Unions representing San Francisco city workers gathered Tuesday to complain about the billions of dollars the city spends on outside contractors each year. They say some contractors charge up to $300 an hour for their labor, sometimes more than double the cost of hiring an in-house person, and that the city would be better off hiring more employees to fill their years Alleviate the staffing crisis.

“Why not give us this work and save the taxpayers?” said Jon Gausman, a junior engineer at the San Francisco Department of Public Works. “We’re not even staffed yet. We could attract more people.”

Shifting San Francisco from its long-standing reliance on outside contractors has become a focus for the coalition of 12 unions representing more than 25,000 city workers that are in the midst of contentious collective bargaining negotiations with city leaders. The specter of a full-scale strike has loomed over the city since unions began their fight over collective bargaining agreements last month, and could become a central sticking point in Mayor London Breed's bid to win re-election in November.

A June 2023 civil grand jury report found that the number of job vacancies in the city has more than doubled since the start of the Covid pandemic, causing Muni to run fewer buses, lower service levels in at local hospitals dropped and response times at the 911 call center skyrocketed. According to coalition spokesman Luke, in their negotiations with the city, the city workers' unions proposed that San Francisco reach full staffing in essential services by 2025, improve hiring processes based on the grand jury report, and balance the upcoming budget by reducing contracting and not Thibault should compensate by cutting vacancies.

According to Department of Human Resources spokesman Jack Hebb, there are currently 3,200 full-time job openings in San Francisco. That total represents a mitigation of the vacancy crisis, according to Hebb, who said the city's vacancy rate fell nearly 30% from January 2023 to January 2024. The city hired 700 full-time equivalent employees last year, bringing its total to 35,200, its highest ever, Hebb added.

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Related Practices & Jurisdictions

Adding to seemingly ever-shifting paid sick leave requirements in different places, the San Francisco Office of Labor Standards Enforcement (OLSE) has issued updated guidance under the San Francisco paid sick leave ordinance. The City approved the nation’s first paid sick leave ordinance in 2007. The new changes warrant attention from San Francisco employers, as they include a further limit on when employers may request a medical note for an absence and guidance on the use of sick leave for COVID -19 reasons. They also coincide with California’s enactment of a new supplemental COVID-19 paid sick leave mandate, retroactive to January 1, 2022.

Employer Verification of Paid Sick Leave

In San Francisco, as well as elsewhere, a common employer question is when they can request a doctor’s note from employees who claim paid sick leave. Typically, San Francisco has allowed employers to request a note in some cases. The OLSE previously issued guidance to San Francisco employers concerning this question: “Policies or practices that require a doctor’s note or other documentation for the use of paid sick leave of three or fewer consecutive workdays shall be deemed unreasonable.”

The new guidance now requires an absence of at least six days. The agency views policies and practices requiring a doctor’s note or other documentation for an absence of five or fewer consecutive workdays as “unreasonable.” Employers may require doctor’s notes or other documentation when an employee uses paid sick leave for more than five consecutive workdays (whether full or partial days). However, if an employee uses paid sick leave for COVID-19 reasons and is not under a doctor’s care, the employer shall accept the employee’s attestation of the need for paid sick leave pursuant to current Center for Disease Control and Prevention guidelines.

According to the OLSE, this updated guidance is temporary. The agency thus may revert back to its original position whenever the declared COVID-19 public health emergency ends, or the OLSE otherwise amends its guidance further.

Use of Paid Sick Leave for COVID-19 Related Reasons

During the COVID-19 pandemic, the OLSE issued guidance on when employees may use paid sick leave. In addition to the other permitted uses ordinarily allowed under the San Francisco ordinance, the OSLE added that employees may use paid sick leave in the following situations:

• Public health officials or healthcare providers require or recommend an employee isolate or quarantine to prevent the spread of COVID-19;

• A COVID-19 vaccination appointment or vaccine side effects;

• The employee’s business or a work location temporarily ceases operations in response to a public health order or other public official’s recommendation;

• Care for a family member getting vaccinated, experiencing vaccine side effects, or who is not sick, but whom public health officials or healthcare providers have required or recommended isolate or quarantine; and/or

• Care for a family member whose school, child care provider, senior care provider, or work temporarily ceases operations in response to public health or other public official’s recommendation.

