retention prob grprogram. because it was effecting the bottom line institution, its budget, revenue, were down. so what institution decided to do was to look at retention and what may be driving retention at the end of the institution. we just knew that tension was dropping. by 2012-13, the retention rate dropped to 58%. so we add serious problem with retention. research desire to undertake retention study to university. and it may effect the university of retention and we put together a model specific to dill et and that model had nine independent variables that were used to predict retention. first retention. scores. instate versus out of state. resident versus commuter and financial aid consideration in terms of regional need. we found two important things stood out. two factors. one was grade point average. these two things were driving retention at least in terms of the 2010 cause. >> the reliability in terms of two variables that we liked at, were they influenced in retention across and so we use a cross

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

to eliminate an amendment that was made last week proposed 2 hundred thresholds employee for the retention policy and for me keeping the legislation has strong as possible and the co-sponsors have supervisor chiu and supervisor avalos and supervisor campos for this section and that amendment that was made they're not a strong rational for it i think it sits and persistent to create a loophole where thousands of workers will be impacted i'll move we eliminate that threshold of 2 hundred employees i think in looking at other examples i think it was given at the meeting i don't think it will be there's a persistent for example, in the hospitality square footage there's a sliding scale threshold and in the 0 grocery store worker retention there's is a square footage threshold and then there's no threshold in the scombrarl cud kidal ordinance we need to keep the ordinance strong from the retailer workers to keep this as strong as possible this will that is not one i can agree it so i'll be making that motion also there have discussion from the motion made and supervisor avalos to change the emp

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

retention prob grprogram. because it was effecting the bottom line institution, its budget, revenue, were down. so what institution decided to do was to look at retention and what may be driving retention at the end of the institution. we just knew that tension was dropping. by 2012-13, the retention rate dropped to 58%. so we add serious problem with retention. research desire to undertake retention study to university. and it may effect the university of retention and we put together a model specific to dill et and that model had nine independent variables that were used to predict retention. first retention. scores. instate versus out of state. resident versus commuter and financial aid consideration in terms of regional need. we found two important things stood out. two factors. one was grade point average. these two things were driving retention at least in terms of the 2010 cause. >> the reliability in terms of two variables that we liked at, were they influenced in retention across and so we use a cross

my portion, hours, and retentions for protensions for employees has the key provisions. one, it applies to form law retail establishments with 20 or more employees in the city, and we have set the threshold at 20 or more employers, within the city and county, so as to avoid over burdening truly small operators such as franchises and i wanted to thank president chiu for really working hard on that part and it also covers janitorial and security contractors, and it is important to note that these two industries already have a worker retention requirement, under police code article, 33 c. and our ordinance reference thises requirement, and provides additional protections for security and janitorial workers who are providing services to formula retail businesses. our ordinance also requires formula retail employers to first offer to the current part time employees any additional hours of work before hiring new employees or using subcontractors or temporary services or staffing agency to do work for the formula retail business, the employer must make the offer in writing, and

janitorial and security contractors and it's important we note those two industries have a worker retention requirement under the article 33 c our ordinance references those and provides more security for janitorial workers for the retailer businesses and number 2 requires the formula retail employers to first offer current part-time employees business for those workers a requirement their offered any additional work before hiring new employees before uss temporary services or staffing agencies to do the work for formula retail businesses so the employer must make the offer in writing and it applies to janitorial or service contractors or subcontractors and we call them property service contractors as work promoted in san francisco covered by the ordinance under the formula retail employer the requirement also applies to employers which one the current employer the current workers are kwchld to do the work and two the work is the same or similar to what the workers have performed and the employers are required to offer only the number of hours the employee needs in order to work 35 hours a

that are in conflict there's tension between the creation of less affordable new housing and the retention of those smaller affordable rent controls this is nothing new that is this issue has existed for decades the resolution of that is also existed for decades it is found in the priority policies of the general plan established by prop m as i spell out on page 2 of our supplemental brief the priority policies were specifically established to be the basis on which inconsistent in the general plan are to are resolved if the department finds itself in conflict with building new concussion it has to find in favor of preserving the existing housing this is what the policies are for and why they're there department and developer failed to address this issue at all they don't mention the priority policies not even referenced in either brief albert einstein said one can't simultaneously prevent and prepare for war it it doesn't take a genus to see that one standpoint simultaneously prevent the program and at the same time allow professional developers speculating in our residential neighborhoods

penaltis for changing predictable work schedules still need to be worked through and the worker retention issues conflict with two existing ordinance and unless that is straightened out and that is the legislation of some years ago and just a few months ago, the hospitality industry, retention notice legislation, that the board passed, and then administrative and penalty provisions. and we negotiated for weeks on broad administrative and penalty provisions for this type of legislation. and it came out of the fair higher legislation, and this is very different. we need to sit down, together, and work out these issues through as the employers with the advocates and the board of supervisor and we urge you to continue these two ordinance to next week, so that we can come up with one piece of legislation, thank you. >> thank you. >> mr. lazarus, next speaker. >> thank you. my name is julian ball and i am an organizer with the community group, san francisco ace. and we are a state wide organization with community and issue-based chapters here in san francisco and we have worked a lot about hous

