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  The Employer's Guide:  RULES
 
As an employer doing business in San Francisco, you have the overall responsibility for implementing the requirements of the new ordinance. Your managers and employees will have to work through requests for flexible and predictable schedules within the framework you set.

Throughout this guide we describe two approaches to implementing the FFWO:

     The first (“Compliant Approach”) explains the minimum needed to process a schedule change
     The second (“Collaborative Approach”) meets the FFWO minimum and strengthens outcomes

All covered employers must implement FFWO. On a voluntary basis, they can choose the more inclusive and mutually beneficial approach outlined in the second track.
 
     
 
 

 
 


FFWO COMPLIANT APPROACH


The basic requirements of the FFWO can be summed up as:  Who? What? Why?

     Who is eligible? Those who…

         ► work for any San Francisco employer with 20 employees or more, regardless of location
         ► have been employed for at least six months

         ► work at least eight hours per week on a regular basis

     What can they request?

         ► Flexible Work schedules, such as:
                Number of hours worked (e.g., part-time)
                Times worked (e.g., flextime or compressed week)
                Work location (telework)
                Work Assignments

         ► Predictable schedules

     Why do they qualify? To care for...
         ► child or children under the age of eighteen
         ► person(s) with serious health condition in a family relationship with the employee
         ► parent (age 65 or older) of the employee


FULLY COLLABORATIVE APPROACH


A broader, more collaborative approach meets, but exceeds the FFWO standards. Your organization may have such practices in place or can be created from these resources. In such environments:

     Who is eligible?
         ► Typically all regular employees with 6 months tenure.

     What can they request?
         ► Any common flexible or predictable schedule – or hybrid.

     Why do they qualify?
         ► Personal reason does not disqualify; positive or neutral business impact is the goal.

Click on the Tips section to see systems that support this broader approach.

 
     
 
 
Flex Request Resources

Collaboration@Work
The pioneering SF nonprofit New Ways to Work began introducing flexibility into organizations four decades ago.

Today New Ways sponsors Collaboration@Work, a project supporting superior implementation of the new “Right to Request” ordinance.

It collaborates with employers, government and employees to build a more flexible San Francisco.


SF-FFWO Website
The City’s Office of Labor Standards Enforcement enforces the new law. This official site hosts the law, forms and official information.
     
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