Day: November 25, 2022

SR Commercial Realty Is Finding Its Place in the Market

By
Willow State Building
Commercial Real Estate

Making Some Noise

Jeremy Casey, managing partner of SR Commercial Realty

Jeremy Casey, managing partner of SR Commercial Realty

Jeremy Casey had decided it was time to move on from the banking business.

He had already been with several area institutions, working in commercial lending and, to a large degree, commercial real estate, and was seeing the industry change — and consolidate — around him.

He was with Chicopee Savings Bank and doing well there, but could see the handwriting on the wall in the form of a seemingly inevitable merger with Westfield Bank, one of his former employers.

“I didn’t want to be one of those people who jumped from bank to bank and to higher positions in those banks and then to another bank,” he said, adding that he had decided it was time to think about a change.

It would come first with some entrepreneurial undertakings, including an ill-fated venture called Name Net Worth, an app that would essentially measure what he called the ‘ripple effect’ from networking encounters. When that initiative failed, he took a big leap into commercial real estate and a managing-partner position with Springfield-based SR Commercial Realty, a company soon to mark five years in business.

It’s a growing, evolving venture that is making some noise in the market — figuratively but also quite literally. Indeed, Casey said that one trait that separates this company from other players in the market is its progressive and aggressive — some would say loud — marketing of properties.

“We’re noisy — you can’t get away from us,” he explained with a laugh, noting that the company has used large signs (the largest allowed by local ordinances), drone footage, videos, and other methods for bringing attention to properties in the portfolio, which is dominated mostly by industrial properties, retail, and land for development.

Many companies are using some of these tactics now, but Casey says SR Commercial Realty was breaking ground with such methods several years ago.

“Some brokers were actually mocking us at the time, but now, it’s the standard five years later,” he said, adding quickly that ‘noisy’ marketing is only one of three pillars that shape the company’s operating style. The others are communication and responsiveness, traits that have helped SR consistently build on its portfolio and add properties ranging from Thornes Market in Northampton to the former Channing Beete complex in Deerfield, sold to Treehouse Brewery; from the former Berkshire Industries property in Westfield to several properties in downtown Springfield and also downtown Hartford.

“Commercial real estate has been the same forever, but it will change, whether people like it or not. Technology will pay a huge role, and that gives us a good competitive advantage, because we’ve already been using it.”

Each of these properties is in some way unique, and they have been handled differently, he said, adding that this is one of the linchpins of the company’s operating philosophy.

“In commercial real estate, no building is the same, and no buyer is the same,” adding that this reality separates this sector from residential real estate to a large degree. “Residential is so black and white; with commercial, there’s very black and white and so much gray.”

Moving forward, Casey said the goal is to obviously continue to build the portfolio and expand the company’s reach — it has already added properties in the Boston area and on Cape Cod — while also being on the cutting edge of changes coming to the industry, not just in how properties are marketed, but to how business is done in general.

These are changes he believes are needed — and also inevitable.

“The industry needs to be disrupted,” he said. “Commercial real estate has been the same forever, but it will change, whether people like it or not. Technology will pay a huge role, and that gives us a good competitive advantage, because we’ve already been using it.”

For this issue and its focus on commercial real estate, BusinessWest talked at length with Casey, one of its 40 Under Forty honorees from his days in banking, about SR Commercial Realty and where he hopes to take this company in the years to come.

 

Building Momentum

The wall behind the desk in Casey’s office features a treatment depicting several of the landmark buildings in downtown Springfield — Tower Square, Monarch Place, the Colonial Block, the Campanielle, among others.

It’s one of the countless touches in the Willow State Building (so-called because it sits at the corner of Willow and State streets in downtown Springfield), which he co-owns with a few partners, that he did himself.

In fact, the partners did just about everything themselves, he went on, pointing to everything from the red, black, gray, and a little bit of green paint used on the walls in the SR Commercial Realty offices to the bathroom fixtures in all the suites; from the exterior façade (more black) to build-out for several new tenants, which range from Suit Up Springfield to HomeCare Hands to a new restaurant in the early stages of construction.

