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.

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.