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Do any coops or condos audio tapes communications between the management office and residents, contractors, vendors, etc.? Likewise, do buildings tape conversations with the doormen, superintendent, security, etc.?
Does your building have the facility to tape telephone audio conversations?
If no, have you considered taping conversations and what dissuaded you from taking the action?
If yes, which conversations do you tape?
Do you tape conversations with the management office?
Do you tape conversations with the concierge / doormen?
Do you tape conversations with the security office or staff?
Do you tape conversations with the superintendent’s office?
Do you ever tape conversations of those who visit your management office such as to the office window or counter?
How do you handle conversations with belligerent or bellicose residents, contractors, vendors, etc?
Thanks.
No. TRUST is the NUMBER ONE issue that makes a good coop/condo work. If I had to resort to recording, I would terminate the relationship with the vendor, staff etc. If I had to record the shareholder, board or Management office, I would hold a meeting to discuss why it has come to this, and if situation was not remedied, then I would look for another building. My job is stressful enough without having to watch my back, and if there is a lack of Trust, then what is the point?
Pgrech
We have had a number of residents, albeit a small percentage, who when they cannot accept or abide by a rule find it necessary to harass the staff verbally.
We had someone “steal” Halloween/Thanksgiving decorations and sent them a letter to return the decorations or be invoiced for the decorations.
In turn, they screamed at the building manager that they wanted the individual who reported them to be fired.
We have had an individual (an attorney no less) ask for special parking while work was in progress in the garage and when denied the resident called the building manager a Nazi.
Each day there is at least one individual who crosses the line and enters the work of improper behavior. Our staff need not be subject to aberrant behavior.
Sure, we could have our attorney write letters, but why send letters if a voice recording will modify one’s behavior?
That’s why I posed the question, as I am ambivalent in this situation.
"Sure, we could have our attorney write letters, but why send letters if a voice recording will modify one’s behavior?"
A board member does not get into this type of problems. Let the right professionals take care of the issues. For this reason, I always compare my work to a circus wild beast tamer. I carry a whip and a one-shot gun all the time.
I whip through management; I shoot my gun through the co-op counsel if they did not hear the whip. Discipline does not only come through the counsel's letter, but through the invoice that they receive bill for counsel intervention. When they see the invoice, they will get 20/40 vision if not 20/20.
AdC
This is why your manager should have plenty of honey and ice-cream to peacefully avert these things
~AR
Before turning the tape recorder on, you may want to find out what specific warnings you may have to provide to those whom you wish to record since consent may be required. Similarly, when you record, remember that you are also being taped. This was a problem with Nixon, the famous or infamous tapes. You must be extremely cautious as to what you say.
The best way to document is to MEMORIALIZE you conversation if important, i.e., date, time and what as said as soon as is feasible. If you feel that the person with whom you spoke requires the opportunity to clarify the message, then send the person the memo with your understanding of the conversation and let the person clarify if necessary. In this way, both parties have a document of basic understanding of an important discussion.
AdC
LOL, if they are calling the manager a nazi for not permitting special parking, imagine what they'd do/say if they knew he was recording them!
While it may be within your rights to record (Providing certain regulations are followed and 1 recorded party is consented), there may be other, more diplomatic ways of achieving your goal. Reviewing and evaluating your management style may be a good place to start. Usually, when there is disarray in any organization, a corporation, a family, an army platoon or even a building, accountability and change comes from the top down. So what I am suggesting is that it may be more prudent to evaluate the effectiveness of both the Board and management in different areas.
Sometimes my task as a property manager is to be a psychologist, psychiatrist and life coach to residents. While I believe the Board should not get involved in personal resident disputes (because, no matter what the outcome, you become the bad guy), it is the managers job to foresee, intercede and prevent situations as you are experiencing. Then, if they do occur, quickly and quietly put out the fire.
All that aside, I do tape certain conversations with certain residents, clients, etc.; but, only when I know there is a potential litigious situation. This has worked to my advantage recently when firing a local 32B Super.
~AR
Paul,the advise that I would give is to set up a meeting and bring all waring factions to the table to hash thing out. Short of that I would say call Dr. Phil or ask Valerie Plains? to go undercover again.
FN.
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Paul, is there a specific reason? maybe you can elaborate a little more.
FN.
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