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CITY OF MIAMI. FLORIDA
INTER-0FFICE MEMOfiANDUM
Honorable Mayor and Members September 30~ 1989
ro. of the City Commission DATfi: FILE:
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FROM
Casar H. Odio
City Manager
RECO~IKE NDATI ON
Agenda Item -
sue.,ECT: City Banking Services
REFERENCES:
ENCLQSURES:
It is respectfully recommended that the attached resoluti~~z
accepting the proposal of Su:~bank/Miami, N.A. for the provisio:~
of banking services for a three year period such compensation for
services to be paid by the City maintaining uninvested moneys o:-
dep~~sit during the contract term i1 amounts derived from the
aCt~131 volume of services performed and the interest rate of
newly issued treasury bills; further authorizing the City Manager
to execute a cc~atract with said bank in accordance with the terms
aid conditions of [he submitted proposal.
BACKGROUPJD:
City Code 18-2 authorizes the Finance Director to advertise snd
distribute a Request for Proposals for Banking Services. This
was done nn September 8, 1989. A selection committee was
app~~iZted as follows:
Tim Murphy representing Dann Lynn appointed by Mayor Suarez (1)
Manuel Alonso Pc)ch appointed by Vice-Mayor De Yurre
Fathc r Kenneth ~t;~jors appointed by Commissioner Dawkins (2)
Julius Jackson appointed by Commissioner Range
Howard Gary appointed by Commissioner Plummer
(1} Resigned d~ia to a conflict of interest related to Bartlett
3aak.
(21 U:table to c~~ztact him and notify of meeting.
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Agenda Item - City Banking Services
Page 2
I. Proposing banks were required to comply with the c-rllowinq:
t. Qualified by State of Ftorida as a Certifia~i
Depository.
2. Located in the City of Kiami limits.
3. Member of the Federal Reserve system.
4. Authorized by the Federal Reserve to origiaat.~ ai-s_t
deposit. '
II. Information requested of responding bank, is 3dci itio:l t~~
the price quotation for services to be provided, i1ct~~ :r ,?
the following:
1. Provisions for compliance with the City'4 ~nia~r'_o
procurement ordinance, i:~cluding the bank's atrirma:i•re
action plan and employment statistics.
2. Evidence of compliance with the Federal C~,mr~unity
Reinvestment Act; including documentation of type ~f
investments in low i:~c~~me areas.
3. Evidence of participatinn i^ City sponsored pr~~.ject,,
such as Southeas t Ove rtown/Parkwes t Rc d.~ ~~~ l:)pml:'1"
Project and the Baysida Minority Business Program.
4. Willingness and capability t~~ meet the City's ~~-r•.~ic~_
requirements.
III. Proposals were received f'r~~m the fallowing barks:
Southeast Bank
Barnett Hank
SunBaak/?diami•, N.A.
Agenda Item - City Banking Services
Page 3
VI. The following recommendation was mr3d~~ by t'Ze Selectio:t
Committee:
SunBaak/Miami, N.A. was selected as the EirSt c:lloice of the
committee for servicing of alI four accounts. (M:3i1 Depository
Account, Main Operating Account, Payroll Account and Workers'
Compensation Account) and all other request?d sarvices. This
recommeadati~~:~ was based upon haviAg the best :overall proposal
that met all the criteria as defined in the Request fur Proposal.
'~ The final ranking of the proposals was as foll~~ws:
BANK
1. SunBank/Miami, N.A.
2. Barnett Bank
3. Southeast Baak
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CITY OF MIAMI, FLORIDA
INTER-OFFICE MEMORANDUM
Honorable Mayor and October
TO : DATE : I9, 19 8 9 FILE
Members of the City Commission
Additional Information
sua~ECr : Related To The Banking
Proposals Agenda Item.
FROM : C e s a r O d i o ~ REFERENCES
City Manage
ENCLOSURES:
As per your request transmitted herewith is the additional
information from the three (3) banks that submitted proposals.
Also enclosed is a summary sheet prepared by the Finance
Department from both the original proposals and the additional
information.
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89-963
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CITYWIDE B®NK SERVICES PROPOSAL
Sumnarp of Efforts Within the City of Miami
(See attached full reports prepared by the Banks)
Sun Bank
Loaned $200 million to various businesses located in the City.
$1.2 million loan commitment to the Melrose Townhouse Project.
$250,000 loan to Miami Rescue Mission.
- $9,030,000 construction and/or rehabilitation. loans to
following projects:
$4.9 million Little Havana area.
$1.0 million Health Care N. E. 36th St. and Biscayne.
$2.525 million Airport apartment renovation, .
- $155.000 Liberty City area dormitory construction/renovation
$450,000 Overtown/Liberty City apartment renovations.
$3,505,000 loans to following minority business for
operating purposes: '
$2.2 million purchase office supply company by Black owned
business.
$605,000 loan consolidation for two (2) Black owned business
in Overtown/Liberty City.
$700,000 for international trade to a Black business owner.
Minority employment as a percentage of total work force:
Female 73X; Black 10X; Hispanic 55X.
$450,000 loaned to Bayside businesses.
$73,000 loaned to City Housing Agency projects.*
's, Barnett Bank
;{ $.977,000 loaned to~minority City Business - Since 1985.
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`'~ $7 million loaned to Rio Plaza Condominium.
$.300,000 committed to City Scattered Site Program - Seven
loans made.
$1.2 million loan commitment to Melrose Townhouses.
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$37.0 million home financing in City since 1986.
$870,000 loaned to Bayside businesses.
7.6 million loaned for construction/renovation of low and
moderate income housing.
$17.5 million loaned to Miami Heat.
$3.5 million loaned to Off-Street Parking.
$1.93 million in loans for construction or operation of
facilities for minorities in the City:
$55,000 refinance loan in low income neighborhood.
$1.0 million Baptist church building/gymnasium.
$500,000 Liberty City shopping center insurance premium
loan.
$375,000 for apartment complex.
Southeast
$2.4 million loaned for Edison Towers.*
$609,000 in rehabilitation loans in Overtown and Coconut
Grove:*
$525,000 Overtown rehabilitation loan as lead underwriter.
$84,000 Coconut Grove apartment rehabilitation.
$275,000 loaned to minority businesses:*
$163,000 to MLKED Corp.
$67,000 to minority owned tag agency.
$45,000 to a small minority business.
$40,000 contributed to other minority causes:*
$10,000 to Liberty 2000 Project.
$10,000 to restock Liberty Mart.
$5,000 to Haitian Task Force.
$5,000 to Little Haiti Housing Association.
$10,000 to Miami Jackson Senior High.
$10,366,000 first mortgage loans in City during 1988.
* These items came from the original proposals
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Sunt3mklMiaml, N.A.
777 Bricked Avenue
Mlaml, Florids 33131 '
Telephone 305 679.74D8
October 17 , 1989
T.J. (Tad) Moamar
Chairman
and Chief Executive Officer
Mr. Gary Houck
Assistant Director of Finance
City of Miami
Post Office Box 330708
Miami, Florida 33233-0708
Dear Mr. Houck:
In considering the acceptance of the banking services proposal
submitted by SunBank/Miami, N.A., we would like to take this
opportunity to provide additional information for review by the
Evaluation Team and the City Commission. .
In response to the issues raised at the City of Miami
Commission meeting on October 12, we would like to reiterate
our commitment to delivering professional service of the
highest quality at a competitive price. In addition, we
believe that SunBank fully demonstrates its responsiveness to
furthering the objectives of the City Commission and complying
with the Community Reinvestment Act and the City's Minority
Procurement Ordinance through numerous programs, projects, and
financing arrangements. The enclosed materials will document
our record in these areas of interest.
We would be happy to meet with the City, if desired, to further
discuss our service capabilities or provide any additional
information necessary.
Sun6ank welcomes the opportunity to be of service tt' the City
of Miami and looks forward to the favorable resolution of this
proposal.
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CITY OF MIAMI
EVALUATION CRITERIA
CAPABILITY
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SunBank has demonstrated its ability to provide accurate,
dependable and timely service to a number of municipalities,
over •140 financial institutions and numerous major
corporations in Dade County We are able to service a wide
variety of processing specifications and deliver a
consistentlX high quality level of service. Because of our
experience ~n this area, we will be able to adapt easily and
quickly to the needs of the City.
CITY SPONSORED PARTICIPATION
SunBank is an active participant in a wide range of projects
which further the goals of the Cit~r Commission. Please refer
to the Community Reinvestment section for a detailed listing.
MINORITY COMPLIANCE
SunBank has a detailed affirmative action plan which was.
submitted as part of our proposal. This included the
following minority utilization statistics:
EMPLOYEES
Total Female Hlack Hispanic
1086 790 109 602
$ of Workforce 73$ 10$ 55$
SunBank also works with the Opportunity Miami pro ect to
provide jobs for economically disadvantaged famil~es; the
.Inside Track Summer Employment program for college-bound
_ black students; and Job Openings, a weekly listing of
available jobs provided to ten local job placement agencies
located in low-to-moderate income areas.
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CITY OF MIAMI
EVALUATION CRITERIA
COMMUNITY REINVESTMENT
This is an area that SunBank is particularly proud of. As
mentioned in our proposal, we rovided minority business
loans at Bayside ~.n excess of $450,000 for six companies. We
work with the City of Miami Housing Conservation and
Development Agency to provide mortgages for low-income
homebuyers. We also provided a corporate donation in 1989 to
the S.E. Overtown/Park West Redevelopment Project.
In addition to the examples included in our proposal, below
are several other items of interest where SunBank has
provided financing opportunities:
o Loans to companies located within the City in excess of
$200,000,000.
o Committed $1,200,000 in loans to the Melrose Townhouse
project.
o Provided a $2,200,000 credit facility to a black owned and
operated company for the acquisition of an office supply
company.
o Provided a $4,900,000 construction loan in the Little
Havana area of Miami.
_ o Approved a $1,000,000 loan to a non-profit health care
facility to be constructed at N.E. 36th Street and Biscayne
Blvd.
- o A $2,525,000 loan to renovate 96 apartments on property
adjacent to the airport.
- o A $155,000 loan to refurbish a two-story (6j unit dormitory
and build another dormitory in the Liberty City area.
o A $250,000 Loan within a larger credit facility to
construct a new building for the Miami Rescue Mission. Sun
Bank is the LEAD bank in a total loan participation of five
financial institutions.
o A $450,000 loan for the rehabilitation of four apartment
buildings in the Overtown and Liberty City areas.
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o A $605,000 loan to consolidate existing obligations
established to provide construction financing for two
black-owned and operated restaurants located in the
Overtown and Liberty City areas.
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o A $700,000 loan for international trade to a black business
owner in the City of Miami.
o SunHank is actively calling in the Cit~r of Miami on
minority businesses to solicit new business. Our efforts
include 24 active calling officers involving over 200
minority-owned businesses in 1989.
o SunHank is also very supportive of the United Way. The
preliminary results of our 1990 Campaign Drive total more
than $379,000. These are funds that are put to use in our
community by the members of our community. SunBank and its
employees have demonstrated their support to the City of
Miami and Dade County through the most generous per capita
contributions of any financial institution over the past
five years.
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SUNBANK/MIAMI, N.A.
PARTICIPATION IN CITY-SPONSORED PROJECTS
A partial listing of SunBank's participation in
financing of City-sponsored projects and/or programs to
further the goals of the City Commission include:
* Southeast Overtown/Park West Redevelopment Project -
In 1989, StinBank provided a Corporate donation to
help organize the Overtown/Park West Development
Opportunity Forum. -
* Bayside Minority Business Program - .
In total, SunBank provided over $ 45oM in loans to
minority businesses at Bayside.
* City of Miami Housing Conservation and Development
Agency -
SunBank participates in accepting applications for
this Agency which provides financing for owner-
occupied residential homes for low-income homebuyers.
In 1989, SunBank has booked mortgage loans totalling
over $ 73M.
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SUNBANK/MIAMI, N.A.
CRA PROGRAM SiJMMARY
Summarized below are highlights of some of the specific CRA
' initiatives which SunBank/Miami is pursuing:
* Meetin s -
Connaunity g
SunBank holds annual community meetings to specifically
i address CRA issues and develop action plans.
I * Military Procurement Workshop for Small Businesses -
A workshop scheduled for March and Aril of 1990 at
Homestead Air Force Base and a minority neighborhood.
Funded by SunBank/Miami and coordinated with Miami-Dade
Chamber and Business Assistance Center.
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* opportunity Miami -
SunBank is a participating company in this project to
provide jobs for graduating Seniors from low-income
families.
* Hones for South Florida, Inc. -
SunBank is one of six banks participating in underwriting,
administration, & funding the development of low-cost
housing in Dade County. In 1989, commitments of $ 4MM.
* Dade Employment & Economic Development Corp. -
This housing program offers training, prescreening, and
first wortgage financing for qualified low-income
borrowers in Dade County. In 1989, up to a $ iMM
commitment in a $ 10MM mortgage pool.
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Southeast Bank, N.A.
October 17, 1989
Mr. Carlos E. Garcia
Director of Finance
City of Miami
3006 Aviation Avenue
3rd Floor
Miami, Florida 33133
Dear Mr. Garcia:
Please find attached the supplemental information as
requested by Gary Houck, Assistant Director, City of Miami,
to Southeast Bank, N.A.'s proposal dated September 25,
1989 to provide Banking Services to the City of Miami.
Should you require further information, please
hesitate to give myself of Kathleen Howard a call..
Sincerely,
~~~
of E. Noble
Vi a President
o porate Banking
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StTPPLEMBNTAL INFORMATION
8OR T88 $OIITHBAST BANR N.A. PROPOSAL
TO PRO4ID8 BANKING SSRVICSS FOR
T~ C2TY OF 1tIAMI
Dates 9/xs/a4
D~-scribiaq First Mortgage Loans
Made by
8OIIT88AST BANK N.A.
during 1988
xithin the City of Miami
(per census Traok)
Census Track
17.03
21
27.01
27.02
29
36.01
46.01
46.82
50
54.02
55.01
57.01
57.02
58.02
63.01 .
63.02
6a
65
66
x7.01 .
67.02
68
69
72
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TOTALS
Number of Loans Total Dollar Amount
1 $ 56,440
1 169,000
1 536,000
1 34,000
2 154,000
2 347,000
8 1,172,040
5 689,040
3 220,040
1 101,004
1 55,400
2 146,040
1 78,000
1 40,044
~ 84,oao
1 57,404
1 175,400
4 222,400
1 150,404
14 1,2oa,4o4
2 l,a3o,aoo
11 1,717,444
1 sz,o4o
2 257,000
g 1,615,004
sxaa=eo acs====svzuas~
73 $ 10,366,000
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Southeast Bank believes that it is not enough to merely provide a
service to the Miami area,•but that it is also essential as a
community leader to provide the resources necessary to enrich the
community for the benefit of its residents, as evidenced by the
following:
* Southeast Bank was the only bank participating with the Tacolcy
Economic Development Corporation in the building of Edison
Towers, a 121-unit housing complex located in Liberty City. This
Building was the first new family apartment complex built in the
area in over 20 years. Southeast Bank provided $2.4 million in
debt financing.
* Real Estate Banking Officer is presently involved in underwriting
a $525,000 loan to rehabilitate 66 rental units in Overtown.
Southeast will be a lead bank among a group of six banks.
* Southeast Bank provided $5 million to Homes for South. Florida for
their Loan Fool for construction and pern-anent financing of
affordable housing. In addition, Southeast Bank continues to
provide donated office space to Homes for South Florida and
• L.I.S.C. in our Flagler Street Banking Center.
* Real Estate Banking, through Homes for South Florida, acted as
the leading funding source in committing $1.SMM for the
construction of a 50-unit apartment complex in Liberty City.
* Southeast Ba»k recently renewed a $163,000 loan to the Martin
Luther King Economic Development Corporation.
* In 1988 - Southeast Bank provided $10,000 for the Liberty 2000 i
Project aimed at assisting teenage pregnant mothers with their
schooling.
* In 1989 - Southeast Bank provided $10,000 to re-stock the Liberty
Mart following the civil disturbances. Southeast Bank was the '
first corporation to initiate a contribution for the re-building
of this store.
* Southeast Bank took the leadership role in organizing a CDC
Consortium oP 25 banks, to fund the Business Assistance Center,
(SAC), 6ince its inception, the banks have raised $8.3MM for
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Community Reinvestment in Miami
Paqe 2
loans to companies specified by BAC. Over the next 18 months,
BAC anticipates lending more money than the organization lent in
its first five years.
* Downtown Banking Center extended $84,000 to rehabilitate a
12-unit apartment building in Coconut Grove in the first quarter
of 1988.
* Downtown Banking Center extended $67,000 loan to minority-owned
auto tag agency in the second quarter of 1988.
* Brickell Banking Center extended $45,000 to small minority
business in the first quarter of 1988.
* Haitian Task Force - Southeast Bank provided $5,000 to this
organization 'for their general operating support.
* Little Haiti Housing Association - Southeast Bank provided $5,000
to assist with the hiring of a part-time employee and provided
desks, chairs and other office equipment and furniture as an in-
kind contribution.
* Miami Jackson Senior Hiqh - Southeast Bank provided $10,000 for
the Business and Finance Magnet Center at this Inner-City school.
* An Executive Vice President serves on the board of Homes for
South Florida which provides start-up funds for rehabilitation
and first mortgages.
* Coral Way Banking Center officer is a member of the Loan
Committee for Miami Capital Development, Ina funded by the City
of Miami.
* Area manager serves on the Board of the Business Assistance
Center, (BAC), which provides capital to small black businesses.
(A member of the Florida network of Black Business Investment
Corporationsj.
* Officer from Loan Administration is a consultant to the Board of
Directors of the Peoples National Bank of Commerce, which
Southeast Bank has helped to establish as a solid financial
institution within the minority community.
In addition to these organizations, Southeast Bank has also made
contributions throughout the year to the following.organizations»
* concerned seniors of Dade, Inc.
* consttu~enay far Children - Dade County
* Aade Wameln~s Welfare Coalition
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Community Reinvestment in Miami
Page 3
* Health Crisis Network, Inc.
* Help End Abuse Today, Inc.
* Local Initiatives Support Corporation
* Manna Food Bank, Inc.
* Miami Citizens Against Crime
* Miami-Dade Neighborhood Housing Services
* United Way of Dade County
* Ballet Concerto Company of Miami, Inc. .
* Bayfront Advisory Council, Inc.
* Center for the Fine Arts Association
* Coconut Grove Playhouse
* Concert Association of Greater Miami, Inc.
*~Dade Heritage Trust
* Film society of Miami, Inc.
* Greater Miami Opera Association
* Inner City Dance Company
* Metro-Dade Art in Public Places
*~Miami Choral Society
* Miami City Ballet
* Miami Youth Museum, Inc.
* Miami-Dade Public Library
* New World Symphony
* Photogroup/Miami, Inc.
* Vizcayan Foundation
* Dade County Public Schools/COMET
* Dade Public Education Fund
* Business Assistance Center
* Miami Donor's Forum
* National Association of Black Accountants - Miami Chapter
In Southeast Bank's eighty-seven year history, we have always
endeavored to make the area in which we conduct business a better
place for all who live there.
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701 Bricked Avenue
Miami, Florida 33131
_ 305/350-7123
` 305/350-7183
Carlos J. Arboleya
I Vice Chairman
October 17, 1989
Mr. Gary M. Houck
Assistant Director of Finance
City of Miami
3500 Pan American Drive
Miami, Florida
Dear Mr. Houck:
Pursuant to our letter of October 10 and the request
-- for additional information supporting our bid of
September 25 for providing banking services to the
City of Miami, please find same enclosed with this
letter, said information amplifies the information
given with our bid.
In consideration of the facts listed below, we again
respectfully request that the recommendation of the
citizens' committee be re-considered because of what
we feel is an honest but errouneous conclusion on
their part and the bank services for the City of
Miami be awarded to Barnett Bank of South Florida.
1) Barnett Bank is the lowest bidder.
2) Barnett Bank meets and surpasses all Community
Reinvestment Act requirements.
3) Barnett Bank meets and surpasses all Affirmative
Action requirements.
4) Barnett Bank has and will continue to be a leader
in assisting the City of Miami in diverse
projects and community endeavors.
Barnett Bank of South Florida, N.A. 89--963
Mr. Gary M. Houck
October 17, 1989
Page Two
I thank you for your considerate
to provide the banking services
Cordi~'
.,"""'E~aY lns
CJA:mf
and the opportunity
the City of Miami .
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cc: The Honorable Mayor, Xavier L. Suarez
The Honorable Commissioners,
Miller Dawkins
Victor De Yurre
J. L. Plummer
Athalie Range
Mr. Cesar ~dio, City Manager
Enclosures
89-963
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Barnett's Ongoing Commitment
to the
City of Miami
October 1989
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Introduction
Barnett Bank of South Florida, N.A., continues its commitment to
the growth and renewal of its local community. The Bank is
committed to assessing and meeting the credit and service needs
of its community, including low and moderate income neighborhoods
and minority members, consistent with the safe and sound
operation of the Bank. The Bank advocates active leadership and
participation in the neighborhoods in which its offices are
located, and takes pride in its history of community service.
This report highlights Barnett's Community Reinvestment Act and
Community Affairs Programs, Affirmative Action programs, as well
as our involvement in education, financial counseling and
community outreach programs.
89-963
City of Miami Special Projects
Barnett Bank of South Florida, N.A., expresses a tangible
commitment to the City of Miami. This commitment is visible in
the way we operate as a business and through our participation in
various community projects. Specifically, Barnett's loan
commitments to projects within the City of Miami exceed $80
million. Barnett Bank of South Florida serves the City of Miami
with five banking offices and employs 400 people within city
limits.
89-963
Loan Programs
CRA and Coamaunity Affairs Loan Program ($977,000)
A component of Barnett Bank's CRA and Community Affairs Program
is the CRA and Community Affairs Loan Program. The primary
objective of this loan program is to provide loans to existing
and new minority-owned and operated enterprises, as well as other
credit worthy requests within the scope of CRA.
Since the program's inception in December 1985, Barnett Bank's
CRA and Community Affairs Loan Committee has approved $1.6
million in loans to minority owned businesses, including those
owned by women.
Of the $1.6 million approved by Barnett's CRA and Community
Affairs Loan Committee, $977,000 was committed to businesses
operating within the City of Miami (61$ of the total).
RioFlaza Condominium ($7,000,000)
Barnett Bank of South Florida is providing over $7 million in
financing for a low to moderate income housing project in East
Little Havana. Located at 546 SW 1st Street, Miami, the RioPlaza
Condominium is the largest low-income housing project in the
state and one of the largest in the nation.
Scattered Site Affordable Homeownership Development
Program ($300, 000)
Barnett was the initial participant in the City of Miami's
Scattered Site Affordable Homeownership Development Program.
Barnett agreed to provide up to $300,000 to qualified low and
moderate income home purchasers. Seven moderately priced homes
were built on a City-owned site, and Barnett financed all seven
home purchase mortgage loans.
89-963
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Housing and Urban Development Program Projects
($7, 600, 000)
During the past two years, Barnett has provided financing for
construction and/or renovation of low to moderate income housing.
In Dade County, $21.9 million was provided, of which $7,6 million
are projects within the City limits of Miami (35 percent of the
total) .
Homnes for South Florida, Inc. (HFSF) ($4, 000, 000)
Barnett is a full participant in Homes for South Florida, Inc., a
consortium of five banks and one thrift formed for the purpose of
providing funds for residential housing for the low to moderate
income population segment of South Florida. Both for-profit and
non-profit developers are assisted. As a member, Barnett has
committed over $400,000,000 for construction/rehabilitation and
end mortgage loans. Adolfo Henriques, Barnett Executive Vice
President is a consortium director.
Home Purchases and Home Improvement Lending
($37,000,000)
Barnett has provided substantial funding for the purchase and
improvement of homes within the City of Miami.
Of the census tracts contained wholly or partially within city
limits of Miami, Barnett has provided more than $27.9 million
during the years 1986-88. In addition, during the period of
January-July 1989, Barnett has provided another $9.1 million in
purchase money mortgage loans for 1-9 family residences within
these census tracts.
Melrose To~vnhomes Project and Scattered Site Housing in
the City of Miami ($1,200,000)
Barnett Bank of South Florida,
with four other local banks
commitment, ($1.2 million from
townhouse and scattered site r
neighborhoods within the City
scattered site housing within
Barnett on an as-needed basis.
N.A., was prepared to participate
in a $6 million permanent lcan
Barnett) to the City of Miami for
sousing in low and moderate income
of Miami. Additional funds for
these areas is being provided by
89-963
Miami Heat
($17,500,000)
Barnett Bank is the primary lender that made available funds for
the .establishment of the Miami Heat basketball franchise. A
commitment of $17,500,000 was made by Barnett to the Miami Heat.
The establishment of. the franchise and the construction of the
Miami Arena in the Overtown area supported the revitalization of
this community. Additionally, the franchise created jobs for
hundreds of workers in the Overtown Community.
Department of Offstreet Parking ($3,500,000)
Barnett Bank has provided funding to the Department of Offstreet
Parking in order to buy property and improve parking facilities
within the City of Miami.
Bayside ($870,000)
Barnett Bank recognizes the impact of Bayside Marketplace to the
City of Miami . Nearly $1 million has been committed by Barnett
BAnk to Bayside Merchants and restauranteurs to support start-up
and operating expenses.
Additionally, Barnett invested $15,000 to provide a night
depository on the Bayside property in order to support merchants'
financial services needs.
Business Assistance Center of Dade County (BAC)/
Business Assistance Consortium, Inc. ($400,000)
Barnett has contributed a total of $00,000 to the BAC and its
affiliated companies in the form of contributions and equity
investments. The BAC is a state of Florida Community Development
Corporation which was established in July of 1982 and funded by
pledges primarily from the local private sector business
community.
