IN GENERAL

SF-ADMIN ch. 16, art. I

in effect

SF Administrative Code § 16.1 MILITARY LEAVES - PAYMENT OF SALARIES FOR THIRTY-DAY PERIOD.

SEC. 16.1. MILITARY LEAVES - PAYMENT OF SALARIES FOR THIRTY-DAY PERIOD. Any officer or employee of the City and County or any non-certificated officer or employee of the Unified School District of the City and County who, in accordance with the rules of the Civil Service Commission, is granted military leave for service in the Armed Forces of the United States or the State and who has been in the employ of the City and County or the Unified School District for a period of not less than one year continuously prior to the date upon which such military leave begins, shall be granted his regular salary or compensation while on such leave for a period not to exceed 30 calendar days in any fiscal year nor for more than 30 calendar days in any period of continuous military leave. The Civil Service Commission is authorized to adopt and enforce rules and regulations to carry out the meaning and intent of this Section. (Ord. No. 6285(1939), Secs. 1, 2)

SF Administrative Code § 16.2 MILITARY LEAVES - AUTHORIZED FOR SEA DUTY ABOARD GOVERNMENT OPERATED SHIPS.

SEC. 16.2. MILITARY LEAVES - AUTHORIZED FOR SEA DUTY ABOARD GOVERNMENT OPERATED SHIPS. Subject to rules of the Civil Service Commission, leaves of absence shall be granted to officers and employees of the City and County and to noncertificated officers and employees of the Unified School District for sea duty as licensed officers aboard ships operated by or for the United States government. The duration of such leaves of absence, under such Civil Service Commission rules, shall be limited to the period of any emergency declared by the president of the United States or by the Congress, or to the life of any act authorizing compulsory military service or training. (Ord. No. 6644(1939), Sec. 1; amended by Ord. 149-00, File No. 000696, App. 6/30/2000)

SF Administrative Code § 16.3 HOURS OF CITY OFFICES.

SEC. 16.3. HOURS OF CITY OFFICES. (a) Except where otherwise provided by law, all public offices shall be open for business every day, except legal holidays other than days on which an election is held throughout the State, from 8:30 a.m., until 5:00 p.m., except where additional hours are set for the department by the department head. (b) The offices of the City and County shall be closed on Saturday of each week during the year, except where otherwise determined by the department head. (As Sec. 16.4 by Ord. No. 6896(1939), Sec. 1; amended by Ord. 287-96, App. 7/12/96; Ord. 438-96, App. 11/8/96; Ord. 149-00, File No. 000696, App. 6/30/2000; redesignated by Ord. 16-18, File No. 171138, App. 2/9/2018, Eff. 3/12/2018)

SF Administrative Code § 16.4 INDIGENOUS PEOPLES DAY.

SEC. 16.4. INDIGENOUS PEOPLES DAY. (a) Findings. (1) Indigenous peoples have lived upon this land since time immemorial. The City and County of San Francisco recognizes that the original inhabitants of the area now known as San Francisco were the Ramaytush Ohlone and that other neighboring tribes, like the Chochenyo Ohlone, Tamyen Ohlone, Karkin, Bay Miwok, Coast Miwok, and Patwin lived in the surrounding Bay Area. Despite the near decimation of indigenous peoples due to colonization and genocide, descendants of the original peoples continue to live in the Bay Area. The City especially recognizes and supports the campaign of the Muwekma Ohlone to become federally recognized, as reflected in Resolution No. 489-02. (2) San Francisco has a responsibility to oppose the systematic racism towards indigenous peoples in the United States, which perpetuates high rates of poverty and income inequality, exacerbates inequities in health and education, and contributes to numerous other social crises among Native Americans. (3) San Francisco recognizes the historic discrimination and violence inflicted upon indigenous peoples in the United States, including their forced removal from ancestral lands, and the deliberate and systematic destruction of their communities and culture. As a result of this forced removal, San Francisco has become home to one of the largest populations of urban Indians in the nation. The City values the progress our society has accomplished through their many contributions. (4) In 1977, a movement began to replace the Columbus Day holiday with a celebration known as Indigenous Peoples Day to recognize and commemorate the contribution of indigenous peoples to the United States and to condemn the atrocities that were committed against them. In 1992, the City of Berkeley, California became the first city to officially declare October 12 a “Day of Solidarity with Indigenous People” and symbolically renamed Columbus Day “Indigenous Peoples’ Day.” Since then, several states, cities, and towns have followed suit. (5) The San Francisco Human Rights Commission adopted and published a report titled “Discrimination by Omission,” written by a Native American Taskforce in 2007, that called for the City to recognize Indigenous Peoples Day. (b) The second Monday in October each year shall be known as Indigenous Peoples Day. All official City communications, notices, calendars, and other publications, whether electronic or paper, shall refer to that day as Indigenous Peoples Day rather than Columbus Day. (c) This Section 16.4 does not affect the recognition or non-recognition of the second Monday in October as a holiday for City departments and employees. (d) Nothing in this Section 16.4 shall prohibit the City from providing funds or support to events that commemorate or celebrate the holiday using the name Columbus Day or other descriptors. (Added by Ord. 16-18, File No. 171138, App. 2/9/2018, Eff. 3/12/2018; amended by Ord. 221-19, File No. 190285, App. 10/11/2019, Eff. 11/11/2019) (Former Sec. 16.4 by Ord. No. 6896(1939), Sec. 1; amended by Ord. 287-96, App. 7/12/96; Ord. 438-96, App. 11/8/96; Ord. 149-00, File No. 000696, App. 6/30/2000; redesignated as Sec. 16.3 by Ord. 16-18, File No. 171138, App. 2/9/2018, Eff. 3/12/2018)

SF Administrative Code § 16.4-1 ITALIAN AMERICAN HERITAGE DAY.

SEC. 16.4-1. ITALIAN AMERICAN HERITAGE DAY. (a) Findings. (1) San Francisco was built by entrepreneurs, innovators, and communities dedicated to promoting the City as a world leader and destination. The City owes a great deal of gratitude to the Italian immigrants and Italian American individuals, families, and communities who have made innumerable contributions to our City’s society, culture, landscape, and history. (2) San Francisco is named for St. Francis of Assisi – an Italian Catholic friar, deacon, and preacher, whose compassion for service to all living beings led him to act as a champion for those in extreme poverty and for the protection of the world’s natural spaces and environment. (3) The first Italian immigrants arrived and settled in the San Francisco Bay area in the 1840’s, around the time of California’s official statehood and the incorporation of San Francisco. (4) Italian immigrants who settled in San Francisco from the Gold Rush through the 1880’s built a strong economic foundation in the Bay Area and Northern California in trades such as fishing, agriculture, restauranteuring, culinary arts, winemaking, and merchantry. (5) One such Italian merchant to settle in the area in 1847 was Domenico Ghirardelli, the owner and operator of a confectionery which introduced visitors and residents to Italian sweets and chocolate. Ghirardelli Square remains today one of the top economic centers and tourist destinations in San Francisco. (6) Other skilled Italian merchants, laborers, and master craftsmen imported and utilized Italian marble in San Francisco homes and buildings, including the seat of City government, City Hall. (7) In the 1850’s, Italian Jesuit priests, Father Nobili and Father Accolti, founded St. Ignatius College, which we know today as the University of San Francisco. (8) Throughout the 1860’s, early Italian settlers filled roles in City public works and sanitation, contributing to the creation of Golden Gate Park. (9) After the devastation caused by the 1906 earthquake and fire, the City’s Italian American community banded together in City neighborhoods such as North Beach and Telegraph Hill, to rebuild homes, businesses, and streets. The resilience and work ethic of the Italian American community led to a rapid recovery from the disaster in these areas. (10) Famed local photographer Giovanni Monaco captured hundreds of photos of the 1906 disaster, which remain some of the only records documenting the impact of the earthquake and fire on neighborhoods, communities, and families. (11) The Bank of Italy’s Amadeo P. Giannini set up a desk from two barrels and a wooden plank in Fisherman’s Wharf in the aftermath of the 1906 disaster to help provide Italian Americans with financial resources to overcome hardship. Giannini believed that financial institutions should first serve the individual, and he brought the first network of branch banking into communities and neighborhoods – the first branch opening in the Mission District. Giannini’s network and institution expanded into what we now know as Bank of America. (12) The City’s reputation as a vibrant, world-renowned center of arts is built upon a foundation of contributions by Italian artists, singers, dancers, filmmakers, and philanthropists. For example, Gaetano Merola led the establishment of the City’s first resident opera company in 1923. Merola’s leadership and collaboration with other community members led to the creation of the San Francisco Opera Association, which stands today as the oldest surviving opera company on the West Coast. He also connected with City leaders and residents to construct the War Memorial Opera House during the Great Depression as a monument to San Francisco’s veterans of the First World War. (13) Italian American poet Lawrence Ferlinghetti founded beloved literary site City Lights Bookstore in 1953. City Lights continues today as a free and open space for poets, authors, and book lovers all across the world. (14) San Francisco has inspired the nation with great Italian American athletes, such as baseball’s Joe Dimaggio, Dom Dimaggio, Tony Lazzeri, and Frank Crosetti. (15) Italian Americans have consistently led and served the City through philanthropic and charitable causes. In 1858, La Societa Italiana di Mutua Beneficenza was created to provide relief for struggling Italian immigrants. La Societa was the first mutual benefit society in San Francisco, and for decades, operated as the oldest, continuously-existing Italian organization in the United States. (16) Perhaps some of the biggest contributions Italian Americans have made in San Francisco are in public service, policy-making, and political leadership. Three Italian American mayors have led San Francisco through momentous times: Mayor Angelo Rossi, the first mayor of 100% Italian descent to manage a major U.S. city, presided over the building of the Golden Gate and Bay Bridges. Mayor Joseph Alioto steered the city through the cultural revolution of the late 1960’s and 1970’s and through major capital projects such as BART, the Embarcadero Center, and the Transamerica Pyramid. Mayor George Moscone fought to keep the San Francisco Giants in the City and left a legacy of promoting tolerance and acceptance of individuals from all walks of life. Congresswoman Nancy Pelosi is the first woman to serve as Speaker of the U.S. House of Representatives. (17) The Italian Heritage Parade recognizes the accomplishments and culture of all Italians and Italian Americans and remains the oldest in the nation, celebrating its 150th Anniversary in October 2018. (18) Italians and Italian Americans continue to promote San Francisco’s growth by working and leading in economic and trade sectors, including technology and innovation. (19) Those who live or work in, or visit San Francisco are fortunate to experience traces of the earliest contributions and creations of San Francisco Italian American culture through businesses, restaurants, shops, community events, and daily life throughout North Beach. (20) We honor all Italians and Italian Americans for their commitment to San Francisco’s growth and vibrancy and will continue to honor their passion for hard work, love and dedication to family and loved ones, and the cherished opportunity to live life. (b) This subsection (b) supplements Section 16.4(b) of the Administrative Code. The second Monday in October each year shall be known as Italian American Heritage Day in addition to being known as Indigenous Peoples Day. All official City communications, notices, calendars, and other publications, whether electronic or paper, shall refer to that day as both Italian American Heritage Day and Indigenous Peoples Day. (c) Within 30 days of the effective date of the ordinance enacting this Section 16.4-1, the City Administrator shall notify all City boards, commissions, committees, and other bodies, and all City departments, of the requirements of this Section. (d) This Section 16.4-1 does not affect the recognition or non-recognition of the second Monday in October as a holiday for City departments and employees. (e) Nothing in this Section 16.4-1 shall prohibit the City from providing funds or support to events that commemorate or celebrate the holiday using the name Columbus Day or other descriptors. (Added by Ord. 98-18, File No. 180192, App. 5/4/2018, Eff. 6/4/2018)

