Hi - Everything you wrote is secondary to the desire of your super to join a union. You present some very convoluted issues regarding your super: also a shareholder, having all of his living expenses subsidized by the co-op etc.

The only advice I can offer is to immediately contact an attorney who *specializes* in labor and union relations. The rules and regulations regarding unionization are complex even in a plain vanilla situation. Yours sound like they're on the next level.

Any missteps taken today can haunt you for years. You need a specialist who knows the law, knows the regs, and who can guide you along the path you and your co-op want to travel.

Remember, especially in this kind of situation, legal advice you receive here is worth what you pay for it.

Good luck!
--- Steve

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What a great setup for your super, your coop is so generous why would anyone want to be in the union? Being on the board for many years I would look for another super. It sounds like he wants protection on getting out of doing work in your building 24/7 he seems much too comfortable. I really don't understand why so many coops and condos give their super so much power and credit for hanging out in there apartments all day, while the other help covers for them.
Steven is correct to go see a lawyer that does this kind of law. Please reconsider on hiring a new energetic super. Best of Luck

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I don’t have any solutions but I agree with the general consensus of trying to legally avoid any of your staff going union. I also am in a NYC Co-op, and the staff is unionized. The staff in general does the least amount of work possible without getting fired, and it’s impossible to fire them. You’d think they’d be grateful that they have benefits, job security, pensions, health insurance, but they are always complaining about the work, the pay, the schedule and pretty much everything. They remind me of tenured teachers and professors who know they cannot be fired. And I’ve read that unionized building staff costs owners 40% more. The trouble is that we are such a union friendly city that in you cannot fire someone for wanting to go union. I’d start keeping a log of any behaviors of his that you are unhappy with. Make it computerized so you can show your concerns about his performance pre-date his desire to go Union. Sorry I don’t have any advice but I feel your pain. The next building I buy in will be non-union.

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