Dade Employment and Economic Development Corp. (DEEDCO)
Barnett Bank is an active member of this organization dedicated
to the purpose of community/neighborhood revitalization including
housing for low and moderate income residents. A Barnett Vice
President serves as both a Director and Treasurer, an appointment
89-963
confirmed by Florida's Governor, Bob Martinez. Further, a
Barnett Assistant Vice President, is Chairman of DEEDCO's
Revolving Loan Fund Committee, which evaluates the credit quality
of applicants for small business loans. Barnett has also met
DEEDCO's Executive Director to discuss a proposed $10 million
pool of funds to provide first mortgage financing for Dade County
Documentary Surtax Program participants.
Miami Capital Development, Inc. (MCDI)
Barnett Bank is actively involved in this city-supported lending
agency for minority business, is also supported by Barnett. A
Black Barnett Senior Vice President serves as a member of its
Loan Committee. In addition, Barnett is administering a loan
fund to help minority entrepreneurs in international trade. This
fund enables small businesses unable to tap into other resources
to obtain short-term financing. Barnett Bank analyzes and
prepares the loan packages, which are then submitted to a loan
review board.
Community Involvement Programs
Miami. Design District
Barnett Bank of South Florida has taken a leadership role in
revitalizing Miami's Design District. To help the Design District
get back on its feet, Barnett donated the use of a 50,000 sq. ft.
building with offices and showrooms and helped form a new non-
profit community association, the Miami Design District, Inc.
The association's goal is to advertise and promote businesses in
and around the Design District. A Barnett Vice President will
head the association until they are able to function on their
own.
CRA Direct Mail Campaign
A pilot direct mail program was developed for householders in low
to moderate income neighborhoods and Little River neighborhoods
were selected for solicitation. Approximately 5,300 households
over the next six months, will receive a letter encouraging
direct loan applications from the Manager of the Little River
office. Included in each letter will be an insert portraying
five persons of different backgrounds, with the challenging
89-963
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statement, "Give Us One Good Reason Why We Should Get Our Loans
From a Barnett Bank," overlaid on the photograph. This insert
was selected because market research has shown that many persons
.n low to moderate income neighborhoods do not perceive banks as
willing to take their applications seriously. The insert
addresses this concern by informing them that Barnett lends more
money to more people than anyone in the state and that we are
"eager to tailor almost any kind of loan... to meet your specific
needs." The insert includes a detachable Business Reply Card on
which householders can indicate the products they are interested
in.
Black Dollar Days
Barnett Bank of South Florida recently participated in the
NAACP's national Black Dollar Days campaign, September 1 through
4. It focussed on black merchants in the community giving S2
bills and Susan B. Anthony coins to their customers as change.
All 78 Barnett offices in Dade and Broward counties were major
suppliers of the bills and coins. The promotion was a
demonstration of Black buying power and the objective was to
increase public awareness of the Black consumer, as well as
enhance the creation of new business opportunities for Black
Americans. Following a press conference for the event, Barnett
Vice Chairman Carlos J. Arboleya hosted and paid for a luncheon
with S2 bills at a Black owned restaurant.
Barnett Connection Mentor Program
Barnett Bank, in conjunction with the Urban League of Dade
County, introduced a program aimed at helping inner city
students. The program is an effort by Black Officers and
Management Associates of Barnett to volunteer their time to serve
as role models, tutors, and mentors for the inner city students.
Miami Edison Senior High Banking Program
To improve the financial literacy of students, Barnett Bank of
South Florida is introducing "How to do Your Banking," to 500
seniors at Miami Edison Senior High School. This innovative
program combines text materials, "hands-on" activities and
interactive video to simulate real life money management. The
program focuses on credit -- what it means, how it is obtained
and why it is important. Barnett Bank of South Florida is
offering this program as a free public service to help train
students to become financially savvy customers.
89-9f 3
statement, "Give Us One Good Reason Why We Should Get Our Loans
From a Barnett Bank," overlaid on the photograph. This insert
was selected because market research has shown that many persons
_f in low to moderate income nei hborhoods do not
_~ g perceive banks as
willing to take their applications seriously. The insert
addresses this concern by informing them that Barnett lends more
money to more people than anyone in the state and that we are
"eager to tailor almost any kind of loan... to meet your specific
needs." The insert includes a detachable Business Reply Card on
which householders can indicate the products they are interested
in.
Black Dollar Days
Barnett Bank of South Florida recently participated in the
NAACP's national Black Dollar Days campaign, September 1 through
4. It focussed on black merchants in the community giving $2
bills and Susan B. Anthony coins to their customers as change.
All '8 Barnett offices in Dade and Broward counties were major
suppliers of the bills and coins. The promotion was a
demonstration of Black buying power and the objective was to
increase public awareness of the Black consumer, as well as
enhance the creation of new business opportunities for Black
Americans. Following a press conference for the event, Barnett
Vice Chairman Carlos J. Arboleya hosted and paid for a luncheon
with $2 bills at a Black owned restaurant.
Barnett Connection Mentor Program
Barnett Bank, in conjunction with the Urban League of Dade
County, introduced a program aimed at helping inner city
students. The program is an effort by Black Officers and
Management Associates of Barnett to volunteer their time to serve
as role models, tutors, and mentors for the inner city students.
Miami Edison Senior High Banking Program
To improve the financial literacy of students, Barnett Bank of
South Florida is introducing "How to do Your Banking," to 500
seniors at Miami Edison Senior High School. This innovative
program combines text materials, "hands-on" activities and
interactive video to simulate real life money management. The
program focuses on credit -- what it means, how it is obtained
and why it is important. Barnett Bank of South Florida is
offering this program as a free public service to help train
students to become financially savvy customers.
89-9x3
- - -- --
Miami Jackson Seniox High School Career Days
Barnett participated in the Urban Bankers' Career Days at Miami
Jackson Senior High School. Discussion about banking career
opportunities were held with students.
Booker T. Washington Career Day
Reggie Williams, Barnett Vice President, recently spoke to
students at Booker T. Washington High School in Miami on "Careers
in Banking." The students were from grades 9 through 11.
Florida Memorial College
Recognizing a large, but temporary financial crisis at Florida
Memorial College, a Black college serving the City of Miami,
Barnett Bank Chairman Hugh Gentry took a leadership role in co-
chairing a special fund raising campaign to help the college work
through their situation. By rallying leaders in the business
community, Mr. Gentry orchestrated a campaign which generated
$2.4 million in a 90-day period. Barnett Bank's commitment of
financial resources to Florida Memorial College exceeds $100,000.
Additionally, many of the administrative offices at the College
are decorated with furniture and fixtures donated by Barnett Bank
of South Florida.
Minority Student Prepaid College Contract
Barnett Bank of South Florida was the first corporation to
purchase the State's Florida Prepaid College Program contract.
The contract was purchased for a minority student at Miami
Jackson Senior High School.
PIC Mentor Program
The "Career Beginnings/Drop-out Prevention Program" of the
Private Industry Council of South Florida is another program
geared toward the youth where Barnett Bank has been extremely
active. Operating in three high schools in minority
neighborhoods in Dade County, the program targets teenagers who
might face certain barriers which could hinder their chances to
succeed. Twenty-five Barnett officers volunteered their time to
89-963
- ~ ~ -
act as one-on-one mentors for these troubled youth.
Liberty City Holiday Party
Additionally, children from the Liberty
experienced what it is like to have a
Barnett Bank imports tons of artificial
park party, complete with Santa Clause and
Keep Dade Beautiful
City neighborhood have
white Christmas when
snow to a neighborhood
free gifts.
Barnett Bank of South Florida, N.A., accepted the Corporate
Adopt-A-Home Challenge, a clean-up and paint-up project of ten
needy homes in low-income neighborhoods in Dade County. The
project was organized by Keep Dade Beautiful, Inc., founded for
the purpose of attaining a standard of excellence in cleanliness
and beautification throughout Dade County.
Voters Registration
In an effort to demonstrate Barnett's commitment to civic duties,
all 40 Barnett banking offices in Dade County (five within the
city limits of Miami) became official voter registration sites in
1988. Over 120 Barnett employees went through the deputization
process and counter cards publicizing the Bank's program were
placed in all offices. The drive continued through September 30,
1988. Several thousand voters were registered at Barnett
offices.
Dade County School Bond Referendum
In support of the funding needs of the Dade County School System,
Barnett urged its employees who are Dade County citizens to
support the School Bond Referendum, which subsequently was
approved by the voters. An informative headline article
containing the answers to the most frequently asked questions
about the School Bond Referendum appeared in the March 1988 issue
of Barnett's employee newsletter. (See Exhibit~A)
ss--ss3
College Video Program
Barnett Bank is a proud sponsor of a video program aimed at
college-bound students who are deciding on where to go to
college. The College Video Program, endorsed by Florida's State
Board of Education and the State Universities' Board of .Regents,
familiarizes students with Florida's nine state-supported
universities. This video has been distributed, free of charge,
to all City of Miami secondary schools.
Florida Prepaid College Program
In conjunction with the State of Florida, Barnett introduced the
Florida Prepaid College Program in September 1988. Barnett paid
for all of the promotions for the program, including brochures,
applications, ads, and counter cards, and served as the marketing
agent and point of sale. The program offers the opportunity to
prepay the cost of a child' s tuition and dormitory rates to any
one of the nine state universities or 28 community colleges in
Florida at today's rates. The program makes the cost of
tomorrow's education more affordable. To kick off the program
last year, Barnett became the first corporation to purchase a
contract and it was given to a minority student who could not
otherwise have gone to college, at Miami's Northwestern High
School. This predominantly Black institution serves the City of
Miami's Black community.
MDCC Endoxed Teaching Chair
Barnett Bank of South Florida recently made a grant of $75,000 to
establish the Miami Dade Community College "Margin of Excellence"
Endowed Teaching Chair Program. This program is the only one of
its kind in the United States community college system because it
is solely for teachers, regardless if they are researchers or
authors.
Greater Miami Chamber Drive
Barnett Bank was an active participant in the 1989 Greater Miami
Chamber of Commerce Membership Drive. Over 50 Barnett employees
participated in the drive and generated over $100,000 in
membership revenues for the Chamber.
es-9s~
-~+~.AlIn~1
Business Against Drugs (BAD)
Barnett's Vice Chairman Carlos J. Arboleya, and a group of Dade
County's most prominent business and civic leaders joined in the
fight against drugs recently to unveil plans for a comprehensive
program aimed at creating a drug-free workplace. Businesses
throughout Dade County will be encouraged to choose various
elements of a comprehensive program created by the Greater Miami
Chamber of Commerce. These include a sample Barnett policy
statement as the foundation of the program. Barnett employees
also joined together with Informed Families to proudly
participate in the annual Red Ribbon Awareness Campaign. The
campaign is a community effort to combat drug use and abuse among
adults and teenagers.
Community Festivals
Barnett recognizes the importance of corporate participation in
community festivals which benefit our local neighborhoods and
draw other people to the City of Miami. Barnett regularly
participates in the following festivals held in the City of
Miami:
Orange Bowl Parade
Three Kings Parade
Calle Ocho Festival
Hispanic Heritage Festival
These festivals draw both residents and visitors and serves to
project a positive image of the City of Miami.
Lincoln-Marti Camporee
Through Barnett Bank's active participation in the Boy Scouts,
many scout troops from minority neighborhoods are able to attend
the annual Lincoln-Marti Camporee in Carlos J. Arboleya Park in
Miami, and scouts are able to form their own troops in the
Liberty City housing area which otherwise would not be able to do
so.
89-~s3
Qrban League of Dade County ANard
In 1988, Barnett was honored to receive the Urban League of Dade
County's first annual Reubin O'D Askew Corporate Social
Responsibility Award which recognized Barnett's efforts to
promote equal opportunity for Black Floridians. Joyce Johnson, a
Barnett employee, now serves on the Urban League's Board of
Directors.
Beacon Council
Lee Chaplin, President and CEO, is director and executive
committee member of the Beacon Council, an economic development
agency whose goals include business retention and expansion in
Dade County. The Council helps bring corporations and government
together to promote the city's business image and to create an
environment which facilitates the growth and development of Dade
County's labor force.
89--ss ~
The Barnett Bank of South Florida
CRA & Community Affairs Program
Rooted in the Community Reinvestment Act (CRA), Barnett Bank of
South Florida has an aggressive community affairs policy. The
policy extends beyond meeting the credit needs of community
members in neighborhoods in which Barnett operates, and focuses
on the Bank's commitment to be an active community leader.
_ sg-ss3
Introduction
In 1966, Barnett Banks, Inc., established~a system-wide Community
Affairs Policy under the guidelines of the Community Reinvestment
Act (CRA). This policy enhanced the existing Community Affairs
programs at Harnett's forty-four affiliate organizations. While
the Policy fulfills the requirements of the Community
Reinvestment Act to encourage banks to help meet the credit needs
of their local communities, l3arnett's Community Affairs Policy
and programs cover a more comprehensive spectrum of services to
Barnett's communities, including low to moderate income
neighborhoods.
Statement of Policy
The Policy reflects Barnett's long standing commitment of
corporate social responsibility. As an organization, the Bank
continues to fulfill its obligation and responsibility to the
communities in which any Barnett Bank office is located through
the implementation of programs and initiatives that are fair,
equitable, and within the limits of sound banking practices.
With these programs and initiative, the Bank seeks to:
(a) Respond to the credit needs of consumers in all the
neighborhoods, towns, and cities served by the Bank;
(b) Promote, through involvement with both public and
private bodies and groups, an adequate supply of low
and middle income housing and the revitalization of
businesses and residential districts;
(c) Support the revenue needs 'of local governments,
authorities and school boards;
(d) Assure the implementation of appropriate affirmative
_ action programs to achieve equitable employment and
business opportunities for minorities and women;
(e) Advance the cause of community improvement through
corporate contributions to the arts, civic projects,
and health and welfare; and
(f) Provide special recognition and encouragement to
officers who become involved in community affairs.
2
89-96~
~'~ ,"~
(The Bank's Community Affairs Policy is attached as Exhibit B )
CRA and Community ,Affairs Co~maittee
Barnett Bank of South Florida, N.A., organized the Community
Affairs Committee to administer and report on Community Affairs
activities. The Committee meets on a monthly basis to review
past community activity, to prepare and review reports, and to
formulate new policies and strategies for future community
involvement.
The Committee is comprised of executive managers, senior managers
and officers from the various areas of the bank,. including branch
administration, commercial real estate, consumer loans, corporate
hanking, human resources, marketing, operations, purchasing, and
residential real estate.
Board of Directors' CRA and Community Affairs Committee
The Board of Directors has established a CRA and Community
Affairs Committee to actively oversee the Bank's Community
Affairs activities. The Committee is composed of seven
Directors.
In addition to the directors, the Community Affairs Officer and
the CRA/Compliance Officer attend each meeting. The Compliance
Officer serves as Committee Secretary. Other Bank Officers, such
-~ as the EVP of Credit Policy and the Chairmen of the CRA and
Community Affairs Loan Committees, also attend and participate.
Committee members discuss all current Community Affairs
activities, review reports of the CRA and Community Affairs Loan
- Committees, and provide suggestions and recommendations to
management to ensure an effective program. The Chairman of the
CRA and Community Affairs Committee reports the results of these
meetings to the full Board of Directors on a quarterly basis.
CRA and Coamaunity Affairs Action Plan
As a component of Barnett's CRA and Community Affairs Program,
the Bank has adopted an Action Plan to provide a framework for
the Bank's efforts to better serve the low and moderate income
3
89-963
`~
neighborhoods and minority members of the community by:
Ensuring full compliance with the Bank's CRA and Community
Affairs responsibilities;
Ensuring that ascertaining and meeting the credit needs of
its entire community, including the low and moderate income
neighborhoods and minority members, consistent with the safe
and sound operation of the Bank, remain significant
components of the Bank's business and activity;
Providing mechanisms for the Bank to respond to the
multiplicity of community development proposals presented
for consideration;
Providing mechanisms for the documentation of the Bank's CRA
and Community Affairs activities; and
Providing for the monitoring and evaluation of the Bank's
CRA and Community Affairs performance, and the reporting of
the results of monitoring systems to Executive Management of
the Bank.
Barnett Bank of South Florida's 1989-1990 Community Reinvestment
Act and Community Affairs Action Plan is attached as Exhibit C.
Officer and Employee CRA Training
A significant part of the Bank's CF,A Action Plan is to ensure
that all officers and employees are aware of the Bank's Community
Affairs Program and the requirements of the Community
Reinvestment Act. To accomplish this goal of employee awareness,
an employee Guide to CRA and the Community Affairs Program,
including answers to the most commonly asked employee and
customer questions, is continually revised and distributed to all
employees. New exempt employees receive this Guide during
orientation. (See Exhibit D )
-' The regulatory requirements of the Community Reinvestment Act are
_ covered in the Consumer Compliance and Operational Compliance
training courses and are incorporated in the Compliance Manual.
Training on the Community Reinvestment Act and the Bank's
Community Affairs Program is conducted with Branch Office staff
members at least annually by Branch Managers.
4
s9-ss3
~,
Frequent articles on the Community Affairs Program are published
in the Bank's monthly and weekly newsletters. The Compliance
Department utilizes the weekly publication and direct interoffice
mail to issue instructional and/or informational memos on
- compliance issues. By continuing to use these three internal
channels, employees will be kept current on all CRA and
compliance issues.
CRA Census Tract Surveys
In order to assess the credit needs of its delineated community,
Barnett has adopted a CRA Business Development Plan. As part of
this Plan, in 1987 Barnett undertook an extensive analysis of its
market area by census tract. Utilizing census tract data, the
__ Bank defined median income and minority neighborhoods within the
communities it serves. A Branch Coordinator was designated for
each county to assist Branch Managers in analyzing the CRA
sensitive census tracts surrounding their respective Branches and
in making business calls in the community. These CRA sensitive
neighborhoods were analyzed by on-site visits, meetings with
community leaders in each area, and interviews with the Office
Managers and Area Executives.
A written report outlining the analysis of each CRA sensitive
census tract was submitted to the Bank's Community Affairs
Officer. The analysis included a physical description of the
area, characteristics of the community, a description of
important focal points, business opportunities, or community
activities which are available., and recommended a strategy for
meeting credit needs including which Banking Offices and/or
lending departments or support divisions should be involved in
meeting the credit needs of each such neighborhood.
In order to help keep Barnett c
sensitive areas of its local
second CRA Census Tract Survey
tracts in September 1988. This
the information gathered in the
following items:
5
X9-963
n top of developments in the CRA
community, the Bank initiated a
of low to moderate income census
survey was designed to build upon
previous survey and included the
o Barnett Banking Offices serving each area
o Summary of the tract(s) make-up
o Observable community development or redevelopment
projects
.,
efforts
o Estimated demand
o Key activities t
community members
,~
for various credit products
o ascertain credit needs and to inform
of the Bank's credit products.
These surveys will also be used during the annual evaluation of
the Bank's home mortgage lending patterns.
CR.A Snisinesg Development
By visiting and re-visiting each CRA sensitive census tract, the
Bank has obtained a better understanding of the needs of these
areas. As a result, the Bank is in a better position to meet not
only the credit needs of the CRA sensitive census tracts, but
also the needs of the entire community. On-going evaluation of
local credit needs will rest with the banking offices Located in
or near the target areas.
The Bank has also analyzed and utilized the Dun & Bradstreet
listing of businesses located in the CRA sensitive census tract
areas with annual sales of up to $I million dollars. The listing
has been assigned to lending officers in designated Banking
Offices.
Another part of the CRA Business Development Plan is a continuing
Officer Call Program for each of the lending divisions of the
Bank. Through these Officer Call Programs, each bank officer
documents calling efforts made to individuals/businesses in the
CRA sensitive census tracts.
These calling efforts also result
each lending division of the Bank
This structured method of calling
Bank to properly assess community
efforts, and ensure that proper
provided.
in referrals of business by
to other areas of the Bank.
and documentation allows the
:redit needs, document calling
follow-up on each call is
The Branch Office coordinators meet on a regular basis with the
Community Affairs Committee, the Community Affairs Officer, and
the Compliance Officer to coordinate their efforts and report on
current calling efforts.
The Residential Real Estate Lending Division also appointed a
coordinator in each county to analyze the credit needs of
households witha.n the CRA sensitive census tracts with respect to
residential mortgage loans. The coordinators provide expertise
6
89--963
1
\~J
residential mortgage loans. The coordinators provide expertise
on governmentally-insured, guaranteed or subsidized housing loan
programs, as well as conventional loan programs.
The Directors and Officers of Barnett Bank of South Florida,
N.A., are currently serving as Directors and Officers and/or
active participants in a wide variety of community service and
community development organizations in order to ascertain local
credit needs. Space simply does not permit us to list all these
community groups here. Therefore, the list below is merely
representative of the Dade County organizations:
Area Boards of Realtors
Baptist Ministerial Council of Miami
Beacon Council
Business Assistance Center of Dade County
Business Assistance Consortium, Inc.
Coral Gables Chamber of Commerce
Dade Employment and Economic Development Corporation
Entrepreneurial Institute at the University of Miami
Florida Goldcoast Chamber of Commerce
Florida Memorial College
Florida Regional Minority Purchasing Council
Greater Homestead/Florida City Chamber of Commerce
Greater Miami Chamber of Commerce
Hialeah-Miami Springs/N.W. Dade Chamber of Commerce
InterAmerican Chamber of Commerce
Latin American Builders Association
Latin American Chamber of Hialeah
Latin Chamber of Commerce
Legal Services of Greater Miami, Inc.
Local Incentives Support Corporation (LISC)
Metro-Dade Office of Community Development
Miami Beach Chamber of Commerce
Miami Capital Development, Inc.
Miami Dade Chamber of Commerce
Miami-Dade Neighborhood Housing Service
Miami-Dade Urban Bankers Association
Miami-Fort Lauderdale Minority Business Development
The Miami Times
- DEEDCO
Center
National Association for the Advancement of Colored
(NAACP)
North Miami Downtown Redevelopment Committee
N.E. Miami Chamber of Commerce
Small Business Development Center at Florida
University
South Dade Chamber of Commerce
7
People
International
e9-~-s3
-- - _ ___ u_~._._a~m a~--~~. _...
South Florida Builders Association
South Miami-Kendall Area Chamber of Commerce
_ Surfside Tourist Board
Urban League of Greater Miami, Inc.
Washington Heights Office of Economic Development
West Perrine Community Development Corporation
CRA Related Marketing Programs
OUTDOOR ADVERTISING
Barnett utilizes 19 billboards to make the community aware of its
credit services. Outdoor billboards give Barnett a tremendous
opportunity to reach the Dade and Broward communities with high
penetration levels.
The Bank has 11 rotary billboards and 3 permanent billboards in
Dade and Broward counties which are changed on a periodic basis.
In June 1989, Barnett Bank of South Florida changed its outdoor
advertising campaign to promote auto loans and home mortgages, as
opposed to "image" advertising. Since May, 14 of Barnett's 24
rotaries have been in low to moderate income census tracts in
Dade County.
DIRECT MAIL CAMPAIGN
A pilot direct mail program was developed for householders in low
to moderate income neighborhoods, and Little River neighborhoods
were selected for solicitation. Approximately 5,300 households,
over the next six months, will receive a letter encouraging
direct loan applications from the Manager of the Little River
office. Included in each letter will be an insert portraying
five persons of different backgrounds, with a challenging
statement, "Give Us One Good Reason Why We Should Get Our Loans
From a Barnett Bank," overlaid on the photograph. This insert
was selected because market research has shown that many persons
in low to moderate income neighborhoods do not perceive banks as
being willing to take their applications seriously. The insert
addresses this concern by informing them that Barnett lends more
money to more people than anyone in the state and that we are
"eager to tailor almost any kind of loan... to meet your specific
needs." The insert includes a detachable Business Reply Card on
which householders can indicate the products they are interested
in.
8
89--9f 3
~_
~.
INDIRECT FINANCING
Among banks and savings institutions, Barnett is currently a
dominant source of loans for customers who purchase both new and
used vehicles from automobile dealers in Dade County. Barnett's
dealer network consists of more than 85 dealers geographically
situated in almost every area of Dade county. This large network
draws customers from virtually every neighborhood and every
economic bracket and is a major way Barnett provides credit in
low to moderate income areas.
SENIOR PARTNERS
Our senior citizen customers receive a periodic publication
addressing banking issues pertinent to the senior consumer.
Recognizing the growing senior market in Dade and Broward
counties, the Bank offers a special low cost service for senior
citizens. With a minimal opening balance of $100.00, Barnett
_ provides the following services at no charge to persons fifty-
five years of age or older:
1. Checking Account
2. Personalized Checks
3. Travelers Checks
4. Cashier's Checks
5. Financial Planning Guide
6. Notary Service
BUSINESS DEVELOPMENT SYSTEM
A Business Development System is in place to support corporate
bankers and sales managers in assessing corporate market
opportunities and planning appropriate action. Each banker is
assigned a group of customers and prospects on the System for
which hetshe is responsible for developing new and fruitful
business for the Bank.
9
89-963
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Loan Commitments
Barnett Bank recognizes that as our community grows and prospers
our bank will have the opportunity to do the same. This
philosophy evinces itself in the projects we have committed to
• financially.
89-963
Loan Commitments
Barnett Bank .recognizes that as our community grows and prospers
our bank will have the opportunity to do the same. This
philosophy evinces itself in the projects we have committed to
financially.