“We’ve put thousands of hours into this property — we’ve been working on it for three years straight,” he said, adding that he and his partners have succeeded in creating what he called a “community.”

Willow State Building

Renovating and securing new tenants for the Willow State Building has been one of Jeremy Casey’s passions. Growing SR Commercial Realty and expanding its portfolio and geographic reach has been another.

The Willow State Building has been a passion for Casey since he and his partners acquired it just prior to the start of the pandemic — or, more accurately, one of his passions, with SR Commercial Realty being the other.

Both have been works in progress and studies in entrepreneurship, resourcefulness, and well, different ways of doing things.

In many respects, anyway.

Indeed, Casey said the fundamentals of the commercial real-estate business, mostly the same as they are in banking, have not changed and won’t change.

Both sectors are grounded in relationship building and responding to the needs of customers, he explained, noting that he has taken these principles from his time in banking to this next chapter in his career.

This chapter started just after the demise of Name Net Worth, a very difficult time in Casey’s life, one when he looked inward and decided to move forward rather than look back or dwell on the present.

“I could have sat there and pouted and gone ‘poor me’ … it was a tough time, I had a newborn baby, we just bought a house, and we were gutting the house and redoing it, and I had no job, nothing,” he recalled, adding that he called his eventual business partner, who already had a small commercial real-estate business, and proposed a new venture.

“I linked up with him, and we took the same methodologies we used in the startup world and took them to commercial real estate,” he explained. “Specifically, that means listening to customers, not just coming up with what we think, but listening to where the pain points are in the industry.

“And, candidly, there were a lot of them,” he went on, adding that the company was founded with that focus on marketing, communication, and responsiveness.

With marketing, as he said earlier, the goal was to push the envelope and look for new, different, and more effective ways to do things.

“The way things were marketed before, you put a sign up, and you put the property on LoopNet or maybe that book you see in the convenience store,” he explained. “No one was using social media, no one was using video, no one was using professional photography.”

Partnering with Seven Roads Media (so named because it was based in East Longmeadow, where seven roads come together at that famous rotary), which is now a tenant in the Willow State Building, SR Commercial Realty worked to take commercial real-estate marketing to the proverbial next level with video and other strategies, including large signs.

“The largest sign we did was nine by 18 feet, and we did two of them — they were so large, they needed wind slits,” said Casey, referring to a property in Middletown, Conn. “We’ve painted buildings to bring attention to them … we try to get as much exposure as possible.”

This is what Casey meant by ‘noisy,’ which he believes is just one of the company’s attributes as it works to expand its portfolio and grow market share.

Others include the staff itself. It is young, with the average age of the brokers being in the 30s, and diverse, with brokers coming from different backgrounds in business, he said, adding that these various attributes are beneficial in this market and many others where demographics are changing.

“Not one person in this company had commercial real-estate brokerage experience prior to joining,” he said, adding that the different work experiences have brought fresh perspectives on how to do things.

Also beneficial, he said, is the high level of involvement, and communication, with clients, that has been the company’s MO.

“A broker is, by definition, someone who introduces two parties to consumate a relationship of a deal,” Casey explained. “But we’re very involved … the staff that we have here act like paralegals, so our deals don’t fall apart. We like to say that we provide a hands-on, white-glove experience with transaction coordination and transaction management; we work with clients so they truly get the experience they want.”

 

Signs of the Times

Like the lobbies of most all commercial-real estate firms, the one at SR boasts photos of properties it handles or has handled.

Casey pointed to framed aerial images of Thornes Marketplace, a section of downtown Hartford, and the Channing Beete property in Deerfield, before it was transformed by Treehouse.

The goal moving forward, obviously, is to build on this collection and fill more walls with pictures.

This can be done by focusing on the proverbial big picture, he went on, referring, again, to the company’s focus on listening to customers, hearing what they’re saying, and responding accordingly.

By continuing to do that, this growing company can make even more noise in this highly competitive industry.