Eligibility for Paid Sick Leave

Now, in addition, the OLSE’s updated guidance clarified who is not eligible for San Francisco paid sick leave:

• Employees who have been laid off by their employer are no longer eligible; other

• Employees who have reduced their hours or eliminated cannot use paid sick leave to compensate for such reductions or eliminations. Employees who remain scheduled to work may continue to use their accrued paid sick leave for any qualifying reason for any portion of their reduced and remaining scheduled hours they are unable to work for qualifying reasons.

take away

In addition to California’s new statewide supplemental COVID-19 paid sick leave mandate, employers in San Francisco should review their paid sick leave policies and practices to ensure compliance with the new local rules. Employers subject to state and local paid sick leave requirements must comply with both laws, including when local ordinances are more protective. Employers should consult with their employment law counsel to understand the legal requirements in order to assure compliance.

© 2022 ArentFox Ship LLPNational Law Review, Volume XII, Number 77

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Related Practices & Jurisdictions

While many employers are concerned with complying with the recently passed statewide COVID-19 Supplemental Paid Sick Leave, employers should also be aware of the interactions between regular paid sick leave and COVID-19 related absences. As such, employers are well-served to stay current on the latest updates for San Francisco’s Paid Sick Leave Ordinance.

The San Francisco Office of Labor Standards Enforcement (OLSE) recently issued a temporary update to its guidance regarding San Francisco’s Paid Sick Leave ordinance and COVID-19. The following is a summary of the temporary changes made to that guidance.

Policies Requiring Doctor’s Notes

Under the temporarily amended guidance, policies or practices that require a doctor’s note or other documentation for the use of paid sick leave of more than five consecutive workdays (whether full or partial days) shall be deemed presumptively reasonableprovided an employee is using paid sick leave for a COVID-19 related reason and is not under a doctor’s carethe employer shall accept the employee’s attestation of the need for paid sick leave pursuant to current CDC guidelines and OLSE Rule 2.4, pertaining to potential abuse of sick leave. This change is temporary and only in effect for the duration of the COVID-19 public health emergency.

When the public health emergency ends, or upon a decision to revoke this temporary guidance, the guidance will revert back to the previous rule which stated that requiring a doctor’s note for the use of paid sick leave of three or fewer consecutive workdays shall be deemed unreasonable . The previous rule also stated that practices that required a doctor’s note for the use of paid sick leave of more than three workdays was deemed reasonable.

COVID-19 Related Reasons for Use of Paid Sick Leave

The temporary guidance sets forth several COVID-19 specific reasons for which an employee may use San Francisco Paid Sick Leave. Those reasons are:

• The employee takes time off work because public health officials or healthcare providers require or recommend an employee isolate or quarantine to prevent the spread of disease.

• The employee takes time off work for a COVID-19 vaccination appointment or vaccination side effects.

• The employee takes time off work because the employee’s business or a work location temporarily ceases operations in response to a public health or other public official’s recommendation.

• The employee takes time off work because the employee needs to provide care for a family member to attend a COVID-19 vaccination appointment, who is experiencing vaccination side effects, or who is not sick but who public health officials or healthcare providers have required or recommended isolate or quarantine.

• The employee takes time off work because the employee needs to provide care for a family member whose school, childcare provider, senior care provider, or work temporarily ceases operations in response to a public health or other public official’s recommendation.

Finally, the guidance makes it clear that workers who have been laid off by their employers are not eligible for paid sick leave. Employees also are not allowed to use sick leave to supplement a reduction in hours. The guidance states that leave is only available to use for qualifying reasons when an employee is unable to work a portion of their scheduled hours.

Jackson Lewis PC © 2022National Law Review, Volume XII, Number 66

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San Francisco has guaranteed paid sick leave to all workers in the city for nearly 15 years. Now she wants to make sure the city’s 10,000 or so domestic workers have a real shot at receiving the benefit.

San Francisco’s Board of Supervisors on Tuesday passed an ordinance creating a transferable benefits system that would allow workers to combine hours from multiple employers to count towards their sick pay.

