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Porters, Handymen, and Doorman, or PHD's Blog
 
Questions - Supers, Management

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•frequently asked questions  •ask a question  •questions by category •questions 900-949  •questions 850-899  •questions 800-849  •questions 750-799  •questions 700-749  •questions 650-699  •questions 600-649  •questions 550-599  •questions 500-549  •questions 450-499  •questions 400-449  •questions 350-399  •questions 300-349  •questions 250-299  •questions 200-249  •questions 150-199  •questions 100-149  •questions 50-99  •questions 1-49

 
Question #849: Do I need a GED or high school diploma to start a superintendent training course? Post your answer

Answer: Depends where you attend the courses. A GED will help you and would be of great advantage for you not just for a super's course, but for your life. Some places require it, some dont. Peter Grech, GBOC

Question #848: I presently have a job as a resident manager in a Local 32BJ building, and have been offered a better job in another Local 32BJ building. I will have a probationary period of six months, which I have no problem with. My question is about my medical and dental benefits during this period. Do I lose coverage during this trial period? Post your answer

Answer: Yes. All you need to do is to make it part of the deal that the new company takes over your medical, pension, etc., benefits. However, usually you do this in the negotiation part - after they offer you the job and before you accept it. It is up to them to say yes or no. I know, because I make that part of the deal in every new job I go too. Peter Grech, GBOC

Question #846: What can be done about companies like PC Richards and Sleepy's dumping the customers' old fridges, mattresses etc., on the property? I call 311 and usually get some employee who can't be bothered to do or suggest anything. It's really annoying when you find old items left by these companies in the hallways and basement. Post your answer

Answer: In my building we have a policy (in writing, which we hand to all movers, contractors and deliverers who come into the building) that all the above are prohibited from leaving anything behind, including packing material, furniture and all other disposable items. This will take care of most, but not all, of those kinds of dumping and disposal problems - invariably some get away with murder. But if you have time to keep an eye on their activities they can usually be caught and forced to do the right thing.

Question #831: Re: self-managed or in-house-managed co-ops: I am a super, in a 73-family class 'A' Brooklyn co-op. The Board is willing to consider my proposal that I set up a company and do in-house management, but they want to first speak with the boards of other comparable buildings, which have similar set-ups. I have taken the self-management course at CNYC, and I have done IREM's ARM course. Can anyone refer me to such a building or list of buildings? Also any pro or con ideas, or specific instructions? I have started talking to a payroll company which has a bookkeeper recommendation, for possible back-office services, and I am considering a Bank Lock Box System. Post your answer

Answer: I don't recall any specific buildings that I could give you a phone number which are self-managed. Your best bet would be to contact Mary Anne Rothman at CNYC and ask her that question. Peter Grech, GBOC

Question #830: I am a union 32BJ superintendent on East 86th Street. Am I responsible for scraping, plastering, sanding, priming, and painting of six large hallways (6 floors) in the condo I work in? Post your answer

Answer: My opinion is no, you are not required to paint - paint touch-ups maybe. Your best bet is to contact your union delegate, as you should in all union matters. Peter Grech, GBOC

Answer: I wish to expand on my answer above: New York City laws require that any contractor or super, etc., who is going to paint and plaster in a building built prior to 1968 needs to have certifications to deal with the lead paint issues. This becomes even more important if there are children living in the apartment or building where the lead paint will be disturbed. So, unless you have these requirements and certifications, and assuming your building is built prior to 1968, you CANNOT do the painting and plastering - regardless of what the union and management says. Peter Grech, GBOC

Question #826: What are union scale wages for a New York City super?  Is it reasonable to assume that this wage is just a base salary for a super. Post your answer

Answer: There is NO set base salary for a unionized or non-unionized super. While there are hourly rates for doormen, porters and handymen, no set hourly wage exist for supers or resident managers. Too many factors are involved in calculating a super's salary, among them: size of building, staff size, location, job description. Peter Grech, GBOC

Question #825: When a person within your field of industry goes on an interview, let's say for a Superintendent / Resident Manager position, and is asked the typical question: Tell me about yourself. What do you feel are key points the individual should bring to the table? Post your answer

Answer: Obviously this question will have different answers because of different people. The main thing to bring to the table is: your talents, your contribution to the building, your experience and your successes in the past - to name a few. Peter Grech, GBOC

Question #813: I am looking to take a training course to become a super, but am having trouble finding a school, please help. Post your answer

Answer: Start your search here.

