city was getting ready to undergo a multibillion dollar rebuild of our water delivery system. water system improvement project. local 21 was beating up the sf p.u.c. and the mayor's office and board of supervisors for contracting out work that city employees could do. ms. isen was at the forefront of that movement. later on went to work at the p.u.c. and implement those policy measures that the board

pushed that mayors and general managers agreed to. she was a star at the p.u.c. before she went to a department that has a lot of challenges where i will be trepidation to go. the fact she has the experience inside and outside, i think it's fantastic. i want her to succeed. than does not mean we're going to hold back any punches or questions and seek the kind of reforms to streamline the hiring process.

accuweather i want to thank you director isen for stepping up a being here today. >> president walton: just couple of things i want to say before we move forward to the vote. i'm in the going to repeat everything. i heard hours of testimony about the ongoing injustices and unfair treatment of black employees and employees of color within human resources department. it's clear that discrimination occurs in the workplace. sometimes subtle.

i'm committed to working to help reform our systemic failures. i will be supporting your appointment. i still will be moving forward with a focus on the creation of a working group specifically for african-americans and city employment to be appointed by the mayor and board of supervisors. ly continue to work on creation of legislation to mandate department of human resources on all workplace discrimination cases. it's toen share all complaints are properly investigated. allis are treated i can -- all

employees are treated equitably. i'm hopeful that will you continue to meet with the groups that are commit to making these changes. we need you to be responsible for the practices of the department of human resources. i truly hope and know that eliminating these equities should be our collective goal.

i will be supporting your appointment and just looking forward to working with you on the changes that need to happen and i hear from conversations that you are committed to these changes and i'm also committed to legislation and supporting, making sure some of those changes happen in a matter of -- whether or not you're the director or i'm a member of the board of supervisors. these changes will be loft so we can move the department forward. with that said, we have in other members on the roster. we will now get a roll call vote on item 27. [roll call vote]

>> clerk: there are 11 ayes. >> president walton: without objection, this motion passes unanimously. thank you director isen. please call item 28. >> clerk: a motion to amend board rules of order to create a new rule, 2.21.1 allowing for adoption without reference to committee of appointments to subordinate body who are nominated by district supervisors and subject approval by the full board. another rule, 2.21.2 clarifying

the process for direct appointments to subordinate bodies by district supervisors that are not subject to approval by the full board of supervisors. this motion requires eight votes of the board. >> chair peskin: this would actually truncate that process and those appointments would go directly on the next adoption without community reference

calendar pursuant to a letter from the appointing supervisor still subject to public comment and public scrutiny i look forward to all filling vacancies that we have on all bodies later on during roll call. i will speak little bit more to what we can do to make sure that all of our policy ebodies are filled expeditiously. >> president walton: thank you some supervisor peskin. roll call or item number 28 please. [roll call vote]

>> clerk: there are 11 ayes. >> president walton: thank you. without objection this motion carries unanimously. we are now at roll call for introductions. >> clerk: mr. president, you are the first up to introduce new

business. >> president walton: thank you so much and colleagues i know we asked and made a request for update on outside bodies and commissions within your role call. i would ask that you do not -- we have a closed session as you know with the public utilities commission as a joint meeting. i ask that you save the reports for april 6th meeting in the interest of time. i have a resolution today along with supervisors chan, melgar, peskin, safai and ronen, denouncing the article contracting in the world, what a professor at harvard law school. this article denies the industry of sexual enslavement of hundreds of thousands of people

of japanese during the pacific war. it is honored by international community, historical records and. thumb thousand -- these women are known as the comfortable women. these young woman fame from terrify country -- the average is 15. there were some as young as 12. the vast majority was from china and korea. it is estimated 75% to 90% die

in captivity. mr. jay mark's, it claims that women were no coherrings but entered into fair contract to provide services. this makes it more difficult to eradicate violence against women. i would like to thank the

comfort justice coalition for their advocacy on this important issue and i hope my colleagues can join me in denouncing mr. ramsi's article. the rest i submit. >> clerk: thank you mr. president. [roll call vote] supervisor chan? >> supervisor chan: you really think about traffic and traffic around our city. we have seen an increase of speeding and traffic coalition. in 2020 san francisco had the same number of fatal traffic collisions like 2019. we are falling behind on our

coalition.

