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

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

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

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

Answer: Start your search here.

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

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

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

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

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

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

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

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

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

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

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

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

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.

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

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

Answer:  The landlord is obviously guilty of harassment, which is illegal. Complain to NYC Dept. of Housing Preservation and Development (HPD) and if you do not get action, go to your neighborhood councilperson or community organization. Dick Koral

Question #707: Can somebody provide some names of schools or courses for property management. I'm currently a superintendent but looking forward to work as a property manager. Post your answer

Answer: You're not giving enough information to allow a really informed answer. How do you know he doesn't know what he's doing if, as you say, he has the required licenses? If he needs to learn more to do a better job, there are good short courses to take that will help a super brush up on many skills. Usually it is in the super's job description to keep an eye on the heating system for day-to-day operations, and normally there is a maintenance company/boiler mechanic company on contract to take care of long term maintenance and upkeep. Glen Stoltz

Answer: You do not mention if the superintendent gets a salary, you only mention an apartment and expenses.  If those are the only things he is receiving, then I am sorry to say, he is only a part time super, and does not have to be there in the evenings. Bill Aristovulos

Question #698: Why is it so hard for a superintendent to get help when the management is in the wrong? I have been fired for being Hispanic and for caring about my job. Please help me, there are days I feel like ending it all. We need a fair break. Post your answer

Answer: Do yourself a tremendous favor and come to our February meeting, where you will find other supers who will understand you 100%. There's no charge. Get there by 5:30 and join us for pizzas, cookies, sodas and socializing until 6, when we will hear a great talk from one of our fine supers, on security cameras. Dick Koral 718-552-1161

Answer: Without knowing all the facts, it is difficult to decide, BUT, being a superintendent often means to be responsible for almost everything that happens in your building, much like a captain of a ship. I am sure there are a lot of people that would disagree with me on this. Non the less, a super is responsible for his building. This means, when something goes wrong, it is the supers fault. Sorry to say, those that don't like or understand this, can always take up another vocation. Peter Grech, GBOC

Answer: Look at our short list of schools here to get you started in your search. We don't have access to brochures for you but if you contact each school you're interested in they will be happy to furnish information to you about their programs.

Answer: Anytime you use less heat in a building you will use less fuel. Be careful, however - IF you have a one pipe steam system you sometimes get water hammer (banging) if you shut a radiator off.  Joe Lambert, http://www.leonardpowers.com

Answer: Salary History: The employer wants to know what your salary/wages have been for most, if not all jobs that you list on your resume. This is a way for the employer to see if you had salary/wage growth and to see if what salary they had in mind matches your salary history. Salary Requirements: is when an employer is asking you what is the salary you are seeking. Beware of how you answer this one because you may scare them off if you ask too much or too little. Peter Grech, GBOC

Answer: First of all, it's all talk. Second, if a new owner buys the building, he does not have to offer you the job. If you are non-union, your employment is at will, which means there is no contract. If there was a union, the contract was with the old owner and not the new one and therefore the new owner would have to agree to the union. Many non-union supers are in your position. In most cases you would have 30 days to vacate the apartment. I don't know what else to say. Peter Grech, GBOC

Question #680: I live in a three-family house. I have five children and I'm having problems with my hot water. The super shuts off the hot water when they go out, they turn the hot water on whenever they need to use it. I told the landlord one month ago and they still haven't done anything about it. I feel like they won't fix the problem or do anything about it because the super and the landlord are family. What should I do? Post your answer

Answer: If you have a lease, check the lease under what the landlords responsibilities are. The landlord could be in violation of the lease agreement under the Warranty of habitability. But again the lease is the answer, and ask an attorney also. We can only offer opinions. Peter Grech, GBOC

Answer: Unfortunately a 3 family house is not covered by New York City or New York State maintenance codes or dwelling laws. I suggest talking to an attorney as no city or state agency will have any authority over this issue. If you have a lease, check with in the lease under what the landlords responsibilities are. The landlord could be in violation of the lease agreement under Warranty of habitability. But again the lease is the answer, and an attorney also. We can only offer opinions. Peter Grech, GBOC

Answer:  It's up to the management company more than anything else. See the answer to Question 606: Glen Stoltz

Answer: Possibly the only skills consistently required by ALL supers in all buildings are good people & communication skills (effectively the same thing), and light repair / handyman skills and experience. The rest, in my opinion, depend almost entirely on the needs of the individual building in question, and what the management and/or board wants or expects from the super to be hired. Anyone you’re interested in hiring must of course be intelligent enough to pick up building-specific skills as needed, such as certificates of fitness, etc. If you’re about to interview prospects, it would be quite a worthwhile exercise for all involved to put down on paper as complete a list as possible of what you intend to expect from your next super. Glen Stoltz