 

George O’Brien can be reached at [email protected]

Tax-loss Harvesting and Crypto

By Contributor
Features

This Strategy May Help You Navigate ‘Wash-sale’ Rule

By Sean Wandrei

 

It is that time of year when taxpayers are looking for ways to reduce their tax liability. It has been a volatile year for the stock and cryptocurrency markets. There may have been some capital gains generated in the beginning of the year when stocks were sold and the markets were doing better than they are now. Now, as the year has progressed, there may be stocks that you are holding that have declined in value. These stocks are ripe for tax-loss harvesting.

Tax-loss harvesting is a strategy used to recognize capital losses by selling capital assets that have declined in value to offset capital gain already recognized. If you have capital gains from stocks that you have sold during the year, you can offset those gains by selling other stocks that have declined in value to generate a capital loss. The capital losses would offset the capital gains that would reduce the amount of taxes that would be paid on those gains by eliminating them. If you end up with capital losses in excess of capital gains during the year, you can deduct up to $3,000 of the net capital loss in the current year. Any capital loss in excess of $3,000 would be carried forward and used to offset future capital gains.

Sean Wandrei

Sean Wandrei

“Tax-loss harvesting is a strategy used to recognize capital losses by selling capital assets that have declined in value to offset capital gain already recognized.”

There could be an issue with this strategy, as the ‘wash-sale rule’ could limit its effectiveness. The wash-sale rule states that, if you are deducting a loss, you cannot buy a ‘substantially identical’ stock or security for 30 days up to the date of sale and 30 days after. If you do, the capital loss may be disallowed. This could be an issue when you sell a stock that you want to stay in, just to generate a capital loss.

‘Substantially identical’ generally means you cannot sell Tesla stock and reacquire Tesla right before or after the sale. If you are selling your Tesla stock just to generate losses and still want to be in Tesla stock, you need to wait 30 days to reacquire it.

What if you are investing in cryptocurrencies? The two most popular cryptocurrencies are Bitcoin and Ethereum, but there are hundreds more that you could invest in. Cryptocurrency prices can be volatile and widely fluctuate throughout the year. Bitcoin has dropped from a price of $66,000 per coin to $16,000 over the past year. Ethereum has seen similar declines over the year.

There may have been many investors who got into the cryptocurrency game hoping to ride the wave of optimism and are now looking at their portfolio, which shows built-in capital losses on their cryptocurrency investments. In 2014, the IRS declared cryptocurrencies to be a capital asset. As of this writing, cryptocurrencies are not stocks or securities and do not fall under the wash-sale rules. There has been some discussion in Washington, D.C. to expand the wash-sale rules to include cryptocurrencies, but as of now, that has not materialized.

If you believe in the underlying blockchain technology and the cryptocurrency associated with it, you may be a long-term investor and want to hold onto the investment believing that there will be future gains. There is an opportunity to reduce your tax liability by selling cryptocurrency that has decreased in value for a capital loss and then buy the same cryptocurrency immediately after the sale. This would not violate the wash-sale rules since cryptocurrency is not viewed as a stock or security. The capital losses generated by this strategy could be used to offset any capital gains that you may have.

Are there some risks with tax-loss harvesting? Of course there are. There is usually a transaction fee associated with buying and selling cryptocurrencies that some exchanges (such as Coinbase, Kraken, or others) charge. This fee could be as high as 4%. Does the cost of the transaction outweigh the tax savings that could be generated from this strategy? As mentioned previously, there are talks of pulling cryptocurrencies into the wash-sale rule, so this should be monitored if you are thinking about this strategy.

Lastly, while tax-loss harvesting defers your capital gains, it does not eliminate them forever. This is a strategy based on the time value of money where tax savings now can be used to invest in more capital assets that will generate income in the future.

As with any tax article, the famous last words: as always, you should see your tax professional advisor if you have any tax questions or concerns.

 

Sean Wandrei is a senior lecturer in Taxation at the Isenberg School of Management at UMass Amherst; [email protected]

What Employers and Schools Should Know About the CROWN Act

By Contributor
Law

A Heads Up

By Briana Dawkins

 

Effective Oct. 24, Massachusetts joined 17 other states in passing the Creating a Respectful and Open World for Natural Hair (CROWN) Act, which bans discrimination against employees, students, and other individuals on the basis of natural or protective hairstyles historically associated with race.