it's really just again, before i even took office, it was a fatality on geary and 28th avenue. it was a very tragic senior that was hit by a vehicle and then just after that, even during pandemic, we would think that will be less collision because less travel. we had a cyclist in our district struck by a truck. broke both of his legs and sadly had to have one of his legs amputated. two weeks a cyclist was struck by a driver. this female -- these are just a

few incidents that can play in the richmond alone. while sfmta had their rapid response team which is deploy when the collision certificates that site and recommend approval. we understand there's a high injury network. we trying to make improvements to the network. i think essentially is trying to understand is that really good

way to -- it seems like the data is driven by deaths and injuries. are there ways to really -- it's more intervention, strategy prevent injuries and deaths. it's the reason why i'm introducing the resolution in the hearing request today. i'm excited to introduce a legislation that i really have mentioned to you and requested, the first day when i took office during our first introduction,

it's finally ready for introduction. i'm excited to introduce legislation that will create a registry and prioritize our small businesses for city grant. i like to thank my co-sponsors, supervisor haney, ronen, preston and president walton. at that time, during my first board meeting, i announced that intent. i'm excited this is finally ready for prime time. as we recover from the pandemic, it's critical that we do everything we can to support local small baiz -- businesses.

over the years, they have proven themselves to be viable and culturally significant assets to our neighborhood and should be prioritized for city resources and legal aid to prevent placement. has week at the government we had a hearing on rent debt on

our small businesses. i look forward to having your support and feedback are welcome too. >> clerk: thank you supervisor chan. supervisor haney? >> supervisor haney: thank you, madam clerk. i have one item. today i'm introducing legislation that would require city departments and their grantees including shelters and

navigation centers to create and immediately implement overdose prevention policies, training and protocol. unfortunately this came in increase of overdose deaths. 135 people died of overdoses of january and february of 2021. 2021 is on track to -- if this is hard to grasp, even worse year than 2020 in the number of people will die from drug overdoses. the proposed ordinance would

require the department of public health and supportive housing to help operation centering -- under this legislation, each departmental overprevention policy must address how programs will provide drug treatment and harm reduction programs and services. describe where the department will post information about syringe access and schedule. overdose crises in our city is

horrific and it's getting worse. we need a response to this crisis that mirrors the scale. we can prevent overdoses and save live. we need to ensure they are meeting this challenge. every single department and every single grantee and provider has to be part of the slights.

there's adequate training and access to narcan, effective monitoring of people at risk of overdose or access to treatment or harm reduction. this legislation would change that by requiring overdose prevention plan and policies not only by all these departments but at the -- i hope we can work together to come together with solutions so we doe do not see the trend we are -- i do there are things we can do to prioritize the response.

>> supervisor mar: these precious lives lost were mostly women and immigrants, breadwinners and heads of households. they were hard working. they were operational. they cared for their families. no matter who they were, their race or gender or class, no matter where they were or how they worked, they would still be

alive and here today. nobody should parish at the hands of an armed shooter. we know there was another mass shooting in colorado yesterday to claim another ten lives. the tragedy of a death in atlanta is felt so deeply in the asian-american community. it comes as a historic moment of reckoning on anti-asian racism in this country. because of dehumanization is all too familiar, dehumanization is necessary ammunition to happen. it's how we reject the experiences of those with less power over and over again. humanization on the other hand restore us so we can all see each other as whole. despite the hate, there's much

butte in the american project. in their stories, we embraces of diversity, cross-cultural sharing interracial families and new ways of being in community. we do not need to know them to honor their story and their humanity. let their loss be not in vain. meet hate with love. meet rage with love. meet sadeness with love. let's honor them with love. i like to take this opportunity to remind you that asian-american and pacific island heritage month is coming up in may. this annual celebration of a.p.i. history is more important than ever if we continue to struggle as a city for meaningful long-term solutions to the epidemic of anti-asian racism and violence.