SF Administrative Code § 16.5 CESAR CHAVEZ DAY.

SEC. 16.5. CESAR CHAVEZ DAY. (a) March 31st shall be a holiday, known as "Cesar Chavez Day." (b) This section shall create a paid holiday for represented employees of the City and County of San Francisco only to the extent allowed by ratified Memoranda of Understanding between the City and the affected recognized employee organizations. This section will not create a paid holiday for City employees until funds have been allocated for such a holiday. (c) The process for establishing a paid holiday for City employees is the following: (1) For employees represented by an employee organization whose labor contract (Memorandum of Understanding, or MOU) contains the following, or a similar, provision, "Any day declared to be a holiday by proclamation of the Mayor after such day has heretofore been declared a holiday by the Governoror the Presidentthe Mayor may, by proclamation, provide a paid holiday for those employees covered by the MOU. (2) For employees represented by an employee organization whose MOU does not contain the language included in subparagraph (1) above, or if the Mayor does not exercise her or his authority under the language in subparagraph (1) above, the Mayor, through the Department of Human Resources, may meet and confer with employee representatives and propose an amendment to the MOU that will provide a paid holiday for those employees covered by the MOU. Such a proposed MOU amendment, if agreed upon by the labor organization and the Mayor, must be approved, or rejected, by the Board of Supervisors, and would become effective the following fiscal year. (3) For employees who are not represented by an employee organization, the City, by an ordinance approved by the Board of Supervisors, may amend the Unrepresented Employees Ordinance to provide an additional paid holiday for unrepresented City employees. (Added by Ord. 67-01, File No. 010529, App. 5/4/2001)

SF Administrative Code § 16.6 REPRESENTATION OF CITY AND COUNTY IN CERTAIN ORGANIZATIONS - MEMBERSHIPS IN ORGANIZATIONS AUTHORIZED.

SEC. 16.6. REPRESENTATION OF CITY AND COUNTY IN CERTAIN ORGANIZATIONS - MEMBERSHIPS IN ORGANIZATIONS AUTHORIZED. Subject to the budgetary and fiscal requirements of the Charter, City departments and their duly authorized officers and employees may acquire and maintain membership in professional, trade, and other organizations, where such membership is in the interest and for the benefit of the City and County. (Amended by Ord. 218-91, App. 6/11/91; Ord. 356-98, App. 12/11/98; Ord. 148-16 , File No. 160631, App. 8/1/2016, Eff. 8/31/2016)

SF Administrative Code § 16.6-1 REPRESENTATION OF CITY AND COUNTY IN CERTAIN ORGANIZATIONS - REPRESENTATIVES AT MEETINGS - VOTING CONTRARY TO CITY POLICY.

SEC. 16.6-1. REPRESENTATION OF CITY AND COUNTY IN CERTAIN ORGANIZATIONS - REPRESENTATIVES AT MEETINGS - VOTING CONTRARY TO CITY POLICY. No officer or employee attending a meeting or convention of a professional, trade, or other organization shall cast a vote or make any representation at such meeting or convention, while acting or purporting to act as a representative of the City and County, which he or she knows to be contrary to or in conflict with any officially established policy of the City and County on the subject matter of the vote or representation. "Officially established policy" shall mean a policy established by ordinance, resolution, or other written document constituting a public record, made, enacted, or adopted by the board or officer having legal jurisdiction to establish such policy for the City and County. Violation of this Section shall be deemed an act of official misconduct or insubordination and shall subject the violator to the proceedings and the penalties therefor provided by the Charter or other applicable law. (Amended as Sec. 16.6-2 by Ord. 356-98, App. 12/11/98; redesignated and amended by Ord. 148-16 , File No. 160631, App. 8/1/2016, Eff. 8/31/2016) (Former Sec. 16.6-1 amended by Ord. 208-64, App. 7/24/64; Ord. 287-96, App. 7/12/96; Ord. 356-98, App. 12/11/98; repealed by Ord. 148-16 , File No. 160631, App. 8/1/2016, Eff. 8/31/2016)

SF Administrative Code § 16.7 REIMBURSEMENT FOR FUNERAL COSTS.

SEC. 16.7. REIMBURSEMENT FOR FUNERAL COSTS. (a) The Board of Supervisors finds that funerals for active duty City employees who have died in the line of duty often become civic events and by their size and public nature can impose extraordinary costs and hardships upon the families of the deceased, making it appropriate for the City to contribute to the costs of these events. (b) The Director of Human Resources may authorize payment of some or all of the funeral expenses of active duty City employees whose death is caused by an injury sustained by the employee arising out of and in the course of his or her employment. The Controller may transfer funds to the Director of Human Resources for such purposes from any legally available source. (c) The Board intends that this Section be given retroactive effect so as to authorize contributions to funeral expenses incurred after July 1, 2006. (Added by Ord. 276-06, File No. 061167, App. 11/17/2006)

SF Administrative Code § 16.8 EMPLOYEE REGIONAL DISASTER SUPPORT PROGRAM.