~9-~s3
~ `
Commercial Lending Program In Support of Small and
Minority Oxned Businesses -
Barnett's CRA and Community Affairs Loan Committee
($977,000)
The primary objective of Barnett's CRA and Community Affairs Loan
Committee is to provide loans to existing and new minority-owned
and operated enterprises, as well as other credit worthy requests
within the scope of CRA. A complete description of Barnett's CRA
and Community Affairs Loan Program is included as Exhibit E.
The loans reviewed by this committee carry a stronger reliance on
the character, ability and determination of the minority owner.
Particular emphasis is given to the experience, motivation and
caliber of management.
Since inception in December 1985, the Dade County CRA and
Community Affairs Loan Committee has approved $1.6 million in
loans to minority owned business, including those owned by women.
Of the 51.6 million, 5977,000 were loaned to businesses operating
within the City of Miami (61~ of the total).
Bayside ($870, 000)
Barnett Bank recognizes the impact of Bayside Marketplace to the
City of Miami . Nearly $1 million has been committed by Barnett
Bank to Bayside Merchants and restauranteers to support start-up
and operating expenses.
Additionally, Barnett invested $15,000 to provide a night
depository on the Bayside property in order to support merchants'
financial services needs.
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89-963
_..
Residential Real Eatate Lending
RioPlaza Condominium ($7,000,000)
Barnett Bank of South Florida is providing over $7 millioa in
financing for a low to moderate income housing project in East
Little Havana. Located at 546 SW 1st Street, Miami, the RioPlaza
Condominium is the largest low-income housing project in the
state and one of the largest in the nation.
Barnett RioPlaza sets a new standard in privatelpublic sector
collaboration for the development of low-to-moderate income
housing and ownership. This project was the result of the
combined efforts of Barnett, the East Little Havana Community
Development Corp. (ELH/CDC -- a non-profit organization dedicated
to the development and revitalization of Little Havana,) the City
of Miami, Metro-Dade, the Ford Foundation, and the Local
Initiative Support Corporation tLISC).
The project has 114 units of one, two, three, and four bedroom
residences, ranging in price from 535,995 to $59,995. Monthly
payments start as low as $270 and include principal, interest,
taxes and condominium fees. Located off Flagler Street and the
Miami River, it is within walking distance from downtown Miami,
Metro-Rail stations and bus stops. It is also conveniently
located near recreational facilities, shopping, medical, and
educational centers.
As of June 30, 1989, 85 home mortgage loans totalling $1,520,000
have been closed and 13 others have been approved in the amount
of $220,000. Sixteen units were unsold.
Scattered Site Affordable 8omeo~vnership Development
Program ($300,000)
Barnett was the initial participant in the City of Miami's
Scattered Site Affordable Homeownership Development Program.
Barnett agreed to provide up to $300,000 to qualified low and
moderate income home purchasers. Seven moderately priced homes
were built on a City-owned site, and Barnett financed all seven
home purchase mortgage loans.
3
89-ss3
1
i
Housing and Urban Development Program Projects
- ($7, 600, 000)
• During the past two years, Barnett has provided financing for
^ construction and/or renovation of low to moderate income housing.
In Dade County, $21.9 million was provided, of which $7.6 million
- are projects within the City limits of Miami (35 percent of the
= total) .
Soanes for South Florida, Inc. (BFSF) ($4, 000, 000)
Barnett is a full participant in Homes for South Florida, Inc., a
consortium of five banks and one thrift formed for the purpose of
- providing funds for residential housing for the low to moderate
income population segment of South Florida. Both for-profit and
non-profit developers are assisted. As a member, Barnett has
committed over $4,000,000 for construction/rehabilitation and end
mortgage loans. Adolfo Henriques, Barnett Executive Vice
President is a consortium director.
As of August 1989, HFSF has made commitments, or is in the
_ process of negotiating commitments, on 12 low-income housing
projects amounting to over $14.7 million. If all projects are
funded, some 673 housing units will be constructed or extensively
rehabilitated. HFSF's borrowers and applicants include the
following local non-profit community development organizations:
o Centro Campesino Farmworker Center, Inc.
o East Little Havana Community Development Corp.
o Miami Beach Development Corp.
o St. John's Community Development Corp.
o Tacolcy Economic Development Corp.
o Urban League of Greater Miami, Inc.
o West Perrine Community Development Corp.
Barnett is the lead bank on three of the 12 projects that will
involve the construction or rehabilitation of 311 housing units.
Notably, Barnett is the lead bank on a 206-unit apartment
rehabilitation in Overtown. This project is being coordinated
with the City of Miami's Rental Rehabilitation loan program.
4
89-963
i
t
Housing and Urban
($7, 600, 000
Aevelopment Program
Projects
During the past two years, Barnett has provided financing for
construction and/or renovation of low to moderate income housing.
In Dade County, $21.9 million was provided, of which $7.6 million
are projects within the City limits of Miami (35 percent of the
total) .
Homes for South Florida, Inc. (BFSF) ($4,000,000)
Barnett is a full participant in Homes for South Florida, Inc., a
consortium of five banks and one thrift formed for the purpose of
providing funds for residential housing for the low to moderate
income population segment of South Florida. Both for-profit and
non-profit developers are assisted. As a member, Barnett has
committed over $4,000,000 for construction/rehabilitation and end
mortgage loans. Adolfo Henriques, Barnett Executive Vice
President is a consortium director.
As of August 1989, HFSF has made commitments, or is in the
process of negotiating commitments, on 12 low-income housing
projects amounting to over $14.7 million. If all projects are
funded, some 673 housing units will be constructed or extensively
rehabilitated. HFSF's borrowers and applicants include the
following local non-profit community development organizations:
o Centro Campesino Farmworker Center, Inc.
o East Little Havana Community Development Corp.
o Miami Beach Development Corp.
o St. John's Community Development Corp.
o Tacolcy Economic Development Corp.
o Urban League of Greater Miami, Inc.
o West Perrine Community Development Corp.
Barnett is the lead bank on three of the 12 projects that will
involve the construction or rehabilitation of 311 housing units.
Notably, Barnett is the lead bank on a 206-unit apartment
rehabilitation in Overtown. This project is being coordinated
with the City of Miami's Rental Rehabilitation loan program.
4
89-963
~~---
-~
:~
;~
i
a
- Home Purchases and Home Improvement bending
($37,000,000)
1
`~ Barnett has provided substantial funding for the purchase and
improvement of homes within the City of Miami.
Of the census tracts contained wholly or partially within city
limits of Miami, Barnett has provided more than $27.9 million
during the years 1986-88. In addition, during the period of
January-July 1989, Barnett has provided another $9.1 million in
purchase money mortgage loans for 1-4 family residences within
these census tracts.
Barnett Bank of South Florida, N.A., is approved by the Veterans
Administration as an Automatic Lender for VA guaranteed loans.
The Bank is also approved by the Federal Housing Administration
(FHA) as a Direct Indorsement Lender. The Residential Real
Estate Lending Division is staffed and trained to accept
applications, and process, underwrite and close both FHA and VA
loans.
The totals above include loans guaranteed by the Veterans
Administration and insured by the Housing Administration.
Melrose To~vnhomes Project and Scattered Site Housing in
the City of Miami ($1,200,000)
Barnett Bank of South Florida,
with four other local banks
commitment, ($1.2 million from
townhouse and scattered site t
neighborhoods within the City
scattered site housing within
Barnett on an as-needed basis.
N.A., was prepared to participate
in a $6 million permanent loan
Barnett) to the City of Miami for
-ousing in low and moderate income
of Miami. Additional funds for
these areas is being provided by
Housing Development Action Grant (HODAG) Subordinated
Mortgage Program ($3, 200, 000)
Barnett has provided $3.2 million in construction financing for a
low-income rental apartment complexes in Dade County which
involve the HODAG Subordinated Mortgage Program.
5
89--96 3
Consumer Lendinq~
Barnett had 57 Consumer. Credit Officer positions as of June 30th
of which 25 were filled by Black, Hispanic, or other minority
individuals. Each of these officers has specific business
development responsibility and works hard to promote Barnett
throughout its entire community, including low to•moderate income
areas.
In addition, at the Consumer Credit Center in Pompano Beach and
the Credit Card Center in Plantation, there are a total of 44
Consumer Lending Trainees being developed for Lending and
Supervisory responsibilities in Consumer Lending. Of these, 14
are Black, Hispanic, or other minority members.
Other Loan Commitments
In addition to the loans approved through the Barnett programs
mentioned above, Barnett has also made a commitment to support
other notable projects within the community. The following is
intended to give a sampling of these endeavors.
Barnett has approved a $175,000 working line of credit to support
a Dade County association dedicated to enhancing the quality of
life for retarded citizens.
A $55,000 loan was approved to refinance a commercial real estate
in one of Miami's low-income neighborhoods.
A $415,000 commitment was extended to a residential home for the
mentally retarded in our community.
A $1,000,000 loan made by Barnett will provide funds for the
construction and permanent financing of a family life
building/gymnasium for a Baptist Church in Miami.
A $375,000 loan was extended to an apartment complex with
ambulatory facilities in Miami.
A $400,000 construction/term loan was extended by Barnett to a
Hialeah church.
6
89--963
__ _ __ - -_
_~
'~
- A church serving in a low to moderate commun.i_ty in Dade County
received a $383,000 loan from Barnett, a portion of which will
provide a new air conditioning unit.
Three term loans were granted by Barnett for a total of $875,000
to help meet the financing needs of a community organization
which provides job training and sheltered employment to adult
handicapped.
Barnett approved a $125,000 term loan on a halfway house for
prisoner releases.
Barnett has loaned $500,000 to a minority-owned shopping center
in Liberty City to pay its insurance premium.
$25,300 was loaned by Barnett to refinance commercial property in
Dade's Little River community.
7
8s--~s3
-1
Barnett Bank of South Florida
Minority Vendor Program
Barnett Bank of South Florida recognizes the value of patronizing
minority owned businesses. Since January 1987, Barnett Bank of
South Florida has purchased $3.4 million in products and services
from minority and women-owned businesses. In August 1987,1
Barnett Bank was recognized as "Corporation of the Year" by the
Florida Regional Minority Council.
i3
._
~ _
~-
Progaram Description
Through the Minority Vendor Program, the Bank's Purchasing
Department seeks to utilize minority vendors in the purchase of
its required products and services. For purposes of this _
Program, a minority vendor is defined as a "large or small
business concern at least 51~ owned and controlled by minority
individuals". "Minority individuals" include Black Americans,
Hispanic Americans, Native Americans, Asian-Pacific Americans,
Asian-Indian Americans, and women.
$3.4 million in products and services were purchased by Barnett
Bank of South Florida from minorities, including women, from
~' January 1987 through June 1989.
(The Minority Vendor Policy and Program is attached as Exhibit
-•)
_;
i
Minority Vendor Forum Participants
'.he Purchasing Department actively recruited minority vendors
through the following forums:
~. Minority Vendors Luncheon on March 31, 1988 at the OMNI
Hotel in downtown Miami.
2. Minority Vendor Expo '88 Trade Fair held May 20, 1988 at the
Coconut Grove Exhibition Center sponsored by the City of
Miami.
_. "Minority Vendors in the Spotlight" Luncheon on August 10,
1988 sponsored by Barnett Bank of South Florida, N.A. Over
50 people attended including minority vendors, purchasing
officers, and a Dade County Commissioner. Guest speakers
included the Chairman of Barnett Bank of South Florida's CRA
and Community Affairs Loan Programs, who explained the
proper procedures to follow when applying for a business
loan. Feedback from attendees was very positive.
4. Business Assistance Center Annual Matchmaker Workshops.
5. Greater Miami Chamber of Commerce Annual Minority Business
Expo and Trade Fair.
2
89-963
j
Florida Regional Minority Purchasing Council
Through its active membership in the Florida Regional Minority
Purchasing Council, the Bank is able to meet with local minority
vendors and obtain their views on their business and credit
needs. In 1988, David Caplan, VP Purchasing, was elected a
Director of the Council. Notably, Barnett Bank of South Florida
donated $1,210.00 worth of furniture to the Florida Regional
Minority Planning Council for use in their offices.
Minority Council Names Barnett Corporation of the Year
The past Chairman of the Florida Regional Minority Council, David
Foster, presented the "Corporation of the Year" award to Barnett
Bank of South Florida in May 1989. The award recognizes
Barnett's support of the council as well as the Bank's
intensified purchasing record benefitting minority enterprises.
The Florida Regional Council is a non-profit organization that
encourages business firms to purchase goods and services from
minority-owned companies on a mutual self-interest basis. More
than 200 Fortune Five Hundred companies are actively involved
with this program.
Other activities of the Council include: assisting minority _
business entrepreneurs in establishing new businesses, helping
them to establish and maintain business contacts and
opportunities, and providing a minority business directory that
lists minority business entrepreneurs by name as well as the
specific goods and services provided. -
3
~s-963
BAI~'I'T BAI~IIt OF SQTI4i FIG~2TLY~, N.A.
AFF'Il~--TIVE ACTICN P~tAM
89-963
-~
~!!
i
1
~ ~ RCN
A.
Barnett Bank of Scxtth Florida is reaffirming its Affirmative
Acorn Program with regard to Equal F3zplvymerrt Opportunity. This
Affirmative Acorn Program is designed to include those elemQnts
contained in F~oeaitive Orders 11246 and 11375, ani outlined in
the Offive of Federal Cbntrac-t Cocpliance Revised Order No. 4,
and to provide guidance and assuranoa for full iaplesnentation of
our Equal Fl~loyment Opportunity R~licy.
Barnett Bank of South Florida racogtuzes its duty to aontinu,e to
prwid~e ~ etq~loyment apportuttities to all qualified persons,
and reaffirms its commitment that there shall be no
discrimination against applicants or saplvyees because of race,
wlor, cz~aed, religion, sex, national origin, or age, in matters
of employment, t~gradi.ng, pn~motion, transfer, layoff,
termination, rates of pay, selection for training, recruitment
and recruitment advertising.
In this pxcgram, Barnett has a oa~itment to id+entif`y and analyze
all areas of employment and to adzie~ve oaQplianoe with the
mandates of the applicable F~aeastive Orders. At~eas identified
for special attention will be assigned to approQriate personnel
an3 specific ir~ions for affirmative action, including
specific goals and *i~ahles, will be foraulated. Barnett has a
- separate affirmative action program for disabled veterans,
veterans of the Vietnam era, and handicapped irYiividuals.
The following will be the rules under whic3i the Affirmative
Acorn Program is inplemente~d and mai a;r,e~r9;
1. Barnett will recruit, hire and pr®vt$ eaplcryees without
regard to race, valor, creed, religion, sex, national
origin, or age.
- 2. Barnett will base decisions rn euplaymen~t so as to further
the principle of equal employment oppoztzuzity.
3. Barnett will insure that prr~otion decisions are in avoord
with principles of equal employment opportunity by imposing
only valid far Pramotianal opportunities.
4. Barnett will ireAUe that all other persac~nel actions, such
as vanpes~satirn, benefits, transfers, layoffs, returns frven
layoffs, Barnett-spa~sored training, education, tuition
assistance, social aryl recreational programs, will be
_ admini.~er+ed without regard to race, color, creed, r+aligioai,
sex, national origin, or age.
89-963
5. Larry SiaQscn, Grin
is c#~arged by the
respoc~sibility thrux
the Barnett's stated
policy of narliscrim
11246 and 11375, and
Senior Vioe Presiciont-fin Resai.iroes,
Quef Ddea~tive Officer with direct
bout Barnett of assuring attainment of
objective of full oatq~lianoe with the
inatian in e~lvymerYt, ESaecutive Orders
anther applicable directives.
6. 'I!'ie Graff Senior vice Pre~sident~ Resources will m~itAr
the Affirmative Action Program and will be respocLSible for
reviewing the quarterly reports subaitted by desiccated
pet~sormel and reportirq quarterly to the Chief F3oeaitive
Officer an the effectiveness of the program. Suds reports
will include reoa~datiarra for necessary action to insure
attairetent of Barnett's IDD objectives. ~a Chief EScecutive
Officer will take any neo~a~ssary action upon reoeivin~ those
reports .
7. T2~e officer responsible for each brandz or
facility will have the responsibility of assuring Pull
oonplianoe with the previsions of Daeaitive Ort3ars 11246 and
11375 and ot1'~er applicable d;rar~;vies at that location. 'IY~e
desiccated management officer will be reapocLSible for
caizying out at the brarr3~ or facility the programs and
respan~aibilities resultirr~ fzcm the respaLSibility of
earnett's Graff Senior Vine Pres' Resairces as
listed above.
Iree Chaal .Prey ' Chief Eaaeattiv~e Offioet
Febn3ary 1989
89-963
A. 7rt a~ l ni cean,;.,at i rY,
'fie equal e+aployment opportunity Policy of Barntt; Bank of Scuth
Florida will be disseminated internally as follows:
1. A statement of equal employment opportunity will be included
in the pet~olv~el policy aransal ani employee har~ook.
Oopies of the hardboo~k has been distributed to all ~rrent
employees and to new employees upon hire.
2. Meetin3s will be oordtxted with exeaitive, managerial and
supervisory persat~.l far the purpose of e~laininq the
ir~tPnt of the policy, individual respo~zsibility for its
effective inplemrentatian, and clarifying the chief E~aecutive
Officer's attitude toward the policy.
3. S~e~cial m®etings will be scfreduled and oorrfix.-ted with all
other employees for the purpose of discussing Barnett~s
equal employment opportunity policy and explainiriq the
rrepo~~sibilities of thn individual employee in an effective
implea>entation.
4. Barnett's equal employment oppo~ity policy will be
thorux~ly e~lairred to new employees during the employee =
arientation sessions. -.
5. Barnett has previously posted its equal eaplayarnt
opporttmity policy an all bulletin boards at all locations
of operation and will ocntinue to do so in the future.
6. In the event employees are featured in ca~oet advertising,
employee handbooks, ~+*+v+~ ~ ar similar publications, both
minority and ran-minority mesa and Amen will be pictured.
7. mployees will be informed of the existence of Barnett's
Affirmative Action Progra® and will be provided access to
such rnn~ocifidential eleso~nts of the program as will enable
th® to )crow of and avail th®selves of its benefits.
89-963
'me egtial enplaymertt opportunity Policy of Barnett Bank of South
Florida will ba disseminated e~xtarnally as follows: -
- ; 1. All so~uvss fr® which Barnett reczluts applicants will be -
_ r+ac~estad orally and in writing to refer minority an3 female
applicants for all levels of emplarymertt.
2 • 's organizations, oam~a~uti.ty agencies,
-
ty seoandaty schools, vo®ticxtal schools and
oollegas will ba notified, in writing, of Barnett's policy -
- on equal employment opportunity and of specific job cpenirr~s
as they oocvr.
3 • men Barnett advertises in newspa~pats for prespe~-five
eaployees, the will include the IDD tag line:
"An Fqual OpQortunitY/Affirmative Action Dtployer~'; further,
Harnett will direct the newspaper not to plaon cur help-
wanted ads in sex-s~egrecg~ted oolu:ms . -
- 4. Pr~ospec-five emQloyees will be infoztmed of the exist.~_ttoe of
the Barnett's Affirmative Action Progzam and will be
' provided aooess to such ncn-vonf;~~;~+t elements of the -
pr+oyram as will enable them to lctow of and avail themselves "
i of its benefits.
S. In the event eaplayees are pictured in consumer or help- -
wanted advertising, both minority and not-:nincrity men and -
warren will be shown.
- 89--963
Qe+ar Sir or Madam:
As a possible sau~oa of applicants for employment with the &3tTett
Bank of South Florida, we wish to notify you that Barnett is an
Affirmative Action and Equal EZnplvyment Opportunity ®ployer.
We are actively ptu'suinq our affirmative action goals and would
appreciate your assistance in recruiting arcs referrir~ ified
minorities, ~,+onen, harciicapped individuals, disabled ar-d
veterans of the vietratn era as applicants for positions within our
organization.
Please place this letter in an appropriate file as a matter of record
and refernsoe, should you have any occasion to refer applicants for
our consideration in the future.
'Il~ank you for yair assi.~gtanoe.
Sincerely,
Hyman ResouxUe Officer
89-9fi 3
- A. Lang Simpson, Grin Senior Vioe President-I~nan Resources has
been appointed Equal Etgalaymrnt OQportuni.ty Oaor~iinator and
Affirmative Action Officer and has the primary, execrative
_, responsibility for directing and morutoria~q the iaflQl®entatirn of
the Barnrtt's Affirmative Action Program in oonformi.ty with the
prirticiple of equal eaQlayment apQortunity. 'Iris z+esponsibilities
of the Equal Eaployment Opport~~ity Cbord,inator and Affirmative
Action Officer ia~clude, but are ryot limited to:
1. Supezvisirq Baznett's Affirmative Acorn Program and its
1 and external tedsniques for camnanication of that _
Pmg~• -
2. Identi!'ying problem areas during implementation of the
affirmative action program.
3. Assisting line ~++~ ~*+* in arriving at solution to
problems involvia~g equal. employment opportunity.
4. Desic~irg and iaplementinq audit and reporting systems that ~
will: -
a. Measure the effectiveness of Barryett's overall program;
b. Indicate the need for *+~i~+7 acorn; and
c. Determine the degree to ~idz Barnett's affirmative
action cpals and objectives have been attained.
5. Serving as liaison betw~aen Barnett and gv~ern¢~elrrt enfozz~ent
agencies .
6. Serving as lia_i~'~+ bsttaaetl Barnett aryl minority
organizations, ~~~'s organizations, religious and ethnic
organizations and cr~unity action grasps oonoeire~d with
eaQlvyment opportunities of miayoriti.es, ~~omen aryl ~++~++~*~ of
religious and ethnic gxvups.
7. Informing mar~age~nent of the latest development in the entire
- equal oppartuziity area.
In canyirrg out these responsibilities an a day tc day basis,
Iatry SinQeon will haro~e the !till cooperation ani assistance of all
depnit~mntt heads and other managetae:tt per~soti<~el.
B. 'II~e resporLSibilitiss o! maazagers include, but
are riot limited to:
1. Assistance in the identification of pxvblem areas and
establ i a}+*+~*+* of local and unit goals and ob j actives .
s9-ss3
~ . Ac'tivie irYV~olvement with local. ntinar`ity and w+amen's
orgartizatiar~, cxztimunity action g=~~gxs, caQaur~ity serrioe
progra®s and z+eligious and eU~ni.c .
3. Porting visory e~plvyees in part upon their efforts and
styooees in ftsrth~esirq th+e goo]. of eq¢~sl eaplvyment
apQOrtaxnitY, and informing supervisory employ~!s of this
practioe.
4. Periodic disoxaeaions with managers, supervisors and
employees Co ea~ariasi~ Barnrne~kt's cx~nraitamnt to the policy of
equal a~Fla~yroant, to reinforce tha dedioatian of each
employee to its attaix~merct, and to inform all employees of
progress made in this stns.
5. C~c~usselialq for employees in order to make theta awaz:~e of
eaploymerrt opportunities within Barnett.
6. Preventing harassm~extt of e~alayees planed ttvlax3h
affirmative action efforts.
7. txanducting periodic audits of local training progz-ams and
local hiring and prcrnotional pattarre< t+o ree~ is~peciim~erts
to t2~e attair~t of goals and objectives.
8. oordix.~einq periodic audits to ir~ire that Barneti-t's
facilities are in or~gliance in such areas as:
a. Proper display of posters.
b. Deeegrfx~ation of all facilities which Barnett maitains
for the use and benefit of its employees.
c. MairzG~e cf comparable rest room facilities for both
se~oes.
d. Providing a full opportunity and er~couragirg all
mi~rrity and female employes to participate in all
Ba;nsxtt-apoc~axrad ~cational, training, recz'eational,
and social activities.
~g•"'9~
It is reooc~ized that if our Affirmative Action Plan is going to
suc~oee~d, it is eesertti,al to haute a ~^i ~*!>> audit system whidi will
successfully track our perfonnanoe.
Barnett Bank of Saith Florida has therefore initiatJed the fallowing
audit and reporting systuns:
1. ~plicxnt Flew Iav -
'This report will identify all applicants for empla~yment by name,
race, sex, date of apQlication~/ interview, position applied for,
aryl di4poeition of applicant. This log will be referred to when
perso~vtiel requisitions are received to determine whether qualified
minority or female applicants are available for oaLSideration.
This information is restricted for use only by the E~mtian Resource
Officer and not made a part of the regular personnel filing
system. A samQle farm of the Applicant Flow Iog follows.
z. -
This report will identify all emplvyres prcmotred or transferred
during the AAP year. 'Zfie information on this report will include
data of praaotiac~/transfer, employes name- race, sex, job title
(E~ category/job grasp) ctjanc~ed "fzt>a" and jab title (IDS
This information is z+estricted for use only by the Homan Re~ouroe
' Officer aryl nut made a pert of the regular persccmel filing
syst®. A saaple form of this reoort~i follows.
3.
This zeport will identify all employees reoe,ivinq ~~~3 ~'~g
the AAP year. The informntiar- an this report will include the
date or period trained, employee tame, race, sex, jab title (F~
category/jab gzvup), and type of tia.ininq received.
This information is restrietaed for use only by the I~m~an Resait~
Officer and not made a part of the regular pP.,rsocunel filing
system. A sa®ple form of this record follows.
89-963
• ~
• q , S~tat' on Faeoort -'This re}~ort will identify all eQplcyees
~~~d d~rinq the AAP y®ar. 'n'om information at this re}~ort
__ will include the date of separation, enployee r~+noe, nice, sex,
jab title (IDO cate9oxY~'jm 4~~) - and ts'+~sct'~ for sebparatian.
'This information is restricted for use only by the E~Aman Reea~uwe
officer aril rot made a part of the regular pezsatv°~al filing
cyst®. A sanple Eons of this record follows.