let's do everything we can to make asian pacific heritage month powerful and important. the rest i submit. >> clerk: thank you supervisor mar. supervisor melgar? >> supervisor melgar: thank you supervisor mar for calling out names. i really appreciate that you did that. colleagues, today i am announcing that i'm introducing a request to the city attorney to work on the ordinance at looking at our policies. if this pandemic has eliminated anything it's the great gender equity across economic

background that women tend to carry burden of child care, elder care and home care. we are in desperate need of normalizing. our workplaces has never fully been parent friendly. i hope we can get past prior political hurdles. the u.s. remains one of the few countries in the world without any national parental pay parental leave policy. as of 2018, only 17% of u.s. private sector workers had access to paid family leave through their employers. many parents don't take advantage of their full leave.

we need to support parents particularly mothers. here in california and in san francisco, we have made some strides and stronger peoples for all parents and for women, expanding paid leave, sick leave and adding lactation rooms at city hall. one glaring issues that needs to be addressed, if we want to see more representation on the board of supervisors or any of the advisory bodies and commissions and boards, it's to ensure that as a city, we are offering the ability to members to go on parental leave without the fear of discrimination or the fear to relinquish their seat.

in 2018 we saw senator tammy duckworth she made history to give birth in office. the ability for her to bring her child on to the floor to cast a vote. the same goes for the viral image of california assemblywoman last year comforting her infant baby on the floor during a speech. she was making an impassion speech on a bill that would have been increased paid family leaf for californians. that bill failed. elected bodies around the world have been pushing for policies for their months.

this law is meaningful, it is impractful that requires locations of teleconference from to be accessible to the public. when the brown act was enacted, teleconferences really meant calling -- it did not have pregnancy or childbirth in mind. since then, i do not believe

this board or any commissions have ever formally adopted a policy for member. i ask that the city attorney help us draft legislation to adopt a parental policy for board commissioners and appointed members of advisory body. these are volunteer who are dedicating their time to serve the public. this allows us to feel supported and also in the request and ability to take a leave and knowing that their seat will be safe to the extent allowable by the charter and law. i'm exploring a policy so we send a positive message that parents are welcome. that we embrace birthing parents

and mothers. my staff is engaged reforming the brown act. there are several efforts right now in sacramento thousand -- now. i would like to give a report back as requested by president walton about my outside activities. i will report on the first five committees that i sit on. eapproved the budget the consolidation of administrative

functions. also the dwindling revenues that we are seeing from the state tobacco moneys. that is all i can report back on on that commission. i look forward to reporting on more in the future. finally the moment that we've all been waiting for. that's the report that i am making on our time study with the women' political committee. you may remember that during the month of march women's history month, we did a time study to analyze the board of supervisors and the committees that we sit on. the san francisco women's political committee volunteers watched us during the first week in march.

the methodology of that study was to measure the minutes of men and women and not keep track by individual. we also looked at how many interruptions each member made. -- the committee spoke without permission and out of turn. this person also quit asking permission after interruption was still counted. if person interrupting of the president of the chair of the committee, they are interpreting somebody else who was speak out of turn, this was not counted

either. the president and the committee chair who were speaking for administering the functions set rules for the committee and or discussion.

we found that men spoke 63% on board committees to women speaking 22% of the time. even though we make up 36% of the board of supervisors. that is a not a big surprise to some of us, may be. it is an opportunity for us to analyze gender and how we communicate with one another and through political speech. we found that men interrupted 84% of the time as compared to women. men interrupted women at about the same rate as women

interrupted men on the board. however, when we looked at how many times men and women interrupted presenters, we found that men interrupted staff or presenters much more disproportionately at 84.5% of the time. this is not to call out individuals my desire for us is to do analysis how we conduct ourselves and how we communicate with each other and with the public and how men and women internalize our gender roles.