SEC. 16.8. EMPLOYEE REGIONAL DISASTER SUPPORT PROGRAM. (a) Findings. (1) Beginning Sunday, October 8, 2017, devastating and deadly fires swept through Sonoma, Napa, Solano, and other counties in the North Bay (the “North Bay Fires”), burning for days and sometimes weeks, forcing the evacuation of approximately 90,000 people, destroying over 7,200 homes and commercial buildings, including in some cases entire communities, and resulting in the deaths of at least 42 people. The City and County of San Francisco (“City”) dispatched firefighters and other first responders to provide mutual aid and support for the communities and people affected by the North Bay Fires. (2) While the North Bay Fires did not directly affect the City, other than presenting smoke and air quality concerns, many City employees live in the affected areas. Some City employees were evacuated for days or lost their homes, cars, and most other possessions. While the City provides high-quality benefits to its employees, including generous paid time off, health coverage, and an Employee Assistance Program, additional support for these employees is needed in times of dire emergency resulting in extraordinary loss and harm. (3) While the region encompassing the City and Bay Area is a wonderful, thriving, and diverse place to live, it is vulnerable to natural disasters such as earthquakes, flooding, and fires. The Bay Area recently marked the 28th anniversary of the devastating Loma Prieta earthquake, with over 50 deaths, the catastrophic failure of several of the region’s major transportation structures, including the Bay Bridge, and severe damage throughout the Bay Area. And there is the always the potential for a disaster resulting from a terrorist attack. Tragedy can strike at any moment and render unthinkable consequences. (4) The Board of Supervisors finds and hereby declares that it is in the public interest to provide a program to support City employees directly and significantly harmed by a regional disaster, through paid time off from work not to exceed 80 hours. Just as the City provided mutual aid and support to areas ravaged by the North Bay Fires, the City must support its employees suffering trauma and tragedy because of the direct and significant adverse effects of those fires, and be prepared to support employees in the event of future regional disasters. Such a program provides vital time and support to City employees directly and significantly harmed by a disaster, allowing them needed resources to focus on their recovery efforts, so they can return to work as soon as possible and function at full capacity in the service of the City and its residents. In addition, such a program is an important benefit for employees, and results in a more loyal, committed, and stable workforce. (b) Purpose. The City hereby establishes an Employee Regional Disaster Support Program (“Program”). The purpose of the Program is to provide City employees directly and significantly harmed by a Regional Disaster with Paid Release Time from work so they may focus their time, energy, and effort on recovering from the Regional Disaster, to facilitate their returning to work as soon as possible and functioning at full capacity in the service of the City and its residents. (c) Definitions. For purposes of this Section 16.8, the following definitions apply: “Employee” shall mean a full or part-time employee of the City appointed to a position with a regular work schedule. “Paid Release Time” shall mean up to 80 hours of paid time off work. Not every Regional Disaster will warrant 80 hours of Paid Release Time, and eligible employees will not all receive the same amount of Paid Release Time. The criteria set by the Human Resources Director or designee under subsection (e)(1) will determine which employees are eligible for Paid Release Time and the amount of Paid Release Time they may receive under the Program, subject to approval by their Appointing Officer or designee. “Regional Disaster” is an event that meets all of the following criteria: it (1) (A) occurs in one or more of the nine Bay Area counties (Alameda, Contra Costa, Marin, Napa, San Francisco, San Mateo, Santa Clara, Solano, and Sonoma) or (B) occurs in Tuolumne, Stanislaus and San Joaquin counties; (2) involves a natural disaster such as an earthquake, flood, or fire, or a man-made disaster such as a terrorist attack; and (3) (A) temporarily or permanently displaces City employees from their primary residences in counties listed in criterion (1)(A) or otherwise directly and significantly affects those employees’ ability to report to work or perform their duties as City employees; or (B) for City employees regularly assigned to work at City facilities in counties listed in criterion (1)(B), temporarily or permanently displaces those employees from their primary residence in those counties or otherwise directly and significantly affects their ability to report to work or perform their duties as City employees. (d) Declaration of Regional Disaster. The Mayor may trigger the Program by declaring a Regional Disaster, which declaration may be retroactive to the start date of the Regional Disaster for purposes of the Program and an employee’s eligibility for Paid Release Time. The declaration shall establish an end date for the Program under the declared Regional Disaster, based on relevant factors including, but not limited to, the nature and scale of the Regional Disaster, the anticipated recovery period for City employees, the number of City employees affected by that Regional Disaster, and its effect on those City employees. If additional time is needed to effectuate the purpose of the Program, the Mayor may extend the declaration of Regional Disaster. (e) Criteria for Paid Release Time under the Program; Notice to Employees. (1) If the Mayor declares a Regional Disaster under subsection (d), the Human Resources Director or designee shall promptly issue an order establishing criteria for eligibility under the Program for the declared Regional Disaster. The criteria may include the conditions that warrant Paid Release Time and the amount of Paid Release Time that may be provided for those conditions. (2) The Human Resources Director or designee shall arrange for notice to City employees about the declaration of the Regional Disaster, the criteria for eligibility for the Program, and the end date for the Program for that declared Regional Disaster. The Human Resources Director or designee shall seek to identify employees who may have been directly and significantly harmed by the Regional Disaster using available information, and to provide targeted notice to those employees. Both the general notice and the targeted notice shall include information about the procedures and deadlines to apply for the Program, and such other information as the Human Resources Director deems appropriate. In addition, the Human Resources Director shall make any forms that employees must complete to apply for the Program readily available to employees. (3) If the Mayor extends the declaration of a Regional Disaster, the Human Resources Director or designee shall arrange for an additional general notice and an additional targeted notice to City employees about the extended declaration of the Regional Disaster. (f) Paid Release Time. (1) Employees who are eligible for the Program for a declared Regional Disaster, based on the criteria established by the Human Resources Director under subsection (e)(1), may receive Paid Release Time in accordance with those criteria and as other otherwise provided in subsections (f) and (g). (2) To receive Paid Release Time, the employee’s Appointing Officer or designee must approve the Paid Release Time. The Appointing Office shall have discretion to grant or deny the Paid Release Time, and employees meeting the eligibility criteria are not automatically entitled to Paid Release Time, as further provided in subsection (g)(4). (3) Employees must use the Paid Release Time before the end date for the Program for the declared Regional Disaster, as established by the Mayor in the declaration of Regional Disaster. If the Mayor extends the declaration of Regional Disaster, then that will extend the end date to use Paid Release Time under the Program for that declared Regional Disaster. (4) Employees may not bank or accrue Paid Release Time under the Program. Paid Release Time under the Program may not be cashed out, upon separation from employment or otherwise. (5) Paid Release Time shall not be considered hours worked for purposes of calculating overtime. (6) If an employee’s Appointing Officer or designee has approved Paid Release Time for a declared Regional Disaster, and the employee had already used his or her paid time off balances to take approved time off work in response to the Regional Disaster, then, at the request of the employee, the City shall substitute the approved Paid Release Time for an equivalent amount of the previously taken paid time off and the City shall restore that amount of paid time off to the employee’s time off balances. (7) If an employee’s Appointing Officer or designee has approved Paid Release Time for a declared Regional Disaster, and the employee took approved unpaid leave from work in response to the Regional Disaster, then, at the request of the employee, the City shall redesignate a portion of the unpaid time that is equivalent to the approved Paid Release Time as Paid Release Time and shall provide the employee with back pay for that time. (g) Procedures to Apply for the Program. (1) Employees may apply for the Program using the procedures set and forms provided by the Human Resources Director or designee under subsection (e)(2). Employees shall submit their application to their Appointing Officer or designee. Along with the application forms, the employee shall provide any supporting documentation required by the application form or the Appointing Officer. (2) To receive Paid Release Time, an employee must execute a certificate of eligibility under penalty of perjury. The Department of Human Resources shall develop the certificate form. (3) The Appointing Officer or designee shall review the application and documentation supporting the application, and may ask the employee to submit further documentation. (4) The Appointing Officer or designee shall grant or deny the application and notify the employee of the determination. If the Appointing Officer grants the application, the notice shall specify the amount of Paid Release Time granted. The Appointing Officer or designee shall deny the application if the employee does not meet the criteria for eligibility established by the Human Resources Director or designee, does not provide the certificate required under subsection (g)(2), or fails to provide requested documentation, absent exceptional circumstances. The Appointing Officer or designee may deny the application based on the operational needs of the department. The decision of the Appointing Officer or designee is final. (h) Administration and Rule-Making Authority. The Human Resources Director or designee has the authority to establish rules and guidelines not inconsistent with this Section 16.8 to implement the Program. The Department of Human Resources has the authority to administer the Program and enforce its requirements. (i) Ineligibility for Workers’ Compensation. Similar to vacation or other forms of paid time off work, Paid Release Time under the Program is not considered City employment or service for purposes of workers’ compensation laws and benefits, and employees injured or becoming ill while on Paid Release Time shall not be eligible for workers’ compensation benefits simply by virtue of their paid status. (j) Promotion of General Welfare. In undertaking the adoption and enforcement of this Section 16.8, the City is assuming an undertaking only to promote the general welfare and the welfare of its employees. It is not assuming, nor is it imposing on its officers and employees, an obligation for breach of which it is liable in money damages to any person, including any employee, who claims that such breach proximately caused injury. (Added by Ord. 115-18, File No. 171137, App. 5/17/2018, Eff. 6/17/2018; amended by Ord. 214-20, File No. 201005, App. 10/30/2020, Eff. 11/30/2020)

SF Administrative Code § 16.9-2 PEACE OFFICER TRAINING.

SEC. 16.9-2. PEACE OFFICER TRAINING. The City and County of San Francisco declares that it desires to receive aid from the State of California under the provisions of Chapter 1 of Title 4, Part 4 of the Penal Code of the State of California. Pursuant to Section 13522 of said Chapter 1, the City and County of San Francisco, while receiving aid from the State of California pursuant to said Chapter 1, will adhere to the standards for recruitment and training established by the California Commission On Peace Officer Standards And Training. The Chief of Police is hereby authorized and directed to execute such application forms as may be required by said California Commission On Peace Officer Standards and Training pursuant to said Section 13522 for the training of regularly employed and paid officers of the Police Department and the Housing Authority. The Sheriff is hereby authorized and directed to execute such application forms as may be required by said California Commission On Peace Officer Standards and Training pursuant to said Section 13522 for the training of regularly employed and paid officers of the Sheriff's Office. The District Attorney is hereby authorized and directed to execute such application forms as may be required by said California Commission On Peace Officer Standards and Training pursuant to said Section 13522 and Section 13524 of the California Penal Code for the training of regularly employed and paid inspectors and investigators of the District Attorney's Office, as defined in Section 830.1 of the California Penal Code, who conduct criminal investigations. (Added by Ord. 80-61, App. 4/13/61; amended by Ord. 460-87, 11/19/87; Ord. 149-00, File No. 000696, App. 6/30/2000)

SF Administrative Code § 16.9-21 DUTIES OF INTERNS.

SEC. 16.9-21. DUTIES OF INTERNS. The activity of interns shall be that of study and observation. They shall not perform the duties of employees of any department in which placed, or the work of any such department. (Ord. No. 3935(Series of 1939), App. 7/17/46; codified by Ord. 193-74, App. 4/18/74)

SF Administrative Code § 16.9-22 HOLD HARMLESS CLAUSE.

SEC. 16.9-22. HOLD HARMLESS CLAUSE. No compensation shall be paid by the city to any intern during such training. No obligation for employment of any intern subsequent to the training program shall be assumed by any officer, board or commission of the City and County; and no preference as to any position in the City and County government shall be granted to any intern subsequent to such public service training. The City and County of San Francisco shall assume no liability for injury or damage caused by the activity of any intern; nor shall it assume liability for injury or damage suffered by any intern. (Ord. No. 3935(Series of 1939), App. 7/17/46; codified by Ord. 193-74, App. 4/18/74)

SF Administrative Code § 16.9-24 EQUAL EMPLOYMENT OPPORTUNITY PLANS.

