Yeah, we've been warned of the same increases when our policies renew. We're in Brooklyn. In addition, there are also non-premium changes coming such as the requirement for the board to submit to the underwriter a copy of the alteration agreement and contractor's insurance policy to make sure there aren't any "worker injury" exclusions.

Hey! My name is Nick and Im currently a part time super looking for a different building.

I have 5 years expierence as a property manager and a few years in project management. It would be a pleasure to email you my resume.

Finding the right super can be a challange for sure. Most of the time its done through word of mouth and reccomendations from property managers.

Nickcataldo@rocketmail.com. Hope to here from you.

I have very little experience with the situation you describe. I recommend you contact the Board of Finance, they should be able to help you. If I remember correctly, there is a hard cut-off date that your co-op apartment needs to still be your primary residence for you to get any exemptions or the R/E tax abatement.

Good luck, and please let us know if you get an answer from the DoF

Some of you may remember me from 2019 but I posted the similar question about abatement.
I ended up suing the management company and the new owner (buyer) for taking our 2 year abatements.
The status date is 1/5 and we sold the coop 3 weeks later. Abatement is given by the city in chunk to the coop in December and distributed in the following spring so ours from 2018 was given to the new owner in 2019 and as we were still the owner on 1/5/2019, they received it again in 2020. I contacted DOF and they sent the abatement records showing our name.
Star abatement on the other hand stays with the unit. It’s written somewhere official.
If you plan on selling your coop and has abatement, please make sure you sell it after 1/5 and at closing discuss about the 2 years abatements.
I needed those abatements as our new coop charged us assessment but the previous owner wasn’t eligible for the abatement as he was an investor so we had no abatement we inherited from him to cover the abatement. We had to pay the assessment out of pocket.
As the small claims court is practically closed we don’t know when our case will be heard. I was hoping to report back here once it happens.

Thank you. Very helpful information. .:-)

To the "Coop Condo abatement - OG Nov 26, 2022" who wrote about having to sue the Mgmt and new owner.
First, thank you for writing about your experience and could you please share more?
Did the atty who handled your sale contact the buyers atty first?
Why doesn't the error clause in the contract enable you to rectify this matter after the closing?
What was Mgmt's reason for denying you STAR?
Would you please provide the link or where does one search for the details in this matter. Thank you.

Do your research in Google to get a sense of what is available, from what sources, and the cost. Contact Con Ed and Nat Grid to see what they have to offer. Ask your managing agent for consultant recommendations. Local Law 97 has brought a lot of new players into the energy efficiency market and having expert help navigating what's out there and what you should be concentrating on will save you money in the long run.

good luck!

This is a very complex undertaking and I suggest you speak to an attorney with a lot of experience in this field. Even under "normal" circumstances where you don't have the added complications of the HDFC rules and regulations, putting co-op shares into a trust requires a specific board resolution and other documentation. HDFC only adds to the pile. My co-op had our attorney draft the resolution, and my wife who was a T&E attorney said she would not undertake it on her own.

This Is *NOT* a DIY project. Do not try to undertake it on your own!

There are many issues most non-attorneys would not think of, any one of which could dig a very deep hole.

The resolution will cost your board in legal fees, and you can charge those back to the shareholder wanting to establish the trust. The alternative will be to pay an attorney many times the cost of the resolution as they try to dig you out of the hole you created.

Good luck!

I believe this is entirely within the purview of your Board. It is certainly rude and discourteous and should be addressed by your Board immediately. I don't think there are any governmental or legal implications, but the doorman should be spoken to so he understands what is duties are.

My question is...Why is this person still working as your doorman?

He/she should be informed of his duties in writing and then written up and suspended. If he/she continues do it, should be terminated!

As a practical matter what you can and cannot do will be influenced by the doorman's membership in a union. The ultimate goal should be to create a long and robust paper trail to counter suits of wrongful termination and other attempts to remain employed. Your managing agent should be closely involved and your board attorney should also be kept in the loop.

Hi. We had an identical situation happen in my building, and the procedures being followed by the police and medical examiner are exactly the same. Unless a person dies in the presence of a doctor or other medical professional, the death is assumed to be of unknown causes and requires an inquiry by the medical examiner's office.

From what you describe, the legal and estate implications are going to become very convoluted very quickly. You should *not* try to navigate this system without legal help. I would contact your co-op's attorney immediately so there is someone with the proper legal knowledge looking out for the co-op corporation's interests.

Don't do *anything* without legal advice. You know what they say about the road to hell being paved with good intentions...

I hope this doesn't drag out for too long.

You also need to have a hazmat company come in and do a thorough cleaning and disinfecting. If you don't, and anyone gets ill (or worse) from any biological material that could remotely be connected to improper biohazard cleanup, you're looking at a serious negligence lawsuit.

At the very end of 466.15 there is a section which states,

"How to File a Complaint
A complaint must be filed with the Division within one year of the alleged discriminatory act or in court within three years of the alleged discriminatory act. You can find more information on your rights, and on the procedures for filing a complaint, by going to www.dhr.ny.gov, or by calling 1-888-392-3644. You can obtain a complaint form on the website, or one can be e-mailed or mailed to you. You can also call or e-mail a Division regional office. The regional offices are listed on the website. "

It sounds like a good place to start.

Under most coop by-laws, the shareholders themselves can force a special meeting to be called. This is how it reads in our own by-laws: "It shall also be the duty of the secretary to call such meetings whenever requested in writing so to do by shareholders owning at least twenty-five percent of the outstanding shares of the Corporation." Start a petition, get signatures totaling at least the required percentage of shares, and engage a lawyer if you need one. You generally need to state a purpose for the special meeting - e.g., "Election of the board of directors." People can be apathetic, but if you have enough shareholders on your side, you can force the issue.