HIGH-END EASTSIDE HOME BUILDERS

Terrene Homes is a family-owned, Bellevue-based company specializing in residential building, specifically single-family and multifamily construction. Most of the 13-employee firm’s projects are on the Eastside and include both spec and design/build projects, at the higher end of quality and price. Terrene designs homes that “emphasize livability without sacrificing style, power, luxury, or comfort.” Danielle wears lots of financial and administrative hats at Terrene. “I’ve been with the company for eight years. My official title is accountant, but I also handle HR and I’m the liaison between employees and EPK Benefits, which administers our MBA Health Trust plan.”

THE MBA HEALTH TRUST PROVIDES AFFORDABLE RATES FOR SMALL FIRMS

Danielle says that it is tough for small businesses to maintain affordable health insurance. “As a company with a small number of employees, it’s hard to find coverage with affordable rates. We joined the MBA Health Trust eight years ago,” says Danielle. “We had just four employees when we first got health insurance and we now have 13 who are currently enrolled. And while remaining a relatively small firm, we’ve been able to keep insurance affordable during that whole period.”

Terrene is now enrolled in a Regence BlueShield PPO plan that provides competitive premiums. “We looked at other options,” Danielle says, “but it was most affordable through the MBA. Our monthly premium is significantly lower—around 10% savings.”

REGENCE BLUE SHIELD EXCELLENT FOR PREVENTIVE CARE

Terrene’s coverage includes Delta Dental of Washington, along with Regence, and Danielle says employees couldn’t be more pleased. “They are very happy with the Regence coverage and the flexibility and ability to see doctors they need to see, particularly in the preventive care area. We’ve had instances where employees were pleasantly surprised at what they had initially thought would be expensive out-of-pocket fees for preventive care, but they didn’t have to pay much at all.”

RESPONSIVE ADMINISTRATORS

EPK is the third-party organization that administers the plans for the MBA Health Trust. “They are extremely helpful and responsive,” says Danielle. “If there is a question of coverage, they are very quick to solve the issue.They are a great middleman for us and our employees to use as a resource.”

TERRENE ALSO PARTICIPATES IN THE MBA GRIP PROGRAM

The MBA also provides access to the GRIP program, which helps improve safety and reduces the overall cost of workers’ compensation for MBA members. “It’s a great program for loss prevention,” says Danielle. “And the GRIP safety team was just out here to do an overhaul of our current safety procedures. It’s a fantastic resource for safety and injuries, though we have never had to make that call.”

Five Key Things to Know About Washington’s New Sick Leave Law

By Larry Dickinson, PrimePay

In 2006, the City of San Francisco passed the first mandatory sick leave law in the country. Since then, many other states and municipalities have adopted similar statutes. In fact, 47 states and the District of Columbia have considered establishing such ordinances to help protect the wages of employees affected by illness, injury, or domestic violence.

1. Washington law—the basics

   In November 2016, voters in Washington state voted to establish a mandatory sick leave law for workers in their state. Starting in January of 2018, all employees covered under the Washington State Minimum Wage law must accrue one hour of paid sick leave for every 40 hours worked.

   This law applies to all employers, even if they only have one employee. The problem is that many large cities in Washington such as Seattle and Tacoma have also adopted their own sick leave measures, and these measures are not always in sync with the state law.

   What is the employer to do? We will attempt to highlight some of the differences between state law and those of the municipalities. Note that we are using Washington state as the example here; the same scenarios are playing out in other states around the nation.

2. Allowable uses of sick leave

   According to the Washington State Department of Labor & Industries, employees will be allowed to use sick leave for themselves or a family member for these reasons:

• To care for themselves or family members.
• When the employees’ workplace or their child’s school (or place of care) has been closed by a public official for health-related reasons.
• Absences that qualify under the Domestic Violence Leave Act.

Note that employers may allow employees to use paid sick leave for additional purposes.

Unlike the laws adopted in Tacoma and Spokane, the Washington state regulation does not cover bereavement due to the death of family members.

3. Family member definition

Washington allows the usage of paid sick leave for personal illness or injury as well as for family members defined below:

• Child
• Parent
• Spouse
• Grandparent
• Grandchild
• Sibling
• Registered domestic partner

The big difference here is that Washington state allows that the child relationship is enforced regardless of the age of the child, while the city regulations only cover children up to the age of 18.

4. Accrual of sick time

   In general, employees must earn a minimum of one hour of paid sick leave for every 40 hours worked. This covers all non-exempt employees covered by the Washington State Minimum Wage Law. There is currently no coverage for exempt workers, including white collar workers, outside salespeople or other professionals.

   In many of the local regulations, white collar workers are covered with the assumption of a flat 40-hour work week. Seattle law, as an example, covers all workers who work in the City of Seattle. While the new state law applies to all employers with even one employee, local laws can be applied differently depending on the size of the company. There is currently no cap on the number of hours earned each year by an employee. There is a cap on the number of hours that can carry over into the next year.

   Read a full list of FAQs.

5. What should your business do?

   In today’s business climate, employers are often confronted with conflicting city and state ordinances regarding sick leave accrual and usage. These laws and their differences can provide today’s small business owner with a nightmare.

   How do you apply different laws to different groups of employees with different job descriptions, working in different jurisdictions? An automated time and attendance system is a great option.

   PrimePay offers a variety of systems to meet any employer’s needs. These programs can define almost any type of accrual policy imaginable and apply those policies to different groups of employees based on geography, employee type, or job description. Let the professionals at PrimePay build a system that will keep you in compliance for years to come.

Learn more at primepay.com.

This article originally appeared on primepay.com.