SEC. 16.9-24. EQUAL EMPLOYMENT OPPORTUNITY PLANS. Each board or commission, each elective officer in charge of an administrative office, the Controller, the Mayor, and each department head appointed by the Mayor shall be responsible for the preparation and implementation of a plan to provide equal employment opportunities to all persons. Each such plan shall address all employment-related subjects the control of which is vested by the Charter in the board, commission, officer, or department. Such subjects shall include, but not be limited to, the following: (a) Policy statements; (b) Designation of equal employment opportunity responsibilities within the office, board or department, and establishment of a mechanism to evaluate the specific plan adopted; (c) Analysis of workforce utilization in each job category by race or national origin, sex, age and salary, as compared to qualified representatives in the relevant market; (d) Specific steps to be undertaken within stated timetables to ensure that all persons, regardless of race, national origin, or sex, have equal opportunities for employment; and (e) The method of dissemination of the equal employment opportunity plan. All such plans shall be prepared in consultation with the Civil Service Commission in order to provide technical assistance and recommendations on effective steps to achieve equal employment opportunity. Prior to adoption, the Civil Service Commission shall also approve each equal employment opportunity plan in cooperation with the City Attorney to ensure that compliance is made with all relevant federal, State and local equal opportunity laws or regulations. Should the Civil Service Commission find any such plan not in compliance with the above, it shall immediately so report to the Mayor's Office and Board of Supervisors. All such plans shall, upon adoption, be filed with the Civil Service Commission for public or other inspection. In order to facilitate the development of information necessary to the formulation of such plans, the Controller is directed to make appropriate data processing facilities available and to process annual workforce utilization plans as required by this Section, the California Fair Employment Practices Commission, the Equal Employment Opportunity Commission, the Human Rights Commission, the Commission on the Status of Women or any other regulatory agency charged with reviews of nondiscrimination provisions of local, State or federal law. All such plans shall be periodically reviewed, amended and updated as appropriate on at least an annual basis. An annual report on the performance and progress of such plans shall be prepared and submitted to the Mayor and Board of Supervisors by the Civil Service Commission by the first day of March of each year during the annual budget process. (Added by Ord. 455-79, App. 9/12/79; amended by Ord. 251-92, App. 8/7/92; Ord. 287-96, App. 7/12/96; Ord. 149-00, File No. 000696, App. 6/30/2000)

SF Administrative Code § 16.9-25 SEXUAL HARASSMENT POLICY.

SEC. 16.9-25. SEXUAL HARASSMENT POLICY. (a) Sexual Harassment Policy. (1) It is the policy of the City and County of San Francisco that, in accord with State and federal laws, each city employee has the right to work in an environment free of discrimination, including sexual harassment, and that sexual harassment is unacceptable and will not be tolerated in the workplace. The City and County of San Francisco will take all reasonable steps within its control to provide a workplace in which all individuals are treated with respect and dignity. The City and County of San Francisco recognizes that the elimination of sexual harassment in the workplace will create a better working environment, increase productivity, and improve relationships for all employees. (2) Sexual harassment of a City official or employee is, in accord with State and federal laws, strictly prohibited by another City official or employee. This policy applies to all officials and employees and to all phases of employment, including, but not limited to, recruitment, testing, hiring, promotion or demotion, transfer, layoff, termination and selection for training. (3) It is further the policy of the City and County of San Francisco to take reasonable steps, in accord with State and federal laws, to provide its employees with a workplace free of sexual harassment by non-employees, including, but not limited to: contractors and subcontractors of the City and County of San Francisco, clients, volunteers, interns, and members of the general public. It is also the policy of the City and County of San Francisco to take reasonable steps to prohibit its City officials and employees, acting within the scope of their official duties and employment, from sexually harassing non-employees, including, but not limited to: contractors and subcontractors of the City and County of San Francisco, clients, volunteers, interns, and members of the general public. (4) In order to create and maintain a workplace free from sexual harassment of employees, the City and County of San Francisco will, in accord with State and federal laws, take all reasonable steps to: (A) Set an example through its leadership and management that sexual harassment will not be tolerated; (B) Train and educate management and public officials as to their responsibility to carry out the policy of the City and County; and (C) Train and educate employees regarding sexual harassment issues and policy. (5) It shall be a violation of this policy to engage in harassing conduct that does not meet the definition of sexual harassment under state and federal law, but that, if repeated or allowed to continue, might meet that definition. (6) Pursuant to the Charter, the sexual harassment discrimination complaint procedure established by the Civil Service Commission and Human Resources Director is available to review and resolve all allegations of sexual harassment. Persons wishing to file a complaint are urged to contact the Human Resources Department Equal Employment Opportunity Unit for copies of the forms and procedures. (b) Definition. (1) For purposes of this Section and in accord with federal and State laws, sexual harassment is defined as any unwelcome sexual advance, request for sexual favors and other verbal or physical conduct of a sexual nature or directed at an individual because of his or her sex when: (A) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or (B) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting said individual; or (C) Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. (2) Examples of behavior which may, in accord with State and federal laws, constitute sexual harassment, include, but are not limited to, the following: (A) Acts from male to female, female to male and between individuals of the same sex which are sexual in nature and unwelcome; sexual harassment may be directed against a particular person, persons or group; (B) Verbal conduct which is sexual in nature and unwelcome, e.g., epithets, jokes, comments or slurs, repeated requests for dates which are unwelcome; (C) Nonverbal behavior which is sexual in nature and unwelcome, e.g., staring, leering, lewd gestures; (D) Physical conduct which is sexual in nature and unwelcome, e.g., assault, sexual advances such as touching, patting or pinching, impeding or blocking movement or any physical interference with normal work or movement; (E) Visual effects which are sexual in nature and unwelcome, e.g., posters or signs, letters, poems, graffiti, faxes, cartoons or drawings, pictures, calendars, electronic mail and computer programs; (F) Consensual romantic relationships between a supervisor or manager and a subordinate do not constitute sexual harassment per se and are not prohibited by this policy, but may create a potential for conflict or an appearance of impropriety. (3) For purposes of this Section, retaliation against any official, employee or applicant for employment for having made a good faith complaint or report of sexual harassment, or participating or aiding in an investigation of sexual harassment shall be prohibited. Examples of retaliation may, in accord with State and federal laws, include, but are not limited to, the following: (A) Transferring the complainant or witness against his or her will; (B) Ignoring the complainant or witness; (C) Spreading rumors and innuendoes about the complainant or witness; (D) Changing work assignments of the complainant or witness without a valid work-related rationale; (E) Sabotaging of tools, materials or work of the complainant or witness; and (F) Withholding work-related information from the complainant or witness. (c) Right to File Other Complaints. This policy shall not alter or affect the right of any person to make a charge of discrimination with any State or federal agency with jurisdiction over such claims, file a grievance under a collective bargaining agreement, or consult a private attorney. (d) Education and Training. Prevention is the best tool for the elimination of sexual harassment. All City and County commissions, departments, boards and agencies shall provide to each of their supervisory employees a copy of this ordinance with a written explanation of the most current procedure for filing a complaint. Each appointing officer shall require his or her supervisory personnel to instruct all employees under their supervision of the contents of this ordinance and of the Civil Service and Human Resources Department procedures for filing and processing a complaint. Each appointing officer shall provide to or acquire for its supervisory personnel a periodic training program designed to educate and thereby prevent sexual harassment. (e) Department of Human Resources Reports. (1) Quarterly Reports. The Human Resources Director shall provide, on a quarterly basis, to the Commission on the Status of Women a written report on the number of sexual harassment complaints filed and the departments that were involved. The report also shall include information on the dispositions of complaints that are concluded and the status of complaints that are pending. The reports shall not include names or other identifying information regarding the parties or the alleged harassers. (2) Annual Report. The Human Resources Director shall provide annually to the Mayor, the Board of Supervisors, the Human Rights Commission, and the Commission on the Status of Women a written report on the number of claims of sexual harassment filed, including information on the number of claims pending and the departments in which claims have been filed. The reports shall not include names or other identifying information regarding the parties or the alleged harassers. (f) Commission on the Status of Women. The Commission on the Status of Women is available to offer technical advice on this City and County policy, assistance and referrals for sexual harassment complainants, technical assistance and additional resources to supervisory employees and managers regarding sexual harassment, and to assist in the prevention of sexual harassment incidents. (g) The City and County of San Francisco is assuming an undertaking only to promote the general welfare. It is not assuming, nor is it imposing on its officers and employees, any obligations for which it is liable in money damages or otherwise to any person who claims that such breach proximately caused injury. (Added by Ord. 441-96, App. 11/22/96; amended by Ord. 149-00, File No. 000696, App. 6/30/2000)

SF Administrative Code § 16.9-26 LACTATION IN THE WORKPLACE POLICY.