thank you so much for that. >> clerk: thank you. supervisor peskin? >> chair peskin: thank you madam clerk, colleagues. as i mentioned earlier, when we adopted item 28, thank you all for the unanimous vote. that was the process improvement rule changes. today i'm introducing a hearing request regarding local implementation a state law that requires local governments to produce annual reports on commissions oversight committees and boards and other policy bodies who's members are appointed by legislative body, such as this board of supervisors. last year's matty act report was one-page shy of 200 pages. it's a road map not only for the rules committee but for everyone

who's interested in applying for a policy body or commission. that reports set forth the qualifications, the mission of the body, inspiration dates. dozens upon dozens of such commissions and advisory committees and task forces. it is incomplete in a number of ways. by the way, for anybody who's watching, can be found on the board of supervisors website. you can get a link to it. new chair of the rules committee, i believe we can and should go beyond what the state law requires and enhance this reporting requirement in ways that highlight the racial ethnic and gender equity goals of the city. including how those goals are achieved not just through the board but what's missing from the report,s which the mayor's

appointments as well. we look forward to working with the clerk's office and office of racial equity and members of the public and members of this board as we start this conversation. second, i'm introducing amendments to our commercial eviction moratorium in the wake some confusion about its term and unfortunate litigation. if landlords and small businesses would unable to reach

mutually arrangement to stabilize the small businesses which are as supervisor chan said, anchors of our commercial corridors, that those small businesses would be able to terminate their leases and not be liable for future rent under the remaining term of the lease. that does not mean that landlords can't pursue other damages. it does emphasize that those landlords have a duty to mitigate losses. as we heard, we all heard, i know from the budget and legislative analyst report on unpaid commercial rent during covid-19, there were some stark and troubling numbers of the 4 behind million dollars in unpaid joseph all -- overall commercial rent. of the $358 million unpaid retail, more than half of that comes from mixed use

neighborhood commercial districts. those are ground floor retail tenants that are so vital to our commercial corridors. a year from now we'll be implementing vacancy tax we delayed because of covid. i want to acknowledge there are many landlords doing the right thing and coming to the table to stabilize small business tenants. there are others too eager to litigate their losses. i would suggest it is in their best interest to work with the small business tenants around rent forgiveness. as i said, the storefront vacancies taxes is coming. finally, i do have an item for

today's imperative calendar after i learned about after our last board meeting. we don't have a board meeting next week. i would hike to make the appropriate findings for sunshine. this is to celebrate the 65th anniversary of the -- anchor business in north beach. >> clerk: supervisor preston? >> supervisor preston: thank you madam clerk.

i have two items today. first today i'm pleased to introduce a resolution calling on major chocolate producers including mars and nestle to stop utilizing child forced labor in their global coca supply chain. it's a tragic reality in children in west africa despite empty promises to change the issue persists. last week, colleagues, our office and i'm sure many of you were thrilled to learn that the workers at all locations of dandelion chocolate in san francisco announcing their intent to unionize. they have taken and reportedly complied with fair trade cocoa pledges. we have high folks at this commitment of ethical practices.

despite pledging to end these practices, they persist. in west africa on average, cocoa farmers earn less than $2 a day. as industry has grown over the years, the use of child labor has persisted. recently investigators discovered children trafficked into west african cocoa farms and coerced to work without pay. i'm not sure if this twisted reality of loss on the executives of these corporations that we are using forced labor of children in africa to make candy for children. as easter approaches this sunday for those who separate -- celebrate that. i hope everybody think about

that when thinking about buying bags of mars and nestle. i wish dandelion workers well in their negotiations. college, i urge you to support this resolution condemning ongoing use of forced child labor by some of the biggest players in the chocolate industry. second resolution that i'm introducing today is in support of ab20. the corporate free elections act. which is authored -- voters in san francisco have made it clear time and time again that we don't want corporate money meddling in local politics. we're not interested in our elections is beholden to corporate donors and condemned

of money. there's a disconnect when it comes to electing representative representative. for city rates, direct -- state races, there's no limit preventing corporations from funding candidates. we have a problematic in which san francisco voters made it clear. they don't want it. ab20 would change that. it's important to understand that right now as we encourage new generations of upstart and activists with lived experience to get involved in the political process and run for office. those who take clean money pledges are at a tremendous disadvantage financially are