Question #804: What can a super do about tenants who dump trash and abandon furniture in the hallway? Posting signs prohibiting these actions are often torn down, perhaps by those same people. I read a lot about tenant's rights, but when tenants break city regulations the complaint procedures are not so clear. Post your answer

Answer: I can not say what I would do. But if you ever go to one of our meetings, ask me in person and I will give you a few options. Peter Grech, GBOC

Answer: This is the kind of thing that never gets easy for most of us who work in building support. We can do our level best day after day and year after year, and a resident - who should have a vested interest in helping the building staff keep their building clean and NOT making it difficult - dumps all over your clean hallways with a total lack of care for your hard work or respect for your efforts and the wishes of other residents. I don't have any advice (except to keep on respectfully requesting or demanding that they do NOT do these things) because it IS your job to keep the building clean no matter what happens. But we all understand your frustration. Most of us have at one time or another experienced this kind of callous behavior from some of our residents. And it really only takes one to sour the experience and make us feel that all our hard work is thankless and demeaning. How to deal with this is the kind of thing we talk about at monthly meetings, often one-on-one and sometimes as part of the monthly focus of the meeting. You would do well to come and introduce yourself around and find others who share your goals to keep on doing your job the best way you know how - no matter what. This is a large part of why STA exists - to encourage ourselves and others to do our jobs better and always be a professional. Glen Stoltz

Question #802: I'm one of those rare female supers and one of my tenants litters 4 to 5 times a day on the street and sidewalk to feed the birds. I'm all about sanitation and hygiene. My windows are all street level and it's pretty gross what I have to deal with. He's also admitted to being a sexist and is aggressive. How should I handle him? Post your answer

Answer: First and foremost we at the STA offer the highest level of respect to all female supers, and to answer your question, I would bring it up to the board and management and specify the reasons you mentioned above, hopefully they will send said resident a letter requesting him to stop. Roberto Cardona

Question #801: I'm a live-in super for a co-op building and I would like to know if the board can tell me how to run my job every day? It is hard to do my job when a board member is in my face. How do I deal with this problem? Post your answer

Answer: YES they can tell you how when where what etc. Usually this happens when a board lacks faith in the super. I suggest you talk to them and ask them if they are lacking the faith. If they answer no, then talk about how they are micro-managing you. Communication is the number one thing that you and the board must have. Keep in mind there is a right and wrong way in how and what you communicate to them. Do it in a professional manner. Peter Grech, GBOC

Question #800: I was let go yesterday 09/05/2006 after 27 years on the job, his reason was he had heard by tenants and contractors that I was under the influence of something. He also stated it has been going on for years. I have never been issued a letter in all the years I have been there. I believe this was done by the Operations Manager. What recourse do I have in this matter? Post your answer

Answer: If you are a union member, then you have union recourse. If you are not union, then I would ask for specific proof of the allegations. If it means much to you I would retain a lawyer. Otherwise, ask for time to find another job, ask for moving expenses and a letter of reference and just move on. If the manager is after you and he has such influence over the board or owners, then you are out of luck and if it isn't for this, then it will be for another reason. Peter Grech, GBOC

Question #794: I believe my husband is superintendent material. We don't live in the city yet, still in Iowa. I wanted to know where or who he could talk to about specifically the technical aspects, he is welder, pipe fitter, etc. plus has a business degree, so would appreciate to know where we could go. Post your answer

Answer: He could start by becoming a member of a technical association in New York City for supers and other building support workers. I have an idea: why not join STA? Upon membership, he can post his resume online (several members report getting jobs in this way) and he can also post a Situation Wanted ad at any time. He is also welcome to call any of us on the Board and discuss specifics - just pick a friendly face and call. Many of our membership are happy to support other members in whatever way presents itself. Beyond that, he should be perusing the help-wanted ads in the local papers to see what's out there, and possibly calling some of them to see what are their specific requirements.