SEC. 16.9-26. LACTATION IN THE WORKPLACE POLICY. (a) Findings and Purpose. (1) Breastfeeding provides health benefits to babies, as breast milk contains antibodies that protect babies from childhood illnesses including ear infections, respiratory infections, dermatitis, gastrointestinal disorders, asthma, obesity, diabetes, and a reduced risk of Sudden Infant Death Syndrome. The American Academy of Pediatrics recommends that babies be fed exclusively breast milk for the first six months of life and that breastfeeding continue at least until the end of the baby's first year. For some parents, breast milk is readily available and affordable. (2) Breastfeeding also provides many health benefits for mothers, including earlier return to pre-pregnancy weight, and reduced risk of maternal postpartum depression, several cancers, type II diabetes, and osteoporosis. If a mother does not regularly express milk, the mother's breasts can become full and uncomfortable, which may lead to a decrease in milk supply or infection. Most nursing mothers who return to work are able to sustain their milk supply and avoid discomfort by simply expressing their milk at intervals and for lengths of time that suit their bodies. (3) According to the Centers for Disease Control and Prevention, approximately 79% of new mothers breastfeed their babies at some point. Despite the benefits to mother and child of breastfeeding, only about 42% of babies are exclusively fed breast milk at three months of age. At six months of age, 19% of babies are exclusively fed with breast milk, and 49% of babies are fed any breast milk at that age. (4) In the United States, more than one-third of mothers with children under the age of two work full time outside the home. Employment of mothers outside the home, especially full-time employment, has a negative influence on the period of time mothers breastfeed. Only 25% of employed women who are breastfeeding a child under age one continue to breastfeed the child for at least one month after returning to work. In 2000, only 11% of mothers with a one-year-old child and who worked full-time were still breastfeeding the child, in comparison to 19% of mothers who worked part-time while having a one-year-old child, and 22% of such mothers who were not in the labor force. (5) Under the Healthy People 2020 initiative, the U.S. Department of Health and Human Services' Office of Disease Prevention and Health Promotion developed a set of national objectives, which include a goal to increase the proportion of mothers who breastfeed their babies in the early postpartum period to 81.9% by 2020, and to increase the proportion of employers that have worksite lactation support programs to 14.2%. Through this Section 16.9-26, the City intends to be one of those employers. (6) An employer with a breastfeeding-friendly environment may have an advantage when recruiting and retaining employees. Breastfeeding may decrease employee absenteeism due to illness of a child, to the extent breastfeeding reduces childhood illnesses. The fewer the childhood illnesses, the fewer sick days mothers and fathers have to take for children's illnesses. (7) Federal law requires all employers to provide nursing mothers with reasonable break time to express milk for one year after the child's birth and a private space other than a bathroom, that is shielded from view and free from intrusion, to express breast milk. (29 U.S.C. 207(r).) Similarly, California law requires all employers to provide a reasonable amount of break time and to make a reasonable effort to provide a private space, other than a toilet stall, close to the employee's work area, to accommodate an employee desiring to express breast milk at work. (Cal. Labor Code § 1030.) Twenty-seven states, the District of Columbia, and Puerto Rico have laws that are supportive of breastfeeding in the workplace. (8) A work environment that is supportive of a mother’s efforts to breastfeed her child will likely increase the period of the child’s life during which breastfeeding will occur. By implementing a policy that supports mothers returning to work, the City will enhance mothers’ ability to continue breastfeeding through their child’s first year and beyond. (9) In recognition of the well documented health advantages for mother and child of breastfeeding, the purpose of this Section 16.9-26 is to provide a supportive work environment to enable City employees who are nursing mothers to breastfeed or express milk during working hours. The Board of Supervisors finds that providing a supportive work environment to these employees will greatly benefit their health and welfare and strengthen their families, and will enhance the City’s ability to attract and retain employees. (b) Definitions. (1) “City” shall mean the City and County of San Francisco. (2) “Department” shall mean any department of the City. (3) “DHR” shall mean the Department of Human Resources. (4) “Lactation” or “Lactate” shall mean breastfeeding, or expressing milk by removing breast milk by hand, manual breast pump, or electric breast pump. (5) “Nursing Mother” shall mean an employee of the City with a child who is feeding the child by means of Lactation. (6) “Policy” shall mean the City’s Lactation in the Workplace Policy, as described in subsection (c) and as implemented by DHR. (c) Lactation in the Workplace Policy. (1) DHR shall develop the City's Lactation in the Workplace Policy. The Policy shall address the subjects covered in subsections (c)(1)(A), (B), (C), and (D), and meet the minimum standards set in those subsections. The Policy may also impose other requirements consistent with this Section 16.9-26, that DHR deems necessary or appropriate to facilitate Lactation in the workplace, and that give due consideration to the privacy of Nursing Mothers engaged in Lactation under the Policy. (A) Work Breaks for Lactation. The Policy shall: (i) require Departments to allow Nursing Mothers breaks for Lactation during work hours using normal paid breaks and meal times; (ii) require Departments to accommodate additional unpaid breaks for Lactation to the extent feasible given the operational demands of the Department; and (iii) require Departments to establish a process for Nursing Mothers to request breaks for Lactation. (B) Space for Lactation. The Policy shall require Departments to provide a place for Lactation, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public. The Policy shall encourage Departments to provide a private room with (i) a door that can be locked, (ii) at least one electrical outlet, (iii) a chair or chairs, (iv) adequate lighting, (v) the ability to add a partition to the room to accommodate multiple Nursing Mothers simultaneously, and (vi) other amenities such as a refrigerator for storage of breast milk, a sink, and a hospital-grade electric breast pump or pumps. Rooms designated for Lactation may be used for other purposes when not needed for Lactation. Rooms designated for Lactation shall be identified with appropriate signage. The Policy shall require Departments to create a system for Nursing Mothers to schedule use of the facilities available for Lactation. (C) Lactation Space in New or Renovated City Workplaces. The Policy shall provide that when the City constructs a new building that will be a workplace for City employees, enters into a new lease for all or part of a building that will be a workplace for City employees, or engages in a renovation of an existing owned or leased building that is or will be a workplace for City employees, the Department managing the construction or renovation project or entering into the lease will consult with DHR to ensure that sufficient space is identified to be used for Lactation to accommodate the number of City employees anticipated to work in the workplace who are or will be Nursing Mothers during any one time period. (D) Public Lactation Rights. Under state law, a mother has the right to breastfeed her child in any location, public or private, except the private home or residence of another. The Policy shall state that Nursing Mothers are not required to limit Lactation to spaces identified by the City for this purpose. The Policy shall also state that City employees shall not infringe the right of any member of the public to engage in Lactation in any City location that is open to the public. (2) Each Department shall comply with the Policy. Departments may seek DHR’s assistance in implementing the Policy. The Policy may require or permit any Department to develop a department-specific policy consistent with the minimum standards set in subsections (c)(1)(A), (B), (C), and (D). DHR must approve any department-specific policy. (3) The Policy shall be distributed to all new employees and to all employees who request parental leave, prior to going on parental leave. (d) DHR Website and Materials. (1) DHR shall develop a website (or webpage on its own website) that contains informational materials or links to information regarding Lactation and breastfeeding. The website shall contain information for all expectant parents regarding Lactation and related issues, the availability of breast milk banks, the Policy, and any department-specific Lactation policies. The website shall include a list of the locations of all Lactation facilities available to City employees. The website shall advise City employees of mothers' right under state law to engage in Lactation in public, and shall state that City employees shall not infringe this right of any member of the public engaged in Lactation on City property that is open to the public. The website may also include any other information DHR deems relevant to facilitate Nursing Mothers' return to work and promote the goals of the Policy and this Section 16.9-26. (2) DHR shall develop and/or compile printed informational materials regarding Lactation resources for distribution to City employees before their parental leave or upon return to work from parental leave. (e) Undertaking for the General Welfare. In enacting and implementing this Section 16.9-26, the City is assuming an undertaking only to promote the general welfare. It is not assuming, nor is it imposing on its officers and employees, an obligation for breach of which it is liable in money damages to any person who claims that such breach proximately caused injury. (f) No Conflict with Federal or State Law. Nothing in this Section 16.9-26 shall be interpreted or applied so as to create any requirement, power, or duty in conflict with any federal or state law. (g) Severability. If any section, subsection, sentence, clause, phrase, or word of this Section 16.9-26, or any application thereof to any person or circumstance, is held to be invalid or unconstitutional by a decision of a court of competent jurisdiction, such decision shall not affect the validity of the remaining portions or applications of this Section 16.9-26. The Board of Supervisors hereby declares that it would have passed this Section 16.9-26 and each and every section, subsection, sentence, clause, phrase, and word not declared invalid or unconstitutional without regard to whether any other portion of this Section 16.9-26 or application thereof would be subsequently declared invalid or unconstitutional. (Added by Ord. 160-16, File No. 160592, App. 8/4/2016, Eff. 9/3/2016)

SF Administrative Code § 16.9-27 HARASSMENT PREVENTION TRAINING AND REPORTING.