if a formula retail business change ownership -- this is the worker retention part of it. if a formula retail or chain business changes ownership, the new formula retail employer must retain for 90 days the employees who worked for the old formula retail employer for at least six months other than supervisory managerial employees. it prohibits retail employers or any other person to take action against anyone exercising their rights under the ordinance. the retail workers bill of rights i feel is an important complement to our raising of the $15 minimum wage in the city as it will be phased in, the strongest minimum wage [speaker not understood]. the measures are key piece he to closing the unacceptable economic divide in our city. it narrowly targets those businesses that are documented perpetraters of practiceses and that can afford to easily complement these regulations. [speaker not understood]. these are serve is he considered integral to the formula retail businesses and as such their worker are at the same level of protection. at this time i'd like to introduce two

suggest is that we have been having a discussion around the 90 day requirement around the staff retention, and the hospitality ordinance that we have passed some months back had a requirement that this apply to businesses over 200 employees and my suggestion is that we make that consistent in this ordinance as well. but colleagues, i look forward to the discussion that we are going to have today and the feedback that we are going to hear from the public comment as we move this forward. >> supervisor avalos has a question? >> actually, i didn't have any anything to say, except this legislation is something that i am really excited to support. it is legislation that has been a long time coming especially in a way that our economy works, and workers have been squeezed over the past 30 years and having some predictbility to scheduling, and having some standards in place about retention. and makes so much sense, and it will give workers and in san francisco, some real leverage to make sure that they have a workplace, that is going to be considering their full lives. and i do have a concern abo

we were 52% in sales retention last year. we will be somewhere north of that by the end of this year. >> is that because you have lowered the standards to become a supervisor? >> not at all. >> you have lowered the amount of product those new supervisors have to buy. >> the first cap was 4000 volume points. or 5000 over two months, or 5000 over 12 months. four or five,from to be five plus. it takes the incentive away from people who do a one-month pathway. for requalification, which is what we haven't made any changes. the retention is the same as it has been for the last five years. >> do you feel you have lost momentum? and analyst to is covered herbalife -- who covered herbalife says the constant battle between bill ackman and herbalife may be half -- hampering your growth. >> some of the changes we are making is moderating growth. it's building a stronger foundation with which to build from what this pipeline gets run through. once the salesforce gets assimilated to the changes. >> is the new normal. and the new normal is

improve factors that will retain them once they enroll as well as trying to enhance our provider retention as commissioner, that's one of the hard parts in the competitive market really hard to recruit physicians and retention is important to make sure we retain capacity. now i'm going to introduce you the officer at dph. >> good evening, commissioners, and director garcia. so, i'm not going over the background materials because you have a lot of them but suffice it to say if a needs assessment, in referral or dashboards if you have questions. what is meant about this slide? we have made improvement, we are not where we need to be. we have come across some barriers, they are not insurmountable. the icon is to remind us that we provide specialty services through a network along with collaboration with csu school of medicine as we need to keep that in mind when we are referring to patients. we are not alone as you look at problems across national head lines. we are much much much better off when i came here . implementation referrals we have cut them in half and we are trying to widdle away

it's justice for sale >>> three supreme court justices came i'm for a standard retention election in iowa, that's a yes/no vote to keep a judge on the court. socially conservative groups made dissatisfaction with the decision known. >> if they an you super the will -- usurp the will of voters, what will they do to other rights. >> nearly a million of out of state spending poured into the campaign, all three judges lost the elections and jobs. >> 87% of judges in the states have to stand for election during their career, it's turning judges into fundraisers. they are having to raise money from the people that appear before them in court. the question is whether voters can be confident that justice is not for sale. >> 38 states conduct elections for the supreme courts, either for contested races or through retention votes. the remaining states use merit selections for their highest court. since 2000, upwards of two dozens states see spending records smashed, and the last election cycle, totals reached 56 million, with half coming from outside groups. >> as a result. it leads to the pro

the successor employers open the business to the public and e the obligation to hire the employees retention is whether they do business in san francisco if the successor employer didn't need to employ all they must look at the date of hire by the incumbent employer or the applicable bargaining agreement and lastly it requires the employers to post and make records available to the city they must post notice when a formula retail business is - and with the first paycheck after the transfer the employers must post the rights of employees at the work place and employers must give the city the payment and records with the appropriate notice by the city at a mutually abdominal time and it proscribes the employers to take all files and documents to be submitted to the clerk versus action against the employees for exercising their rights in conclusion the worker bill of rights is an compliment to our raising of our raising the minimum wage to $15 an hour it is just, fair scheduling is critical for the tens of thousands of workers and the families those measures provide economic security for 10 of

. >>> then a man loses control, rolls, ending up in a water retention pond. how good samaritans jumped in to rescue the six people stuck inside. >>> plus this record cold is about to break and just in time for your weekend. temperatures will finally warm up. >>> tonight delaware authorities say they expect to file charges in this crash near the christiana mall. witnesses rescued six people from an suv after it rolled into a retention pond around 1:00 this afternoon. one of those rescued is a 5-year-old boy. we're still working to find out how seriously he and the others were hurt. police say the driver lost control while exiting route 1. >>> new at 11:00, a marijuana mistake. an upper darby store manager opened up a fedex shipment that contained marijuana two days in a row, then called the cops. you talked to that manager tonight. guess he was pretty surprised. >> reporter: yeah, jim, he says the fedex deliveryman dropped off the boxes here as part of his normal routine. the sender had clearly marked the address of this store on the boxes, but the store manag