effectively silenced by massive spending by corporations in these races. in 2020 politicians and campaigns in california have accepted a total of $2.1 million from pg&e according to abc 10's analysis the state campaign finance data. last cycle spending by five companies uber, lyft and dor dash counted up towards $224 million. imagine if they had given those funds to their workers instead of campaigns. this kind of money has no place in clean elections. corporate money in elections is inconsistent can with the concept of democracy. i appreciate assembly members for leading on this effort. i want to thank my early

co-sponsors supervisor and -- rest of submit. >> clerk: supervisor ronen? >> supervisor ronen: i'm introducing a resolution we affirming the city's commitment to using clean and safe public power for funding power projects. in 2018 after learning that affordable housing under construction in my district was being held up, i introduced a resolution that my colleagues on the board joined in passing unanimously urging pg&e to cooperate with sf p.u.c. and calling on sf p.u.c. to provide quarterly reports on the status of projects preparing to use city power.

we regularly tracked these projects. along with sf p.u.c., the mayor office, we have pushed and controlled pg&e. we worked out one agreements to move projects along. the quarterly court continue it tell the story.

1085 units of affordable housing homes that we needed for seniors, educators and people exiting homelessness are stalled unable to get pg&e to agree to the terms. pg&e completed its chapter 11 well over six months ago. some concerns their investors and -- we as city run utility and individual rate payers are not seeing any real change. the tame for using their bankruptcy status is an excuse in the past. i'm introducing a pair of items today to reform our commitment

to clean reliable space to continue the call that we've made to pg&e work with the sf p.u.c to continue these quarterly reports to the board so that pg&e understands that we are still watching them and tracking every project to ensure they do not stand in our way. i want to thank sf p.u.c staff. i want requesting a hearing on together summer. at that hearing, which will be

our first item at the new youth, young facilitate hearing. -- family hearing. >> clerk: supervisor safai. >> supervisor safai: one item today.

i only have one item today. that is something that i think many on this board and many people have put a lot of energy and effort into for a really long time. introducing a resolution today to support ab854. it was put forward by alex lee and co-sponsored locally by assemblyman david chiu and among other members in the california legislature. the groups that worked on this was housing clinic. what it does, it was an attempt last year and years before that

to -- to require landlords that want to get out of the business to hold the properties that they have for five years at a minimum. -- 78% of evictions that occur are people that invoke that are doing it five years or less.

over the years it's been used in speculative ways. i want to thank supervisor mandelman and walton. i'm certain many more of you will be involved and add your name as co-sponsors. this is something that's long overdue. it did not pass last year. so many different households are still under the threat of being displaced during this process. hopeful it will gain the momentum that can deserves.

>> clerk: thank you. supervisor stefani. >> supervisor stefani: in 1928 iris was born in st. louis, missouri who immigranted from russia to the united states. at the and of 20, iris attended a group dance. paul moved to the u.s. iris and paul got married in

2020 this celebrated 71 years of marriage. iris and paul had three sons, robert, allen and john and many grandchildren and great grandchildren whom she loved dearly. listened to and encouraged and provided guidance on their many endeavors. bob is a dear friend of mine and fellow member of the south and growing club. throughout her life, iris was looking for now challenges at a age of 44. she enrolled university of missouri and graduated bachelor's degree in education. after paul retired, he and iris moved. iris is survived by her husband

paul, her three sons, her grandchild and great grandchildren. iris was an incredible woman who will be remembered for her humor and whit and for incredible love of her family. i offer my condolences to all who knew and cherished her. i want to thank supervisor mar for adjourning the meeting in honor of those that were senselessly killed in atlanta on march 16th. absolutely sicken to learn that an individual shot and killed eight people including six asian women in atlanta, georgia. yesterday another ten dead in boulder, colorado after not horrific mass shooting, this time at a grocery store. we are the only high-end

country, we're getting back to normal where it means mass shooting. after listening to victim interview last night on cnn, he said this feels like the safest spot in america. i just nearly got killed for getting a soda. language that we often hear in san francisco, we family like we're in a bubble here. this can happen anywhere in america. last year, 50 million guns sold a record number on top of 400 million already in circulation in this country. many new gun owners in states that don't require permits, background checks or training. 28 states do not require background checks on all handgun sales. remember three were killed at the garlic festival including a