Question #792: My 70+ apartment co-op building hired an incompetent ex-handy man a few years ago to be the live-in superintendent. I and my wife are fed up with him and want to have him replaced and we will do so at the next shareholder meeting. We know others will agree and may welcome our broaching the subject. What are the guidelines, if any, for the removal procedure?  Who besides the answers that may be provided here can we contact for additional advice? Post your answer

Answer: Sorry to hear that the super didn't work out. This happens. Are you sure that you have exhausted all your talents collectively to see if the super can be saved? The question of termination is not an easy one to answer. First of all is the super union? If not, then termination is somewhat simple. Keep in mind he may be undesirable but is still a human with a family and he would need some time to relocate. If union, then the procedure is more time consuming. Your managing agent should know what to do. If the management company does not, then perhaps management needs to go as well as the super. Who can you talk too? Us, that's what we are here for. Peter Grech, GBOC

Question #791: hello i live in bklyn and i wanted to say my super has absolutely no communication skill's,and is unprofessional i caught him calling me a derogatory word over a walky talky,but he deny's it and i took it up
with the management and they said they'll talk to him.but i want to know how do most supers get fired,or who can i file a complaint with against him if he becomes violent???
Post your answer

Answer: It's ironic, to say the least (and to be very kind), that you complain about your super's communication skills and you do it using such bad spelling and grammar. Is good grammar and correctly spelling words not also part of communication skills? (It's a rhetorical question). Having said that, helping supers and other building support workers improve their communications skills in any way they need help is a large part of what STA is about. Come join us (we're open to all kinds of people - not just building support workers - and your positive input could collectively help us find ways to improve the skills in which we all need improvement. Glen Stoltz

Question #790: My fiancι and are looking for an apartment. We found one through a realtor that we liked, and set the process in motion. Because the building is all or part co-op, we have to be approved by the co-op board before we can sign a lease. There is a $50 application fee - which we are fine with paying. However, when the real estate agent went to pick up the application papers from the superintendent, he demanded a $500 referral fee. Apparently, he is the one who let the agent know that the apartment was up for rent. We are getting together with the real estate agent tonight to discuss this, but I have really big reservations about paying this $500 for the apartment, especially if it doesn't even guarantee we will get it. Is this fee even legal? Post your answer

Answer: This sounds a bit odd. It sounds to me, since you need to have board approval, that you are renting a unit that has been previously sold to an individual shareholder. If that is the case, then you would not be leasing, but sub-leasing. If you were renting from the sponsor of the co-op, then you usually do not need board approval. While there are certainly variations, oftentimes shareholders in a co-op can only sublease their apartment for two years. Read the lease / sub-lease carefully before signing it.


Answer: Referral fees are really not legal in this case. The super represents the landlord, and NO landlord representative is permitted to collect a fee. To collect a fee, the super would have to have a real-estate broker's or sales associate's license. If the super told the agent, then the agent would need to work it out with the super - NOT YOU, since the agent is making the commission. The agent should pay it by check, then make formal complaints about it. (In the old days it was called "key money"). Peter Grech, GBOC

Question #789: How much time can a landlord give a super to move out of apartment, once super has given up the position? This is a non-union job.  Is one month or two, too short of time to look for a apartment elsewhere. What is the normal time frame allowed to move out? Post your answer

Answer: I don't know of any set time for a move out once the super has given up or lost his position. 30 days would be the "standard". After a super gives up or loses his job, the super becomes an illegal tenant or a month to month tenant and is subject to the landlord-tenant laws. The landlord would have to file for eviction and they will win it. Note also that the landlord would be entitled to reasonable rent from the ex-super. Work it out as best as you can. These things should have been settled on at the time of hire, not at the time of exit. Peter Grech, GBOC

Question #788: I'd like to know if there is any law that requires certain buildings to have live-in supers, as opposed to live out? Post your answer

Answer: The Codes state that a super should either reside in the building or with in 200 feet of it. The code states a minimum size building not how big.  Peter Grech, GBOC

Answer: This question, and questions much like it, have been asked and answered many times. Do a site search for the answer or read the Frequently Asked Questions. Glen Stoltz

Answer: Click on the links on the homepage for the NYS Multiple Dwelling Law and the NYC Housing Maintenance. Code. You will find the answers there, in those laws and codes.