What will likely be a mobile app is being developed to count hours and due dates and help workers and those who hire them make their arrangements, according to Hillary Ronen, the supervisor who introduced the new rule along with California’s Domestic workers has written coalition.

“Under current law, all San Francisco workers are entitled to paid sick leave based on hours worked,” Ronen told her fellow board members before voting 11-0 to approve the measure. “Although they have the right to paid sick leave, in reality very few domestic workers have access to this benefit.”

San Francisco law, which went into effect in February 2007, requires employers to provide employees with one hour of paid sick leave for every 30 hours worked. But the hours worked for different jobs could not be included in a single count, so working 15 hours for one household and 15 hours for another would not result in an hour’s sick time.

Domestic workers can work for up to 20 different employers each month, making accumulated paid sick leave unattainable. Additionally, the people who hire housekeepers, caregivers and landscapers may not even be aware of sick leave policies or how they operate.

The difficulties were particularly acute with COVID-19, so many Low earners continued to work even while they were sick because they needed the paycheck, according to work advocates.

The new regulation was welcomed Wednesday by Mujeres Unidas y Activas, or MUA, a grassroots organization of Latina immigrant women based in San Francisco.

“We hope that San Francisco’s portable power system will serve as a model for other cities in the Bay Area and for the rest of the state,” the group said. “Making bailout accessible is not just a matter of equity, it’s also part of our vision for the future of the domestic work industry.”

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Most employees in San Francisco (and across California) receive one hour of paid sick leave for every 30 hours they work. The San Francisco Board of Directors is now considering an ordinance that would expand the availability of paid sick leave for domestic workers through the establishment of a “portable” paid sick leave system.

The ordinance “Equal Access for Domestic Workers to Paid Sick Leave through a Portable System” would oblige every domestic worker employer, including individual households, to provide their workers with paid time off through a portable benefit system.

According to the current version of the proposed regulation, a domestic worker is a person who provides work or services in a dormitory and looks after a child; serve as a companion or provide other non-medical care or services to an ill, convalescent, disabled, or elderly person; Cleaning, cooking, providing food or butler service, gardening, personal organization, or other personal or domestic services at home. A domestic worker also includes a natural person who, as part of their employment relationship or contract, lives at the personal residence of the user company.

A “hiring entity” is defined as any person who, directly or indirectly, or through an agent or other person, including through the services of a temporary employment agency or recruitment agency, contracts or employs a domestic worker.

According to the proposal, a hiring agency provides paid sickness benefits regardless of the domestic worker’s job grade. The domestic worker would then acquire a paid sick leave entitlement in a manner similar to that of other workers, i.e. at least one hour of net wage at the worker’s regular wage rate for every 30 hours worked for the hiring company.

The paid sick leave entitlement would accrue in units of the hour, but the funds would not be transferred from the hiring facility to the domestic worker until the domestic worker applies for the paid sick leave allowance. The hiring agency would be responsible for any tax withholding or tax reporting obligations for the contribution at the time of transferring the sick pay. Hiring companies may not interfere with or refuse to exercise any right protected by this new regulation, nor may they take adverse measures against domestic workers who are exercising their right protected under this new regulation.

If passed, the San Francisco Office of Economic and Workforce Development would be tasked with developing and managing the portable paid sick leave system to minimize the administrative burden for the hiring facility and domestic workers. The system tracks the hours worked by each insured worker for a hiring institution and net wage rates, and calculates the accrued entitlement to paid sickness benefits. The system also coordinates the transfer of funds from one or more entities from which the right to paid vacation was acquired.

If passed, the regulation would only come into force in 2022.

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The city’s supervisory board passed the regulation on Tuesday and assured that around 10,000 domestic workers will be on sick leave. Also, government childcare issues in Rhode Island, debates over Georgia’s health proposals, a dangerous synthetic marijuana in Florida, and more are on the news.

San Francisco Chronicle: San Francisco Will Be First City To Require Sick Leave For Nannies, Cleaners, And Gardeners

The San Francisco board of directors unanimously passed a landmark law on Tuesday granting cleaners, nannies, gardeners and other domestic workers paid sick leave. The move – the first of its kind in the country – would affect approximately 10,000 people in San Francisco who work in private households cleaning, cooking, looking after children, gardening, organizing themselves, or non-medical To provide care for disabled people or the elderly. With many women and immigrants, these workers tend to be poorly paid, supporters said. (Says 12/14.)

