The Employee Guide:


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

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

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



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

Who is eligible? Those who…

work for any San Francisco employer with 20 employees or more, regardless of location
have been employed for at least six months
work at least eight hours per week on a regular basis

What can they request?

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

Predictable schedules

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



A broader, more collaborative approach meets, but exceeds the FFWO standards. Ask your employer if such practices are already in place or can be created from these resources. In such environments:

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

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

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


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