HIGHER GROUND
DISCUSS AMONGST YOURSELvES
Avoid unnecessary complaints by improving communication
I HAvE HAD THE PRIvILEGE TO SERvE ON THE IREM ETHICS AND DISCIPLINE COMMITTEE AS A MEMBER OF THE HEARING BOARD, AND RECENTLY, THE INqUIRY BOARD. The Inquiry Board reviews complaints filed against IREM Members and etermines if a complaint should be dismissed, investigated or forwarded for hearing. If a prob- able violation of the Code of Ethics is found,
As a complaint is reviewed, it is often apparent that if the parties had been more diligent in
the promptness and detail of their communication with each other, a complaint may have been
unnecessary. In cases where communication
has broken down completely, it is not unusual
for the board to review 20 to 30 pages of unan-swered e-mails.
While virtually all of the requirements of
our employment, and obligations to tenants
and clients are spelled out in contracts or lease
agreements, it is simply impossible to cover
every situation that may develop in a business
environment. It is critical to recognize when a
situation is not clearly covered in writing and
take steps to involve all parties in a discussion
CARL YORK,
CPM® (york@
SEnTInElcorp.
com), IS A VICE
PRESIDENT
WITH SENTINEL
REAL ESTATE
CORPORATION IN
FISHERS, IND.
of the issue. There must be more, not less, input
prior to making a decision and taking action.
When making a decision involving other parties, we should first determine if the situation
is clearly covered by the written lease, contract,
agreement or bid. If the situation does not seem
to be clearly covered in writing, then ask if the
facts available are truthful and disclosed to
all parties involved. Better to do some checking, and to ask the other parties involved for
documentation and input to assure all possible
information is considered. You should also ask
yourself whether this decision will create a conflict of interest for your client or employer.
Too often, complaints are filed because a party
believes their interests are being violated by a
current or former employee, and the employee
believes that there is not a policy, or the policy is
vague and does not apply to the particular situation. If grey areas exist, it should be our desire
and obligation to reach an understanding that
can be placed in writing. The interest of the client and our employer must always be foremost
in our decisions.
Ask yourself when you are placed in a position to make a decision, “From the perspective
of my client or employer, could my actions in
any way cause damage to them and my ability
to work with them in the future?” If you have
any reservations, further discussion can become
your best friend. n
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www.IrEm.orG/ETHIcS