Question #784: How much time is a super given to move after being fired? Post your answer

Answer: One month is probably "normal" - but give more time if at all possible, it's tough to find housing and a job in New York City in short order. Glen Stoltz

Question #778: What is the starting salary for a 145 unit apartment building with 2 porters and l handyman, for the supervisory superintendent? Post your answer

Answer: There is no such thing as a start up salary to speak of. Newly hired supers, if they are union, are not paid less then what the previous super was paid. Of course this does not mean the new hired super cant be paid more. Peter Grech, GBOC

Answer: The answer to this question varies as much as New York City residential buildings do - there just is no easy, set, formulaic answer. The question you will want to answer first is: How much did the previous super make? The answer to your question is probably (at least in part) dependent on an honest answer to THAT question. Glen Stoltz

Question #769: I own a 4 family house in Yonkers. I have a tenant who lived in a studio for 4 years, and over the years her family has grown. She now has 2 adults, 3 children, 4 cats and 4 dogs. I'm thinking of evicting based on too many people and pets for a studio. She has no lease. Since she has no place to go, I will be forced to get a Marshall eviction. Am I justified? How long will it take? How many extensions will a judge give? Post your answer

Answer: As you will know if you've visited the website to any extent, we are geared toward New York City supers and resident managers. The laws in Westchester County and in your town may differ from ours. In Westchester County I think you won't be subject to the Housing Maintenance Code of New York City, but no doubt will be subject to the NYS Multiple Dwelling Law. At any rate, we do NOT dispense legal advice, you really should consult a lawyer in your area for details. Glen Stoltz

Question #765: I live in a 15 unit building in Manhattan.  We have a “part-time” super who lives in a different borough.  He doesn't come around often, doesn't clean the hallways, and when doing work, doesn’t follow any codes (leaves chipped paint on the floor, stores old boards with rusty nails in the stairwell, and so on).  There are dozens of serious violations (including a broken fire escape that is tied up with rope).  There are many great supers around the city that would be appalled, and I'm hoping some can provide real advice on how to address this situation.  How can a tenant handle such a situation when the landlord doesn't care and the city departments push complaints through an endless maze of bureaucracy? Post your answer

Answer: If you can't get the attention of the landlord, and in the absence of a management company, you can complain to the City. Call 311 for the appropriate agency.

Question #762: What is considered a just cause to remove a super from the property, if the super is a menace to shareholders and if he is antagonistic towards the board and shareholders?  He has also threatened an employee.  The union facilitated 2 hearings and will be going to arbitration before any decision is being made. Post your answer

Answer: It is not impossible to remove a union super. The Realty Advisory Board, who represents the owners in dealings with the union is better equipped to answer this question. However, let me give you my thoughts on this subject based on my 30 yrs experience. 1. The union's main function is to see fair treatment of the employees. 2. The arbitrator will want to see at arbitration that the employee was treated fairly and that the employee was given every opportunity to improve or cure the situation. 3. Management and the board usually screw up the paper trail, screw up the handling of building up a case for dismissal. 4. Usually there is a failure to communicate with the employee and give him the help he needs to cure or overcome the shortcomings or issues. 5. Everyone involved being human, ego sets in as well, as a fog that clouds the real issues. Many times arrogance becomes apparent from both sides. If your case is weak, cancel the arbitration and regroup to have a better case. Again, it's all about fair treatment. While you may think you treated the super fairly, the Arbitrator may indeed see it otherwise. Peter Grech, GBOC

Question #761: What is the standard salary for a super in a building of 130 to 160 units. I am currently a live in super at a 35 unit condo in lower NYC and make just under 50k with utilities (including cell phone) and parking. Post your answer

Answer: There is no pay structure based on how many apartments. I know of a super with 27 apartments who earns $70,000 per year and then a super who has 700 apartments who earns $80,000 per year. Super's pay is usually based on historic pay in the past to supers as well as how well a super can negotiate pay raises. Perhaps the super has a special talent that is needed for a particular building, such as experience in project management or the need for a refrigeration license etc. Furthermore, pay is also based on how long the super has been at the building. It doesn't seem to be fair, but it is what it is. There is a union base or minimum salary. But in most cases supers make more than that. Peter Grech, GBOC

Question #759: Our board would like to invite our super to some meetings. How frequently should we do this? What should we ask him, specifically, to be prepared to speak on? How do we do so to get him more involved? Post your answer

Answer: I am glad you are going to include your super in board meetings. The way my board has me set up (and works well) is after the approval of the minutes, I give my report. This report is a brief description of what went on in the building that is note worthy, such as leaks, resident issues and special items. The board then asks me questions on my report. The board at times will give me assignments to carry out or ask questions about the building that was not on my report. I am at every board meeting. I remain for the managing agents report, then I am excused. There is no need for any super to sit through the entire board meeting. That punishment belongs to the board members. In all it should not take more then 30 minutes or so, even though sometimes my report takes about an hour plus, due to questions from the board. Note: We just went through major construction of the lobby and renovation of all the hallways. Peter Grech, GBOC