In other US news –

The Boston Globe: RI child attorney sounds the alarm, says: “It’s never been this bad”

The Rhode Island child attorney sounded the alarm Tuesday, telling a state Senate committee that children in state care are not getting the services they need and are often being shipped out of the state. Jennifer Griffith noted that she and others had come before the Senate oversight committee two months ago warning of a growing crisis in the state’s Department of Children, Youth and Family. “When I tell you that the situation has gotten a lot worse and, frankly, dangerous, in the last 60 days, I’m telling you the truth,” Griffith said. “I’m telling you that we are at an extreme level of despair.” (Fitzpatrick, December 14th)

Georgia Health News: Georgia health proposals are pending official visits from Biden

A senior federal official in charge of negotiating Georgia’s high-level health proposals with Governor Brian Kemp visited Atlanta Tuesday to discuss maternal health and other issues. But Chiquita Brooks-LaSure, the administrator of the Centers for Medicare and Medicaid Services, had no answers on when one of the half-million adults who are uninsured under current Georgia Medicaid rules might have a path to coverage. (Hart and Miller, Dec. 14)

Billings Gazette: Commissioners vote to return a question about the recreational pot to voters

Yellowstone County’s residents get another recreational marijuana vote. District commissioners unanimously voted Tuesday morning to put the question of whether recreational marijuana businesses can operate within the district back to voters in June. (Rogers, December 14th)

WUSF Public Media: Hillsborough health officials warn of counterfeit pot causing serious illness

The Florida Department of Health in Hillsborough County is warning people about a form of synthetic marijuana that causes serious illness. The agency has received several reports of people who smoked the drug, also known as a spice, and then developed a condition known as coagulopathy, which affected the ability of their blood to clot. Symptoms include bruising, nosebleeds, bleeding gums, and vomiting blood. (Ochoa, December 14th)

On the news of the Idaho and Maine housing crisis –

Idaho Statesman: Boise Org Announces Plan to House Hundreds of Homeless People

Boiseans may be familiar with Housing First programs that provide shelter for the homeless regardless of their background, sobriety, or mental health. Now local officials are planning to add more of these housing units over the next five years. More than 500 people and families in Ada district need such living space, according to a plan by the local animal shelter organization. Our Path Home organization is now running a fee to create the housing units to meet that demand – but it will take a lot of community commitment and money to make it happen. (Country, December 14th)

Bangor Daily News: Bangor residents call for a change in homelessness policy following deadly fire

The tragedy has drawn attention to the growing homeless problem in Bangor, with the hour and a half public comment period attracting activists, community service workers and current and former members of the city’s homeless community. (Marino Jr., Dec. 14)

This is part of the KHN Morning Briefing, a round-up of health coverage from major news organizations. Sign up for an email subscription.

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Few San Francisco residents left the city for sunny Miami during the pandemic, but that could change if the Miami Mayor and two tech investors get their way.

Two billboards designed as mock tweets by Miami’s Mayor Francis Suarez made their debut on the streets of downtown San Francisco this week, part of a campaign to attract remote workers to Florida’s burgeoning technology center.

“Are you thinking of moving to Miami? DM me, ”it says on a billboard labeled with Suarez’s Twitter handle that looms over an Interstate 80 exit into downtown San Francisco.

Another billboard encouraged residents to send a message to Suarez, showing a picture of a laptop on a beach with the caption, “You may as well code from here.”

The billboards are the result of months of collaboration between two tech-friendly Miami residents: Reddit co-founder Alexis Ohanian and Shervin Pishevar, an early investor in Uber and Airbnb, according to the Miami Herald. The couple, both vocal supporters of Miami’s tech scene, reportedly began discussing ideas via email in December.

Suarez wasn’t part of the planning process, but he unsubscribed on the billboards, the Miami Herald reported.

Pishevar is said to have paid for the two ads. AdQuick, the company that sold the two poster ads, wasn’t immediately available for comment Thursday night. The average cost to rent a billboard in San Francisco is $ 2,740, according to the company’s website.