Answer: The skills for a superintendent are many. More important is the bank of knowledge that he or she possesses. it won't do the building much good if a super knows everything about carpentry, electricity and plumbing, and little about supervision and no people skills: if the super is never going to do plumbing and electricity, yet he or she will be mainly supervising and dealing with people. It is up to the board and management to decide what the super's duties are going to be and seek out a person with those qualifications. The superintendent has evolved with the growth of co-ops and condos. Therefore a super's number-one skill has become "dealing with people" and technical skills secondary. This is a switch from 25 yrs ago. Should you have specific questions you would like answers to in interviewing a super click here >> Peter Grech, GBOC

Answer: The management should respond as soon as possible as leftover garbage breeds bacteria and will attract rodents and roaches. Call management and insist on job description for your super ASAP. Roberto Cardona

Answer: The issue is not whether it's a fire hazard or a health hazard but an issue of what are the specific duties for your super. Your super should have been given a job description and a schedule. Perhaps he made a deal with the management company about taking out the garbage once a week and cleaning the building once a month. Without a job description and schedule, you can only assume he knows what to do and when. Common sense has nothing to do with scheduling. Peter Grech, GBOC

Answer: First of all your management company should take care of your problem promptly. The garbage should go out for pick up 3 times a week and when its stored it should not block any exits or any doors. The collection from one week to another in basements is considered a fire hazard, and action should be taken to clear it up. I can't specify my answer if I don't know what type of building you live in and what type of agreement you have with your management company and super. James Zammit

Answer: The super was supposed to make the very best effort to assist you with the lockout especially if he lives in the building he is there to respond to the needs of the tenants. Roberto Cardona

Answer: Sounds like extortion to me, but only you and he would know for sure. No it is not a common practice, nor should it be. Yes you should complain to management, in my opinion, if it happened as you say it did. Glen Stoltz

Answer: I don't know that there is a typical contract, and to be required to sign a contract is simply not very common. Glen Stoltz

Answer: You might consider a free energy audit from NYSERDA (New York State Energy Research Authority). If you contact them they will tell you if you qualify for a free audit by an approved but independent engineer. Peter Grech, GBOC

Answer: I would say in the neighborhood of $3-500 monthly, but it's hard to be very specific without knowing more details about your building. You might do well to hire a consulting firm, such as Grech Building Operations Consulting, which would do a study of your building and help you agree on a figure that is acceptable to all. Glen Stoltz

Answer: It is generally up to the discretion of the individual company, as there is no State or City law governing this that I'm aware of. However, any management company which cares about its reputation will very carefully screen applicants in an effort to not only get a person who can do the required work well, but also a man or woman who is a good representative of their company, and who will treat their residents with the respect and attention to detail they expect and deserve. Also, most supers are not bonded. Glen Stoltz

Answer: Supers are human too. Unless its a bona fide emergency, you will have to wait until Monday. Try giving a better xmas gratuity, that usually motivates some supers to go above the call of duty. John G.

Answer: The Super and the Management Agency are separate entities. There are limited super jobs and the "Super Super" will let you know if he/she will stay if there is a change in management agencies. Remember, communication is the key, Those who do not ask may not receive. Richard Feuerstein

Answer: Manager and Super aren't married to each other, they can and often do go separate ways, and the only ways I can think of for the former manager to persuade the current super to leave his building is if he made him a better job offer (an offer too good to refuse), or if he has a means of coercion, like some dirt on him of an ethical nature, etc., (an offer he can't refuse). Glen Stoltz

Answer: Is the air conditioner a window unit; I would not let one of my staff members install an air conditioner in the apartment window. If that unit ever fell out of the window and hurt someone, or worse killed them, the building would be responsible. If it's a sleeve unit, all that's required is the old one be pulled out and the new one pushed in. Mike Mac

Answer: If you are serious about becoming a super, then become a member of our association! Apart from great workshops that earn certificates, you will be able to circulate amongst supers, board members and managing agents, to name a few. This networking is a valuable asset that the club provides. These are only a few of the benefits membership has to offer. Come. Join! Be all you can be. Pgrech, President STA

Answer: The first, best and smartest thing you can do for yourself if you want to get into the life of a super is to network with other supers. Come to our meetings. You'll meet other supers of whom you can ask questions, and they are the ones who know first of new job openings in their neighborhood - even before they're on this website.