Question #758: I have heard about NYC Department of Housing Preservation and Development fining buildings for not having a certified super.  What is a certified super and how does a super get certified? Post your answer

Answer: Yes, you are correct. This has been on the books since the 60s but HPD (Department of Housing Preservation & Development) never enforced it. Guess the city needs money. The code reads, in brief, that every super needs to be certified by either the owner or board of directors that the super is competent in his duties as a super, or the super must have a minimum of 15 hours of courses pertaining to building operations. HPD at this moment is currently not giving out violations if your super is not certified, however they will be in time. HPD is insisting on about 80 hrs of courses to meet the requirement.  STA is hoping to work out classes for STA members, as well as working together STA and HPD to bring workshops and seminars as we did for the lead courses which 180 members took through STA with HPD. We have another meeting with HPD next week, in which time I will have more info. This is another example of STA leading the field by being proactive. STA is also in final negations with ABO (Association of Builders and Owners) for RAM certification which is Accepted all over the US. Just email me if you or any one else is interested in Certifying your super. Once I have the information I will forward it to you. Peter Grech, GBOC

Question #755: How can I apply to become a super? Post your answer

Answer: The best way to look for superintendent jobs in New York City is in the Sunday New York Times/job market. Also check the listings in this website in the job section and post your resume online*. The other way is to ask around and send resumes to property managers / companies etc. James Zammit

* WEBMASTERS NOTE: In order to post your resume on this site, you must be a current member of STA

Answer: The best way to find a new job is through word of mouth. Ask around, talk it up and keep going back to those who are in a position to know of jobs coming to light (such as other supers). Networking is a part of that. Let other supers and building support workers know that you're in the market, and stay in touch with them as much as possible. Come to STA meetings and let everyone know that you're looking and pass out resumes. Many of us will be happy to be on the lookout for fellow members.

Question #752: How many female supers are there in Manhattan? in NYC? I am in first grade and doing a research project on community workers-I chose supers.  I need the information by June 12, 2006. Thank you. Post your answer

Answer: I have tried to find out the answer to your question and didn't have much luck. Yes, there are Female superintendents. How many and where they are is the question. I believe that there are about 10-20 female superintendents full-time in NYC. There probably are a higher number part-time. Part-time would be where their husbands work all day long at a job other then at the building, and the wife takes care of the building in his absence. Peter Grech, GBOC

Question #751: My husband was hired as a live-in super for a 54 unit building. He was told that it was a union position. How can I find out which local he is supposed to belong to and if the landlord is paying the dues?  When he brings it up with the landlord, they evade the question. He has not received anything yet, and he has been on the job three months. Post your answer

Answer: Superintendents and resident managers have a six month trial period on new jobs. The owner/board are not obligated to pay anything into the union on behalf of the super until that time. However, this rule may be different from one type of union to the next. Since I don't know what borough you live in, I suggest asking other supers in buildings near you what union they belong to. Peter Grech, GBOC

Question #747: What are the keys to ensuring an internally promoted super is made to feel wanted, respected, and supported in order to solidify the possibility of his long term success, stability, retention, and obviously, his performance. Post your answer

Answer: I assume you are not the super but either a board member or other. The keys as you put it, vary from super to super. As Bill has already stated, communications, respect and trust are very important and probably are the core keys. But being individuals, that we all are, different keys effect different people. "different strokes for different folks" I believe it was once said. You need to find exactly what the new super holds close to him as his goals or needs. Find those out and help him/her achieve them, is the best motivator. Pats on the backs work ok for the short term. Another core key would be involvement. Making the super part of the team seeking out his opinion and helping him to develop into a better super. Get him a membership in this organization is a good start. Peter Grech, GBOC

Answer: In my opinion the major "keys" would have to be respect, trust, and communication. Unfortunately, most owners, co-op boards, and to a lesser degree, managers, do not have the foggiest idea what these "keys" are.  Or they might be aware of their existence, but knowingly deploy them with extreme stinginess. Most co-op boards, owners and managers still consider most superintendents as over glorified porters!  However, in this unbalanced equation, you (the Superintendent) must do your best to rise above it. Please read the eloquent advice, given by our STA president Mr. Peter Grech here, I think he sums it up very well! Bill Aristovulos