- 5. Perscnrral Activity S1rm~ant
A si.m~y of all persocmel activity all pezsannel activity
(applicants, hires, pr®o~tic~/transfers, separatiacas, ar~ci
training) will be ~~rized at the en3 of the AAP year and
reoarded on the "s~mmaxy of pataa~el activity" form, a saaple
copy of whidl follows.
6. FreUOrt of Achiev~enent of Prior Goals -
At the errd of each AAF year, an analysis of prior year goal
perfozmanc+e will be c3ortie and forwarded to the Q~ief E~itive
Officer for review. A saaple form of this naQort follows.
39-ss 3
Barrett will make efforts to include minorities and women in its
peisor~r.1 staff. All pc+~rsormel involved in r'eQUiting, selection,
pz~anoticn, discipline, arcs related proo~ses will be trained on
Barnett's affirmntiv~e action objectives, equal e~ployment opportunity
laws, regulations, and court decisions, ani job-related perscmnel
practices.
will develop programs to facilitate the attainment of the
annual percentage goals wF.idi have been set to inc rease the
utilization of mirx~rities ant women in Barnett. The following
programs or policies will be among th ose implemented to facilitate
apQr~priate utilization of minorities and women at all levels of
Barnett's workforce, arcs to er~u~e that all Barnett et~layment
policies and prooedur®s are strictly job-related.
A. Job Descriptions. ~~ecifications aril iran~er,tc
Barnett has made efforts to:
1. Oond~rt analyses of position descriptions to ettnire that
they ao~vrately reflect position functions.
2. Evaluate worker specifications for each job classification
using job perfonnanoe criteria. Specifications will be free
fray bias as regards to race, Dolor, religion, sex or
national origin. If any scr,~~ out a
disproportionate inaaber of minorities or waxen, these
will be evaluated with respect to their
relationship to actual job performanne and business
amity.
3. Make available a~pprcved position descriptions and worker
specifications to all members of ma.*±~*e}f* involved in the
recruiting, screening, selection, and P~i~ processes
where appropriate.
8.
Zhe following types of recruitment activities have been
~.~.,+ai~ by Barnett.
1. Urlurie the phrase "Equal Opportlauty/Affirmative Action
Employer" in all printed employment .
89-9fi3
. 2. Plaoe help-w~~1 adv~ertisinq- if used, in the minority news
mad,ia and wren' s irrtez~est media .
3, p; ~; r,at',e Information on job opport~mitie5 an3 8arnett's
affirmative action objectives to organizations representing
minorities and warren and employment development agencies.
4. Actively ano~ourage nunority and warren eQplayees to refer
applicants.
5. Participate wtsres appropriate in C~xeer Gays, Jab Fairs and
related activities by minority and woman employees.
6. Reavit actively at seoordary sofiools, j~.ior colleges and
colleges with predcaninately mii»rity or female enrollments,
if appropriate.
7. Participate, when appropriate, in special employment
progzams, sumoer jobs for minority youth, work-stir2y
pz~ograas for male arr3 female stude~rtts- etc.
8. F~xir'e that referral agencies aged, if any, are referring
minorities and women I.n a nardisscriminatory maruier .
c. ~,, ~ ; a., ~,~;
Barn ett has taken the follawirq actions, among others, to ensure
that Ba~rnett's selection process is job related and to eliminate
any artificial barriers to the employment and promotion of
minorities arri women that may ba identified.
1. Review Barnett's job application and ot her pre-eaplayment
forms to ensure that inquiries are job-related.
2. Evaluate the total selection process to ensure that it is
fra~e Iran bias and does not hinder Ba rnett's ability to
attain its affirmative action goals.
3. EVa~luate selection methods that have a d isparate impact on
minorities at women to enau8 that they are job related arxi
Y•
4. Train persarrtiel interviewers an p roper ted~uliques,
inquiries, and acamentaticn, and 9arn ett's affirmative
action objectives.
89-ss3
D. v...rc~~m a~ Tt~_wi.,e pia~t;c~s
Barnett has taken the follow7nq types of actions to prepare
minorities and waxen for promotion and assist employees in
advancing to jobs which offer more respa~sibility, challenge and -
further opp~ortra~ity for advarcamertt. -
1. Post promotion oppartvnities, when appropriate.
2. Offer career oounselinq to assist employees in identifying
promotional opQort~anitias, training and educational programs
to enhancae prarotability, and opportunities for job rotation
or transfer.
3. Offer ~9i~1 education, skills training, wor}c-stu3y, and
tuition rs' Programs to assist employees in
meetirg perfonnanoe starda_„~a and preparing for enployment.
4. Actninister the employee perforaanoe evaluation program,
which is designed to assist employees in meeting performance
standards, in a na~discriminatory manner.
5. Evaluate regiirements for promotion on job-related criteria
and ensure that minorities and ~~en are not required to
possess hider qualifications than others.
E. S1IDetvisory and Disciplinary Practices
Barnett has taken the following actions to assist s~.~ervisors in
- meeting their affirmatiw action program responsibilities:
1. Develop and periodically review forms and instructions on
supervisory practices, such as interviews, employee
evaluations, oounselinq, training and discipline.
2. Offer travtirg for supervisors on Barnatt's affirmative
action objectives and jotrrelatsd personnel practices.
F. Facilities. Benefits and Riles
Barnett has taloee'~ the followirxl actions to insure that the bank's
facilities ors desegregated and its benefit programs and rules
are tort'.
1. Verify that Harnett's facilities and bank spatisored social
and recreational activities ors desegr+egated aryl all
employees are actively enoourac~ed to participate.
8~-ss3
2. Aeview Baznatt's ®ployee benefit plans,
`~ a~~ainistiaticn pz~ooedures to e~ire that not
y discriminate illegally because of raoe, Dolor,
religion, sex, national origin or age.
3. F~viaw earnett's rules to that they do not
y discriminate illegally because of raoe, Dolor,
religion, sex, national origin or age.
s9-9s 3
S1,~~7r OF ,ss AL'TICN P
All eaplay+ees, and managers in partiaLl.ar, are enoourraged by Harnett
to tako the follvwirq oc~amunity oriarttaaci actions, among others, to
ent~;noe e~layment opportunities of minorities and wanes:
1• Serve on oomie~ity ralatiana boards, merit employment councils
grid similar activities.
2. Support vocational guidance i~itutes, vestibule training
proq~,ams and similar aet.ivities.
3. Assist secondary sc3~ools and colleges, upon requast- and as
feasible, in programs designed to enable minority and female
9r'afisatas to aampeta in the open emplcymant aarket on a more
equitable basis.
4. 51~~ort programs develoQed by organizations aonoeiTwad with
enploympnt opportunities for minorities and women.
5. S1~~port child care, equal housing, and public transportation
progzame that might iaprwe emplaymertt opportwtities for
minorities and wam+n.
the following era s~ of the means by whidZ Barnett will vatisider _
minorities and females not wrrently in the workforve who have the _
requisite skills and who can be recruited thr~ affirmative action
measures.
1. Mf.roritiea, females, and all other eaplay~ees within our present
werkfor+ae are advised of vacancies when they ooair and are
requested to rater minorities and/or females they }ctiow who mic~t
be int4rested in e~lc~yme:tt. _
Z . `dyan oartt`.actirtig referral a~~einci~ss, those agencies are requested
to seek cut and refer both minorities and females not currently
in ttr workforce.
3 . Vocational sd~ools are advised of vacancies so that their au rent
student body, not aurently in the workforoE, will be advised of
employment opportunities when they ooair.
4. In addition, organizations pinmtinq the interests of minority
group ~+~*-~ sad wa~+n will be oorrtacted in see)cisr~ applicants
fry amorx~ tlx~se net a~n~erttly in the workforce.
89-963
C7~LSANCE WIT4i SFX D Qr1 Q1TiEi~l'E5
-' Barnett Bank of South Florida's persgv~el policies aryl practices are
= ~ designed ani inpl®mertted in ocnQlianoe with the Sex Discrimination
cAiiclelines. It is our police not to di9cri,minate on the basis of sex,
and tc this end, wa will vontinue to require the following:
A. Rer-n~itinorth ~ Adyerti~as+n+a*+t
1. Aecrvitm~t activities will actively seek out qualified
candidates of both saes for all jobs.
2. Adv~ertisempnts in newspapers and other media will not
express a sex preference, nor will ads be placed in atty sex-
s~egr+ec~ated columns .
3. Barnett will actively recruit waeoen into jobs where they
have traditionally been eaacluded.
B. Job Fblicies ani Practices
1. A11 written per~.~otitiel policies expressly indicate that tx:sre
will be ro discrimination agai,r-st euployees or applicants
because of sex.
2. Fhployees of both se~oes will have an equal opportunity to
any available job that he or she is qualified to perform.
3. In the area of insurance, pensions welfare programs, and
ether similar frirge benefits, the resulting benefits are
equal for both men and women.
4. Oonditions of eaplvyment are the same for married arxi
uu~narried per~.~ocis, as well are for those with ycurrg duldren,
regariless of sex.
5. ~e and duration of leaves of abse~oe,
reinstatement, the accrual of seniourity and ether benefits
and pacivileges will be applied on the same terms for
disability due to paregnancy or childmirth as they are
applied to other disabilities. F]cplvyment will not be
denied due to pregnarxy or childbirth.
6. mere era no differern~ea in the mardatozy or optional
ages four men or ~.
- 7. Disabilities caused ear contributed to by pregnancy or
childbirth will bs treatod in tts! same mariner as
_ disabilities caused or contributed to by other medical -
corditiona. -
- ----
.- ~ ...
~ 0
C. Service Calculati~
= 1. Oampany service provisions are the same for men aryl was,
anti no separate methods for service eligibility
for benefits and/or seivioa pies will be maintained.
D. W
1. Wads and salary schedules are based rn job classifications
arxi are not related to or based on the sex of the ercplayees .
2. Assigranent to job classification is not based on the sec of
the employees.
E.
1. Both men and women have equal access to all training
Programs, and special ea~tsasis will be played on including
w~anes~ in management trainee programs which Barnett may
t~dertake.
F.
1. ~e IDOC and the OF~CP have defined se~aual hazassment as
Unwelcome sexual advanoPS, requests for se~aual favors, and
other verbal ar physical eonduc-t of a sexual nature...when
- (1) s~-~**.i pion to suct- voc~duet is made either ell icitly or
iuplicitly a term or e~or~dition of an individual's eaployment
- (2) ~,~+*; ~ ion to or rejection of such aonciuc~t by an
- individual is aged as the basis for e~layment decisions
affecting such individual, or (3) sudz oonduR~t has the
put~ose or effect of ~.rue~asrnably interfering with an
individual's work performance or creating an intimidating,
hostile or offensive work envirv~o~errt.
2. Barnett strorr3ly of sexi~al harra~~~t and
will not eandortie it in any way. Appropriate action will be
taken against supervisors and/or ea~leyees who engage in
such cotd~x~t.
89-963
E~h`b~~ $
~ ~
COMMUl12?Y I-~'lAIRS POLICY
Ot
QAJtttLr'd'T dAid1~S 0~ lIARIDA, INC .
11~iD
ITS l1~lILIATES
This is a STATEMENT OF POLICY for Barnett Banks
of tlorida, Inc. ("BBFI") and the Barnett Bank of
South Florida.. H._ i("Barnett"), (referred to
collectively as the "Company").
The Company advocates active leadership and
participation in the communities in which its offices
are located, and takes pride in its history of community
service throughout the State of Florida.
This Statement of Policy reflects the Company's
long-standing commitment of corporate social zeponsibility.
The Company recognizes that individuals and groups of
all types are concerned with assuring that financial
institutions fulfill their obligations towards the
communities in which they are located. Toward that end,
the Company has a tradition of meeting with, and will
continue to meet with, community groups to better
understand the concerns of these groups, and to discuss
the manner and process of implementing the Barnett
commitment toward meeting the credit needs of the
communities in which it is represented.
In order to clarify its commitment, BBFI and Barnett
believe it appropriate to issue this Corporate Policy.
This Corporate Policy has a number of purposes, including
providing reassurance to the various comm~t.}~~oups
regarding the depth and permanence of the commitment;
COMMVIII?Y AItAIRS POLICY
Ot
dARNLTT dAtiRS O! lIAR I DA , I t~IC .
lRiiD
I?S l~lILIATES
This is a STATEMENT OF POLICY for Harnett Banks
of llorida, Inc. ("HHFI") and the Barnett Bank. of
South l~lorida. N. ~-. ("Harnett"), (referred to
collectively as the "Company").
The Company advocates active leadership and
participation in the communities in which its offices
are located, and takes pride in its history of community
service throughout the State of Florida.
This Statement of Policy reflects the Company's
long-standing commitment of corporate social reponsibility.
The Company recognizes that individuals and groups of
all types are concerned with assuring that financial
institutions fulfill their obligations towards the
communities in which they are located. Toward that end,
the Company has a tradition of meeting with, and will
continue to meet with, community groups to better
understand the concerns of these groups, and to discuss
the manner and process of implementing the Barnett
coaaoitment toward meeting the credit needs of the
communities in which it is represented.
In order to clarify its commitment, BBFI and Barnett
believe it appropriate to issue this Corporate Policy.
This Corporate Policy has a number of purposes, including
providing reassurance to the various comm~t~oups
regarding the depth and permanence of the commitment;
facilitating the implementation of the Company's philosophy
and conunitment; and providing a basis and framework far
the continued involvement and cooperation of the various
community groups in achieving the policies set forth
herein. Accordingly, HBFI and Barnett affirm the
following:
1. Philosophy. As an organization, the Company
is committed to fulfilling its obligation and
responsibility toward the communities in which any Barnett
Bank office is located by the implementation of programs
and initiatives that are fair, equitable, and within
the limits, of sound banking practices and that seek to:
(a) Promote, through involvement with both
public and private bodies and groups, an adequate
supply of low and middle-income housing and the
revitalization of businesses and residential
districts;
(b) Respond to the credit needs of consumers
in all the neighborhoods in the towns and cities
served by the Company;
(c) Support the revenue needs of local
governments, authorities and school boards;
(d) Assure the implementation of appropziate
affirmative action programs to achieve equitable
employment and business opportunities for
minorities and women; 89"96
-2-
(e) Advance the cause of community improvement
through corporate contributions to the arts, civic
projects, and health s-nd welfare; and
(f) Provide special recognition and encouragement
to officers who become involved in community affairs.
2. Community Affairs. Each Barnett affiliate shall
maintain a Corununity Affairs function. One or more
qualified individuals shall be identified to carry out
the Community Affairs function, which will have the primary
role of
^ (a) Assessing and coordinating the community
outreach efforts of Barnett, and coordinating those
community efforts with BBFI. .
- (b) Providing a central focal point for
involvement through charitable giving, government
liaison, and related matters; and
ic) Assisting in assuzing that the Company
- philosophy is implemented.
The Company views as an integral part of its community
outreach efforts the involvement of bank personnel in
community activities, fundraising, and service, an@
- believes it important that such efforts include service
and technical assistance to community-oriented groups
and organizations. The Community Affairs function will
act as a liaison in these efforts.
89--963
-3-
3. Lending Proarams. f.~ch Barnett affiliate shall _
encourage the involvement of its personnel in "community
lending," which will encompass, subject to sound banking
practices, among other activities, th• following: .
(a) Working with entrepen~urs, groups, and
enterprises that may be faced with obstacles in
obtaining traditional bank credit, and attempting
to structure loan and financing packages that will
help meet the credit needs of these groups; -
(b) Providing expertise regarding city, state, ~
and federal loan and grant programs that might be
available to such groups; and
(c) Coordinating state-wide efforts within
the Company to better meet these types of credit.
needs.
The Company's Community Affairs personnel will prov=tee
access to specialized experts who can assist customer=_
and potential customers in such items as:
fi) Small Business Administration loan programs
and certified development company programs;
4ii) Neighborhood Housing Services Programs;
(iii) Urban Development Action Grants;
(iv) Community Development Block Grant program
for housing and economic development; and
tv) Specialized state and county mortgage
programs.
-4- e9-ss~
~. Public rinancfng. The Company will partieipate,
consistent with sound banking practices, in public
financing programs. The Company will give spatial
attention to housing, health, educational and residential
mortgages bonds, and bond programs that benefit entire
' communities.
S. Charitable Contributions. The Company encourages
and supports worthwhile charitable programs. The Company
evaluates individual applications for grants and make
decisions regarding grants after considering need and
potential for positive impact, financial responsibility,
and similar related factors. An important facet of the
Company's philosophy is a desire to assist the truly
needy, paying particular attention to the needs of
community-oriented and community-based organizations.
6. Expanding and Reinforcing the Corporate Statement
of Policy. It is important for the Company to expand
and reinforce its community orientation and commitment,
and to further that effort:
(a) BBFI meets with the presidents or senior
officers of its affiliates on a periodic basis.
A primary purpose of these meetings will be to assure
the orientation of those individuals toward the
sensitivities and needs of the economically
disadvantaged . ~9•-9s3
-S-
~b1 BB!'I will hold seminors or meetings with
the lending officers and staffs of the Barnett
affiliates to advise of the Company's commitment and
philosophy toward community lending, the purpose and
function of its Community Affairs programs, and
related matters. -
(c) BBFI will insure adequate follow-up to
encourage the implementation and continuation of
that corporate philosophy and commitment by each of
the officers and employees.
Part of the Company's philosophy is a commitment that
each of its affiliates identify and meet the credit needs
of the communities they serve, including low- and
moderate-income neighborhoods, consistent with safe and
sound banking practice. In that regard, BBFI will assure
that each of its affiliates properly delineates the
communities it serves without excluding low- and
moderate-income areas, and that officers are aware of their
affirmative responsibilities in carrying out this philosophy
and co~omitment, as well as their responsibilities under
the Co®unity Reinvestment Act and other similar laws.
7. Business Development. The Company encourages
minority-owned and small business concerns to engage ir.
business transactions with Barnett. The Company will
continue to make special efforts in the areas of ~f~~,ignal
-~ -
,.,~_:~.~..~::: _.w_
Y
services, equipment and supplies, and to reek opportunities
to engage in transactions with well qualified minority-owned
businesses.
8. Marketing, Advertising and Public Relations. The
__.___._
Company will insure that its marketing and advextising
programs are designed to advise all segments of the community
of the credit and financial services available to all
individuals and business in the community. The Company
will continue its public relations and educational efforts
to enhance public awareness of credit facilities available
in each community.
9. Mortgage Lending. Harnett currently provides
_ home mortgage, home improvement, construction, and
rehabilitation loans. Barnett will work with community
groups and others to assure that low- to moderate-income
areas are aware of earnett's commitment to provide all
such credit-worthy loans. These loan programs will include,
to the extent practical, FHA, VA and conventional loans.
Barnett also will work with community groups, realtors,
and others to develop advertising programs to enhance
community awareness of Barnett loan programs.
10. 1~ffirmative 1lction Programs. The Company it
'committed through long standing policies to providing equal
employment opportunities, and is committed to the
implementation of appropriate affirmative action programs.
The Company recognizes the important contributions of
minorities, females, and all groups, without regard for
race, sex, color, creed, national origin, or religious
persuasion, and actively works to assure their participation
at all levels.
11. Branch Closings. The Company recognizes that
a branch location plays an important role in the community
in which it is located. Before a branch is closed, the
Company makes every effort to assure that those affected
by the closing, including neighborhood and political groups,
are given ample and appropriate notice of the proposed
action and will make every effort to assure that adequate
and convenient banking alternatives are available.
-g- s9--~s3
BARNETT BANR OF SOUTH FLORIDA, N.A.
unity Reinvestment Act
and
Community Affairs
Action Plan
1989-1990
xh~b~~ C~
89-963
. ___. ~~
S
BARNETT BANR OF SOUTH FLORIDA, N.A.
R
Community Reinvestment Act
and
Coannunity Affairs
Action Plan
1989-1990
Mission Statement
Barnett Bank of South Florida, N.A. continues its
commitment to the growth and renewal of its local community.
The Bank is committed to assessing and meeting tale credit
and service needs of its community, including low and
moderate income neighborhoods and minority members,
consistent with the safe and sound operation of the Bank.
The Bank advocates active leadership and participation
in the neighborhoods in which its offices are located,
and takes pride in its history of community service.
This Action Plan is designed to provide a framework
for the Bank's efforts to better serve the low and moderate
income neighborhoods and minority members of its community,
by:
1. Ensuring full compliance with the Bank's CRA and
Community Affairs responsibilities;
2. Ensuring that ascertaining and meeting the credit
needs of its entire community, including the low
and moderate income neighborhoods and minority
members, consistent with the safe and sound
operation of the Bank, remain significant components
of the Bank's business and activity;
3. Providing mechanisms for the Bank to respond to
the multiplicity of community development proposals
presented for consideration;
4. Providing mechanisms for the documentation of
the Bank's CRA and Community Affairs activities;
and
5. Providing for the monitoring and evaluation of
the Bank's CRA and Commmunity Affairs performance,
and the reporting of the results of monitoring
systems to Executive Management of the Bank.
89-963
e.
Goals and Objectives
I. Ensure compliance with the Community Reinvestment
Act and Regulation BB.
II. Ensure compliance with the Barnett Community Affairs
Policy.
III. Ensure compliance with the Goals of the BBI July
15, 1986 Statement to the CRA Task Force of Florida Legal
Services, Inc.
1V. Enhance and support the CRA Business Development
Plan.
V. Enhance and support spacialized CRA and Community
Affairs related programs and activities.
- VI. Enhance Bank and Board awareness of this Action
Plan and the CRA Business Development Plan.
= VII. Enhance and support monitoring and reporting
_ systems.
i
~~
Strategies for Achieving Goals and Qbjectives
1. Ensure coerpliance with the Community Reinvestment
Act and Regulation BB.
Activities:
A. Compliance with the technical requirements of
the CRA and Regulation BB will be achieved by:
1. Adopting the Bank's Community Reinvestment
Act Statement at each Annual Meeting of the
Board of Directors;
2. Providing in the lobby of each branch office
a copy of the Community Reinvestment Act Notice;
and
3. Maintaining Community Reinvestment Act "public
comment files" readily available for public
inspection. These files house all signed,
written comments from the public spacifically
relating to the Bank's CRA Statement or its
performance in helping to meet the credit
needs of its community, together with the
Bank's responses to those comments.
B. Ascertaining community credit needs will be achieved
by means of the following:
1. The CRA Business Development Plan is described
more fully in Section IV of this Action Plan.
In accordance with the Business Development
Plan, in 1988 the Branch System once again
analyzed and evaluated CRA sensitive census
tracts by on-site analysis, interviews with
branch managers and area executives, and
meetings with community leaders. The Branch
System's analysis provided:
(a) A physical
sensitive
characterist
percentage
industrial,
components;
description of each CRA
census tract, including
ics of the community, e.g.
of residential, retail,
professional and undeveloped
- 3 -
89-963
1
1
i
i
(b) An identification of local community and
business leaders and organizations which
can serve as conduits for the• Bank and
provide input on local credit and service
needs;
(c) An evaluation of specific community needs
and business opportunities that will serve
the low and moderate income and minority
members of each census tract analyzed.
(d) Identification of the banking office(s)
and/or product support division responsibile
for servicing each census tract; and
fe) Implementation of an active ongoing
marketing program to assess community
credit needs. .
The CRA Business Development Plan provides for
ongoing assessment of community credit needs through
the implementation of organized call programs
in CRA sensitive census tracts by the Branch System
and the Commercial, CRELD, Consumer and Residential
Real Estate Lending Divisions. For example, the
Residential Real Estate Lending Division, in
conjunction with the Branch. System, has developed
a call program focusing on local re;~ltors including
those in CRA sensitive census trac•t:s. A special
task force of this program has identified Latin
realtors in Dade County and determined a strategy
for calling on these realtors.
2. Bank officers will continue to develop networks
of relationships with community leaders, elected
officials, religious leaders, civic
organizations, business leaders, and officers
at other banks. These networks will continue
to serve as communications conduits for
community credit needs.
3. The Bank will participate in conferences with
community representatives to discuss community
needs, progress and future programs.
- 4 -
69-963
4. First-hand experience about the credit needs
of the low and moderate income and minority
communities will be gained through continued
direct participation by Bank officers and
the Board of Directors in various community
groups. This participation will be documented
in each Community Affairs Report.
5. The Residential Real Estate Lending Division
will contact county government, municipalities
and other local public officials to identify
local public housing and community development
plans and needs.
6. In conjunction with BBI, the Compliance -
Department and the Branch System will review -
and analyze U.S. Census Reports, the Home
Mortgage Disclosure Act Statement, the Fair _
Housing Home Loan Data System logs and Barnett's _
geographic penetration reports. This analysis
will provide insight on community credit needs
and reveal patterns of residential and home
mortgae lending activity.
C. The development of marketing programs designed
to make members of the community aware of the
credit services offered by the Bank will be achieved
by the following activities of the
Marketing/Community Relations Department:
1. Advertising in targeted census tracts of Bank
products which meet the specialized needs
of low and moderate income neighborhoods and
minority members. This will include the
production of collateral materials for
non-English speaking community members.
2. Developing media relations with publications
whose audiences are minorities and low and
moderate income neighborhoods.
3. Forming a "speakers network" of office managers,
Residential Real Estate Lending Division
personnel and other Bank employees, which
will address civic organizations, professional
associations and local school systems.
4. Supporting direct mail campaigns.
- 5 - l~9-963
_ _ ._
5. Supporting Bank involvement in trade shows,
seminars and community festivals.
6. Hosting Bank functions which will encourage
interaction with civic and business leaders
of all neighborhoods of the Bank's service
area.
7. Supporting and participating in Chambers of
Commerce in low and moderate income and minority
neighborhoods.