The act applies to Massachusetts employers as well as all Massachusetts school districts, school committees, public schools, non-sectarian schools, and places of public accommodation. At the federal level, CROWN Act legislation has passed the U.S. House of Representatives and is pending in the U.S. Senate.

The Massachusetts version of the CROWN Act amends the definition of ‘race’ contained in the state’s Fair Employment Practices Act, as well as other Massachusetts laws specifically applicable to schools, to include protection against such discrimination on the basis of traits historically associated with race, including, but not limited to, hair texture, hair type, hair length, and ‘protective styles,’ which include braids, locks, twists, Bantu knots, hair coverings, and other formations.

Briana Dawkins

Briana Dawkins

“To ensure compliance with the CROWN Act, employers and schools may want to consider avoiding language in their grooming or personal appearance policies that categorizes specific hairstyles or textures as ‘unkempt’ or, in the alternative, ‘socially acceptable.’ Such choice of words can create a presumption that some hairstyles or textures are less socially acceptable than others.”

The enactment of the CROWN Act in Massachusetts was founded in an incident that occurred at a Greater Boston charter school. In 2017, two Black 15-year-old sisters, Deanna and Mya Cook, were reprimanded at the Boston-area high school in Massachusetts for wearing braided hair extensions. At the time, the school had a hair and makeup grooming policy that prohibited hair extensions. The Cook sisters faced several hours of detention, were threatened with suspension, and, among other reprimands, were even barred from participating on the school’s sports teams after they refused to take down their protective hairstyles.

Thanks to the tenacity and grace of the Cook sisters, the issue reached a very public audience. The Massachusetts attorney general wrote a letter to the school informing the school that the grooming policy was discriminatory and in violation of state and federal law. The Cook sisters’ case also caught the attention of the American Civil Liberties Union of Massachusetts, as well as the NAACP. Then California state Sen. Holly Mitchell drafted the first CROWN Act legislation in 2019, empowering California to take the lead as the first state to enact this legislation.

Massachusetts Gov. Charlie Baker signed the CROWN Act into Massachusetts law earlier this year. While Massachusetts has not yet been confronted with a suit under the CROWN Act, a violation under the expanded protection may result in liability under the state’s anti-discrimination statutes (which provides for the award of lost wages, emotional distress, punitive damages, and attorney’s fees).

Going forward, the Massachusetts Commission Against Discrimination (MCAD) has been tasked with promulgating rules or issuing guidelines regarding the discrimination protections expanded by the CROWN Act. In addition, the Massachusetts Department of Elementary and Secondary Education (DESE) has been authorized to provide written guidance interpreting the Act. Nonetheless, employers and schools should not wait for the MCAD or DESE guidelines and should amend their equal employment opportunity policies, anti-discrimination policies, and any grooming or other appearance-related policies to ensure that the language appropriately reflects the added protections to race as a protected class.

To ensure compliance with the CROWN Act, employers and schools may want to consider avoiding language in their grooming or personal appearance policies that categorizes specific hairstyles or textures as ‘unkempt’ or, in the alternative, ‘socially acceptable.’ Such choice of words can create a presumption that some hairstyles or textures are less socially acceptable than others.

Instead, employers can enforce grooming requirements specific to a certain position or function of the job that apply to all employees regardless of race, hairstyle, or texture, such as a requirement to keep hair away from the face or pulled back. This same approach can apply to school grooming and uniform policies as well. Employers and schools should make efforts to ensure that the policies are enforced equally to all employees, students, and other individuals rather than selectively.

Employers and schools should also inform their managers, teachers, and other employees regarding policy changes and provide training on how to address potential policy violations. These preventive measures will help to ensure a welcoming environment for all hairstyles, textures, and the like that are historically associated with race in the work and school settings as required by the CROWN Act.

 

Briana Dawkins is an associate in Bulkley Richardson’s Employment and Litigation practices.