Question #745: The superintendent of my building has done sloppy repairs in my apartment. I've complained about him several times. I would like someone else to do the remaining repairs, but the landlord refuses to send anyone else but him. Is there anything I can do about this? Post your answer

Answer: No. the super works for the landlord. You should ask other tenants how they find the super's work. If others are ok with it, perhaps then it is something personal between you and the super. If they all say yes, he is sloppy, then it's the super. This is only a suggestion and I don't know if you have tried this already or not, but, perhaps. 1. Talking in a personal and candid manner with the super and find out if there is something going on. You never know. 2. Perhaps a tip would work well. I don't want to go into the issue of tipping, as it would be a long topic. I know you pay your rent and deserve service, but never the less, a good tip works wonders. (not sure if you tried that) Peter Grech, GBOC

Question #742: I have been the super for a 61-unit building in the Bronx for 3 years. I am the only person employed here. It is a co-op, but the sponsor still owns about half of the units. For a year now the board has complained that the backyard has not been maintained. I have done my best, despite not having a leaf blower. I have a lot to do, and leaves in a yard that is not used, is at the bottom of my list. I work on it on my slow days. We also have a landscaper who only cleans the front yard. They suspended me for 3 days for not getting it done quick enough. I have had no problems for 3 years, the tenants love my work and how much things have improved since I took over from the old super. I have been told I am in Local 187. No one can seem to get me in touch with them. What can I do to protect myself? Post your answer

Answer: If you are in the union, do whatever you have to do to get in touch with them and ask for their support.

Question #740: Should a co-op provide the tools necessary for a new superintendent, or should he be equipped with his own tools? Post your answer

Answer: If the building is a union building, the answer is yes. If it's a non-union building, then the building should supply tools. Most supers over the years have obtained their own tools anyway, but should they break, then the building should replace the super's tools at no charge. Supplying tools is a motivational tool in itself. Just make sure all building-supplied tools are marked with the building address, and an inventory of building tools is kept. Furthermore, if the super has his own tools, he should have an inventory of his tools kept on file. This removes any questions of whose tool is whose. Peter Grech, GBOC

Question #738: I am on the Board of Directors for a 29-unit co-op in a pre-war building in Manhattan.  We have a live-in super, with who has been with us for 10 years - and would like to find the proper compensation / raise for him.  Is there a resource where I can find comparable salaries? Post your answer

Answer: There is no resource that I know of that tracks how much supers earn. Buildings vary in size and demand / work load, so its hard to establish a range or flat rate. My suggestion is to ask the management company AS WELL as see what other supers in similar buildings around you are making. Note, IF he is a good - great super, then his/her salary should also reflect it. Peter Grech, GBOC

Question #737: What are the advantages and disadvantages of employing our part-time super / porter for a 21 unit building on a salary vs. an hourly rate? Although he currently has a job description and is paid a fixed salary, there is continual confusion / disagreement about what he should be doing and how much he should be working. Post your answer

Answer: The hourly rate is totally to your advantage and not to the super. However, finding a good super paid by the hour is hard, as not that many would do it. You see, paid by the hour ends up being unfair to the super in many ways. One of which is that things happen. If, lets say, he is paid for 3 hours per day, and he was interrupted due to a building issue, how would he deal with it? Would he claim extra time, or just not complete the work set for that time? Believe me, a super's job is not hour by hour. Lots of issues come up and are not included in that hour to hour rate. Unless, of course, you pay him, say $25 to $30 an hour, then it may be worth it to the super. Peter Grech, GBOC

Question #729: I asked my super to do a little better job around the house and he went ballistic on me and threatened me. In the past we had a good relationship, should I give him a second chance or fire him right away. I like his wife and they do an okay job. I live in 16 unit building. Post your answer

Answer: I am sorry but in a way I have to disagree in part with the previous replies to this question. No matter what, a superintendent should NEVER lose his cool with anyone who lives in the building. Doesn't matter that we do not know the whole story or both sides of the story. Doesn't matter whose fault it was. While firing the super is overkill in this situation, there is a need for a disciplinary action. If this goes unchecked, it may lead to more incidents. A written warning should be issued to him. Now, EVERY employee, whether it's a super or a VP of Citibank, should have a written job description detailing to a degree what is demanded of the position. Furthermore, periodic evaluations should be given so that the employee knows if they are on track or not. I won't go on-I think you all get my point. Peter Grech, GBOC