The faux tweet ad campaign comes as Suarez tries to capitalize on the growing exodus of San Francisco tech companies amid the pandemic. The Republican mayor cemented his role as Miami tech cheerleader with a Twitter exchange in mid-December.

“What if we move Silicon Valley to Miami?” Wrote venture capitalist Delian Asparouhov, to which Suarez replied, “How can I help?” The exchange quickly went viral and Suarez gained thousands of new followers.

San Francisco residents left the city in record numbers last year, but most didn’t get far. While a vocal minority headed for cheaper, more business-friendly states like Texas and Florida, most moved to other Bay Area counties, according to the United States Postal Service.

Nora Mishanec is a contributor to the San Francisco Chronicle. Email to nora.mishanec@sfchronicle.com

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Most employees in San Francisco (and across California) receive one hour of paid sick leave for every 30 hours they work. The San Francisco Board of Directors is now considering an ordinance that would expand the availability of paid sick leave for domestic workers through the establishment of a “portable” paid sick leave system.

The ordinance “Equal Access for Domestic Workers to Paid Sick Leave through a Portable System” would oblige every domestic worker employer, including individual households, to provide their workers with paid time off through a portable benefit system.

According to the current version of the proposed regulation, a domestic worker is a person who provides work or services in a dormitory and looks after a child; serve as a companion or provide other non-medical care or services to an ill, convalescent, disabled, or elderly person; Cleaning, cooking, providing food or butler service, gardening, personal organization, or other personal or domestic services at home. A domestic worker also includes a natural person who lives at the personal place of residence of the hiring institution as part of their employment relationship or contract.

A “hiring entity” is defined as any person who, directly or indirectly, or through an agent or other person, including through the services of a temporary employment agency or recruitment agency, contracts or employs a domestic worker.

According to the proposal, a hiring agency provides paid sickness benefits regardless of the domestic worker’s job grade. The domestic worker would then acquire a paid sick leave entitlement in a manner similar to that of other workers, i.e. at least one hour of net wage at the worker’s regular wage rate for every 30 hours worked for the hiring company.

The paid sick leave entitlement would accrue in units of the hour, but the funds would not be transferred from the hiring facility to the domestic worker until the domestic worker applies for the paid sick leave allowance. The hiring agency would be responsible for any tax withholding or tax reporting obligations for the contribution at the time of transferring the sick pay. Hiring companies may not interfere with or refuse to exercise any right protected by this new regulation, nor may they take adverse measures against domestic workers who are exercising their right protected under this new regulation.

If passed, the San Francisco Office of Economic and Workforce Development would be tasked with developing and managing the portable paid sick leave system to minimize the administrative burden for the hiring facility and domestic workers. The system tracks the hours worked by each insured worker for a hiring institution and net wage rates, and calculates the accrued entitlement to paid sickness benefits. The system also coordinates the transfer of funds from one or more entities from which the right to paid vacation was acquired.

If passed, the regulation would only come into force in 2022.

© 2021National Law Review, Volume XI, Number 337

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(STACKER) – There is currently a shortage of skilled workers in the United States.

Across the country, there are not enough skilled electricians, plumbers, HVAC technicians, and carpenters to meet the demand. A recent study found that many of the most sought-after jobs remain vacant for at least a month.

This is because millions of Americans laid off in the early days of the coronavirus are looking for work.

Alabama man dies after being turned away by 43 hospitals full of intensive care units; Family pushes for COVID-19 vaccines

However, not all job boards are created equal. While all 50 states should be fairly easy to find, the pay for that work varies by state. To find the states where homeworkers are paid the most, ServiceTitan analyzed Payscale’s June 2020 data. The average homeworker salary was calculated by taking the average of the salary of entry-level, middle-level, and senior workers in each state. HVAC technicians, plumbers, and electricians were all included in the record, which can be viewed nationwide here.

Florida in numbers

– Average Annual Salary: $ 51,633 ($ 24.82 per hour)
– Plumber: $ 50,867 ($ 24.46 hourly)
– Entry-level to senior plumber salary increase: $ 13,400 ($ 6.44 per hour)
– HVAC Technician: $ 51,367 ($ 24.70 per hour)
– Entry-level to senior HVAC technician salary increase: $ 15,500 ($ 7.45 per hour)
– Electrician: $ 52,667 ($ 25.32 per hour)
– Entry-level to senior electrician salary increase: $ 17,27 ($ 8.27 per hour)

Take a look at the stats below to find out where your talents are most and least valued, and to better assess whether or not it is worth making a career move.