8. Continuing the Newcomers Program. The Program
is designed to inform new South Florida
residents about local services, including
the financial services offered by the Bank.
9. Supporting the realtor call program developed
by the Residential Real Estate Lending Division.
10. Analyzing the placement of billboards within
the Bank's service area and replacing billboards
' containing "positioning" messages with product
advertising.
11. Providing support in the review and development
of informative and promotional literature
describing the Bank's credit products.
D. Involvement of the Board of Directors of the Bank
in the formulation of the Bank's CRA and Community
Affairs policy and procedures will continue to
play a significant role in the Bank's success in
meeting its CRA and Community Affairs
responsibilities. The Bank's Board of Directors
is a valuable resource in monitoring community
growth. Each director's involvement in civic and
business activities is a valuable means of assessing
community credit needs and informing the community
of the Bank's credit and other services.
The Board of Directors CRA and Community Affairs
Committee will continue to oversee the CRA and
Community Affairs functions of the Bank. Meeting
on a quarterly basis, the Committee will review
the Bank's performance and provide guidance on
the course of the Bank's CRA and Community Affairs
activities.
- 6 - es-ss3
The quarterly Committee meetings will continue to be attended
by Douglas Archbold, Executive Vice President and Chairman
of the CRA and Community Affairs Loan Committee Steering
Commitee, the Dade and Broward County Chairmen of the CRA
and Community Affairs Loan Committees, Ilene Temchin, General
Counsel and Community Affairs Officer and Tyrone Bliss,
Vice President and Compliance and CRA Officer.
The Committee will report the results of its findings to
the full Board of Directors on a quarterly basis.
E. Periodically reviewing HMDA data and the geographic
distribution of other credit extensions in comparison
to data of previous years and of competitors, when
available, will prevent the development of a pattern
of disproportionate lending. The Residential Real
Estate Lending Division will also periodically
review the Loan Data Report to analyze approvals
and denials in sensitive census tracts.
F. Considering the availability of convenient banking
hours and the impact of branch closings on local
communities, and assuring an equal range and quality
of services in branches serving low and moderate
income and minority neighborhoods, will continue
to be a responsibility of the Branch System.
G. Participating in local community development and
redevelopment programs and projects will be achieved
through:
1. Continuation of the CRA Business Development
Plan.
2. The CRA and Community Affairs Loan Committees
in Dade and Broward Counties will continue
to seek opportunities to extend credit to
local commercial and housing development and
redevelopment agencies.
II. Ensure com liance with the Barnett Community
Affairs Policy.
Activities:
A. Appoint a Community Affairs Officer at each Annual
Meeting of the Board of Directors.
' - es-ss3
~_
B. Maintain the Community Affairs Committee of the
Bank, to facilitate the objectives of the Community
Affairs Policy and to report the Bank's activities
to the Community Affairs Officer.
C. Report to the President of the Bank, and BBI
Community Affairs Committee and the Board of
Directors CRA and Community Affairs Committee,
regarding the Bank's efforts and success in
achieving the goals of the Community Affairs Policy.
D. Encourage involvement of Bank personnel in
"community lending" through the continued efforts
of the CRA and Community Affairs Loan Program
and the CRA Business Development Plan.
E. Consistent with sound banking practices, participate -
in public financing programs.
_ F. Continue the Bank's program of charitable
contributions and sponsorships, including
contributions to and sponsorship of community
oriented and community based organizations.
G. Expand and reinforce the Bank's community
orientation and commitment. This is actually
a re-statement of the overall objective of this
Action Plan. The systems for enhancing awareness
throughout the Bank of the Bank's commitment to
CRA and Community Affairs are discussed in full
in Section VI of the Action Plan.
H. Focus on minority owned and small business concerns
is the major responsibility of the CRA and Community
Affairs Loan Committees in Dade and Broward
Counties. Additional support will be given to
this effort by the CRA Business Development Plan.
I. Reaffirm the Bank's Affirmative Action programs.
r
1. Adopt the Affirmative Action Program at each
Annual Meeting of the Board of Directors.
- 8 - 8~-ss3
2. Continue the Employment Department's Outreach
Program. This Program is designed to balance
and increase community awareness of recruitment
efforts by using a variety of sources. It
is designed to establish a rapport with various
organi2ations and groups found in the Bank's
community, including schools and local
businesses.
III. Ensure compliance with the Goals of the BBI July
15. 1986 Statement to the CRA Task Force of Florida Legal
Services, Inc.
Activities:
A. Goals related to low income area loan origination
will be achieved by the following activities:
1. Through the implementation of this Action
Plan, the CRA Business Development Plan, and
the efforts of the Bank's CRA and Community
~ Affairs Loan Program, the Bank will continue
to take affirmative steps to solicit loans
to all minorities and low and moderate income
neighborhoods within the Bank's service area.
2. The CRA and Community Affairs Loan Committees
in Dade and Broward Counties will continue
to share with the other lending 3ivisions
of the Hank their expertise in applying general
underwriting criteria fairly, flexibly and
creatively, consistent with the safe and sound
operation of the Bank.
3. The CRA and Community Affairs Loan Committees
in Dade and Broward Counties will continue
to assume the responsibility for monitoring
the availability of federal, state, county,
and municipal minority loan programs, and
for assisting minority business applicants.
B. Goals related to charitable giving will be
accomplished by:
1. Continuing the Bank's program of contributions
to, and sponsorships of, charitable programs.
~~
-I ~ ~ _
2. Paying particular attention to the needs of
low and moderate income area community oriented
and community based development organizations
in determining the needs of the community
for charitable contributions.
3. Encouraging employees to volunteer time and
technical assistance to community oriented
programs.
C. Goals related to community development corporations
will be achieved by:
1. Promptly evaluating and responding to specific
proposals to provide financial support to
CDC's and their clients.
2. Providing technical assistance to CDC's.
D. Goals relating to special lending programs will
be accomplished by assigning to members of the
Dade and Broward County CRA and Community Affairs
Loan Committees the responsibility for assisting
other Bank officers, customer and potential
customers in the application procedures and
technical requirements of SBA, FHA, VA, FNMA,
- urban development and neighborhood housing programs.
E. Goals related to informing the community regarding
the Community Affairs Policy will be achieved
through implementation of the following activities:
- 1. A description of the activities of the
Marketing/Community Relations Department to
- achieve this goal is provided in Section I.C.
of this Action Plan.
2. The call programs of the Branch System and
the Commercial, CRELD, Consumer and Residential
Real Estate Lending Divisions will assist
in informing the community regarding the
Communtiy Affairs Policy. These call programs
also serve to define opportunities to engage
in transactions with qualified minority owned
businesses in the areas of professional
services, equipment and supplies.
- to - 89-963
F. Goals related to the Board of Directors will be
met by the Bank's continuing to have qualified
minority individuals serving on its Board of
Directors and its Advisory Boards.
G. Goals related to meetings with target area community
representatives and representatives of Legal
Services will be accomplished through the following:
1. Bank officers will continue to develop networks
of relationships with community leaders.
~! 2. The Community Affairs Officer/General Counsel
'! will continue the open dialogue with
representatives of Greater Miami Legal Services.
IV. Enhance and Su port the CRA Business Development
Plan.
Activities:
A. Verify the identification of CRA sensitive
census tracts within the Bank's overall market
area.
1. Delineate all such census tracts on street
maps, to be distributed to the branch
offices, lending divisions and Community
Affairs Committee members.
B. Re-analyze and evaluate CRA sensitive census
tracts.
1. Accomplished in 1988 by the Branch managers
and the Branch System CRA and Community
Affairs Coordinators for Dade and Broward
Counties.
2. Branch managers, Branch Administration
and the Compliance Officer have reviewed
and collated the information provided
by the Census Tract Analysis response
forms.
3. Report the results of the Census Tract
Analysis to the Community Affairs Committee,
the Compliance Department and Executive -
Management.
- 11 - 89--963
C. Devise a specific, individualized, revised
marketing and call strategy to implement the
Business Development Plan within each CRA
sensitive census tract.
1. Each Branch manager responsible for an
adjoining or surrounding CRA sensitive
census tract has been given the
responsibility for devising the strategy
for that census tract. In the Branch
manager's overall Budget/Plan for each
calendar year, the Branch manager is
required to define the strategy by matching
the specialized and support functions
of the Branch System, the Commercial,
CRELD, Consumer and Residential Real Estate
Lending Divisions and the other product
support divisions of the Bank to the needs
identified within each sensitive census
tract. For example, the Corporate Lending
Division provides conventional corporate
lending capabilities, as well as asset
based lending services and financial
counseling in those census tracts in which
a need for these services is identified
by Branch managers.
D. Continue to develop effective monitoring tools
and reporting systems to measure the results
and success of the CRA Business Development
Plan.
E. Review the loan policies of each Lending
Division to ensure that they are
non-discriminatory and address the credit
needs of the Bank's entire service area.
V. Enhance and support specialized CRA and Community
Affairs related programs, activities and support systems.
Activities:
A. Restructure the "Minority Loan Committees"
in light of the findings of the census tract
analysis conducted as part of the Business
Development Plan. Rename the Committees the
"CRA and Community Affairs Loan Committees".
- 12 -
ss-ss3
B. Review and revise the "Minority Loan Program
Policy" as appropriate in accordance with
the restructuring of the Committees and the
Program.
C. Schedule regular meetings of the Community
Affairs Committee, in conjunction with the
Branch System and Residential Real Estate
Community Affairs Coordinators and the Chairmen
of the CRA and Community Affairs Loan
Committees .
D. Continue the Minority Vendor Policy Program:
Participants include the Purchasing, Facilities
Management, Marketing and Community Relations
Departments.
E. Conduct a study of SBA loan and guaranty
programs with a view towards enhancing the
Bank's participation in these programs.
VI. P.pY-ance Bank and Board Awareness of this Action
Plan and the CRA Business Development Plan.
Activities:
A. Prepare a new presentation for the Community
Affairs Officer to deliver to the following
staff groups:
1. Each Department/Division
2. Dade County Area Executives
3. Broward County Area Executives
4. Executive Management
B. Discuss CRA and Community Affairs at internal -_
division meetings of the Residential Real
Estate Lending Division.
C. Conduct ongoing CRA training at Branch Managers
meetings.
D. Prepare an executive summary of CRA and
Community Affairs performance: for distribution
to Executive Management and Area Executives.
- 13 -
89-963
_~
E. Advise the CRA and Community Affairs Committee
of the Board of Directors of the Bank's
activities in furtherance of this Action Plan.
F. Meet with members of the Board of Directors
to communicate the Bank's commitment, goals
and activities pursuant to this Action Plan,
and to encourage the Board members to actively
seek opportunities for the Bank which will
support this Action Plan.
G. Continue to include in new employee Orientation
a segment on CRA and the Community Affairs
Program.
H. Continue to provide training on the requirements
of CRA during the Compliance Training Course
given by the Compliance Department.
I. Continue to include in employee publications
feature stories emphasizing CRA and the
' Community Affairs Program.
J. Continue distribution to employees of a "tip
sheet" on CRA and the Community Affairs Program,
- including answers to the most commonly asked
customer questions.
VII. Enhance and su port Monitoring and Reporting
- Systems.
- Activities:
A. Schedule monthly meetings of the Community -
Affairs Committee of the Bank.
B. Prepare Community Affairs Reports for review
by Executive Management, the CRA and Community
Affairs Committee of the Board of Directors
and the BBI Community Affairs function.
C. Schedule quarterly meetings of the Board of
Directors CRA and Community Affairs Committee.
- 14 -
89-963
a
D. Annually, analyze the results of the Bank's
Community Affairs Survey indicating each Bank
officer's community activities. Analyze the
impact and effectiveness of such participation.
E. Request from BBI and analyze the Bank's lending
and deposit activities in low and moderate
income and minority neighborhoods (geographic
penetration reports). Suggest remedial action
where necessary.
F. Analyze the annual Home Mortgage Disclosure
Act Statement, and compare to previous years'
statements and to HMDA statements of competitor
banks.
G. Develop within the Business Development System _
a method of tracking CRA related business
development calls; to ensure proper follow
up and continued credit needs assessment.
H.~ Monitor the activities of the CRA and Community
Affairs Loan Committees through regular reports ,
to the Community Affairs Committee and the
Board of Directors CRA and Community Affairs
- Committee .
I. Monitor the results of the Minority Vendor
Program through reporting to the Community
Affairs Committee.
J. Develop systems to analyze the geographic
penetration of credit other than that included
in HMDA reports.
K. Suggest additional, alternative or remedial
action/strategies where appropriate. -
L. Monitor applications generated through the
realtor call program: monitoring to be conducted
by the Residential Real Estate Lending Division.
- 15 - 89 .76 3
E M. Require the banking offices to complete each
month the CRA Community Affairs transmittal
i to report applications, loans and calling
activities. This Transmittal will be reviewed
monthly by Area Executives to ensure that census
tracts with low lending activity are monitored
closely by branch managers.
N. Review of the Loan Data Report by the Residential
Real Estate Lending Division will ensure analysis
of approvals and denials in sensitive census
tracts.
O. Report the results of all monitoring systems
to Executive Management of the Bank and the
Board of Directors CRA and Community Affairs
Committee.
- 16 - 89-96 3
i~
, COMMUNITY REINVESTMENT ACT
4 AND _
-~ COMMUNITY AFFAIRS POLICY
- *** Guide To The Most Commonly Aatcets'Ouestions By Employees ***
QUESTION ~ ANSWER
WHAT IS THE COMMUNITY REINVESTMENT ACT (CAA)? The Community Reinvestment Act is a federal law requiring
financial institutions to meet the credit needs of the local
neighbofioods in which they do business, including low- and
moderate-income neighborhoods.
NOW DOES THE CRA IMPACT THE BANK? The Office of the Comptroller of the Currency is required to
assess the Bank's record of meeting the credit needs of its
entire community, including low- and moderate-income
neighborhoods, during its Examinations, and to Consider
that record when deciding upon the Bank's applications
to open branch offices. merge with another financial insti-
tution, etc.
WHAT IS THE COMMUNITY AFFAIRS POLICY? The Community Affairs Policy ~s a Barnett policy establish-
ing aerogram of active leadership and participation in the
communities in which the Bank's oft~ces are located.
WHAT ARE SOME OF THE OBJECTIVES OF THE Within the I~mits o1 sound banking practices:
COMMUNITY AFFAIRS POLICY ? To promote an adequate supply of low- and moderate-
~ncome housing and the rev~tal~zat~on of businesses and
residential distracts.
To respond to the credit needs of consumers in all the
neighborhoods in the towns and cities served by the Bank.
To support the revenue needs of local governments,
authorities and school boards.
To assure the implementation of appropriate affirmative
action programs to achieve equitable employment and
business opportunities for minorities and women.
To advance the cause of community improvement through
corporate contrabut~ons to the arts. civic protects and health
and welfare.
To provide special recognition and encouragement to
officers who become involved in community affairs.
HOW ARE THE BANK'S ACTIVITIES DOCUMENTED ? Each branch office and lending department is required to
maintain a "CAA File" of memos documenting loan trans-
actions, and employee activities which assess and meet the
credit needs of low-and moderate-income and minority
neighborhoods.
A copy of each memo must be sent to the Compliance Officer
for inclusion m the centralized CRA File (Mail Code 137-
2222).
WHO MAY I CONTACT IF I HAVE QUESTIONS The Compliance Officer should be contacted at
CONCERNING THE COMMUNITY REINVESTMENT 825-6475 (Net 276).
ACT OR THE COMMUNITY AFFAIRS POLICY?
The Legal Department may be contacted if the Compliance
Officer ~s unavailable, at 350-1852 (Net 280).
WHAT IS MY RESPONSIBILITY SHOULD Advise that the "file" is maintained and may oe inspectea
ANYONE REQUEST TO INSPECT THE CRA at the seven locations listed on the reverse side
PUBLIC COMMENT FILE? of this Guide.
?2nk personnel must aev~se the C~mpuance Officer in
writing of all such requests. VJ~
E~h~b~t E
CRA/CO!lUNITY AFFAIRS tOAN PR06RAM
BARNEIT BANK OF SOUTH FLORIDA, N.A.
I. INTRODUCTION
A. General
Our position on Community Affairs is a result of our commitment
to the Community Reinvestment Act and its provisions and our
commitment to serve the needs of the communities in Barnett -
Bank of South Florida's market. Our objectives reflect our
legal and professional responsibilities under CRA, Federal
Reserve, Comptroller of the Currency and Barnett Banks, Inc.'s
guidelines on Community Activities. Those responsibilties _
are being handled properly throughout the system and through -
adherence to fair lending practices as well as the participation
of Barnett employees in community activities. The measurement
of our performance wi 11 continue to be what i s prudent business
practice. The challenge we face is to discover the proper -
level of community assistance/involvement while maintaining
the integrity of our banking experience.
® The primary objective of this program is to provide appropriate
and adequate loans, together with properly coordinated management
counseling to existing and new minority-owned and operated
enterprises as well as other credit-worthy requests within
the scope of BBSF CRA Program. An effective program should
consequently tie these customers to the bank; enable the bank
to extend loans to minority businesses without materially
lowering its normal loan policies and standards; enable Barnett
to contribute substantially to the social and economic stability
of the communities which it serves; and, ultimately, enhance
the future growth of Barnett by realizing the benefits from
_ the growth that these businesses might show in the future.
6. Risk Aspects
It is fully recognized that these loans will carry a somewhat
higher degree of risk than other loans made by Barnett; and
in most cases, a stronger reliance on the character, ability
and determination of the minority owner. Because of these
factors, the outlook for business should be satisfactory; and
a careful evaluation of management's strengths and weaknesses
should be made. Particular emphasis should be given to the
experience, motivation and caliber of management. Loan requests
1,
89-963
CRA/CQIi~)NITY AFFAIRS LWyN PROGRAM
BARENTT BATIK OF SOUTH FLORIDA, N.A.
PAGE 2
of minority-owned businesses which meet our normal loan standards
and policies should be handled in the regular commercial
_ portfolio and approved by the_apprnpriate committee(s).
II. GENERAL LOAN QUALIFICATIONS
A. Purpose
Any type of minority-owned or operated business organization,
profit or non-profit, having a need for funds to facilitate
its operation should be given careful consideration. The
applicant will be considered to be minority owned if 50X or
more of the business is owned by minority group persons.
Qur efforts should be directed toward developing a sound business
package which would fulfill a sound business and community
need. Loan requests for the purpose of investment or speculation
will be considered ineligible under this program.
B. Type
Both secured and unsecured loans may be made. Except in rare
and unforeseen instances, we should always have:
1. The owners on the Note, if appropriate.
2. An assignment of existing life insurance, or purchasing
term insurance on the lives of the principals. The amount
required should normally approximate the amount of our
loan. This is normal practi}cce where success of the business
is vested largely in one individual.
3. Assignment of available and worthwhile collateral, i.e.,
A/R, inventory, equipment, other fixed assets, mortgage
interest, where applicable.
4. Hazard Insurance in such amounts and coverages sufficient
to protect collateral and other significant assets of the
business.
C. Other Collateral
1. General
Inadequate collatera] should not be used as the only reason
for declination of a loan request unless the applicant
refuses to pledge whatever worthwhile collateral is
available. Instead, we should reasonably satisfy ourselves
that the prospective future operation can repay the loan
under an agreed upon repayment schedule.
89--963
CRA/COM~IITY AFFAIRS LOAN PR06RAN -
BARNETT BANK OF SOUTH FLORIDA, N.A.
PAGE 3
2. Business and Personal Assets
Unencumbered business real estate and equipment, including
-- fixed assets-purchased with"tlte loan proceeds, can be taken
as collateral to the extent necessary. Inventory and
accounts receivable may be taken where a valid lien can
be perfected under the Uniform Commercial Code. In addition,
it may be desirable to consider taking a pledge/assignment
of personal assets such as marketable securities and personal
real estate.
3. Endorsement and/or Guarantees
Also, we can where applicable, obtain endorsement or
guarantees in those cases where it is deemed necessary.
_', In particular, we should encourage and use the Small Business
Administration's "Guaranty Participation Program" which
provides a guarantee of up to 90X on loan funds provided
by banks, Metro-Broward Capital Corporation or any other
such acceptable guarantee support.
D. Terms and Conditions
Loans may be made on a seasonal basis or on a scheduled basis
with appropriate maturities. A term loan agreement, normally
in letter form, should be properly drawn to include necessary
covenants. It should also be properly cross-referenced to
the note and contain rights of acceleration.
E. Applicant's Investment
1. General
Inadequate equity capital should not be the only reason
for declination of a loan request if there are:
a) Especially promising and feasible projections of the -
operation; and,
- b) Evidence of demonstrated management ability and/or _
the necessary management counseling team can be
coordinated.
2. Required Investment
When it is evident
hardship, inject e~
should be required
In most cases, the
his investment and,
interest.
that the applicant can, without undue
auity capital into his operation, he
to do so regardless of the amount.
borrower will work harder to protect
at the same time, protect the bank's
89-963
C_RA~Ctk~1NITY AFFAIR5 LOJIN PROGRAM
ETT BANK OF SOUTH FLORIDA, N.A.
PAGE 4
F. Rate
Appropriate market rates will be charged. It is further
- understood that -the bank is- nb't in this program for purely
income reasons; therefore, interest rates should be fair to
both borrower and the bank.
II. ADMINISTRATION OF LOANS
A. Special Allocation
No specific allocation will be made to a specific branch office
and/or Committee. The program is to be administered by the
local CRA Loan Committees, which will report on loans and amounts
to the CRA/Community Affairs Bank Steering Committee via
appropriate Committee Minutes as well as quarterly reports
as further defined in Section V herein.
B. Authority and Responsibility
Sole authority and responsibility for approving and supervising
individual loans will rest with the CRA/Community Affairs Loan
Committees designated in Dade and Broward Counties. (See
Organization Charts Exhibit A b B). These loans will be
maintained in the commercial loan portfolio but placed under
separate ledger control. Loans approved under this program
typically will not exceed 575,000 unless supplemented by a
guarantee and further requires concurrence by the Regional
Credit Officer whenever the group credit exceeds 575,000.
All approvals under this program with or without guarantee
will be made by the CRA/Community Affairs Loan Committee.
The Committee will meet on an as-needed basis but, in any event,
- at least monthly. Minutes of the CRA/Community Affairs Loan
Committees shall be distributed to appropriate individuals
and/or departments of the bank as defined by the Credit Policy
Department, although they will be kept by a representative
from the Credit Department.
C. Composition of Committee
The composition of the CRA/Community Affairs Loan Committee
_ for both Dade and Broward shall be recommended by the Credit
Policy Group and Retail Banking Administration and ratified
by the Executive Loan Committee.
The membership of the Committees shall be individuals
representing a cross-section of departments of the bank thereby
bringing a variety of expertise to qualified loan proposals.
Further, it is the bank's intent to ultimately have all employees
89-963
CRA/CO!lUMITY AFFAIRS LOAN PR06RAN
BARNETT BANK OF SOUTN FLORIDA, N.A.
PAGE 5
familiar with our overall commitment to CRA; therefore, on
an annual basis or as individual situations permit, BBSF will
assign different personnel to serve as CRA Loan Committee members
_ as well as 'line officers thereby-broadening the base of personnel
who will have assumed direct responsibility for the
implementation of the bank's CRA policies.
D. Loan Officers
1. Each individual selected to work directly with the
CRA/Community Affairs Loan Program, both as members of
the loan committee as well as line officers, should be
experienced and knowledgeable in sound lending practices,
a good judge of character and capacity and also be creative
and resourceful in solving the financial problems of CRA
customers.
2. The Line Officers shall be responsible for initially
structuring a sound loan package and assisting with the
adoption and continuous monitoring of a business plan to
assist the owner until he/she becomes self-sufficient.
I V . I'PLEEENfTATION AND PROMOTION OF PIAN
A. Administration of the Program
The CRA/Community Affairs Loan Program will be administered
and coordinated by the CRA/Community Affairs Bank Steering
Committee -- BBSF, N.A. The Steering Committee will consist
of the Executive Vice President/Credit Policy, Executive Vice
President/Corporate, Broward County CRA/Community Affairs Loan
Committee Chairman, Dade County CRA/Community Affairs Loan
Committee Chairman and Community Affairs Officer.
B. Officer-In-Charge -- County Committee Chairman
The lending officer designated as Chairman of each county
committee will assume the responsibility of implementing and
promoting Barnett's CRA/Community Affairs Loan Program. He
should advise all lending personnel of any new developments
in the bank's CRA/Community Affairs Loan Program, as well as
important community projects involving minorities.
To build internal awareness of the program, the Chairman should
make periodic presentations at each of the regional branch
managers and corporate banking meetings in their respective
counties.
~~
89-963
CRA/COll~1NITY AFFAIRS LOAN PR06RAM
BARNE7T BANK OF SOUTH FLORIDA, N.A.
PAGE 6 _
C. Line Officers
Operationally, when prospects are identified by a~ bank offi~:er,
_ the CRA LiAe Officer whose of#ice--is best geographically located r
in relation to the applicant's business should be contacted
to review the request. Determination of proper account
responsibility will follow the organizational chart attached
herein. Ultimate account responsibility will remain at the
discretion of the CRA/Community Affairs Loan Committee following
proper approval at the committee level. As a further effort
to give adequate support to the program and the CRA Line
Officers, each area will have a designated CRA Loan Committee
Member assigned as their Loan Committee Liaison Officer, thereby
having direct access to the approval process. However, the
Loan Committee Member should remain in an advisory capacity
and should have contact with the loan applicant only on an
as-needed basis.
D. Marketing
1. The County Committee Chairman should conduct or direct
research of commnunity sources to identify:
a) ,Existing and potential minority entrepreneurs;
b) Associate with appropriate trade associations, civic
organizations, professional organizations, and active
business leaders for referrals.