SEC. 16.9-27. HARASSMENT PREVENTION TRAINING AND REPORTING. (a) Findings and Purpose. (1) In federal Fiscal Year 2017, over 84,000 workplace discrimination charges were filed with the U.S. Equal Employment Opportunity Commission (“EEOC”), approximately 30% of those charges were related to sex discrimination, and over 6,500 of those charges were for sexual harassment. (2) A 2016 EEOC Report by the Select Task Force on the Study of Harassment in the Workplace concluded that workplace harassment remains a persistent problem, particularly sex-based harassment. The vast majority, as much as 70%, of individuals who experience workplace harassment, never report or discuss the harassment with a superior. Even fewer individuals among the minority who report or discuss harassment with a supervisor file a formal complaint. (3) Harassment in the workplace results in physical and emotional harm to employees who experience the harassment directly as well as to those who witness the harassment. Additionally, employers suffer as a result of workplace harassment, which causes decreased productivity and imposes financial costs on employers. (4) Under California Government Code Section 12950.1, all supervisors and managers are required to complete a biennial online harassment prevention training, which is provided by the Department of Human Resources (“DHR”). By February 2018, DHR had trained nearly 12,000 employees in Fiscal Year 2016-2017. Expanding this requirement to all City employees – approximately 34,000 as of 2018 – would significantly expand the training’s reach and impact. (5) In February 2018, DHR projected receiving an increased number of sexual harassment complaints in Fiscal Year 2017-2018 as compared to prior fiscal years because the existing required harassment prevention training has increased awareness among employees of their obligation to report harassment and their right to a harassment-free workplace, and has deepened their understanding of what constitutes workplace harassment. (6) Administrative Code Section 16.9-25(e)(2) requires DHR to provide an annual report on the number of sexual harassment claims filed by City employees, including information as to number of claims pending, and the City departments in which claims have been filed. Expanding this reporting requirement to include all forms of harassment complaints, not only sexual harassment claims, will provide increased transparency and accountability for addressing harassment in the workplace. (b) Definitions. For purposes of this Section 16.9-27 , the following definitions apply: “City” means the City and County of San Francisco. “Covered Employee” means the following: (1) An individual appointed to a permanent or exempt position with the City with a regular schedule of at least 20 hours per week; or (2) An individual appointed to a provisional or temporary position with the City where there is a reasonable expectation that the employee will work at least 960 hours over a fiscal year or where the employee does work at least 960 hours over a fiscal year. “EEO Complaint” means a complaint filed by a City employee, an applicant for City employment, a person providing services to the City by contract, an intern, or a volunteer claiming a violation of the City’s Equal Employment Opportunity Policy, which prohibits discrimination and harassment on the basis of characteristics protected by federal law, state law, or ordinance, and further prohibits retaliation against an individual who reports, files a complaint of, or otherwise opposes, conduct he or she reasonably believes to be unlawful discrimination, harassment, or retaliation, or assists in the investigation of a complaint. (c) Training. All Covered Employees shall participate in harassment prevention training annually. The harassment prevention training shall educate Covered Employees on City policies prohibiting harassment. The harassment prevention training shall include bystander intervention training that will teach employees how to intervene and address harassment that they may observe in the workplace. (1) The requirement that Covered Employees participate in harassment prevention training shall begin in Fiscal Year 2019-2020 unless the Board of Supervisors appropriates money for the training in Fiscal Year 2018-2019 and the Controller certifies the departments have sufficient funds to provide the training. (2) Once the City begins providing harassment prevention training to Covered Employees, a Covered Employee shall participate in harassment prevention training within 30 days of the date the Covered Employee begins working. (3) DHR shall prepare and administer the harassment prevention training program. (4) Training that meets the requirements of California Government Code Section 12950.1 shall satisfy this Section 16.9-27, provided that the training includes bystander intervention training. Training under Section 16.9-27 shall satisfy the City entities’ obligations under Section 16.9-25(d) to provide education and training to supervisors regarding the prevention of sexual harassment. (6)1 This Section 16.9-27 does not preclude any board, commission, department, or other City entity or official from taking additional reasonable steps to train City managers, officials, and/or employees regarding the City’s sexual harassment policy and issues pertaining to sexual harassment, in accordance with Section 16.9-25 (a)(4). (d) Reports. (1) Annual Reports on Training. Beginning July 15, 2019, DHR shall annually post on its website the number of employees in each department who have completed harassment prevention training. (2) Quarterly and Annual Reports on Harassment Complaints. Beginning April 15, 2019, DHR shall post on its website on a quarterly and annual basis a report on the number of harassment complaints filed with DHR, the number of complaints by department, and the status of complaints and disposition of complaints in composite numbers. The reports shall not include names or other individually identifying information disclosed in the complaints or subsequent investigations. DHR shall submit its first quarterly report on by1 April 15, 2019, and shall submit its first annual report on July 15, 2019. (3) Posting Reports. DOSW shall post to its website the quarterly and annual reports regarding complaints described in subsection (d)(2), and the reports of settlements required under Section 33.7 of this Code. (4) This Section 16.9-27 does not relieve DHR of its reporting requirements under Section 16.9-25(e) regarding sexual harassment. (e) Undertaking for the General Welfare. In enacting and implementing this Section 16.9-27 , the City is assuming an undertaking only to promote the general welfare. It is not assuming, nor is it imposing on its officers and employees, an obligation for breach of which it is liable in money damages to any person who claims that such breach proximately caused injury. (f) No Conflict with Federal or State Law. Nothing in this Section 16.9-27 shall be interpreted or applied so as to create any requirement, power, or duty in conflict with any federal or state law, or any provision of the City Charter. (Added by Ord. 13-19, File No. 180546, App. 2/6/2019, Eff. 3/9/2019) CODIFICATION NOTE 1. So in Ord. 13-19.

SF Administrative Code § 16.9-28 IMPLICIT BIAS TRAINING AND REPORTING.

SEC. 16.9-28. IMPLICIT BIAS TRAINING AND REPORTING. (a) Definitions. For purposes of this Section 16.9-28, the following definitions apply: “Commission” means a board, commission, or other body listed in Campaign and Governmental Conduct Code Section 3.1-103(a)(1). “Commissioner” means a member of a Commission. “Department” means the Department of Human Resources. “Department Head” means an individual holding a position listed in Campaign and Governmental Conduct Code Section 3.1-103(b)(1). “Implicit Bias Training” means a training prepared and administered by the Department, designed to make Department Heads and Commissioners aware of their unconscious biases and prejudices based on race, ethnicity, national origin, sex, gender identity, sexual orientation, or other characteristics protected by federal, state, or local law. “Secretary” means the City employee responsible for handling administrative and clerical matters for a Commission. (b) Training Requirement. (1) Completion of Training. (A) Department Heads and Commissioners who assumed office on or before the effective date of the ordinance in Board File No. 181188 establishing this Section 16.9-28 shall complete Implicit Bias Training by no later than December 31, 2019. Except as provided in subsection (b)(2), Department Heads and Commissioners who assume office after the effective date of the ordinance referenced above shall complete Implicit Bias Training within 60 days of assuming office. (B) Department Heads shall satisfy the training requirement in this subsection (b) by completing the in-person training provided under subsection (c)(2). Commissioners shall satisfy the training requirement in this subsection (b) either by completing the online training provided under subsection (c)(1) or by completing the in-person training provided under subsection (c)(2). (2) Exception. Any Department Head or Commissioner who completes Implicit Bias Training as required under subsection (b)(1) and thereafter is reappointed, reelected, or assumes office on another Commission or in another City department within five years of completing Implicit Bias Training shall not be required to complete Implicit Bias Training again. (c) Department Responsibilities. (1) The Department shall prepare and administer an online Implicit Bias Training program for Commissioners. (2) The Department shall also prepare and provide in-person Implicit Bias Training to Department Heads, and to Commissioners upon their request. (3) The Department shall provide a certificate of completion to each Department Head or Commissioner who has completed Implicit Bias Training. The Department shall retain these certificates and make them available to the public upon request. (4) Beginning January 15, 2020, the Department shall post on its website the name of each Department Head and Commissioner who has completed Implicit Bias Training. The Department shall update the list at least once each month. (d) Public Reports. (1) After completing Implicit Bias Training, each Commissioner shall provide a copy of the certificate referenced in subsection (c)(3) to the Secretary for the Commission on which the Commissioner serves. (2) Beginning January 15, 2020, the Secretary of each Commission shall post on the Commission’s website a statement identifying those Commissioners who have completed Implicit Bias Training and those Commissioners who have not completed Implicit Bias Training. For each Commissioner who has completed Implicit Bias Training, the list shall include the date of the training, and for each Commissioner who has not completed Implicit Bias Training, the list shall include the date by which this Section 16.9-28 requires the Commissioner to complete the training. (3) Beginning January 15, 2020, each City department shall post on its website a statement reporting whether the Department Head for that department has completed Implicit Bias Training. If the Department Head has completed Implicit Bias Training, the website shall include the date of the training, and if the Department Head has not completed Implicit Bias Training, the website shall include the date by which this Section 16.9-28 requires the Department Head to complete the training. (Added by Ord. 71-19, File No. 181188, App. 4/19/2019, Eff. 5/20/2019)

SF Administrative Code § 16.9-29 COLLECTION OF SEXUAL ORIENTATION AND GENDER IDENTITY INFORMATION.

