FOR IMMEDIATE RELEASE
Media Contact:
Stephanie Giralmo, Public Relations & Media Manager
Master Builders Association of King and Snohomish Counties
p 425.457.7048

MBAKS Announces 2022 REX/T-REX (Remodeling Excellence and Trades Remodeling Excellence) Awards Winners

BELLEVUE, Wash.—May 26, 2022—For the 36th year in a row, Master Builders Association of King and Snohomish Counties (MBAKS) hosted their annual Remodeling/Trades Remodeling Excellence (REX/T-REX) Awards.

The REX/T-REX Awards, presented by the Remodelers Council of MBAKS, encourages local remodelers and builders to submit their best projects of the year. Each submission is reviewed by a panel of remodeling professionals from across the country and winners are selected in each category. The categories are as follows: Bath Excellence, Kitchen Excellence, Residential Remodel Excellence, Landscape & Outdoor Living Excellence, Exterior Remodel Excellence, Get Away Room & Specialty Space Excellence, and Design Excellence.

REX/T-REX entries were judged on the following categories:

1. Aesthetics—How is the remodel visually appealing?
2. Special or unique design solutions—How was the space planned and was livability considered?
3. Quality workmanship—What are the special features of the project and is there attention to detail?
4. Use of appropriate building material—Does the remodel complement existing structure and design?
5. Budgetary consideration—How did the project keep within the budget and still deliver client expectations?
6. Challenges and obstacles—Were there any unexpected obstacles that called for adjustments?

2022 REX/T-REX Winners

About the Master Builders Association of King and Snohomish Counties

Founded in 1909 and headquartered in Bellevue, Washington, the Master Builders Association of King and Snohomish Counties (MBAKS) is one of the nation’s oldest and largest local homebuilders associations. Like our founders, our members continue to take a leading role in all facets of homebuilding and support the planning for a growing region. From new technology to advances in sustainability, from collaborative public policy efforts to investing in our communities, our commitment to a thriving, inclusive and well-planned region never wavers. We are the professional homebuilders, architects, remodelers, tradespeople (carpenters, framers, roofers, plumbers, electricians), planners and engineers, suppliers, manufacturers, and sales and marketing professionals in your community who believe everyone deserves access to a healthy and productive place to call home.

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A MULTIFACETED CIVIL ENGINEERING FIRM

Land Development Consulting (LDC) is a consulting, engineering, surveying, and planning firm based in Woodinville. The company was founded in 2003 and currently employs 43 people.

LDC works in three different market sectors:

1. The first is civil engineering related to residential land development in the Puget Sound area, which includes surveying, permitting, and road and utility work for builders.
2. The second sector is helping cellular companies, such as Verizon, AT&T, and T-Mobile, with tower siting and installations in Washington, Oregon, Idaho, Alaska, and Texas. “It’s interesting and challenging work,” says Mark. “We’re often designing small cell systems in localized environments, like the Gorge Amphitheater and Seattle Center.”
3. LDC’s third area of work is in public works, specifically design and construction for large municipal projects.

Mark has several roles at LDC. As the director of engineering, he manages the day-to-day operations of the firm from a technical and financial aspect. He is also the de facto CFO and manages the company’s benefit and health insurance packages.

LDC HAS ENJOYED 13 YEARS OF MBA HEALTH TRUST BENEFITS

“We’ve been using the MBA Health Trust since the inception of our company. And over the past five or six years, as we’ve really been growing, we’ve shopped MBA’s pricing several times. Every single time, the competitor packages were not nearly as strong. They may have been cheaper, but the MBA always provided the best overall value.” Last year, Mark says, the MBA plan was “almost 9 percent less expensive and provided 20 percent lower deductible costs for individuals and 40 percent lower for a family.”

AFFORDABLE PLAN FOR THE COMPANY, ITS EMPLOYEES, AND THEIR FAMILIES

Mark says that the MBA has evolved with market conditions. LDC was able to transition from a PPO plan to an HSA plan four years ago to ensure more affordable health insurance for the company, employees, and dependents. Mark says, “95 percent of our employees are now on an HSA plan. It was a seamless transition. The MBA team walked us through the entire process and taught us to communicate it to our employees. The plan is working really well. There are no complaints from our employees and all the doctors who were previously available still are.”

REDUCING FINANCIAL STRESS

Mark adds that the HSA plan has saved his company enough money to increase its coverage for dependents. “Our goal,” he says, “was to reduce the financial stress on our staff’s families and the MBA Health Trust helped us do that. Overall, we get much better coverage for a much better cost. And we are now able to provide 50% of dependent coverage.”

Mark’s firm works closely with EPK, the administrator of the Health Trust plans. “They’re great to work with,” he says. “Every year they give a lunchtime presentation about what to expect for the coming year. They have continuously stepped up to the plate and provided the service we’ve needed for the plans we adopt.”

MBA MEMBER BENEFITS ALSO INCLUDE THE GRIP PROGRAM

LDC takes advantage of additional benefits provided by the MBA, including the GRIP program, which helps improve safety and reduces the overall cost of workers’ compensation for MBA members. “That service has been a huge asset in getting our safety procedures up to speed to make sure we are compliant,” Mark says.

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.