E. Public Relations
Since there is a significant fi~terest in the area of minority
entrepreneurship among various news media, Barnett's policy
is that this program should be implemented prior to any news
coverage and that any discussion of this program with the press
will be handled by Messrs. Gentry, Arboleya, Chaplin, or
Archbold.
V. CONTROL AND EVALUATION
A. Barnett's adoption of this policy is in recognition of our
responsibility to the total needs of the communities we serve.
Our thrust should be to develop the best loan package possible
for the benefit of the borrower without exposing the bank to
undue risks. The Chairman for each Committee shall be resonsible
for reporting to the CRA/Community Affairs Bank Steering
Committee and to the bank's Community Affairs Committee within
30 days following the end of each calendar quarter the
information requested as set forth on the attached Quarterly
Status Form.
89-9fi 3
CRA~COM~IlNITY AFFAIRS LOAN PR06RAM
BA ETT BANK OF SOUTH FLORIQA, N.A.
PAGE 7
The Chairman will also report all activity under this program
on a quarterly basis to the Board of Directors, CRA and Community -
Affairs Committees. -
B. Credit Policy shall have the responsibility to:
1. Determine that Barnett's CRA/Community Affairs Loan Program
is properly updated and coordinated with other divisions
of the bank;
2. Advise and assist the offices in implementation of this
program;
3. Evaluate the effectiveness and performance of this program;
4. Coordinate training programs for lending personnel working
directly with the CRA/Community Affairs Loan Program; and,
5. Provide an ongoing evaluation of the portfolio and assist
in the periodic review of progress being made by the
borrower.
We feel that the program will succeed and not only enhance Barnett's
reputation in the community but bring worthy minority individuals into
the bank. It is of critical importance• that a continuing liaison with
those local organizations interested in this program be maintained
and nourished for their guidance and referrals.
89-963
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easF R~aw~saac a~A~ragxr
trm~ai.~r v~ partcY A~
pac~tc~r aza-'~xr:
- Zt is the policy of Barnett Bank of Barth Florida, N.A., Rirchaainq
Department to act as a resparssible corporate citizen of the South
Florida axes in it's activities as the primacy purchasing agent of
goods and aisrvioes for the corporation, one of the responsibilities
of eorpoacate citizenship is the identification and use of qualified
minoaity vendors of pr~ucts and sexviees for the bank.
A minority vendor shall be defined as: •A lazge or small business
ca~oern owned and oontsolled by minority indivichsals." She teen
"business concern aane~d and controlled by minority individuals"
weans a business that is at least 51! caned by such irdivic~ualss o~
in the case of a publicly-waned business, at least 51! of the stock
is owrr~d by one or more such individuals. 'Minority individuals"
include Black Americans, Hispanic Americans, Native Americans,
Asian-Pacific Americans, Asian-Ie~ciian Americans or wacen regardless
of xaoE or national origin.
PQLICY ANO PAOG~i~1M OOiAI~:
It is the goal of this Mimrity Vendor Policy aid Progra¢n to actively
desnanstrate responsible corporate citizenship by oocssciously i,denti-
Eying and +*+~p~Ging the percentage of minority vendors utilized to
provide the earporation's rec~iired products and sexvioes. (Ap~prooci-
t~tely 65! of all purd~a_ses are made t~zrough the BOC Ruchasing Dept •
in Jacksonville . Approximately 35! of all purd~ases are made fztm
outside vendors.)
As of Oct~obpr, 1985, 16! of the ~.SF Rirrhasing Department's active
outside venders have been identified as "minority ~rendors" (19 Of 120) .
It~is the goal of this program to increase this percentage to at least
25! by December, 1986.
In order to achieve the goal stated abare, the following activities `
will be tax3ertaken by the HB.SF Purchasing Departrnent:
1. Zb accurately identify all thr,~e venders currently beir:g
ut111ZLd t}1at ~~ l i fy a8 'b11IYJrlty VC'~IdOrS" .
With the cooperation of the E.E.O. and O,~ci~li~anc~e Offices,
a letter will be fontulated and sent to cvr~s-t ver:dors
that will request infestation and allow the Purchasing
Department to identify "minority vendors".
2. Zb actively identify new potential minority `x-'963
- ~ ~ ~ -
ghe R~rdtie~sinq Depaz~t, in aocQeratian Kith other bank-
~its, will actively participate in t2s3 programs acrd acts- -
.~ vibes of the follovinq atiinority oriented organizations:
A. ~loarida Aagional Minority P~nchasi~ng Ca~~eil, _
Inc. -
e. Rosiness ~sistatinc~e Center, Inc.
= C. Nattanal P-ssociation for the t of
Oolor+eci P~,ople
D. Mi,ami/Ft. L~nr3erda? a Minority Business
t C+unter
E. Gold Cloast Net~oricer
3. Zb actively erraau~age newly identified mi.ncrity vendors to
provide BB.Sf' with goods and eer<vioes.
~e Purrhasing Department wi11 invite Healy identified mi,rrar-
- ity verrdo~rs to present their pzoduc't and service lines to
ttre managettent 3si a aye-cn~rre, office setting.
~ese meetings will be follua~ad ~ by a letter to the verr3ar
and the addition of the vendor to the list of potential pro-
- v~iders of the product os seiviae as by the Purchasing
4. Zb manitar the progress of t2ar Purchasing Depnzt~nt in
the eaaecutirn of this plan and its progress taaards its
stated goal.
!~. ~e Purchasing Department shall report to
by Deoe~ber 1, 1985, the rersults of
its request for information to c~urent vendors .
B. ~e Pur~asing Department shall report to Manage-
a~a~ct, Q1 a ~~71V9Y"'NpTly basis, its participation ill
t3're progr~ns and activities of the identified
IDllntlty Gr3.Qited clrga*+i ~ ticns. (First report
dne: T 1, 1985) .
C. Z17e Purchasing Department shall report tao Manags~~nt,
an a quarterly basis, those newly identified minority
v~enc3ors that have made prodtx.-t or service presentatirns
card aided to the List of potential providers. (First
report due: Dece~er 1, 1985) .
D. Zhe Purchasing Department shall repcu-t to Managezrnnt,
an a quarte~cly basis, those ~rity venders that
have been providers of goods or services during the
previous tlu~ months .
89-963
•
~. ~ ptZl'C21as~J1CJ Dlpe~rl~t t19a11 1"a~oi't !D !'bM~"
mot, cn s quarterrly basis, t}~e percentn4e of
minority vendors eurrarYtly uitilized.
8s-9s3
Lf the Chairman detarmina that the rtgvest ~ fits In the Minority Loan
Preygram, cane or tMO members of the Minority Loan Committee will
be assigned by the Chairman to trork directly Kith the customer to
develop the proposal for committee presentation.
C. ltarlcetir~
1. The County-Committee Chairman should conduct or direct research
of community sources of identity.
a) Existing and potential minority entrepreneurs.
b) Associate with appropriate trade associations, civic
organizations, professional, organiutions, and active business
leaders for referrals.
D. P~lic gelation
- SInce there is a significant intErest in the area of minority
entrepreneurship among various news media, Harnett's policy is that
this program should be implemented prior to any news coverage and
that any discussion of this program with the press will be handled by
Messrs. Gentry, Chaplin, Arboleya, Archbold or Davis.
Y. CO?iT8OL AND EYALIIATION
A. lgarnett'a adoption of this policy is in recognition of our responsibility
to the total needs of the communities we serve. Our thrust should
be to develop the best loan package possible for the benefit of the
borrower without exposing the Dank to undue risks. The Chairman
for each committee shall be responsible for reporting to the Minority
Businezs Banking Steering Committer within 30 days following the
end of each calendar quarter, the information requested as set forth
on the attached Quarterly Status Form. The Steering Committee
MiII report aII activity under this program on a quarterly basis to the
bank's C1tA Committee.
B. Credit Policy shall have the responsibility to:
1. Determine that Barnett's Minority Loan Program is properly
updatrd and coordinated with other divisions of the bank.
2. Advise and assist the offices in implementation of this program.
3. Evaluate the effectiveness and performance of this program.
4. Coordinate training programs for lending personnel working
directly ~+rith the Minority Loan Program.
5. Provide an ongoing evaluation of the portfoUo and assist in the
periodic review of progress being made Dy the borrower.
We feel that the program will succeed and not only enhance Barnett's reputation
in the minority community, but bring worthy minority individuals into the bank.
It is of critical importance that continudng liaison with those local 08
interested in this program br maintained and nourished for their guidan~ce~~and
referrals.
•!
t
ars. Onrhatf'of the award has oroiv+oed
instrtxnents for the College band. ftc-
cording to President Robinson, the
550.000 corttmrtnxnt by Barnett Bank
will be oaid by Yearly instatlments of
$10,000 through 1991.
Arbokya ores the award as a major
example of Barnett Bank's commitment to
quakty education and excclknce in South
Florida.
• ~ ~~~~
Barnett Bank of South
Florida Commits $50,000
Barnett Bans of South Fonda, N.A.
vice rnairman Caroms 1. Art)o1l•Ya. recennv
met v,ntn Fkx~da Memorial College presr-
dent Willie C. P,obtnson. to orescnt a
810.000 award to trx College resxesent•
ing tix 1987 instainnent of a 550.000
pledge by Barnett Bank. C)rx-half of ttx
inaugtual award orvndes atademtc stria-
arsrno for students of the Honors Pro-
gram, wno nave txcome 8amett Sttwl-
~~~ ! ~~ L /
.:7 '
jr~.
~~: _,.
_ ~ ~~ ~
~..,.._
('•esioent Wdlre C RoD~nion (kfti ono wC! ort!LOtnt IOr 0lvtroornln[ Borooro GowortiS. OCCt't7t
•zt SIOOGO msta~mint of f50COG oreage nom pornett 3onR of Soutn Rorroo w'ce cnonmon
Corros ~rporevo
~~
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~~
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89-9f 3
- - - - ~--
_,
-1~
5 banks open
housing fund
for poor areas
By ANDRES VIGLUCCI
Herold Slat} Writer
Five of South Florida's biggest
banks will pump millions of
dollars in low-coat houang btna
into Dade County's poor neighbor
hoods. when investors have tradi•
tiooally balked at putting then
money.
The novel fund. unveiled Thurs•
day. could give a signdicant and
badly needed boost to the county's
stock of bw• and maderate•tn•
come houatng.
It is designed to provide a nearly
bottomless source of tinanGng for
prlvau hounng conutruction cn
"area where most lenders tear to
tread," said Tony Pracco, director
of Homes for South Florida. a
nonprofit group that will manage
Ne fund.
Only ^ handful of other U.S.
dtiea• including New York. Chica•
ge and Los Angeles. have similar
consortiums, Proacio wd.
The South Florida banks an•
pounced their tint three tenuuve
loatu Thursday. They will provide
i3 million in ttnandng to housing
developmenu in Uberty Gty, Fist
Little Havana and rural South
Dads.
Each of the five institutions -
Barnett Bank. Citicorp Savings,
Florida National Baak, NCNB and
Southeast Bank - has agreed to
put up f4 million for the fund. The
money will be split evenly be•
tween construction loans and
mortgages.
A sixth inatitutlon, the Federal
National Mortgage Assodation,
better known as Fannie Mae, will
buy the mortgages tram the
banks. 'thus helping to replenish
the fund as the money is lent out.
"There's S20 million on the table
Pleast turn to HOUSING / 3D
HOUSIIVG/from ID
right now," said Southeast senior
vice president Douglas Brash. "it's
teal."
A consortium loan wouk! enable
a developer to build homes afford-
able to, for example, a family of
three with an income of g21.3S0.
It combined with county subsidies.
the loans could produce homes
affordable to familln making less
than 120,000, Proacio acid.
He expecu most of Ne ooaaor•
tium's loans will go to community
development corporatbns (CDC},
wDic6 are nonprofit groups tDat
speetallze In bulldtng housing in
their own neighborhoods.
"T'hls is a real outstanding
devebpmeni." aid Steven Malas•
ter, director of South Dade's
Centro Campaaino Farmworker
Center. a CDC getnog one of the
first three bans. "It given us
access to apiW we need w build
up our neighborhoods."
Bradt aid Homes for South
Florida grew out of community
leaders' ettoty Nr'ee years ago to
bring the Eattrprise Foundation, a
grate that makes grams for
low•faoomt bouang oooatrncUon,
to Miami.
Once Eottrprise was esub-
Uahed, Brash aid. he and other
leaders realized they could do
more: increase private invest-
ments in low-income neighbor-
hoods.
in the past. ataay banks avoided
invesyng or lemm~g -money to
low•inwme areasr where they
eonaderad it•unprofltable to do
burtness. E~eo though the federal
government now requires panics to
Invest in poor neighborhoods.
some still heatate to do so.
"The Idea cs to bung this money
into neighborhoods where the
unrestricted working of the tree
market hasn't been enough," Pros•
ao said. "Low-income housing is a
very risky buanesa. it's a terrun
that makes banks very nervous."
The banks and Fannie Mae sa}•
they have beat • some of then
normal leodmg rules for the
consortium.
But they say the loan pool is
sound business - a chance to
meet their obligations under feder-
al law, and a sound way of making
socially aignitiant investments.
By pooling resources and exper-
tise, the normally competing
banlta can reduce the tinandal '
risk, Prwcio said.
The setup also allows the banks
to make the loans cheaper. in an
unusual arrangement, conattvetion
loans will be offered at near the
prime rate, the lowest interest
charged to a bank's. Dlggest and
preferred corporate customers.
The basks also will give large
discounu on the closing casts for
home mortgages.
TDe banks' tirn thret loans will :
Delp Dulld:
• 26 new bones outside Florida
Clry, part of a 71•home devebp-
meat atready under construction
by Centro Campesino.
• An 11•unit townhouse devel•
opmeat to be bwlc by the East
UtUe Havana CDC.
• A new houang development
in Uberty City, to be built by the
Tacolcy Economu Development
Corporation. The development
would adpin Tacolcy's 121•utut
Edison Tower, now nearing wm•
pletion on the old Shell City
Uquors ate on Northwest Seventh
Avenue.
89-ss3
Cinco banjos dean mil~ones a
fondo de viviendas en Dade ~ N
Por ANDRES ViGLL'CCl
Rrdatto- dt Q hrnb Hna1C
Cinco de los mayores bancos del sur de la Florida
dedicarAn millones de dOlares a pr6stamos para
~~viendas de bajo costa en las bamadas pobres del
condado de Dade, donde los inverslonistas han ev~tado
tradiaoaalmente colocar su dinero.
Este nuevo fondo. dado a conoar el jueves,
pudiera dar un importance y muy necesano impulso al
inveatario de caws de costo bajo y moderado en el
condado.
El plan se ha concebido para suministrar un fondo
Iasi ilimitado a financtattuento a la construcciba de
viviendas privadas en las "zonas donde la mayor pane
de los prestamistas temen involutxarse", declarb
Tany Proscio. director de Vvveendas Para el Sur de la
Florida, grupo no lucrattvo que administrard los
foados.
Solo unas pocas ciudades, enue ~ellas Nueva York,
Chicago y Los Angeles. cuentan con consoraos
similares, expresd Prosao.
Los bancos del sur de la Florida anunciaron el
jueves sus tres pruneros prbstamos tentativos.
5uministrar~n financiamientos par $3 millones pare
construccien de viviendas en Liberty City, rr este de
La Pequetta Habana y la tons rural del sur de Dade.
Cade una de las anco insutupones: Barnett Bank,
Citicorp Savings, Florida National Bank. NCNB y
Southeast Bank, acordaron aportar a4 millones Para
el fondo. El dinero se dividir~ equitatrvamente enue
prtstamos para la construccion a hipotecas.
Una sexta instituabn, la Federal National Mortga-
ge Association, mks conadda por Fannie Mae,
conmprarA las hipotecas a los bancos,ayudando asf a
restituir los Tondos que scan prestados.
"En estos momentos se cuenta con $20 millones".
declarb el vicepresidente del Southeast Douglas
Brash. "Es una realidad".
Un pr~stamo de consorcio permitirta a un
urbanisador construir viviendas que pudieran ser
adquiridas, por ejemplo, por una familia de trey
personas con un ingreso anual de $21,350. Si esto se
combing con los subsidios del condado, los prdstamos
pudieran producir viviendas que pudieran ser castea-
bles a familias con un ingreso inferior a los $20,000.
afirm6 Poscio.
0
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m
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00
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w~ rw~.~. ~•---- --- -
Gty of ~ Ddtbrw Corporct~on - ;
._
._ ~.... .n•-
. • - .... ~ .F ,•~}lriM~ n, • . • ~ . . .
Barnett Hank of South Florida. N.A., accepted the Adop-A-Home Challenge and partici-
pated in this special project in conjunction with the City of Miami to impra~ve the appear-
•~nce of its neir*hborhooas. The Adovt-A-Home Challenge is a project designed to clean-uF
ana paint Homes in iow-income neignbornooas of Daae t;uunty. ~n picture is a House.
located at 755 N.W. 61st St. Standing in front are Carlos J. Arboleya. vice chairman of Bar-
-:ett. and Mrs. L'rnal Rahming, the owner of the house being painted by Barnett Bank.
'^~iE r:~1'IIAMnI~TL'VIES
Tn-L.l?~1:.r. ~~ I+I ~9$e 89-963
___.
~~ ~
-~.. 'FnSV+tv@^,ti~k ~1wF~bt' tc9t +r ~d B i f '. ~ ~ l`uk ', _ _ , .i~.. .... .... ~ ...-. .. 1>,~er.a.._
20 raw root. TODAY'S NRwi w[tk w Tt(vesw~ au~~ a. east
t - _, -
~„~ .7
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Tee 5 Grn/ Jr . aoourv fuo~nnt•nn•ra1 0l Okas
~OUnly DUCIIC SChOOtf. kn0 u' S nUCa!'
Dt011c1 •no1nlE~r for Wlllnmf D'11i1~1 el.G _Onn~On
Inc
4
`~ t~
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Cirm~n A Moms. onelMnt of MEI Com~ Auevn JoMS. PnnelPkl Punnor for Mktro-D~Ae
mun(t~uons, knd Mloml Mwor x~aor Swnx o~t>•rtm~ntO SOI d W~~1 ~ o rho Clrv o! Mlnlrnnr
~.Jrnan i.eaQu° a~vards focus on vision for America -
~mtnR nn iOmr t Trt +a- •. <rr lone l0 a<CM
n,Y poet rrN1 +a• ar•n'rp ' ~~ Bu: r<lnre Ine a+ara Rrrmnm,
r..t ,:- ^r• r ..<a' ~.
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,e]ro Nr lnltman aare!.•
-]•'eu ,~ ., ' rr •.t^. .. rtmaraa n •~' ., ,.n Inr
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\mer ia/ N one
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•
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r ^]' + " napcm In I+n Tnninl In
Vuli" - a^t";1^
-a'r \r+l)rlrrn5. nt 5LJ
.I'[]~ J ~.J (,ap11tIV 1 (0lalerr \~ a Jnnal r-al•lar/! 'n Inr
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~mmun"a o'eman YW nr aIIRnM t0
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`rmunl~lla ati rp +uncmm~ r -• rramm of ~ nr tald Bw n naa noI
' nlHplr Hntnl, c~nerla ~.• .nr unt+< ]'~mmelora+a
' ;•r+a 'n; uoca7 Mlam+ Marnr mplnn' Thr mta]Ian DIKa Inromr 15 51111
\t•le< v~aret ~rmml5unrn 1 -~t +a~ ^ ~ a ;rn+c :-]: mint'N ri a' r`er Rnl nl Intl o' +nllet '~ ht
^
Mul/r UrrUn Niam~. ^~r, ano mnea r<•nn mn,^. - a, aurae
1 J J ~Tne pact Mrnir olt roar Io
{ ~~ arnrto ~rf, nttlN 'u5l t momml •r
~arittn r' lrtrtr RNrrt Cn Ctnl In 19Mp. IhfR limn real of
u•rr'cr-• MMSIe Mr~w~r anJ ~rt into. rr'nrr 'taint acal5 +n •^c ,. n,ln Tnr unem plovmml tale of
r, r: t:",tt "nm east nOminrta In• 'nf Calltottm ea' ahfral canplpal Ca ' • ria:a •0111 of 11 IrIR Intl of +n1in.
4rur'r I'D ~ttf+ lpr DOfatr irJl o'Iiit IaC+mODCrU +nCIUJ+na E7ia:l COlltar rnlOllmrnl nay pren
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'Has dltcrlmlmlwn Deco Rased' .
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prfkltl~M Ot 40p $Imink ANOenbt: Jot+n C. Mamson
$Immk
lon
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tmton Cb~rta,Nw~ ano Arlr
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E-:rrr5n -. ~omnnu bane ', cart in Jo Ima room m ]0
- itnr louur Ine tntrR n no. nr rata. ,
~• ~rltl john C. M~nrlaon JL. Profltl~nt end CEO Ot M~mKn
ane ~I rl Hr. or anJ mmmn wd X11 Ln ilk Tnm tot
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nmllnnal'a rrm
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a,crr a+ara ana lase Nruner lea^c tout+'I•~e ~npoant rms.^r •uouanllal ln~ntt ~n alunmmnlon
a•rc , -a^••,.a~e.a:a ~.ur--. >• tt]..^ •..arr: •v•ec n -~.
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t: a Ia (owtratla de is itgeNeda, Carlos !. Arble• eha. el aeevo edJflclo de aparumentos ea la Pe•
• +. vlceelalrsu del sanest tiaaL. )na al tlte- gaelt Habana coulderade ees,o "al pz+leesa de
alcalde de llttaml. Vletor De Y sss'te dsuaate la -1Madaa Para lamWas de ha~oa 7 sodlaaa re•
unao~ararlea del eaademWe !M !lass. A la derv- esvaaa aas praade de la Naelda".
fieandario pobre ~ ' ~ir
~
,~
singe ade/ente
Ln eoodomsmo pare }amiLas •~~
de halos y medlaaoa recus•wa tae
watgttrado eau murcola al es• t
4 do la Pequeda Habana. mar• er ~ j I'
cantlo el tnscto de tens nueva yl !I
perapeeuva habttaaonal en esa t I I'
:oaa, que esu ateaoo reoraaw• ~ B
1 I ,
zada eoo el apoyo de vane tnsu• c1iICQ
[ll/
tuaooea y awetaetonea de u ~
comumdad.
Los prnios de los apattamm• ~
tos en el ^Rlo Plaza Condomt•
muo'• vanan desde SS
fltS dola•
~
. , .
ref pasta SY.YYS. ~ eatteo made•
loa de uno Data enatro cttanos. ~ i
Qegto catoree untdadea de ei•
vlentlu torman el proYecb. A•
oanetado medlanu el ettwrso
eonlunto de la tnduststa pnrada
Y el ~oWarno.
'r
"Esumos es:vemadamenu /t
ortullowa ea haoer aludsdo a + t
tamtLaa de halos instrewa que
~ t
Dan vtato reasss:ado e! aue6o ,~
I
ameneano de ter duedoa de tu .,!J f
1
propta nvssroda". dijo Peu Ko- ~~~
'~+`
pKntts. eo nombrc de la Comtaion ptsraatr Ia ceresala de uautaracloa apareeea. eatse Duna peno•
deI Condado de Dade, aas. de hgderda a deseeba. Massa Elena Prso, prsaldeau de East
' Lltsle Haeua Cemetulty. el eota4loaado J. L. Plataser, Dlatue
Deaarrolladopor"EastLttle Bergadez.delaFaadaeloeford,etpadreEmUloVaLiaa)•eltlceal•
Havana CommuattY DereloD• 'cafe De Yssrre.
meat Carp" y ° Developen N a
natemeot laterzuctonal lnc. ' .
el "Rto Plata" tae Lnmeudu
por a emnad de bltamt. el Con•
oado de Dade. et Barnett Bank o! "Este es un proyecto realtzatlo
South Florida. to Ford Founda• vuetlemuestraqueelEastLttur
uon Y la Local ln:pauvea Corpn• Havana tevantoel anela", dnoc~
rauon ~ LIS' alc~ltlc ae Ntami Xacier ~uarc:
es-9s3
89-963
.::EVES t G'c DtGEMBRE DE 1988
4L NUE1l0 HERALD .
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Nuevos condominios,
sueno hecho realidad
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: t'or AiNE\ PR{;1111
~,«:-•a _~ c, ..,MO n..,, _ ":CnSLalen.
Hasta anos. ea iamdus at: Caps - .•,_ ~-_-'~ ~ '~"~~~'* ~~ I
I~ r~~;- -' ~~~'
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recursos run Como»do esos conao- ;,..
'
'`' ~ !
~ t
:.a avcrura ae :w conoomtmw ruruos. a:oreso ~lanttel Rtvero. dr r
. III : t
~ R:o f ,a:a a nuercorcs ntzo a1Ro rector exruuvo ae b Gorporanon : i ~ , : ~,
I
mar Due 1es[tr ae ¢su a uno ae ius de Desarrollo cel Este de La Pr ~~:~,~;;: i ~1; 1 li '
l
~ peones oamos ae La Pequena ila- aueAa HaCana. u ewl construco .i,,
~f•„1
' Dana. vr..ero un proaucto muv nro Rto Piau. '''li ~' ~
i en to comuruaaa: el proptetano re• Rrrero decUra que las »vlent.as
1 stdenv ael este oe Li Fequena HiCuu rc-
j Liaeres c,s~cos aue ames¢an su nen un mace aeocupaaort de! 95.6 °•
~ vane rn r: comp:rro de 56 mwones pot aento, v d 92.6 pot nento tk
~ I1~ ummaes -tl provecto mis era curs son prop.edaoes algtuu-
~
Rranor ar su ease en la Nclan das. ~ ~ ~
:~nstru:c.axun¢:uponolucrar-
Efsecretodercs'ttaCac~ortdelos ~ 1
= o- mKron aue en ei tmclo ae un oamos poorer. c:p. es otrecene a
:arao oroccso Dan rrlitauzar era la aerate U oportstrtzdad de tenet su
za- case propu. pan aue la Nlden.
r~ra ver•onaa Como Sma una "~onRioPuahertroscradolm-
cur •c oa~o :'1 anos atoutlanao vutw ~• eslxraTSa entrc ws perso- - s
aoanamrntos can un wp mareso. nas que restoen en esta tone '. atu- ~ - 1
:ue t~ cc:.-tutanon ae un wenc.
