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Behind the Scenes
On October 9th
& 10th fifteen chapters from Florida, Georgia, Tennessee
and the Carolinas were represented in St. Petersburg. This
gathering of fine folks was called to discuss and set goals
for the upcoming year, share industry best practices and learn
what the Corporate Office of IREM is up to.
This was
the first of a new format for the Regional Conferences where
several regions are brought together. This format provided the
opportunity for these members to expound on their best
practices, share detailed market information specific to their
particular state and allow for IREM’s executive staff and
leadership to get to know us better.
Chapter 60 was
fortunate to be represented by Lou Nimkoff, Scott Pollock,
Steve Jankowski, Ann Reisch, Robin Stinson, Meridythe Kanaga,
Nancy Lovell, and Eddie Lisboa. With such a good
representation of current and new executive board members, the
take away value was most certainly increased. Kind of like “if
one of us didn’t think of it the other one would”.
- Achieve
a net increase in global membership by 10% by 2006.
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Establish and /or identify best practices and
standards in real estate management by 2006
- Identify and prioritize the next generation of real
estate management information resources and tools by
2004
-
Create
and implement a flexible model by 2005 for successful
partnership between IREM headquarters and its chapters to
achieve IREM’s core functions and strategic goals.
- Increase understanding among owners, investors and
employers of the attributes that differentiate ARM, CPM, and
AMO members from the competition by 2004.
Detailed information on each of these goals and
the efforts that are being made to achieve them can be found
at
www.irem.org. Several aspects
of interest are; there are significant changes to becoming a
member, including how one obtains their CPM, being reviewed
and will be voted on at the November national conference; a
heightened focus on spotlighting the organization and its
members is underway with increased attendance at trades shows,
national and major metro advertising, brochures and increased
public relations; and last but not least extensive research
and analysis on succession planning with an understanding of
the changing generations.
It is through the support of
the entire chapter membership (YOU) that those like me are
provided the opportunity to attend these functions. Meeting
new people, learning about my competitions best practices,
exploring ways to promote our designation and hopefully in
some way making YOUR membership in our organization worthwhile
are just a few of the rewards. Once again I challenge each of
you to find just one or two hours a month that you can give
back to the organization that supports you. It’s fun, exciting
and yes rewarding!!
Robin Stinson
RCStinsonFL@aol.com
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FRIENDS to consider service from:
Commercial Air Conditioning, Inc.
&
Commercial Electric, Inc.
Christian H. Engle
Phone:
407-339-8559
The Roofing Connection
Ed
Wallick
Phone: 407-696-7663
Wallick
Construction
Bruce Wallick
Phone:
407-302-9900
The Flying Mulchman
Kevin
McDonough
Phone: 407-339-3311
Davey Tree Expert
Co.
Chris Marshall
Phone:
407-331-8020
Florida Catastrophe
Group
Jennifer Harris
Phone:
407-295-5540
Brown, Salzman, Weiss, Garganese,
P.A.
Gary Salzman
Phone:
407-425-9566
Thorpe Enterprises
Andrea
Wade
Phone: 407-756-0023
Building Services
Connection
Evan Kolb
Phone: 407-447-0777
Link to all our Friends' info at:
http://www.irem60.org/friends.htm.
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Published by IREM Chapter 60 Newsletter
Committee, Jane Bullock, CPM, Chairperson
Administrative Office
IREM Chapter
60
PO Box 160580
Altamonte Springs, FL
32716-0580
Attn: Meridythe Kanaga, CPM, LCAM
admin@irem-centralfl.org
Tel: 407.862.2292 x 10
Fax: 407.862.1819
©2003 IREM Chapter 60. Design by
Rob Gundling
@ B2B
Solutions, Orlando, FL.
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| Nov 13
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Membership
Meeting
Installation of officers evening
gala
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| Dec 4
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Executive Council Meeting
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What a Class!
We had people from
Fairbanks, Atlanta, Fort Lauderdale, Bradenton, and Orlando.
We had managers, assistant managers, leasing agents and
Supervisors. The diversity of the group made a good course
fantastic. Everybody left ready to incorporate into their
daily routine new skills learned form the course and their
peers.
Successful Site Management, RES201, is an
extraordinary course; five days of stimulating new information
that you can apply to your work life immediately. The course
also includes the Accredited Residential Manager certification
exam. If you miss it, do not worry. We are offering this
course again here in Central Florida on March 15th,
2004.
