How Well Does Seattle Recover From Disaster?

Turns out, pretty well.

80.5 percent* is the percentage of Seattle metro area homes that have recovered to peak pre-recession value, according to a recent Trulia article.

What does this mean, exactly?

It means that the Seattle area has recovered quite well compared to a large amount of the United States. The region ranks #22 nationally in recovery percentage (a bit surprising we're that low), currently sitting behind Colorado smoking buddies Denver (#1, with an impressive 98.7 percent recovery rate) and Colorado Springs (#7, 93.4 percent), San Francisco (#2, 98 percent), and Oklahoma City (#3, 94.3 percent—and give us back the Sonics, please).

Other cities beating us at the moment include Dallas (#9, 92.5 percent), Honolulu (#11, 91.5 percent), and Portland (#13, 90.3 percent—grrrr).

Find the full list here.

Among the areas with the lowest recovery rates, including the bottom tier of Las Vegas—#101, with just 0.6 percent of homes back to pre-recession value), Tucson (100, 2.4 percent), and Fresno (99, 2.5 percent), it's no surprise to find that these cities have seen the worst income growth in the years spanning December 2009 to January 2017.

And guess what?

The cities with the strongest recovery rates, including our beloved Seattle, also have the strongest income growth. With the median Seattle proper home price currently clocking in at $638,000 (and $426,000 in the Seattle metro area), that's no big surprise, really. It takes a heavy wallet (or a lot of big wallets) to help dig us out of such a monumental disaster, especially considering that just 34.2 percent of all homes nationally have fully recovered to their pre-recession peak value.

The three big factors that set the tone for quicker recovery include, alongside income growth, job growth and population growth, as well as post-recession vacancy rate.

It's a bit humbling to see just how far into the hole the housing market was just eight years ago, spurred by the foreclosure crisis that was so big it now has its own major motion picture. The good news is that, according to Trulia, U.S. home recoveries have been steadily—albeit slowly—climbing since the stuff that hit the fan began to get cleaned up, to the tune of 5 to 6 percentage points per year. While Trulia's data suggests we won't see 100 percent of homes fully recovered until September 2025, the fact that we can again use terms like "thriving" and "booming" when it comes to the housing market and our economy feels good. Let's hope we can keep wearing these buzzwords out.

Now, if we can only figure out where to house all these home-hungry folks…

*All data courtesy of Trulia.com

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.

Santa steps in for Shannon this week to wish all of our members happy holidays and remind everyone the MBA Housing Center will be closed from noon on December 23 until 8 a.m. January 3.

Please be advised that staff will also be off during this time.