"' ma. , tj
•fr = ~r~.:cn ieltz. En e! otro Rto Plana es •:.'t provecto de dos
..rartaTr:;tn tenramos que separar anos reauraaowr la coroorac[on ae ~ ~a
:: ar. ;.:.^.c cr nuntro amero srru- crsarrouo com:mtano ccn anero ~ ~
ca:mrn:e Sara pa Car ei alowirr~'. ar tos sectores vuotKO v pnvaop. 1~ f'
cecuro u::.: ar o1 anos. que sr tsamettffancsunumstro53Smr ~.
muoa a Rw Ywra ae un aoartamen- hones en ttnaocumtento pan Ia
:- rn e, cue wcaw 36GC ronsttvcctnn~ r: conaado de Dade
E: esvosn ae Urta to manttrnr a otor¢o 5?.9 m:..ones de su progra- °' ~
_ •. a ~~ meta con un suaop ar
, ma comptemecnno ae xuos del , ~
.n : >r:nar.~:r~.
^ •.: nueco conaommio ae ao-
t:avtu:tanes en el 536 SK' 1 Ct
el umv:r
w ctudad de ~ftaml rromno Due
un urwnuaaor onvado
awtre P
~/
~~ 1~
~
.. .
ro- t ~
,
paRO ar u ntvoteca de los una es
de 5313. Los precws flunuan entre
perues. apafta:a 5I.6 muwnes pa•
ra el proyeno a ombto de ws acre
' ~
~ ~
~
w
535.OOv pot un conaommto ae una coot oe urottutacton de Bnc¢eU
,
naotuc.cc. a 559.900 pot uno ce lhrc •«
,:.uronaotnaonrs La Funaan-a Forc aoortb ~ -
~s vroo:ewnos
paFT.. r.:. DCr ~.
- ~~~~ vln. ~ .~ r~~oacwn nrororcu~- '~~'YOLMnSrE'Aur.onr.:
ricnta ar emraoa v una moo:rn
, .. _.rca tour 5. ~ ._callmua:rcesSrupponwrpo-
:.,: _a :,~n ~~50.000. Asutenceaaiainaurzuncwneacuchanalwaradomer~w
patwdel edificio de L
l
P
H
b
equer
a
a
a
ana ~~~
y
~[na U: to estrena un aoartamanto en el editicto RIo Plasa mauaurado el rnilreoles ~orrtaatas 1 o w.~.tk..la
Jueves, 8 de Junio de 1989 / El Sol de Hioleah
-- ~- --
Barnett Bank recibe el premio
. "L,a Corporation del ar~o"
del oongejo regional minoritario
de la Florida
Carlos J. Arboleya, vice Chairman del Barnett
BanK of South Florida, N.A., recibe de Donald
Foster, expresidente del Consejo Regional Mi-
noritario de la Florida, el Premio "La Corporation
del Ano" en reconocuniento al apoyo del Banco
Barnett al Conse~o, asi como por la intensification
de las compras a los comerciantes a industriales SJ-9V3
minoritarios.
Participara el Barnett Bank of
South ~Iorida en la campana
de la NAACP "Black Dollar Day"
Barnett Bank of South Florida,
N.A. ser9 un participante en los
proximos dins de la campaiis del
"National Association for the
Advacement of Colored People",
titulada "Black Dollar Days".
Dias de "Black Dollar" es un
acto nacional que se efectuara
dell ° a l ! de septiem bre de 1989 y
se concentrara en los comercian•
tes de la comunidad negra, se
haran circular monedas de Su-
san B. Anthony y billetes de f2 a
los clientes como cambio. Las 78
oficinas de Barnett en Dade y
Broward ser~n la mayor aumi• CARLOS J. ARBOLEYA
nistradora de las monedas. programs, la moneda Susan B.
El objetivo del-programs es Anthony se utilizara por su signi-
aumentar la iaformaciun pnbli• ficado histdrico Para los esta-
ca del consumidor de la rasa ne• douaideases negros. Susan
gra, y tambi~n Para destacar la Bromwell Anthony, 1820.1906, se
creacion de las nuevas oportuni• decico con vigor y determinacion
dades de negocios pare loa esta• al movimiento anti-esciavo y a
dounidenses de la rata negra. los derechos de la mujer. Ant-
"E1 compromiso que tiene el horsy. maestra y escritora. tam•
Barnetta con la comuaidad ne• bidn strvio como agente de la So•
gra estA vivo y vibrante". dijo ciedad Americana Anti•Slavery.
Carlos J. Arboleya, vice chari- El billets de dos d6lares sera
man de Barnett Bank of South utilizado por su rareza y ausen-
F1orlda. "Nos seatimoa entu• cis del mercado, dijo Laura Ri-
siasmadoscon el programs y es- chardson, chairman del NAACP
tamos muy orguIIoaoa de poder "Black Dollar Daya" en Bro•
trabajar con el NAACP Para ha• ward, Richardson informs que el
cer de 'Black Dollar Days' un ntimero de billetes circulando
evento memorable". ayudari a determinar el triunfo
Para coincidir con el terra del del programs.
es-9s~
Black Dollar Days V~ill
Show Economic Power
.r
.r
~~
E+
~~
i
~~
~+ F
~i
,:ontlnued From Page lA
spendtnq for Susan H. Anthor-y
dollars and two-dollar bells, and
then ux these cutitttctd exciu-
stvely In all purchases and pay-
ments dutyriq the designated four
days of the demonstration.
3:ack buautessea will also be
uraea to have Susan B. Anthorrv
dollars and two-dollar bells on
':and for ux as chance to Black
customers. In order that the
uemonstratton will be fully
rticctsve.
Brian Hart. economic develop-
ment chairman for the brancn.
commented. "Ttte apedIIc a-ta of
the demonstration is to focus
attention on the sigrililcant concrt-
butlons made by Blacks to the
national economy. when the gen-
eral public t9 made await of our
tremendous contrfbutton. it
should and will lead to more fobs
for Blacks and mots tnvestmenc to
Slack businesses and
communiud.'
Sank executives and govern-
ment oltlttals wW Join the NAACP
s klckln¢ off the camoat¢n ac a
press conference 11:30 a. m.
tomorrow at Peoples National bank
of Commerce. 3275 NW 79th 5t.
.~. rtcent study by the National
Researt:n Council indicates that
dlsoaritles eeist between Black
economic growth and that of other
.~mencans. 1~ie NAACP's 'Black
Dollar Dava' is one attempt to
demonstrate the vast potential of
dollar power to the Black commun-
tty. Participatlnq Banks are Bar•
nett. Capital. Centrust, First
L'nlon. NCNB. Peoples and
~outheas[.
~eoresentauves at the klckoiT
• •, u include Carlos Arboleva of Bar-
nett Bank. Dade County •Cottirnis-
=toner t3arbara Carey, T. tiVillard
.'_:r. -:csident of the Crban
::a¢ue Greater :v[latsu. 1ccMWian.
ana Ctty Cottitnisstoner Athalle
R~ri¢e.
' arnett HanK meanwhile
:.nnouncea that ail 7B otiices tit
Dade and Browara will be ttiator
~'~DD1terS of the nvo currencies
..^.¢ us-a ttL. t::e c~moa.-en.
'arneccs :cne-stanotne ccm•
atment to tnc diackcotnmunity is
~uve ano vibrant.' said Arboleva.
::ank vice chairman. "::e are
rntnused about the pro¢ram and
=re ortsua to worx with the NAACP
n older to make Hladt Dollar Davs
i rnerstorable event.'
The Susan H. Aatbpay corn ovtll
be used because of Sts hlstcn'ltsd
atgtiifltztace to Black Atssmcans.
Susan Hromwell Anthony
i 1820-19061 demoted hetaelt anth
vigour and determination to the
anti-alavtrv movement and
women's rigiita. A teacher and wt1-
ter, she also nerved as an agent for
the AmencanAnu-Slavery Society.
'he two-dollar bill wtll be urea
because of its tgrity and accounta-
billty. said Laura Rtchatdson. Bro-
ward's NAACP chalrntari for Huck
Dollar Dave. Accorditi4 to Richard-
son. the dumber of b1lLi cimilated
will help deteratine the programs
success.
BatYictt Hank wW aLso be a par-
ucipant at Iauderd1u11 Ma11 to Fort
l~uderdale today when the NAACP
kicks oti Black Dollar Days.
89-963
rtsE >ISwta taf~s
1 a} B Thursday. September 23.1988
Prepaid College Tuition Now
passible • Tire State Schools
Barnett Pays For 2-Year Scholarship
For Northwestern Student
liy SAMA\"itU1 t,A7E5
A nrve payment Dian u new
be:nc o(tered by t he 51au Untverst-
rt vystem as a means of trtalung
a .,r, a more aftordabk.
Tluouth the Fbrrda Pttpatd
i •tiece Program. parents mrv
• .an paying for their ehtld's edlege
aucauon while tht child u still to
rr~de or tUgh school. It allows for
t.. roan to tx paid at tod:V a cost for
a future enrollment thus osvtng
the addttwnal coat from 1nAation.
The cost of the child's future col-
t•tt edunuon a deterntirted by
ne dau the child rvW enroll in coi•
,rge. Hut lhu coat will na occeed
Nat offered at the ume the chile
tctualh~ a molls in school. This pre
•:etertrtt ned amount troy be pod in
.tne lump sum. or m tttonthly
~tvtmm~.
In honor of the belt-off. Barnett
Bank. the mart:et and point of
sales agent for the program. pur•
chased a pre•patd college ioniser
for Mumt Nottnweatern Hlgh
School atu dent Emory Washington
Jr.. ~rtR his An[ two yeses of
college.
He was surptved that Barnett
selected him.
'It wo Uke a lubtninuu thing.'
aafd Waahtrtrtwa adding that It
was !us assistant trMdPat Damn
Suatch. who Wormed him about
the aehotatshlp. 'EVtceytlttng wee
lske • last nunutc thing, l vented to
Md out u much u I could. and
she rob me about 1L Arid i was
stoned up.'
Susteh was trade aware that
Barnett was aeaittung for some-
one through Wttbert T. HoUoaay.
coryonte •ffatrs manager of
Southern Bell. He [Dural out about
It from associates.
'I submitted several rtarnes to
Barnett.' sold Holloway. 'but
Emory wu my nrst choice. based
upon hu performance. interest
and r-ceds.'
Waahingtoet ttaW aner gradua•
Uon he plane to attend Mucal•
pade Community College. fotw•
ing tin computer tnformauon sys•
tams and anahnu.
Hugh t7erttry. ehauatan of Bar•
nett said that 1.9 mlllbtt studrnu
in the pubUe school system will
tYCetve brochures telling them
about the pre•pald paeltage.
pareau of an atlmated 100.000
are expetYed to opt for tM pay;new
study-taler plan.
Those purchasing the plan
beforeJan. 20 nonvearwtU get ate
bat deal A fow-year tuition plan
for • krsl[aran entering eoUe~ in
Ne fall of 1989 maybe purchased
for 15.957, u obtained befae the
Jtanurary deadline AI ptrxnL a
plan may be purchased for a cltlid
whose mUege dare w1L go up to
year 2006. at the twat of 15.796.
Prtoa ace subket to ineeea.ea
for fitmre enrolled. Hut one a
patent enroW. the coat don not
ebatfge•
The sure is able to o[fer roUege
edutsttlorta at such a low coat
betauae the paymenu being trade
aW go inm a turd for investment to
give the htghnt proceeds. The
amount invested. Plus in[ereat
earned. will then go into paying for
the rhtldrert's edutxtion.
The twnttact temusins vaLd only
U the child attertda school in Flort•
da. Mao. it may be wtded If the
chlld decWes nix to ahead college
or to attend twlkge in another
state. In such rases. the parmu
are eLglbk for • refund totalling
the smotmt they put tn. mintu
fSO. They do not tscetve the
intetYSL
The program does not cover the
costo(btalth wtttana. athkUn.
laboratory a student actmn• lees.
Oaoks. or meals.
Parana may enroll persons 40
and undtr.
The Florida Prc•paid college
Pragtam was Ant seated in 1987
try the Suu ttgWatute.
89-963
IC1gO1tIT pA11t~It4TON. North•
arsstem dadsats gets two-year
8arastt college st:heiarahip.
La Liga Urbana del Gran Miami cede aiio concede un premi~~ Nsnt-
cial a las cnrporacionesdel sur de la Florida que demuestran apova~ ~
programas a iniciativas que proporcionen ooortunidades a tor.~'~c 1~•3
ciudadanos por igual. Este ano se le otorgo la distinciun.ai Barnett
Bank of South Florida. en un acto celebrado en el hotel Omni interne
clonal con la presences de personalidades del comercio •~ ;a inausrr:::
de todo el Sur de la Florida. Entre los presentee vemo~ en 1:; ~~ito n~
izquierda a derecha T. Willard Fair. Presidente de la Liga Urban: ;
Essie D. Silva. Presidente de la Junta de la Ltga Urbana: v c;ar:~: -1•
Arboleya. Vice"Chairman" del Banco Barnett del St~~ d~ la F:ori;..• .
recibiendo la place.
~9-9s3
t: -D1AR10 LAS A~'IERICAS ~•iER~F~ ie uE ~c~~sm uE ~4a8
DIARIO LAS AMERICAS SABADO .0 DE FtBRERO DE 19`~B
Barnett dank auspiaa seminario pare
choferes de mks de ~ ai~os
Barnett Bank ha hecho una iavitacidn a Las institucioaes civicas,
profesioaales. fraterttales y culturalea que puedan ester iateresadas
en brindar a sus miembros la oportunidad de participar en un semi-
' nano pare choferes mayores de 50 afios de edad, que represents ua .
beaeficio sustaacial. a Los participaates del semiaario, en rebaja del
precio de Las primal de Las polizas de seguro de autos.
Los detalles sobre Los mencionados semiaarios se brindar~n en una .
reunidn que tendr~ Lugar en el Barnett Bank de BrickeII N701, (salon
de conferencias. 4to. piso) en esta Ciudad de Miami. a laa 10 a.m. este
sabado 20 de febrero o llamando por el telkfoao 350.1811 a Mrs. Lily
Gonzalez (Departamento de Marketing).
'--.._ 89-963
DUAANTE EL BAILLANTE ACLQDE
3oard de Ia or~anizscion FACE, qwe se diedic~$ a los problemau de v _ ~ bsao la ~ '' i.+
..~
presidencia de Fraak Paredes. Ea dicho evento se dieron city Io~gsLe.vsde jrMi~tmi-= ~ ,.~....
ya sea ea el cameo politico. eoonomico o profesionaL Paredes, e:pstiso, que au "~trimer veto
seria enfrentarelproblema del referendQmsubz~e"en~lish only".Eala~obovea~os dede~oec~a.
a izquierda a Cesar Odio, administradordela Ciudad de Miam=yDli~ordtFX~betlt-- '
esposa Marian Prlo-Odio y Carlos J. ArboleYa, vice presidmtbe de los BarnettBank, dd Sum 89`.~S 3
de la Florida, y es presidents de FACE: -
__ i
-- ~ ~ ~ Sc
~-~ ~ ~ T -
~ ,; ~~~~`
Gne of Miami's 14 Commurnfv Newsoaoers • Published Frioav • Fridav. March 11. 1988
..a-. . •.T_.J~si tDLl_
Drin~iii~ \ A/I~iTe rar•~rr~i~o~ .......,~:.,..~. ...::;~~•~ .
i -
I
I =
.rioo Dem. of 8a~oen Baaik to HWah~Miami Sam. C.aeiot J. Arbor,R. Vioe t~airman of Baoeu Basic of South F~aid~a.N.e~-.
,psaarts Ma. While atttr peseaant tkt a xn~ce swam. ... _ .. , _ -: .
z ~ (, ' ' ®®
m
Repu.dian la
Z~ rofanacion
~~ P
0o de la
?m sinagoga
p cx, I:a reciente pr+ofanaci8n de la
sinagoga de la Congregaabn Bet
Shire nos Ilene de pesar. y urge la
mks fuerte condem por pane de
todos los miembros de esta comu-
nidad.
Repudiamos los mensajes escri-
tos sobre las Paredes de la
ainagoga haciendo referenda al
"mando Cubano", ast Como otras
distorsiones de to que constituye la
esencia del cristianismo.
EI odio radal. been Wade los
negros, los judtos o cualquier otro
grupo es la antttesis de las
. ensedanzas de Cristo, y la excep-
cibn de coda conducts civilizada.
Los cubanoamericanos dejaron
su pats por redraw a los "dirigen-
tes maximos". y cont~nuaran re-
chaundo a todos aqueUos que les
traten de imponer sus pantos de
vista a craves de la fuerta, el
vandalismo y el ataque a las
instituciones religiosas y lugares
de oracion. Dichos actos son tan
antinegros Como antihebreos, ant~-
cubanos y antitodo to que es digno.
;dos ununos por seta ai dolor y al
clamor de justicia de lode la
comunidad hebrea. Los culpables
de sets cnmen carecen del respal-
do de nuestra comunidad y repre-
sentan, si acaso, to m9s inquietante
del esptritu humano.
Ouariorw Dias, Presidents
Corisejo Nacional Cubano
Amencaho (CNC)
Carlos Arboleys, Presidents
Hechos Sobre el Exilio Cubano
(FACE)
Osvaldo Soto, Presidertte
L~ga Hispano Americana Contra
is Discrim~nac~on SALAD)
Bobbie Ibarrs. Presidents
(;oai~c~on oe Mu~eres H~spano
Amencanas (CHAW-
Marivi Prado. Preeiden:~
rAujeres Pro Derechos Humanos
(WFHR)
89-963
-UlAltlt) l.AS Ah1~FtlCAS uUhltNC;ts :~ ~~~: ~aNtt tsu 19b6
R~~~~~~ar~~n ~t•i a~muerzo benefico
en favor de
ias personas necesitadas de la comunidad
)n:, dive, tidy parodia s~ pre•
itara durance la Actividad/
nuerzo c.~n fines beneficos en
3otel Omni Internacional yue
nenzara a las 11:30 a.m. hasty
1:J0 p.n.. el din 29 de abril.
En esta parodia actuaran Te• trega de premios a candidatas la comunidad a craves de la
resa Maria Rojas y Jose Baha- entre las que podemos sefialar: agencia patr,~cinadora "Chris•
monde del Miami Dade Commu- 1liartha FernaSndez. Secretaria ciao Com,titunity Service
pity College y se titulary "Pabe- de Carlos Arboleya del Barnett Agency, Inc.", organizacion no
llon de las Secretarias". Bank; Delia Stuart. Secretaria lucratit; a qut sirve a esta comu•
A Ia parodia le seguir9 una en• de la Flrma BlackseU, Walker. ~ nldad por mas de 23 at3os.
Fascell k Hoehl; Marta Quinta- I • ;
na, Secretaria de Eduardo J. ! Para inforrn:,cion adicional
Padron del Miami Dade Com- ; tlamar a Lydia ~iutiiz u1442.4202.
munity College; Ernestine Lat- ~' - "' "
timore, Secretaria de la Iglesi:t
Bautista Jordan Grove; Mabel
i Mizrahl, Secretaria del Alcalde "
' Ratil Martfaez; Betty Ryan. Se-
' cretaria de Joseph A. Ferniiadez
de las Escuelas Ptiblicas del
condado de Dade y otras mu-
chas.
Todos los Tondos seran desti-
nados apersonas necesitadas de
i
89-963
a ~• ~
. ;..,
^e pr ~r ~ c _ „ommunirv News~z: _ .._ ~'.... ~ .............._.... _,..,_,...... _ JJL~bt,EStr'-~ ~t~lLy .ZG~ 1-1 ~U
Arboletira presents scholarships ;.
8~-9s3
to kto Htt! satod ttts/Mae Ur'aA Felts. Cahn ieaYYa. f7uaiefM MaNtt. k~rttsel Mna and iiitnberA' Odttat tiu tlaa aol atgcr
. m piao. reasne ue arioitrdra r0 tie oettltiaee. fdaraett idWc of ~u Florida tirutefi Mr..:rbokvl'e efftwte a oae of the strop:
tuooorren of tie e~sYeeaetr poersa tr tla Dr,de Comtn Y eta6 Fair.
'~ ~ -
'/ery Important Volunteer Awards
and Announcements)
• UNCF
March 31, 1989
'!olume i 0. No. 1
Lena Horne Telethon Soars Over
Loves UNCF! Goai of ~ 195,000
Says ~Tee'~ Holloway
nC1e ~",,,ntv ~e~e~non ~.nairman
~ ` Southern Bell Contributes
.; $36,000
~= UNCF To South Florida
Inter-A~umni Council Says
. ~ "A Mind is a Terrible
,~~ Thing to Waste!!"
Broward County 317 Volunteers
Raise Big Bucks spend sleepless
Thanks to
John Ruffin, Jr. ni ht at
G
~
and WRBD Radio. /TV10
VVP
~arnett Banic, N.A. Auction a Hit
Sponsors Poster Sales To
?~racie or Stars Go National!
~I~.BA ~/oiunteers Donate Southeast Bank, N.A.
~:=:oertlse to UNCF underwrites telethon
WMBM Radiothons
Zayre Cares!
Work for UNCF
89-ss3
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89-963
El pasado sabado se celebro en el hotel Radlsson el candado sera entregado al Programs de Ayuda
segnndo bade anual del Superintendence de las Es• Uaiversitaria <CAP) del sistema escolar. Presen-
cuelas Ptiblicas del Condado de Dade Joseph Fer• tes en la comlda se encontraban Wendell Aay. Cin-
nandez. con el obietivo de recaudar condos para da Aay. Joseph Fernandez. Betty Castor ~ecreta-
becas de estudios universitarios para aquellos es- ria de Educacion de la Florida y Marta y Carlos
~~(1ipn~o~ r.~p•-steA necesitados. Todo el dinero re• Arboieya. ~ ~nrn GORT1.
___
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i
I
1
1
GALARDO'VES. Durance recieate reunion del
!Miami Cuban Lion's Club recibieron placas y di•
plomas de honor, en reconocimiento a la labor so-
bresaliente pro el bienestar de la comunidad, el se-
fior Carlos J. Arboleya, vicepresidente de la junta
directive de los Bancos Barnett, a quien vemos
aqua. a la izquierda. con el Dr. Oscar Leal,y la Dra.
r
Caridad Perez. directors del Edlson Private Scho-
ol, a la derecha, con el Dr. Fernando Alvarez.
Tambien, HUda Castrillo. Dra. Carmen Perkins }~
Dr. Luis Lamela, presidente de la Asociacion de
Clincas Cubanas, en la foto que silcue. con el Dr.
Leai, presidente•electo del MCLC.
89-963
-~IAR~~ LAS t4i~ER~Ct~fs MIERCOLES 10 DE ~1A1'O DE 19r9
-°~
. 1LE~E5 II DE MAYO DE 1989 DIAR10 LAS AMERICAS __
Recepcion~c eTBar~e~ank a de%gados
de/ ~Encuentro Fmpresarial lnteramericano
Pa: F. >FCeu
- EI Barnett Bank de- Sur de la
tl7arfda y an fee-chairman. Car•
~ ba J. Arbobya. otrecieroo una
reetpcfbn a loa delegadoa del
Eaewatro Empnsarlal y reeo-
noefaron la labor y los mentoa de
JoN Antonio VUIamU, por hater
atdo deal6nado Secntario Ad•
)unto. Ecoaomtsta Jefe y Asesor
Ecooomlco del Sceretarto de
Comerclo. Robert A. Mosbaeker.
Arboleya en sus palabras de
~ D-eaventda. desuc0 la lmpor•
tancla de 1[laml Como puenu de
- laa Amincas, tOn una poblatlOD
de na millbn de hupanos. que ge•
aeraa 112.000 millooes en la eco•
nomta -oeal.
AtUdle Arboleya que la baaca
lataznactonal ha adqutrido ex•
_ traordtaanaa pkvporctones de•
bldo a eu poaeida pnvilegiada
de la Ciudad, que umbieo es la
sede de empresas multlnactona•
lb y de anon 20.000 negoclos his-
~! paaos.
Lus[o tellelt8 al prendenu de
la Asoclaclon Inuramerlcana de
Hombres de Empresa t A.LH.E.
). Ralph Monts, y al presldenu
del Capltulo lnurnactonal. £li•
seo J. Ferrer. que patroctao el
Encuenvo Empresanal, con un
comite oraanlzador, por exten
der los lazoa fraternales a l~
empresarlos de Iberoamenc-
A conttnuaclon eloalo la desl~
nacton de VtUamtl, por el pres•
dente de Escados Uaiaos. Georr
Bush, y finalmente indico que l
dos loa hispaaos tenlan que se
tirse orgullosos de la comuaid:
en que se desenvuelven por lu
loaros alcaazados en los cameo:
economlcos, poLucos y soclales
Villamu aaradecio las distia•
ciones recibidas del Baraect
Bank y de la A.I.H.E.