Quiet Firings

By Contributor
Law

This Developing Trend Is Moving in the Wrong Direction

By John Gannon, Esq.

 

Quiet quitting is a term many employers are familiar with — it involves a situation where an employee disengages from work and does only the bare minimum in order to get fired and collect unemployment.

Now, employers are firing back with quiet firings.

Quiet firing involves intentionally creating a difficult work environment and/or cutting pay or hours in a way that encourages people to leave voluntarily. In theory, the employee will quickly realize they need to get out and try to find alternate work elsewhere.

On the surface, ‘quietly firing’ a problematic or difficult employee might sound like a good idea. For starters, the manager or supervisor gets to avoid an uncomfortable conversation that will certainly lead to bad feelings and possibly boil over into a confrontation. Second, if the employee who is getting quietly fired is not meeting performance expectations, managers and supervisors avoid needing to coach them and give feedback.

John Gannon

John Gannon

“Managers and supervisors may prefer this method so they do not feel guilty about the end of the employment relationship. And quiet firing can be more easily accomplished in a remote or hybrid environment, as disengaging is easier when you do not have to see someone in the office.”

They can also avoid discussions about the consequences of continued poor performance. Managers and supervisors may prefer this method so they do not feel guilty about the end of the employment relationship. And quiet firing can be more easily accomplished in a remote or hybrid environment, as disengaging is easier when you do not have to see someone in the office.

Finally, some employers may see this as an opportunity to avoid unemployment compensation claims or claims of unlawful termination because employees who resign normally have trouble succeeding with such claims.

Despite what may appear to be advantages for employers who quietly fire employees, employers should resist the urge to utilize use this strategy for a number of reasons. First, creating a hostile work environment could lead to a lawsuit. It is unlawful for an employer to create a hostile work environment that is tied to an employee’s protected characteristics, such as gender or race. Creating a hostile work environment or reducing an employee’s hours could also be considered an adverse employment action, which can lead to claims of discrimination or retaliation.

Employees who are successful with these claims can sometimes recover big damage awards. For example, back in 2018, a jury awarded $28 million in damages to a nurse who succeeded in a retaliation claim against her employer. Part of her claim was that she was being verbally abused by her supervisor. The jury agreed, and the employer had to pay — a lot — for this supervisor’s mistake.

Employees who feel as though they are being squeezed out might resort to avenues other than the courtroom to air their grievances. It is not hard to leave damaging feedback on Glassdoor, a website where current and former employees anonymously review companies. Employees can (and probably will) share their negative feedback with co-workers, which could serve as the catalyst for good employees to start looking for a new job. It’s no secret that hiring and retaining qualified employees seems to be getting harder and harder each day.

Moreover, quiet firing is often the byproduct of a poor manager or supervisor who is unwilling to do one of the more difficult parts of their job — performance management.

So what should employers do? First, leaders should insist on managers and supervisors using traditional methods to address problematic behavior, such as coaching and progressive discipline. Should those efforts prove unsuccessful, managers and supervisors need to be ready to have the difficult conversation necessary to terminate the employee.

HR leaders should also be stepping in to prevent quiet firing from becoming a thing. This should involve regular check-ins with managers to talk about difficult employees and proactively asking how they are trying to solve the problem. Hopefully, the answer is performance management. If it’s not, maybe the manager is the one who needs some coaching and/or discipline. u

 

John Gannon is a partner with the Springfield-based law firm Skoler, Abbott & Presser, specializing in employment law and regularly counseling employers on compliance with state and federal laws, including family and medical leave laws, the Americans with Disabilities Act, the Fair Labor Standards Act, and the Occupational Health and Safety Act; (413) 737-4753; [email protected]

Another Big Step Forward

By
Opinion

Editorial

 

Just about all the dust has settled from this November’s election — finally, and thankfully. And now is the time for analysis.

And while much of the focus is on the national scene and what the results from this midterm election mean moving forward, what happened in the Bay State, where there was no suspense, is also intriguing and worthy of note.