SEC. 16.9-29. COLLECTION OF SEXUAL ORIENTATION AND GENDER IDENTITY INFORMATION. (a) Definitions. For purposes of this Section 16.9-29, the following definitions shall apply: “Demographic Information” means information about an individual’s sex, gender, race, or ethnicity. “Gender Identity” has the meaning set forth in Section 3304.1(c) of the Police Code. “Sexual Orientation” means a person’s emotional, romantic and/or sexual attraction to other people. (b) Starting on January 1, 2022, the Department of Human Resources (“DHR”) shall request that applicants who apply for City employment through DHR’s applicant tracking system voluntarily provide information concerning the applicant’s Sexual Orientation and Gender Identity in accordance with the requirements of subsection (d). DHR shall develop systems necessary to collect and retain such information. (c) Starting on January 1, 2022, any City department that conducts a written survey or other written inquiry of City employees that requests employees voluntarily provide anonymous Demographic Information shall also request on such written survey or inquiry that employees voluntarily provide information concerning the employees’ Sexual Orientation and Gender Identity in accordance with the requirements of subsection (d). (d) In seeking to collect information about applicants’ and employees’ Sexual Orientation and Gender Identity, a department shall: (1) Communicate to applicants and employees that providing Sexual Orientation and Gender Identity information is voluntary and that no adverse action will be taken based on the individual decision to either provide or decline to provide the information; (2) Request Sexual Orientation and Gender Identity information using questions and approaches consistent with guidelines promulgated by the Human Resources Director or the Director’s designee; and (3) Advise applicants and employees that to the extent the department obtains personally identifiable information regarding Sexual Orientation and Gender Identity, the department shall protect such information from unauthorized use or disclosure. (e) Confidentiality and Privacy. To the extent departments obtain personally identifiable information regarding applicants’ and employees’ Sexual Orientation and Gender Identity, departments shall treat such information as confidential and protect it from unauthorized use and disclosure, to the extent permitted by law and as required by any applicable law, including Article 1 of the California Constitution. (f) This Section 67.9-29 1 does not in any way diminish the protections afforded by City law against discrimination based on Sexual Orientation or Gender Identity, and shall not be interpreted or applied so as to diminish such protections under state or federal law. (g) The Human Resources Director or the Director’s designee shall adopt guidelines to implement Subsection 16.9-29(d)(2), to specify the questions that may be asked and any other guidelines that the Director or designee deems appropriate in their discretion to implement the requirements of this Section 16.9-29. (Added by Ord. 199-21, File No. 210739, App. 11/5/2021, Eff. 12/6/2021) (Former Sec. 16.9-29 added by Ord. 114-90, App. 4/2/90; amended by Ord. 12-92, App. 1/21/92; Ord. 49-92, App. 2/20/92; Ord. 50-92, App. 2/20/92; Ord. 202-92, App. 7/10/92; Ord. 2-93, App. 1/11/93; Ord. 321-94, App. 9/15/94; Ord. 131-96, App. 4/3/96; Ord. 436-96, App. 11/8/96; Ord. 191-00, File No. 001011, App. 8/11/2000; repealed by Ord. 175-01, File No. 010059, App. 8/17/2001) CODIFICATION NOTE 1. So in Ord. 199-21.

SF Administrative Code § 16.9-29A

SEC. 16.9-29A. (a) Purpose. To enable catastrophically-ill employees of the City and County of San Francisco (“City”) to continue to be paid through donations of sick leave and vacation hours from other City employees, as authorized by Charter Sections A8.364 and A8.441. This program shall be known as the T. J. Anthony Catastrophic Illness Program, or “CIP.” This Section 16.9-29A only provides for receipt of such credits as are donated and does not provide for an absolute right of continued paid leave. (b) Establishment of Catastrophic Illness Leave Pool; Administration and Rule-Making Authority. There is hereby established a pool into which City employees may donate sick leave and/or vacation credits to benefit catastrophically-ill employees. The Human Resources Director, in consultation with the Controller shall have authority to administer the CIP program, including the authority to make and enforce rules not inconsistent with this Section 16.9-29A. (c) Definitions. “Catastrophic illness” means a life-threatening illness or injury, as determined by the Human Resources Director 1 the Director’s designee. A A1 CIP employee means a City employee who has applied for Catastrophic Illness Status and has been notified of their acceptance in the CIP by the Human Resources Director or the Director’s designee and whose participation in the CIP has not terminated, regardless of whether or not the employee has actually received or used any Catastrophic Illness Leave. “CIP Pool” means the bank of sick leave credits and vacation hours from all employees who have donated to the Catastrophic Illness Program. (d) Eligibility of Employees to Participate in CIP. Any City employee may participate in the CIP if the employee meets all of the following conditions: (1) The employee is eligible to accumulate and use sick leave; (2) The employee is catastrophically ill; (3) The employee has exhausted all of their available paid leave; and (4) The employee does not participate in a short or long-term disability program for which the City pays in whole, directly or indirectly, or if the employee participates in such a program, the employee agrees to, and does, apply for disability benefits immediately upon becoming eligible for such benefits. Any employee who participates in a short or long-term disability program for which the City pays in whole, directly or indirectly, may participate in the CIP program until the employee receives or is qualified to receive benefits under the terms of a short or long term disability program for which the City pays in whole, directly or indirectly. Any employee who is receiving or is qualified to receive short or long term disability benefits from a short or short or1 long term disability program for which the City pays in whole, directly or indirectly, may not participate in the CIP program until and unless the employee’s disability benefits terminate. Any employee who, while or after participating in the CIP program, retroactively receives or is qualified to receive short or long term disability benefits from a short or long term disability program for which the City pays in whole, directly or indirectly, must reimburse the City for the CIP payments received during the period which the short or long term disability program applies. Failure to do so will result in the City’s placing a lien for the unreimbursed amount on the employee’s future wages and benefits (not including workers’ compensation or retirement). This Subsection (d)(4) does not apply to employees who are active participants in the CIP as of April 29, 2002 and have been active participants since March 29, 2002. (e) Procedure for Applying for Catastrophic Illness Status. (1) An employee must complete a prescribed application form and return it to the Human Resources Director or the Director’s designee, together with supporting medical documentation. The Human Resources Director or the Director’s designee shall produce and maintain the prescribed application for employee access and distribution on the Department of Human Resources’ website. (2) The Human Resources Director or the Director’s designee shall examine the documentation supporting the application. The Human Resources Director or the Director’s designee may ask the applicant to submit further documentation and/or to submit to examination by a physician that the Director or the Director’s designee designates to determine in fact that the applicant does suffer from a catastrophic illness within the meaning of this Section 16.9-29A. An applicant’s failure to comply with these requirements may be grounds for rejection of the application. (3) In order to continue to qualify as catastrophically ill, a CIP employee may be required to submit to specified examination, or to supply further documentation of current medical status, as is necessary in the opinion of a physician or other healthcare provider designated by the Human Resources Director the Director’s1 . Such requests shall be be1 made for the sole purpose of determining the continued qualification of said employee to participate in the CIP. In addition, an employee may be required to submit documentation of application for and/or status of disability benefits. The Department of Human Resources may reevaluate employee program eligibility annually or as necessary. (4) If the Human Resources Director or the Director’s designee determines that an employee is not catastrophically ill, the Human Resources Director or the Director’s designee appeal the decision through an administrative appeal process to be established by the Health Commission, which shall include the right to1 shall provide the employee with a written letter setting forth the reasons for denial and the procedure for filing an administrative appeal. The employee may appeal the rejection to the Human Resources Director within 10 days of the date of the notice of rejection. The Human Resources Director shall appoint a medical specialist not employed by the City to conduct an evaluation and to report the findings. The decision of the medical specialist shall be final and no further appeal shall be allowed. The administrative appeal process in its entirety shall not exceed 60 days. An employee whose application has been disapproved is not obligated to exhaust the administrative appeals process before reapplying. Instead, the employee may reapply after observing a 30-day waiting period from the date of the initial denial. (f) Records of Catastrophic Illness Program Applicants. (1) The Human Resources Director or the Director’s designee shall maintain confidential files for all applicants who have applied to to1 participate in the CIP. (2) The Human Resources Director or the Director’s designee shall send confidential quarterly notifications to the eligible employee’s Human Resources Representative(s) of any employee participating in CIP..1 (3) The quarterly notifications information may include the amounts of sick leave transferred to each CIP employee. (4) In all cases, the Human Resources Director and the Director’s designees shall shield and protect the true identities of CIP employees except as required for the administration of the program. (g) Eligibility to Transfer Sick Leave and/or Vacation Credits. Any City employee and County of San Francisco1 who is eligible to accumulate and use vacation credits and/or sick leave may transfer sick leave and/or vacation credits to the CIP pool subject to the following conditions: (1) The transferring employee must retain a minimum sick leave balance of 64 hours except upon retirement when employees may transfer all unused balances. (2) Transfers must be in units of eight hours. (3) All transfers are irrevocable. (4) The transferring employee may transfer hours to the CIP (pool or individual) only once per pay period. (h) Use of Transferred Sick Leave and Vacation Credits. (1) All hours transferred to the eligible CIP employee shall be credited as sick leave for the CIP employee. As they are used, they shall be treated as the employee’s own sick leave for all purposes, including for continued accrual of vacation credits, sick leave, and retirement service; service for pay increments; and eligibility for holiday pay. (2) At the beginning of each pay period, a CIP employee must use all sick leave and vacation credits accrued during the previous pay period before using any transferred hours. (3) A CIP employee may use transferred hours retroactively from the date of certification of eligibility back to the date of application. (4) A CIP employee may use transferred credits in a pay period to the extent that when combined with other compensation from the City and all other benefits from public sources, the total does not exceed the pay for 100% of the employee’s regularly scheduled hours for such pay period (excluding regularly scheduled overtime and premium pay). A CIP employee may be required to provide financial records to prove compliance with this Subsection (h)(4). Failure to provide such records is grounds for exclusion from the CIP. (i) Redistribution of Transferred Hours Upon Termination of Participation In CIP. If a CIP employee dies, retires, resigns or begins receiving disability benefits before having used all hours transferred pursuant to Subsection (h), the unused hours shall be transferred to the CIP pool. If a CIP employee is able to return to work for the City following a catastrophic illness, the employee may continue to draw up to 64 hours of CIP credits in lieu of accrued sick leave as necessary for 90 days after the date the employee returns to work. (j) Confidentiality. (1) All medical records submitted by an employee pursuant to this statute shall be kept confidential by the Human Resources Director or the Director’s designee. (2) Until the Human Resources Director or the Director’s designee has rendered an opinion pursuant to Subsection (d) that the employee is catastrophically ill, the fact of an employee’s application shall be kept confidential by the parties processing the application and not shared with the employee’s department head. (3) The names of employees donating hours pursuant to this provision shall remain confidential. (4) Violation of the provisions of this subsection (j) or any other provision relating to confidentiality protections shall be grounds for disciplinary action. (k) Notices. The Human Resources Director or the Director’s designee shall develop notices with relevant information about the CIP. These notices shall be distributed to all appointing officers, who shall then post them in public places where other notices advising employees of rights and benefits are posted. (l) Termination of this Provision. Unless otherwise specified by ordinance or Charter provision, the provisions of this Section shall expire upon the effective date of an ordinance or Charter section instituting, or upon the effective date of the last MOU through which all City employees are covered by, a long-term disability program. (m) Limitation. In undertaking the adoption and enforcement of this ordinance, the City is assuming an undertaking only to promote the general welfare. It is not assuming, nor is it imposing on its officers and employees, an obligation for breach of which it is liable in money damages to any person who claims that such breach proximately caused injury. (Added by Ord. 175-01, File No. 010059, App. 8/17/2001; amended by Ord. 34-02, File No. 011741, App. 3/29/2002; Ord. 84-04, File No. 040194, App. 5/20/2004; Ord. 237-14 , File No. 140909, App. 12/4/2014, Eff. 1/3/2015; Ord. 270-24, File No. 240870, App. 11/25/2024, Eff. 12/26/2024) CODIFICATION NOTE 1. So in Ord. 270-24.

