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I'm writing a Habitat feature on the right way and the wrong way to fire a co-op / condo super.
I've been speaking with attorneys, managing agents and a union rep. I need now to speak with one or more board members to get "real world" experiences that will let other board members benefit from your first-hand knowledge.
We won't identify any super by name. If necessary, we won't identify your building. Your experiences and knowledge can help other board members tremendously.
Please contact me in the next day or two at flovece@habitatmag.com and I'd be happy to arrange time for a 10- or 15-minute phone call.
With thanks,
Frank Lovece
Well, a couple did respond, and I spoke as well to an attorney, a property manager, the head of the RAB and two people at the union, so with all them plus background research I think we'll have pretty informative piece. I've been writing about this stuff for a dozen years, and even I learned some things!
I tis extremely imprtant to keep a paper trail of a Super's infractions. For example, how much overtime is breing charges and how often? Is he/she getting "bribed" (in the form of "tips") by outside contractors, very often "side jobs" are a big problem - building supplies can be used and the jobs are often during salaried time. Also what is the true background of the employee - always check for references with several prior board members. Sometimes a terminaiton agreement included a good reference. Scary but true.
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You mean there is a good and a bad way to fire someone? End result is the same "your fired". Hard to get a board member to talk as they need to be of sound character.
Bob.
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