States that pay homeworkers the most

#1. Alaska: $ 61,156 average annual salary ($ 29.40 hourly)
# 2. Massachusetts: $ 59,700 average annual salary ($ 28.70 an hour)
# 3. California: $ 59,511 average annual salary ($ 28.61 hourly)

States that pay homeworkers the least

#1. Arkansas: $ 47,944 average annual salary ($ 23.05 hourly)
# 2. West Virginia: $ 48,178 average annual salary ($ 23.16 hourly)
# 3. Idaho: $ 49,433 average annual salary ($ 23.77 hourly)

This story originally appeared on ServiceTitan and was produced and distributed in collaboration with Stacker Studio.

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The City and County of San Francisco and the Santa Clara Valley Transportation Authority responded to requests from SamTrans to update the repayment efforts for SamTrans’ first Caltrain right-of-way investment, arguing that they have paid all or most of the requested repayment.

A July 26 letter stated that the Santa Clara Valley Transportation Authority (VTA) paid SamTrans in full, while San Francisco paid in full except for $ 200,000 in its obligation. The Metropolitan Transportation Commission, the regional transportation authority for the Bay Area, reportedly paid $ 23.7 million, leaving a balance of $ 19.8 million unpaid.

Charles Stone, SamTrans ‘chief executive officer, said he was glad both organizations responded, but felt that the letter did not answer SamTrans’ original request in its June 22nd letter.

“I guess I’m really confused that the letter doesn’t really respond to what we asked for in our letter, what you did to make the repayment, as you agreed to over a decade ago. That was my first reaction, ”said Stone.

The VTA and San Francisco calculations are based on a forensic review of historical documents in connection with the Olson Remcho company’s Caltrain governance. The company submitted its report to the Peninsula Corridor Joint Powers Board, which owns and operates Caltrain, in July 2020 and April 2021. The report examined the 1991 real estate contract and the 2008 amendment to the 2008 real estate contract between the agencies. It found that SamTrans owed a total of $ 53.3 million under the 2008 agreement, with San Francisco $ 2 million and VTA $ 8 million in state fuel taxes.

The districts of San Mateo, San Francisco and Santa Clara formed the Peninsula Corridor Joint Powers Authority and in 1991 bought the railroad access for Caltrain with state funds and money from SamTrans. San Francisco in the letter reiterated its commitment to honor the 2008 agreement and pay $ 200,000 while working with MTC to determine a source of money for the $ 19.8 owed SamTrans.

The letter’s signatories include San Francisco Mayor London Breed, San Francisco Chairman Shamann Walton, VTA executive director Carolyn Gonot, and Jeffrey Tumlin, director of the San Francisco Municipal Transportation Agency.

In its original June 22 letter, SamTrans requested VTA and San Francisco to provide a written response detailing the reimbursement details for its initial investment of $ 82 million. The SamTrans board of directors passed a resolution on June 22nd authorizing the incumbent General Manager Carter Mau to take all necessary measures to implement the reimbursement of funds. Stone said the SamTrans board of directors would respond to the July 26 letter after discussing the issue that could arise at the August 4 meeting or later, or both.

San Francisco and VTA said both remain fully committed to the Caltrain governance review, but SamTrans’ recent actions and statements question whether they share the same view. Stone questioned the comments in light of recent events and quoted board members at a Caltrain governance meeting on June 25th. Other members representing VTA and San Francisco were absent from the June 25 meeting. VTA sent a letter to Caltrain officials before requesting a postponement, citing the issue of right of way repayment and potential legal issues.

Stone was glad the letter confirmed that SamTrans could act as an administrative agency as long as it chose to.

“If other member agencies are planning to honor agreements they have made regarding SamTrans as a managing agency, why are we spending more than $ 2 million in taxpayers’ money considering other outcomes than SamTrans as a managing agency?” Stein said .

The next SamTrans board meeting is on August 4th.

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