6-year-old girl who bought a gun in nevada. former fbi officer andrew mccabe was on cnn last night. nothing is going to prevent this from happening again and again under our current laws and regulations. this has become part of the american experience. it is unique to us. there's not another similar country on other that experiences this. it's america. why is that? it is directly attributable to the profusion and the availability of guns. particularly high power assault style weapons and how easily pretty much anyone can acquire them in this country.

because of spineless politicians like senator mitch mcconnell who won't bring a background check to a vote. now even though we're 50-50 in the senate, we're still trying to bring background check bill to a vote. 90% of americans agree on background checks for all gun sales. just days ago the nra celebrated that a colorado judge struck down a life-saving ban on a.r.17 style weapons in city of bowler. they celebrated. their -- just ten days after columbine in 1999. when they were asked not to come, ten days late e after 12 students and one teacher was killed, charleston stood there and mocked everybody saying i

will give you my gun when you pry it from my cold dead hands. it was said ten days after columbine. as we mourn those we lost to mass shooting, all the victims of gun violence, i will continue to honor their lives with action. actions that involve pursuit of gun violence prevention here even at home as we see the number gun violence victims going up. we have to fight with action at every level possible. we have to do everything we can to disarm hate. the past couple of days i've been poking to those that i

worked with for years. it's all that we can say that we have to keep going. this is a marathon. it is not a sprint. we must honor their lives and do everything we can to prevent this from being a continued american experience. i like to adjourn this meeting in honor of lives lost in atlanta shooting and bowler shooting. i hope to god i don't have to keep doing this as supervisor p.p.p. repeat -- repeated names

after mass shooting. enough is enough. i'm so sick of this. we need everyone to have the same sense of urgency and to honor these lives with action not just with words. the rest i submit. >> clerk: thank you supervisor stefani. names on the roster mr. president, i don't see any names on the roster requesting to be rereferred. i believe that concludes the introduction of new business. >> president walton: thank you so much. we are now at our time for public comment. >> clerk: at this time the board of supervisors will receive general public comment. the number is scrolling across the screen 415-655-0001, when you hear the prompt, the meeting i.d. is also there.

we are losing our interprets in one minute. let get straight to it. operations, can we hear from the first caller please? i believe we have four callers in the queue. hello and welcome. please proceed.

>> hoping will you take this seriously. this is something that will not only affect san francisco but the rest of the world. thank you. [indiscernible]

>> it started off as a real pro-worker organization to restaurant worker. what was adopted ode is only partial reflection.

>> clerk: thank you so much for your comments. can we hear from the next caller please? we have three callers in the queue? >> hello, good evening. i would encourage you to get a

task force to look into this corruption with public works. it's a long history going back for years to unwind that we have for department of environment.

i'm nicole and lindsey, i like the fresh air. when we sign up, it's always so gratifying. we want to be here. so i'm very excite ied to be here today. >> your volunteerism is appreciated most definitely. >> last year we were able to do 6,000 hours volunteering. without that we can't survive.

volunteering is really important because we can't do this. it's important to understand and a concept of learning how to take care of this park. we have almost a 160 acres in the district 10 area. >> it's fun to come out here. >> we have a park. it's better to take some of the stuff off the fences so people can look at the park. >> the street, every time, our friends. >> i think everybody should give back. we are very fortunate. we are successful with the company and it's time to give back. it's a great

place for us. the weather is nice. no rain. beautiful san francisco. >> it's a great way to be able to have fun and give back and walk away with a great feeling. for more opportunities we have volunteering every single day of the week. get in touch with the parks and recreation center so come >> manufacturing in cities creates this perfect platform for people to earn livelihoods and for people to create more economic prosperity.

i'm kate sosa. i'm cofounder and ceo of sf made. sf made is a public private partnership in the city of san francisco to help manufacturers start, grow, and stay right here in san francisco. sf made really provides wraparound resources for manufacturers that sets us apart from other small business support organizations who provide more generalized support. everything we do has really been developed over time by listening and thinking about what manufacturer needs grow. for example, it would be traditional things like helping them find capital, provide assistance loans, help to provide small business owners with education. we have had some great

experience doing what you might call pop ups or temporary selling events, and maybe the most recent example was one that we did as part of sf made week in partnership with the city seas partnership with small business, creating a 100 company selling day right here at city hall, in partnership with mayor lee and the board of supervisors, and it was just a wonderful opportunity for many of our smaller manufacturers who may be one or two-person shop, and who don't have the wherewithal to have their own dedicated retail store to show their products and it comes back to how do we help companies set more money into arthur businesses and develop more customers and their relationships, so that they can continue to grow and continue to stay here in san francisco.