Answer: By not previously mentioning whether you or you tenants were dissatisfied with his work, you led your super to believe that his work to this point was perfect. So after you gave him a false belief, you are now asking him to step it up a little bit more. In is his mind he has been giving you 110% (an OK Job). Remember that the above happened only because you failed to point out or address from the very beginning what you and your tenants expected from him and if you were not satisfied with his work, it should have not been ignored. Sit down with your super and informed him that his actions are cause for dismissal but that you will be giving him a final written warning about his behavior and threats. ( This is only if this was his first time and indeed you previously had a good relationship with him). Then point out exactly the improvements that you are expecting of him. You said that in the past you had a good relationship with him. If this was his first outburst probably there were other things on his mind that eventually, at the time of your approach, made him explode. We all know that we must leave our personal problem at home, but not everyone is capable of doing so. This is just an observation according to the information written in your question.

Answer: You should not only NOT fire him, you should apologize and give him a raise and make it clear to him that in the future you will try harder to be sensitive to his needs. Clueless landlords and tenants often demand more, on an ongoing basis, of a lone super, without giving him the tools to meet those demands, than he or she is able to give. There are many ways to make demands - verbally being the easiest to take. How can you successfully dispute an unspoken, yet quite obvious, demand? Talk to him more, maybe set up a monthly meeting with him, let him know that he should verbalize to you what he needs in order to do a good job for you. Most people are more than willing to do what is asked of them, if given the tools and made to feel needed, appreciated and wanted. Yes, even supers.

Question #724: How can I get information on a building managing company? I am interviewing for a position with Hoffman Management and would like to know a little more about the company and some of their buildings and cannot find any information by searching the web. Does anyone have any info? Post your answer

Answer: Hoffman is a small to midsize management company. They have been around for over 25 years. I have heard NO bad news about them, therefore I think they are a good company. I met Mr. Hoffman about 18 yrs ago, and from what I remember he was a good manager. Peter Grech, GBOC

Question #717: It is my opinion as an active board member for 6 years that management companies are not as professional or competent as they claim to be. Would you agree with that assessment? In my opinion, they are hired to manage all aspects of a property including the physical (building maintenance / operation), the financial (maintenance collection, arrearages, financial reporting), the personal (resident issue resolution, transfers, moves, renovations, and administrative functions. This is what they are paid for. However, it is my experience that the management companies of our property have NEVER done all these things well.  In fact sometimes they did not do these things at all. What is the issue in this industry? Post your answer

Answer: Not ALL management companies are as incompetent as yours. Ask other buildings about their experiences with specific companies. Eventually, you will find a good one. Dick Koral

Answer: It has been my observation for a co-op to function successfully, a trilogy must be formed. This said trilogy should be comprised of three separate and equally important segments or divisions.  The first should be the Co-Op board, and with this I mean the ENTIRE Co-Op board, not just the president or some strong arming single member. The second should be the Management company. And last, but not least, the Superintendent. IT IS IMPORTANT TO NOTE, THAT ALL THREE SEGMENTS HAVE SHOULD HAVE EQUAL INVOLVEMENT. All too often, this three-way balance is not maintained, and Co-Ops fall apart. In short, think of a Co-Op as a ship. The board indicates the port they wish to go to, the management lays out the itinerary, and the super steers the ship to the port of call. All to often the "board" involves itself as to what should be on the menu in the dinning hall (Management's job) or will loom over the "Superintendent" and ask "are you SURE you are steering this "ship" in the right way". Yes, the managing company or the superintendent have their flaws also. But it must be said, that of the three, clearly the management company and the superintendent have the most experience in running buildings. This is fair, since most voluntary Co-Op board members may have great experience in other fields, but tend to have little experience in the running of a building. Yet many Co-Op boards micro-manage or even meddle in the day to day building operations, clearly a Management company and Superintendent areas of the trilogy.

My question to you is, honestly, did your Co-Op board give your various management companies the ability to function, or did your Co-Op board micro-mange or downright meddle in the day to day running of the building, thereby crippling the management company's ability to function properly. Bill Aristovulos

Answer: The above answers are from experience. I have worked with good and bad management companies, as I have with good and bad boards. Whenever I hear a critique from a resident, I always recommend that they become a board member and make changes. Barry

Question #716: Is a landlord allowed to control if we have our windows open or not? It's very hot in our apartment, well above 90 degrees. The reason is because the heating system does not work p