Course schedule for
2004:
RES201
Successful Site Management
-- March 15th through March 20th.
HRS201
Basic Human Resources Tools for Real Estate Managers
--
June 9th and 10th.
FIN201
Basic Budgeting and
Accounting for Real Estate Managers
-- August 10th and
11th.
ETH800 Ethics for Real Estate Managers
-- September 23rd.
MKL201
Basic Marketing
and Leasing for Real Estate Managers
-- October 14th and
15th.
For more information on this and other courses
being offered in Orlando, contact local IREM Central Florida
Chapter 60 Administrator, Meridythe Kanaga, CPM® 407-862-2292
ext. 10 or
admin@irem-centralfl.org
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Is it or isn't it?
OSHA
Bulletin:
There remains an abundance of confusion
and misunderstanding on what is and isn’t toxic mold. To
further complicate this matter of mold concern about indoor
exposure to mold has increased along with public awareness
that exposure to mold can cause a variety of health effects
and symptoms, including allergic reactions.
OSHA has
provided a well written (layman terms) overview that provides
recommendations for the prevention of mold growth and
describes measures designed to protect the health of building
occupants and workers involved in mold cleanup and prevention.
This bulletin is directed primarily at building managers,
custodians, and others responsible for building maintenance,
but may also be used as a basic reference for those involved
in mold remediation. By reading this safety and health
information bulletin, individuals with little or no experience
with mold remediation may be able to reasonably judge whether
mold contamination can be managed in-house or whether outside
assistance is required. The advice of a medical professional
should always be sought if there are any emerging health
issues. This document will help those responsible for building
maintenance in the evaluation of remediation plans.
Contractors and other professionals (e.g. industrial
hygienists or other environmental health and safety
professionals) who respond to mold and moisture situations in
buildings, as well as members of the general public, also may
find these guidelines helpful. The information in these
guidelines is intended only as a summary of basic procedures
and is not intended, nor should it be used, as a detailed
guide to mold remediation. These guidelines are subject to
change as more information regarding mold contamination and
remediation becomes available.
For a full copy of this
bulletin you can go to
www.osha.gov or better yet,
visit Commercial Air Conditioning, Inc., Commercial Electric
at
www.CAC-CE.com.
Christian H. Engle, President
CAC-CE
Christian@cac-ce.com
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Written by Andrea Wade, Thorpe
Enterprises
Employers are becoming increasingly
vulnerable from employee fraud and abuse from all levels of
employees. The media is constantly reporting incidents where
employees of companies arrive at their workplace with weapons
or become violent. Further reviews of the incidents usually
revealed that these employees had previous criminal records.
The scandals at Enron and WorldCom are further examples that
it isn’t necessarily the low man on the totem poll that is
involved in fraud.
The Association of Certified Fraud
Examiners did a study in 2002 regarding the cost of employee
fraud. They concluded that approximately $600 Billion or about
$4,500 per employee would be lost as a result of occupational
fraud and abuse. Companies are scrambling to find solutions to
this ever growing problem.
Security experts have
advised companies on ways of protecting themselves including
the following:
Screen potential employees: Criminal
background checks, employee screening, drug tests, and
reference checks.
Implement policies and procedures:
Workplace violence policies, sexual harassment, diversity,
drug/alcohol policies, conflict of interest, and any other
code of conduct policies that are important to your workplace.
Conduct a Physical Security Review of your building:
Is there enough lighting in your parking lot? What type of
access is right for your building? Perhaps you should
implement access cards, digital cameras with internet access,
or employ a security guard company.
Watch warning signs
of your employees: If a normally content employee suddenly
becomes agitated and quickly angered about situations,
confront the employee and document your conversation. Suspects
that have been involved in workplace violence have almost
always shown management and/or co-workers volatile behavior
that gradually escalated before the violence took place.
Implement a fraud hotline: Your employees can
discreetly report any of their suspicions. Investigate all of
the incidents, preferably by an objective third party or a
professional Investigator.
Management can rest a
little easier at night when all of these steps are
implemented. Companies will be less likely to be victims of
fraud and employees will feel a lot safer in their work
environment.
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IREM Central Florida Chapter #60 Important
Links:
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