SF Administrative Code § 16.9-29B PROGRAM FOR EMPLOYEES WITH CATASTROPHICALLY ILL FAMILY MEMBERS - TRANSFER OF VACATION CREDITS TO INDIVIDUAL EMPLOYEES WITH A CATASTROPHICALLY ILL FAMILY MEMBER.

SEC. 16.9-29B. PROGRAM FOR EMPLOYEES WITH CATASTROPHICALLY ILL FAMILY MEMBERS - TRANSFER OF VACATION CREDITS TO INDIVIDUAL EMPLOYEES WITH A CATASTROPHICALLY ILL FAMILY MEMBER. (a) Purpose. To create a program, as authorized by Charter Section A8.441, to allow employees of the City and County of San Francisco (“City”) with catastrophically ill family members to receive donations of vacation credits to take time off to care for their ill family member. This program shall be known as the Catastrophic Illness Program for Family Members, or “CIP-FM.” This Section 16.9-29B only provides for receipt of such credits as are donated and does not provide for an absolute right of continued paid leave. (b) Administration and Rule-Making Authority. The Human Resources Director, in consultation with the Controller, shall have authority to administer the CIP-FM program, including the authority to make and enforce rules not inconsistent with this Section 16.9-29B. (c) Definitions. Catastrophic illness means a life-threatening illness or injury, as determined by the Human Resources Director or the Director’s designee. “Family member” means an employee’s spouse, registered domestic partner, or another dependent as dependent is defined in the Internal Revenue Code (26 U.S.C. sec. 152, as amended from time to time). (d) Eligibility of Employee to Participate in CIP-FM Program. In order to participate in the CIP-FM, an employee must meet all of the following conditions: (1) The employee must be eligible to accumulate and use sick leave credits; (2) The employee must have exhausted all of their available paid leave; (3) The employee must have a catastrophically ill family member; and (4) The employee must need to take time off from work to care for the catastrophically ill family member. (e) Procedure for Applying to Participate in CIP-FM. (1) An employee must complete a prescribed application form and return it to the Human Resources Director or the Director’s designee, together with supporting medical documentation. The Human Resources Director or the Director’s designee shall produce and maintain applications for employee access and distribution on the Department of Human Resources’ website. (2) The Human Resources Director or the Director’s designee shall examine the application and supporting documentation. The Human Resources Director or the Director’s designee may ask the employee to submit further documentation or the family member to submit to examination by a physician. Failure to comply with these requirements may be grounds for rejection of the application. (3) In order for the employee to continue to participate in the program, the employee may be required to supply further documentation, or the family member may be required to submit to specified examination, as is necessary in the opinion of the Human Resources Director or the Director’s designee; provided, however, that such requests shall be made for the sole purpose of determining the continued qualifications of said employee to participate in the CIP-FM. (4) If the Human Resources Director or the Director’s designee determines that an employee’s family member is not catastrophically ill, the Human Resources Director or the Director’s designee shall provide the employee with written notice setting forth the reasons for denial and the procedure for filing an administrative appeal. The employee may appeal the rejection to the Human Resources Director within 10 days of the date of the notice of rejection. The Human Resources Director shall appoint a medical specialist not employed by the City to conduct an evaluation and to report the findings. The decision of the medical specialist shall be final and no further appeal shall be allowed 1 The administrative appeal process in its entirety shall not exceed 60 days. An employee whose application has been disapproved is not obligated to exhaust the administrative appeals process before reapplying. Instead, the employee may reapply after observing a 30-day waiting period from the date of the initial denial. (f) Posting of Eligible Recipients. (1) The Human Resources Director or the Director’s designee shall assign an exclusive number to each employee deemed eligible to participate in the CIP-FM. (2) The Human Resources Director or the Director’s designee shall maintain, reproduce and post a running list of CIP-FM employees, to be identified only by their special numbers, in order to let transferring employees designate a recipient. (3) The list may include the amount of vacation credits already transferred or on reserve to each employee. (4) The Human Resources Director or the Director’s designees shall keep confidential the true identities of CIP-FM employees and their catastrophically ill family member. (g) Eligibility to Transfer Vacation Credits to Individual CIP-FM Employees. Any City employee who is eligible to accumulate and use vacation credits may transfer vacation credits to an individual CIP-FM employee, subject to the following conditions: (1) Transfers must be in units of eight hours; (2) All transfers are irrevocable; and (3) Neither a transferring employee nor a recipient may be in violation of Subsection (k). (h) Use of Transferred Vacation Credits By a CIP-FM Employee. (1) All hours transferred shall be credited as sick leave for the CIP-FM employee. As they are used, they shall be treated as use of the employee’s own sick leave for all purposes, including for continued accrual of vacation credits, sick leave, and retirement service; service for pay increments; and eligibility for holiday pay. (2) At the beginning of each pay period, a CIP-FM employee must use all sick leave and vacation credits accrued during the previous pay period before using any transferred hours. (3) A CIP-FM employee may use transferred credits in a pay period to the extent that when combined with other compensation from the City and County and all other benefits from public sources, the total does not exceed the pay for 100% of the employee’s regularly scheduled hours for such pay period (excluding regularly scheduled overtime and premium pay). A CIP-FM employee may be required to provide financial records to prove compliance with this subsection (h)(3). Failure to provide such records is grounds for exclusion from the CIP-FM and disciplinary action. (i) Redistribution of Transferred Hours Upon Termination of Participation in CIP-FM. If a CIP-FM employee dies, retires, resigns, or otherwise ends participation in the CIP-FM before having used all hours transferred pursuant to this provision, all unused hours in excess of 64 shall be redistributed to other CIP-FM employees by the Human Resources Director or the Director’s designee. (j) Confidentiality. (1) All medical records submitted pursuant to this statute shall be kept confidential by the Human Resources Director or the Director’s designee; (2) Until the Human Resources Director or the Director’s designee has rendered its opinion pursuant to Subsection (d) that an employee’s family member is catastrophically ill, the fact of an employee’s application shall be kept confidential by the parties processing the application and not shared with the employee’s department head. (3) The names of employees donating hours pursuant to this provision shall remain confidential. (4) Violation of the provisions of this subsection (j) or any other provision relating to confidentiality protections shall be grounds for disciplinary action. (k) No Selling or Coercion. (1) No individual shall directly or indirectly solicit the receipt of, or accept, any compensation in full or partial exchange, directly or indirectly, for vacation credits to be transferred pursuant to this Section. (2) No individual shall solicit the receipt of, or accept, the transfer of any vacation credits pursuant to this Section in full or partial exchange, directly or indirectly, for any compensation. (3) No individual shall threaten or in any way attempt to coerce an employee with respect to transfer of vacation credits pursuant to this Section. (4) Violation of the provisions of this subsection (k) shall be grounds for termination of participation in the CIP-FM and for disciplinary action. (l) Notices. The Human Resources Director shall develop notices with relevant information about the CIP-FM. These notices shall be distributed to all appointing officers who shall then post them in public places where other notices advising employees of rights and benefits are posted and shall be available on the Department of Human Resources’ website. (m) Limitation. In undertaking the adoption and enforcement of this ordinance, the City is assuming an undertaking only to promote the general welfare. It is not assuming, nor is it imposing on its officers and employees, an obligation for breach of which it is liable in money damages to any person who claims that such breach proximately caused injury. (Added by Ord. 175-01, File No. 010059, App. 8/17/2001; amended by Ord. 237-14 , File No. 140909, App. 12/4/2014, Eff. 1/3/2015; Ord. 270-24, File No. 240870, App. 11/25/2024, Eff. 12/26/2024) CODIFICATION NOTE 1. So in Ord. 270-24.

SF Administrative Code § 16.9-31 STATE DISABILITY INSURANCE PROGRAM ENROLLMENT.

SEC. 16.9-31. STATE DISABILITY INSURANCE PROGRAM ENROLLMENT. The Human Resources Director is authorized to take any and all necessary action to enroll qualifying employee classifications in the employee paid State Disability Insurance Program without further approval of the Board of Supervisors. (Added by Ord. 393-97, App. 10/17/97)

Source: City and County of San Francisco, Charter and Municipal Codes (American Legal Publishing, codelibrary.amlegal.com)URL: https://codelibrary.amlegal.com/codes/san_francisco/latest/sf_admin/0-0-0-9964Fetched: 11/1/2026