Okay, outside of that, could you give me one, one would be a child schedule at school or something . So, again the ordinance defines care giving, and says that if you are parent that has a child or children for which you have responsibilities and if there is someone in your life for whom, or is an independent relationship with you and a serious medical condition or if you have an elderly parent over the age of 65, these constitute sort of care giving situations that you could use as a basis to ask your employers. So, you know, one of the flags that i have immediately is the potential for abuse. So, if the parent came and said that my sons school has changed their soccer training it is going to be on thursday instead of friday evenings maybe this is too specific for you to give an answer to. Just to fashion this out. And could would that conceivablely be a care giving qualification that would make the employer have to adhere to that request . Let me be clear, it could be the basis of a
Administrative burdens are something that we were concerned about, and it is the 4year, criteria to maintain the records and it does require actually meetings both at the first time that the employee asks for a flex schedule and during an appeal and so there are two meeting requirements within the law. So we would argue to oppose and unless the current draft is amended. Next speaker, please . Welcome. Thank you. Good evening, commissioners, president , adams. Im leslie ma loi, representing the Small Business network this evening as their president , we represent more than 13 organizations, 10,000 businesses and tens of thousands of employees. And we truly feel that this ordinance disadvantages all San Francisco businesses, and our nonprofits in San Francisco. We agree that employees do have the right to ask. And that Small Businesses care as much about their employees if not more than all businesses. And Small Businesses are caring for their employees now. Our Small Businesses see this
For you that we received president chius amended legislation on july third and this is based on the analysis of the amended version of the legislation, as the supervisor told you there was significant changes between the original and the amended version but what we are talking about is the new amended version. First i want to give you an overview and i will echo what the supervisor told you, but i just want to set the stage sfo some of my later remarks. And what it essentially does is allow a qualified employees, a certain number of employees in San Francisco to make one or two types of request, a Flexible Working arrangement or a predictable working arrangement. From a certain set of employers in San Francisco. Now a qualified employee is anyone who is responsible for the care of a child, or a serious medical condition or taking care of a parent over the age of 65 and has to have worked for the employer over 6 months and work eight or more hours a week, it is important to consider tha
Okay. Any other commissioner questions before we go into Public Comment . You know, i have want to. Commissioner obrien . The count is to a year unless a major life event has occurred. And so, if a major life event has not occurred, can you give me an example of what a request will be based on . Sure, what we said was that you can make a requests and you can make at least two requests during the year and the idea around the two is that we know that a lot of parents deal with the school time and schedules and have to deal with a different summer schedules and so we want to give them the opportunity to make those shifts. And the major life event, is defined in the ordinance, so again, if you have a child, if someone in your family goes sick, that could be a opportunity for you to go to your employer and say hey, i know that four months ago we asked for a schedule based on the School Situation of our kids, but my dad just moved in with us and he is dying of cancer and we have to be able t
That we have the big concerns about that goes beyond that. And one, is in section 12 z 5 g. Where it provides if you have provided an employees with a predictable schedule, you have to give them reasonable notice, which is undefined, in order to change that, or to reduce those or to change that schedule or reduce those hours. So for example, it was a comment about a painter who will be coming into work but it rains that day. How do you give that person reasonable notice, and then you are stuck paying for that day. Under the existing language in the ordinance now, similar in the Restaurant Industry, you very far ten people in your houseworking table and it rains outside and nobody goes out to eat you need to let the people go but you cant because they have a predictable schedule and you are not allowed to reduce those hours without giving advanced notice, so that is a certain that we have. Similar 12 z 7 b 9. Provides to turn down work without 7 days notice, if they have a schedule and