i'm amy kascel, and i'm the owner of amy kaschel san francisco. we started our line with wedding gowns, and about a year ago, we launched a ready to wear collection. san francisco's a great place to do business in terms of clientele. we have wonderful brides from all walks of life and doing really interesting things: architects, doctors, lawyers, teachers, artists, other like minded entrepreneurs, so really fantastic women to work with. i think it's important for them to know where their clothes are made and how they're made. >> my name is jefferson mccarly, and i'm the general manager of the mission bicycle company. we sell bikes made here for people that ride here. essentially, we sell city bikes made for riding in urban

environments. our core business really is to build bikes specifically for each individual. we care a lot about craftsmanship, we care a lot about quality, we care about good design, and people like that. when people come in, we spend a lot of time going to the design wall, and we can talk about handle bars, we can see the riding position, and we take notes all over the wall. it's a pretty fun shopping experience. paragraph. >> for me as a designer, i love the control. i can see what's going on, talk to my cutter, my pattern maker, looking at the designs. going through the suing room, i'm looking at it, everyone on the team is kind of getting involved, is this what that drape look? is this what she's expecting, maybe if we've made a customization to a dress,

which we can do because we're making everything here locally. over the last few years, we've been more technical. it's a great place to be, but you know, you have to concentrate and focus on where things are going and what the right decisions are as a small business owner. >> sometimes it's appropriate to bring in an expert to offer suggestions and guidance in coaching and counseling, and other times, we just need to talk to each other. we need to talk to other manufacturers that are facing similar problems, other people that are in the trenches, just like us, so that i can share with them a solution that we came up with to manage our inventory, and they can share with me an idea that they had about how to

overcome another problem. >> moving forward, where we see ourselves down the road, maybe five and ten years, is really looking at a business from a little bit more of a ready to wear perspective and making things that are really thoughtful and mindful, mindful of the end user, how they're going to use it, whether it's the end piece or a wedding gown, are they going to use it again, and incorporating that into the end collection, and so that's the direction i hear at this point. >> the reason we are so enamored with the work we do is we really do see it as a platform for changing and making the city something that it has always been and making sure that we're sharing the opportunities that we've been blessed with economically and socially as possible, broadening that

>> candlestick park known also as the stick was an outdoor stadium for sports and entertainment. built between 1958 to 1960, it was located in the bayview hunters point where it was home to the san francisco giants and 49ers. the last event held was a concert in late 2014. it was demolished in 2015. mlb team the san francisco giants played at candlestick from 1960-1999. fans came to see players such a willie mays and barry bonds, over 38 seasons in the open

ballpark. an upper deck expansion was added in the 1970s. there are two world series played at the stick in 1962 and in 198 9. during the 1989 world series against the oakland as they were shook by an earthquake. candlestick's enclosure had minor damages from the quake but its design saved thousands of lives. nfl team the san francisco 49ers played at candlestick from feign 71-2013. it was home to five-time super bowl champion teams and hall of fame players by joe montana, jerry rice and steve jones. in 1982, the game-winning touchdown pass from joe montana to dwight clark was known as "the catch." leading the niners to their first super bowl. the 49ers hosted eight n.f.c. championship games including the

2001 season that ended with a loss to the new york giants. in 201, the last event held at candlestick park was a concert by paul mccartney who played with the beatles in 1966, the stadium's first concert. demolition of the stick began in late 2014 and it was completed in september 2015. the giants had moved to pacific rail park in 2000 while the 49ers moved to santa clara in 2014. with structural claims and numerous name changes, many have passed through and will remember candlestick park as home to the legendary athletes and entertainment. these memorable moments will live on in a place called the stick. (♪♪♪)