Answer: In all my (many) years, I have never encountered a manual for doorpersons, but it's a good idea. Suggest you develop a questionnaire and send it to the leading management companies and publish it as a joint venture? If you would like STA's help, let me know.  Dick Koral

Answer: For the larger multi-family buildings like yours, communications is the most important of skills the super needs to have in order for things to work smoothly. Without the ability to communicate quite well with your manager, your staff, your residents, your suppliers & the various mechanics and artisans who perform work in the building (plumbers, painters etc.) the super can quickly lose control of his/her staff and building, not to mention the respect of residents. The presupposition is that your super will also have at least average intelligence. Experience in the field isn't nearly as important as is the ability to communicate well - no matter the other previous work experience. If your candidate has these two attributes - at least average intelligence and the ability to communicate well - then half the battle is won already. A willingness to update skills on a regular basis is also quite important. Your candidate should also have the ability to follow directions or orders from superiors well, and the willingness to do so. Good organizational skills help also. Computer skills, or the willingness to learn, also factor in more and more (and can help much with organization if learned and put to use correctly). Last, and maybe least, are the skills and experience in working with your hands: light plumbing, light electrical, etc., but are not nearly as necessary if your candidate already has a staff in place (handyman, porters etc.) who can take care of the day to day repairs that come up. Where do you find such a candidate? I may be prejudiced since I'm a member of this Association, but our members are all people who have the above traits, and by their association with our group show that they recognize the need to update their knowledge about their chosen field of endeavor on a regular basis. You could do much worse than to look at our Resumes page and interview and consider each of them. We only allow members to post their resumes. Glen Stoltz

Answer: Your electrician is correct. You need to be licensed, or working under a licensed electrician, even to change a switch or outlet. However, the powers that be overlook this simple maintenance task as it can get too costly for building owners. Keep in mind, replacing a switch or outlet is not the same as installing a new outlet or switch, in which case the law is enforced. Furthermore a permit may have to be obtained. Back to the smoke detectors: Code says that only an licensed electrician or a certified person in smoke detectors can install and maintain a hard wired smoke detector, same will be for the Carbon Monoxide detectors which came into law recently (battery ones anyone can install). As for ANY light fixture, if it is a new installation - not replacing something existing - then it requires a licensed electrician or one who works under a licensed electrician. Permits may have to be obtained also. Pgrech

Answer: The NYC and state codes require either a superintendent, a janitor or an owner of the building to live in the building or within two hundred feet of the building. A notice in the vestibule of the building must be posted with the persons name, address and phone number. The other option is to have 24 hour janitorial service. All complaints should be made with the New York City Department of Housing, Preservation & Development (HPD). Pgrech

Answer: Unless you are a union member there is no such thing as a preprinted general superintendents contract. Even the Union contract is vague in nature and does NOT set out a job description. Superintendents are on their own when it comes to these things. That is one of the reasons this Association was formed: to help union and non union members who work in multifamily buildings. If you are not a member then you ARE missing out, as we constantly talk about this subject. Pgrech

Answer: Try these: The Cooperator, Habitat Magazine, the Family Handyman magazine, Handyman magazine, Super!, (our newsletter), to which you can get a free email subscription. Pgrech

Answer: Depending on what specifically you're looking for in building maintenance, put into Google search a keyword like either 'building maintenance magazine' or 'handyman' or something else close to that, and you'll come up with lots of links and ideas.

Answer: Your building is not alone in this matter. In most cases it is one of management's function to supervise and discipline a superintendent. However, some management companies either don't have the experience in this matter or just don't have time. Your problem is not as difficult to cure as it may seem, keeping termination as a last resort. I have consulted a few buildings with this and other operation problems. Feel free to email me if you are interested. Peter Grech

Answer: Yes, we have such a list, and when you become a member of our Association we will share it with you. It's a members-only item. Non-members may try the phone book under property management. Pgrech

Answer: Yes. Keep in mind that the owners of the building dictate where you will live as compensation. As long as the apartment meets code standards and Building Department regulations, you can be moved. One exception would be if you had an agreement (on the type and location of the apartment) prior to being hired . Pgrech

Answer: The super's obligations to the landlord regarding maintenance and repairs, whether in a union or nonunion job, vary as much as buildings do. It is YOUR obligation to find out as much as possible what is expected of you before you take the job, since the possible job description of each one varies so much. Lacking that, it may be possible and helpful, depending on the kind of person your landlord is, to ask for a sit down with him or her and try come to an understanding and agreement on what you must do and what can be done by other employees - or contracted out: a job description. It may be a good time to put your agreement in writing, so there are no misunderstandings or negatively unmet expectations on either side in the future. Also, take some time to read the Frequently Asked Questions page.