In short, it was a milestone day for women — and the state itself.

Indeed, women won five of the six state-wide seats up for grabs. Maura Healey, the first woman elected governor of the Commonwealth (and the first openly lesbian governor in the U.S., a milestone she shares with Oregon Gov.-elect Tina Kotek), garnered much of the attention, but she was only part of the story.

Healey’s running mate, Salem Mayor Kim Driscoll, was elected lieutenant governor; Deb Goldberg was re-elected treasurer; Andrea Campbell became the first Black person elected attorney general; and Diana DiZoglio was elected auditor.

Longtime state Auditor Bill Galvin was the only man to win statewide office, and he defeated a woman, Rayla Campbell, in doing so.

So what does all this mean? First of all, more women are being elected to these offices because more women are running for these offices, which is a very positive step forward.

Before Tuesday, only nine women had served in the constitutional offices in the state’s history, and that’s largely because comparatively few women had the desire, the wherewithal, the confidence, and, in many cases, the support to seek such offices.

All that has changed in recent years, and we’re seeing it not just with statewide offices, but local offices as well. Michelle Wu became the first woman elected mayor of Boston this past year, and locally, several cities now have women in the corner office, including Easthampton and Pittsfield.

There are many reasons why more women are stepping forward and running for office, including a host of leadership programs, including several locally that encourage individuals to get involved, be active in their cities and towns, and, yes, take leadership roles.

Whatever the reason, getting more women — and more people of color and people with diverse backgrounds — involved in government, on both the local and statewide levels, can only be good for everyone involved because it means that more voices, and different kinds of voices, are being heard.

We’ve seen this in business, of course, and with very positive outcomes. Today, more women are sitting on the boards of major companies and nonprofits, more women are leading companies, and more women are taking leadership positions in realms once dominated by men, including construction, architecture, and even IT, although that is one sector where women are still looking to break through in large numbers.

Someday, perhaps not that far into the future, seeing women take five of the six — or even all six — of the Commonwealth’s constitutional offices won’t even be newsworthy. It’s only newsworthy now because it’s never happened before.

And it’s very positive news indeed, and a huge step forward for Massachusetts and all its residents.

 

Set Boundaries to Maintain Recovery

By Contributor
Opinion

Opinion

By Cristina Rivera, LICSW

 

The holidays can be a wonderful time of the year. For some, they mean seasonal gatherings and reconnecting with loved ones. For others, however, they can be emotionally and physically challenging, and this is especially true for many who are in recovery from substance use.

Having a plan for self-care and adhering to strategies that keep one healthy are key for all of us in enjoying the annual celebrations fall and winter bring.

I encourage people to not feel pressured to say “yes” to every obligation, whether that means attendance at a social function, family gathering, or work event. Individuals in recovery often know what environments will assist them in maintaining sobriety or allow the space to not use substances. Set boundaries and choose events that support your goals.

If you attend an event where substances may be easily accessible, prepare in advance. What’s your escape strategy if needed? Plan your arrival and departure, whom you will spend time with, and whom you will not. Having your own transportation allows you to leave if you are feeling uncomfortable. Having someone along to chat with helps if you are feeling the need for extra support.

If you opt out of an event, remember that you can still enjoy time with friends and loved ones. Plan to meet where you feel both comfortable and safe in maintaining your recovery goals.

The holidays may also bring feelings of loneliness as well as negative thoughts that could lead to using substances. I stress with my clients the importance of maintaining contact with people who support them in their recovery. This may be a mentor, therapist, friend, or fellow members of a support group — anyone in their life who is a positive influence and supports their sobriety. A supportive network can mean the difference between remaining substance-free or using a substance again.

It is possible to celebrate the holiday season and maintain your personal goals in recovery. Keeping to your routine and seeking support when needed are going to be very important. The gift of life is invaluable, and during the time of giving, the greatest gift to give yourself is decision making that maintains your recovery goals.

 

Cristina Rivera is director of Outpatient Services, Substance Use Disorders at MiraVista Behavioral Health Center in Holyoke.

News

Contact

Advertise

Events