Seguidameate. Eliseo J. Fe•
rrer destaco la complaceacla
que senuaa los delegados del
Eaeuentro Empresanal por is
recepcton otmlda por el Barnett
Bank y por el vice chairman Ar•
boleya. que compreadea laa n^•
ceudades y la idiosincracia de
los empre:arios hispanoa de Es•
tados Unidos y de Lattnoameri•
ca.
Ferrer iadlc6 que la poblacion
hispaaa de Estados Unidos ex•
cede los 21.1 milloaea. que coasu•
tuye cl 6q6 de la poblacion tool
de la nacion y que acne un podcr
adquisitivo de fiSS.000 milloaes.
"Ina empresarios hiapanos de
ltlami -recalco- uenen una
mislon may tmportaate que
cumplir: ayudar a sun hermanos
iDeroamencaaos a penevar el
mercado de Estadoa Unidos:
oirncerlea alurnauvas de `°~88-963
lion en esu pats, y promov V
usurcambto comerc:al.
Duraate la recepcl6a del Barnett Baak, apareeea de Izgaferda a de•
recha. EUseoJ. Ferrer. Carlos J. Arboleya yJetronimo Eateve. tFotc
GORT)
.~
Eligieron a Fre~e~ick Morley) Como e1
'°~irector Escolar del Ano" en •~I Condado
sl~ile.olf. eans~ts en que pl.~er iliio puede ~ 61ato o .:tiltuio y a~rrto'•'
~e~
p'Otiti Adi 81;1U C„ is ',Oyaw ,/•u/
Por WGE !. HOLTSSTOIV
En prcsenda •de mss de tloo
. edneadorcs, d atipss~sadeate
de Las escuelaa pdbtkas de Dade,
Joseph Fernando, otorg6 care
-~ lanes el pnmer premb anual de
"Dlmtor Escolar del Ajlo" a
Fredenck Morley, director de la
escuela pnmaria Drew Elemen•
tart' School.
Drc~ Elementary, escuela sl•
toads en el cmtro de Liberty
City, es conocida por ear la pri•
mere escuela pCb!!ca en lnstitulr
el use de unttormes este ado et•
eolar, por eomem:ar clase^ en
dla slbado pare ayudar a Los es•
tudtantes a mejortr aua destre•
tas Dlsfeas en Iaglta y matema!
tieaa, y por la tislta del Vfce Prc•
s:dente Dan Quaflean tebrero de
eats atb. '
"El condado deDade time tan•
toe directares wOraaailmtes que
cualgmera de aoeotroa pudiera
hater ganado•esoa honor", de•
clard Morley, nao de eels tinalis•
tea prcsenw dssaate el bangne•
to en el Miami Airport Hilton.
Agrego luego tltsa.atsa an Las es-
cueLa en area poba'ea "con el
apoyo de lot padrs+a,de loi maes-
tros, y de la -Jtsata >iVSCOIar.
stempre tetra aara~ode espe•
ranee". r ;;;,
t
Su Slosotla, d1f o.Yoaiey, tma•
state en que cualgalRtaldo puede
tenet ease d recite estlmulo y
alieato. De Los 1100 tattioa que hen
atendido eLaw3omgbados. un
~ ha demosvado majoeia m
matematicaa:mtea+eraa nn Y796
ba me}aradoaan Ltettva, segos
Ina resultada M esdmeeaa pee-
sentados a Loa jbtreaes regular-
ments. Un tltl~ da loam eata-
dlantsy aoa~nepgs.•. •.r '
Eq eepsodo ~isgar galad6 Boa-.
nit Wheatley, daraelota de Pfaa.•
crest Elemeotsa't8ebooi, esene-
la que mibt6 temooelmianto
national del Deparummto de
Edueat:ibn. lederal en latls•lti.
Wheatley tambiin g'anb el pre•
mso "Edueadora del Al+o" en
1 a16.
Los otroa cuatro tinalistas tar
ron Patricia Parham, de Horace
Mam Middle Schoo_-, John Hea•
dricks, del South Dade Adult
Center. Ratpb Moore, de Coral
Gables Senior High, y el Dr. Mi•
chael Kesselman. de North Be•
ach Elementary. Los sea, esco•
gidos de entre 2d2~irectores de
escuelas en e! condado. recibie•
ron uaa place de reconoctmieato
y un cheque por 11,000 prcsenu•
do por McArthur Dairy, lechena
del condado que auspici0 el even~
to. Morley recibio ia.000 adicio•
sales por primer Lugar, mimtras
Wheatley recibi6 11,000 adicima•
lea pot segundo Lugar.
El Dr. lalehael Stop, preaiden•
to de la Junta Escolar. desrsibt6
a Los EaalLtas Como "verdade-
roe eampeonea", agragando que
"clam que todos ustedes son ga•
nadoa'es, ya que el snr reconocido
pot Loa colegas de ono a cl mss
alto honor .
A la Joata Escolar le correa-
pondlo aprobar it idea del pt'e-
mio de "Director Escolar del
Atb". asimbmo que la selectdba
de la miembrw del t:omftsl de
trabajo que escogib a Los Snalls-
tas q ganadorea.
"Ya era hors de receooeer Loa
machos meritos y valores de Los
directores de escuela", declar0
la Dra. Aosa Castro Feinberg,
miembro de la Junta Escolar,
"se ha comprobado, por mochas
inveatigacionea, que el que esta.
blece el patron -lo que spot's el
director- tuarioaa bier"..
epitome de Las caractenstas de
un director aobresalimte". con-
tinuo Fernandez. "son el tipo de
persona que sobrcpuan sus rcs•
ponsabllidades, que literalmmu
vtven y respiran su trabajo".
Reprcsentando el comic! de
education de la Camar^ de Co-
mercto del Gran Miami. el se8or
Carlos J. Arboteya. "Chairman"
No obstante. Castro-Feinberg delosBaraeuBanksdelSurdeL
entatizb que el dlrectar necesiu Florida, deelarb que "roses sn• •
la eooperaci6n de Los maestros y crelbles aneedea cuando el sec-
padrea de tasailia pars lograr for pnvado y el sector publlco
sus obyetl~oa, que incluym el cooperaa, 7 el acto de hoY ea un
mejor rmdimfenw de toe estu• hues ejemplo de esu roses in•
dtanses y la redueeion de la de• cresbies".
serci0n escolar.. • . -•
• ~ Elogiande k Lebec del sistema
"Sl todos trabajan en forma caroler ptiblico. Arboleya deata•
ustida paeden lot~ar eualquier co que "el sector prt-ado no pue•
meta gage gnieraa", aesal6.. • _ de tmer Into sin s9gira coope•
- • ~*~ ~ ~ • raci6n", airKando:ase lu es•
La, idea del jirtigrama nacib cuelaa pdbllcaa deDen gTaduar
haee das acts, set;im daclat'6 el estudiaatss "sOlldos" y eattena•
Superintmdente Joseph 1^er• doe pars entrar a L laeraa Lebo~
nandett, dieieado: "Estabamsa raL ~,, ._~_ .-
ro es wr q~ue~~--Hobert 1[alone. ieaante de to
su labor de maaere sobrualLstZ diviti6a de.liiaml7da McArthur
to el que establese el toad, el tdl• Dairy mta'eg6 bs" dseques en
ma, en la escuela, y aliessta a lea nombra de la cotporaciAn, dea•
personas a crecer y a teaerlOaas, ueando qnr d issadador de la
ntsetru' :' _ cotapattta. Nt~f~alad~4%1eALwrdAa~rtnl>t~~s
"Eatns seia finallstas son•el taste ~~a6oa.~ ~-~ ifs=''-- ~•
DlARIO LA~AI~ERICAS
MIAMI. FLA., MIERCOQS'14 DE`lOAIO~ 1989
JOSEPH FERNANDBZ
FBEDERICB i1lORLEY
CABLOS J. AEdOLEYA
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"Vivian Salazar Quevedo Award"
CRAW has been privileged this year to nave rece~veo
~ 16 nominations for our prestigious and cherished
' "Vivian Salazar Quevedo Award". Nominations came
from members as well as from corporate and commu-
i nity leaders. We are very appreciative for the response
we have had which has allowed our Selections
Committee to work diligently in choosing the 5
finanlists. The nominees were:
Liene ACedo
Maria C. Barros
Toni f3ilbeo '
Gladys Bowen
Rosa Castro Feinberg
Remedios Diaz Oliver
Elvira Dopico
Ana M. Fernandez Haar
Katharine Fernandez Rundle
Luisa Garda Toledo
Lydia Muniz
Natacha Seijas Milian
Rita Suarez
Marsha Tabio
Adis Vila
Silvia Unzueta
With the caliber of these women it was a tough
decision indeed to choose the 5 finalists who are:
Rosa Castro Feinberg
Remedios Diaz Oliver
Luisa Garcia Toledo
Natacha Seljas Milian
Martha Tabio
The winner will be announced and honored at our
Installation Banquet on June 14th. Join us then!
ss-~s--s3
College Honors Barnett Ezee _
Flozida Memorial College presented the Nathan M. Collier _
Meritorious Service Award to Carlos J. Arboleya. vice chair-
man of HaraettSank of South Florida N.A.. for continued ser-
vice and dedication to the college and commitment to a bet-
~ ter life for all regardless of race. creed or nationality. (IrRj Dr. _
Willie Robinson. college president, Arbolepa. and Jadge
Wilkie Ferguson. chairman. college board of trustees. 89_pc
THE MIAMI TIIl11ES
Thursday. June 22. 1989
1lIARlu LAS AYERIL'A~
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Para clasificados Ilamar 89-963
soiamente al telefono
633-Q554 -j:s.
rd rtsPAPrmJw raP
__ ._ __
®-
En dias pasados se Uevb a etecto vice chairman del Barnett Bank ro Sancrez. en representacion de
', ua desayuno en el Marriot Hotel of Soutb Florida, N.A.; Pamit su hifo~lel mismo Hombre y otros _
j del Aeropuerto organizado por Surana; Monica Garces y Rami• estudiantes.
Dade County Falr (Dade County . -- ~-- - _ - - _ -- - - ----- w .
Agri-CouncU) que cads a$o pro- '-' -
porciona y entrega una cantldad
de becas a estudiantea sobnca•
~~entesqueseesfuenanenloses•
.. _L~~ •~Ft10 L~5 ~`jLi ~`:~~ uuan~~ ~i v U~ JlLlu U
~}
I
;nlun careciendo de recursos b
~
.~,:~«.»,w...~ .,„.,,,..,»..~.._.~._ _.....
rconomicos. Setenta y cinco es- .......... ,.,..._........_._ .....
"-~-
~udiantes recibieron este a>3o be•
c;ts patrocinadas por varias em• _
`' pre~as en este exitoso programs
de becas. Barnett Bank contri•
~uyti a este programs anualmen• -
te pars beneficio de un grupo de
estadtantes de limitados recur- -
sos. En la presence Coto aparecen
de lzquierda a derecba: Kayasa
K. V~si~cer; Ca::~s J. Arboler3. 89 X763 -
.7 V
EL NUEVO HERALD / MIERCOI_ES 12 DE JULIO DE 1989
Keaeetb Lloyd Binger has joined
Barnat Bank of South Florida as vice
presidrnt and commercial loan officer at
the East Commercial branch in Fon
Lauderdale. Binger nad been an assistant
vice president and commercial and retail
audit mana¢er with Citizens & Southern
National Bank in Fort Lauderdale.
Binger, 31, of Plantation, is a graduaze
of Nia¢ara University in New York.
5
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89°963
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BANK HOSTS STUDENTS: Soaker Carlos ArDOleya gave a royal
- ~ farewell to Costa Rican law students ac Bamett's plush executive suites last
week. The future lawyers were here on an exchange program sponsored by
Metro-Dade's Sitter Cities Inumatiartal and St. Thanas University Law
School. "The program is a link between two geographic regions and has
~ ~vided an opportunity for these students to observe US law in action, "
said Law School Dean~Jaquellne Allee.
MEEK OF THURSDAY. AUGUST ~,19t•f
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DOMINGO 1'• DE SEPTIEMBRE DE 1989 DIARIO LAS AMERICAS -Pag. 3-B
1
,.
P6F.INGE S. HOUSTON
Cwt'i13LorIIeo de damin6 entre
fYgttra~ dettaeadaa de la comu-
aidad y loa jugadorea regulares
del Puque del Domino en la Ca-
ile b, ae inicib sate viernea 151a
campana de to United War en la
Pequeda Sabana.
"Este silo se eapera recaudar
S2 millonei m~: que el ado pas:. -
do", declard eI director de la
campana pars la Peque!!a Sa-
bana, Salvador Lew, agregando
que el diners benei9cia a mla de
80 inatitucionea beatticaa. "mu•
chat de ellas en soaaa altamente
hiapanaa".
de Southern Bell, declar6 que es•
peraa recaudar un LoUI de f24
millonea eate aQo. EI ado paaado
eatut+ieron corwa de la meta de
t22 milloaea por casi medio mi•
lion de dOlares. do obstante, dijo
Lew, "hay optimiamo que eats
abo vamos a alcanzar la meta".
.~ - contribuciones de los
hiapanoa ban ido aumentaado
gradualmeate en loa tlitimos
aboa debido a que la Unitsd W ay
se ha ido coooclendo m la entre la
comuaidad", sesald Lew, agre•
gando que la cantidad de hispa•
nos en passion de liderazgoa en la
otgaaizaci6a tambiln ba auDido
significativameate.
es-9s3
El praideate de la camps%a
+ de laM pars todo el condado de
Dade, Bobby Henry, presidents
que del Domia6 de la Pegaeda Habani. aparecen Carlos J. Arbolera r Sahidor Lew. (Foto GORT).
-inician campana de la United Way en la
Pequena Habana con un torneo de domino
C~
Minority loan fund
M i~~ i -c~D- ~~ ti iS~-j -
is c~reate~d
Goal is to encourage blacks in international trade
By MiMI WHITEFIELD "We want the black community profit organiution that promotes
Nerold eus+neas Wnter to be involved and included in trade. investment and develop~
A Miami consortium announced internatiotul trade. and we'n meat In the Caribbean Basin. Il is
plans Monday to create a loan looking particularly at those who the organizer of the Miami Coatet•
fund to help minority entrepre• want to do business with Caribbr ence on the Caribbean being held
nears -especially blacks - in an Basin countries." said Ariel this week at the Nyatt Regency.
international trade. Diaz. an iatentatlonal trade con- -
The consortium is wmprised of
Miami Capital Deveiopmen~. a
citysupported lending agency for
minority businesses, .and Miami
Friends of Caribbean/Central
American Action, a group of local
banking and business leaders that
promotes economic ties with Ca•
ribbean Basin nations. The fund
will assist minority exporters and
importers in financing trade trans-
actions.
Initially. 5330.000 will be place
in the loan fund from US.
Department of Commerce money
earmarked to improve economic
conditions in Liberty City after the
I980 riots. The consortium hopes
to augment the fund with match-
ing contributions from local add
state goveramenu and other
sources.
-•
sultant to Mayor Xavier Suarez,
who spearbeaded the project
The fund will enable small
businesses anable to tap into other
resources to ob41n short-term
tinanting. "Hispanic- entrepre•
nears engaging in international
trade appear to be able to obtain
private lines of• credit. Black
entrepreneurs are often redlined
out of this market." Suarez said..
rnett Bank will administer the i
an ze an e e oan i
i
a royal. epnsentatives of Mi-
amt pt and the Miami Friends I
of Caribbean/Central American ~
Action will sit on the board.
The Miami Friends is the loaf
support group for the Washing-
ton•based C/CAA a private aon•
~-
~~-9s3
- ' ~ R1l~E~ - NE
,.
VOL. 1, Na 3 Barnett Bank of South Fbrida, h./1. MARCH, 1989
SCHOOL, BONDS
FOR DADE COUNTY
As Individuals and as a corporatlon, we are committed to enhancing the quality of Ilfe
In our communities. To this end, we support the Dad® County School Bond Referendum.
tf passed. the Bond Referendum will provide for the constructlon of 49 new schools, nine
of which will replace exlstlng dilapidated schools. In addition, ail of Dade County's 259
exlstlng schools, many of which are In need of major renovations, will receive additions
or repairs. These improvements can Increase the safety and security of the students as
well as upgrade educatlonal programs.
Enrollment in the Dade County School System has grown by 31,000 students In the last
four years leaving many of the district's schools overcrowded. Likewise, many of the
schools are In great need of renovations to make them safer and to Increase student pro-
ductlvlty. Moreover, canstr'uctlng addltlonal schools creates the beneNt off expanding and
relocatlng programs offered to adults and senior citizens. Educational enrichment and
vocatlonal growth for Dade County's adult student population will also be greatly enhanced
through this funding.
Just as we feel It Is Important for every citizen to be informed about the issues which
affect his or her community, so, too, do we believe It is as Important to be Involved. We
encourage you to support the Dade County School System and to vote favorably for school
bonds on Tuesday, March 8, 1988.
HUGH E. GENTRY
Chairman
~ARLOS J. ARBOLEYA
Vice Chairman
LEE CHAPLIN
President
Th¢ Most Frequently Asked Questions About The School Bond Referendum
D. What Is a bond Raferendum7
'he FlOr'da COnS~lUtion and Sidte ~aw5 ~~m'd the lax
nq powers o• governmen!a~ adenaes However
•ne Cons!nuron does snow a coverrnnc poor -
tn~s case me Gade County Scnoo+6oaro - to
;; d~ren~, ;c ine vo!e~s win a re!erendum ;e pb
~a,n aocro•.a •or a seeahed reason Once that
autnordv ~s drarneo genera oa~ga:~oo th,nds may
..^.e issued e. 'rte dovern~nd body
tn~s pa.,,c,,,a. case ;rte Dade Co.,n;v Sendai
9dartl nas ca ~eo for an e~ect~on to tx ne~c on Tues
day. March o :9HB'or:ne purpose o1 supmimng
:o the voters a duestion regaro~nglne ~ssuance o'
general oo~ da:~on ponds
O. Why does the Dade County School System
need a Bond Relerondum?
., The Dade C:univ $Cn00~ System nas exder~
cheep pnenpmena! Orowfn ~n ds stuoen! popwa
ton .n recent years Enroument Has drown by
3t 000 students m grades K~72 ~n the last roux years
axone Current oro~ect~ons ccnservaovery estimate
s!udern orowtn over ine next three years at an ad
d~t~Ona~ 52000 S;Uden15 The System is Sgrnh~
canny overcrowtieo ngra now n .s quae c~ear that
adda~ona~ schools win be needed m oroer to ac
commpoate to s burgeornno growth
in aooi!ion to grdwtn .n stuoent enroumern ex~
s!mo scnoo s tnrougnout Dade Counrv are .n
need o• c•r ,a renovations and reca~rs to make
them care and ;o bang them up [o pare educa~
cna~ .
Q. Will every school in Dade County txneflt hom
the Bond Referendum?
~ ES Eac^ Caoe Counrv public scnoor ~s.n need
,• sorr+e •. cz c• •enrnauon a capna ~morovement
,na•: -. ;•zsFS:noosn ceree~ed
^ ? ~ ^•.:::.aed condmons due to the con
c. ; .p-z.+ scnoo,s or e•panso^ o' e• s!~ne
no s
O. We hear that some Oade County schools era
under-enrolled. Is this true?
-• _.. _'CJ :r ~;..~!.5259'nd rd:.a SCnJO~S pn~ti
, ^ano'.. aye ender e~roueo 'Hasa are Located
spates ra^s ~ :rtecpun!~ or r areas v:n.cn
.,a.e race-; , ~coveneo mtp.ndustra park type
-..m.o~e~es " ~:er,vne~m nq Ta o..., a scnoo;s
.^•~ 7'F '• ~ .. ^.Y:~ r: a^, ~^eT are riO°C
to t50°`o of capauty and use Donable classroom
bwldings to handle the Overtldw A dOZen or more
o! these ponab~e builtl~ngs may be round on the
grounds of some of Dade County s schoors
~. What will passage o1 the Bond Referendum
do?
~ Tne twe-year Cao~tal Ouuav Pian wdi eau for the
constructor o+ 49 new schools. Nine 19t of these
w,u replace existing ddao~dated schools Tne re-
ma,rnng new scnoois wui consist of a compinaUOn
o' elementary. iuniorvmiddle and senor nigh
SCnoO15 and SpeL~di Centef5 lot vOCaLOnal S!U~
dents the nand~capped, and special programs
in addroon to the construcnon of new schools. ail
or Dade County 5259 ex~sung schools wdi recewe
addrt~OnS reDBASanp renD/ahbn5. These Neil Dttr
v~tle fa ine increased safety and 5ecunty of stu~
dents s+te expansion for mods that are presenuv
overcrowded and renovations to~mproveeduca
;~ona+ programs
D. Won't the new state lottery psy for school
conatnuetfon and renovation nesds in Dade
County?
4 NO The LDtterV wdi r&5e dpprOximalery $td5
minion siatew~oe tn~s year Tne puDi~C scnoas .n
Flonoas 67 school d~stncs wdi reserve approxr
matNy $90 mdl~on Dade Countys snare ~s about
<_t3 md,~on wn~cn represents about toro of the total
dodger Annougn 5t3 m~won sounds like a large
sum a money q is a drop ~n Inc pucrcet when COm
cared to what ~s needed ~ Dade County the na-
• ohs tounn la•oes: scnoo d~stnc:
In addrt~On np lottery mpnev appropnaled by the
State ~eg~siature can ce used for caD~tai construe
• on programs
'rte m~sconceot,on .r.:r,e m,nos o+ some o! the
:piers that rotten revenues reoresern a cure-an for
educanon needs.n Dade Counrv must pe neared
tic Comm ss~oner e' Ec_ca:~on 6er.~ Castor ro•
z•amo~e nassta!ed:ra~ • !nean:~oDateoduonc
2JUC8UOn r0!terti +unds 3e n; ror the support o`
cu Doc SCh00~5 the 00' a'S Would keep FpndaS
scnoo~s operating !pr en , s x days out of the ern
re scnoo~ near
Even runner assuming t^a; the law cou~d tx
-^anoed aid ma! a _ ~pnerv mpnev co~~o
be as&~netl tar capital OUIIOV DU'DOSeS dnd
assuming that au ant,c~pated rotten money ror
Dade County sc~OOls wowd be seem on scnoo~
construcnon and renovation over the next !,ve
years n would still only prov~oe ror about t0° c or
Dade Counrv s capnal ouuav neaps
D. Witt the neeentry enacted one~ent state sales
tsx Increase provide tunding needed for
school construction end renovation?
A NO The one-cent sales tax represented onw
replacement o! statewide operanonai revenues
•.vhiCh were SCSI when the FlOnda L2q~siawre
eliminated the services sales tax
D. How much will the bond Iwue cost me ^s a
homeowner?
.. The Dade County Tax Appraiser s o~~ce de! rtes
the typ~cai Homeowner as one Waving a Home
assessed at 567.000 II your Home was assessed
at that pace and you Wad a standard $25000
hdmestead exemptrdn, then ypU wOUid be Da{ind
an average of about 575 a year for the t0 years
stan~ng wnn t999. and somewhat less each year
On the average for the 10 years begmninp ;.dn
1999 575 a year comes to 56.25 a month. or less
;Han a pusher a day
~. What Is the moss Important thing the Bond
Refarentlum will accomplish?
a It Nell enable Dade County Public Scnoois to pro
vide all o! our stuaents. cnddren ano aowts v,an
hrsbc!ass scnoo~s for a hrst•class education surt~
able for oroduawe bte m the 2tst Century
D. What portion of the mfemndum dollars will tx
spent on the renowtlon of exlsting schools,
and wMt types of renovstlon are planned?
- ADDrox~matewrvro~tnudsdthecap~taiprograms
oouars wo; be spent on renovation o! exs; r„
schools These renovations tali into severa~ cate~
gores safety ~morovements such as wnrng and
35besi05 temp/a~ SChopi SeCUrRy improvements
-rn as aarr* s: stems !ences and oc~ ^
.:ev~ces and educauona program ~morovemens
such as sere audio v~sua~
systems co inn s as wen as
program ~mpravements !or classrooms rn vaa~
:zonal educanon exceptional stuoent educanon
ano an and must educanon
=i
CIVIC INNOLVEb~tTT
CHARITABLE CONTRIBDTION3
FONDRAISING 6 SPECIAL EVENTS
Barnett Bank is committed to contributing to the community in
which it does business. Last year, the bank wa.s awarded the
Rubin Askew award for corporate responsibility, the first award
of its kind, to be given by the Urban League of Greater Miami.
-'
_ CIVIC INVOLVEMENT
CHARITABLE CONTRIBUTIONS
' FUNDRAISING & SPECIAL E~NTS ~'
Barnett Bank is committed to contributing to the community in
which it does business. Last year, the bank was awarded the
Rubin Askew award for corporate responsibility, the first award
of its kind, to be given by the Urban League of Greater Miami.
i
-'.
~.
89-93
r ~~
Activities/Sponsorships
American Association of. Retired Persons (AARP)
Income Taxes - During the months of February to April, several
Barnett offices provided space to volunteers of the American
Association of Retired Persons to counsel senior citizens on
their federal income tax returns free of charge. This service
was especially beneficial to seniors in the low to moderate
income groups.
55 Alive Mature Driving Classes - On a regular basis, Barnett
Bank of South Florida sponsors dozens of seminars throughout Dade
and Broward counties which teach seniors safe driving techniques.
This two-day course of instruction helps them obtain discounts on
their car insurance.
satin 55 Alive Mature Driving Classes - Barnett Bank of South
Florida helped kick off this continuing AARP program by
underwriting a portion of the cost of translating the class
manual into Spanish.
American Red Caross
Barnett Bank of South Florida has a strong commitment to meeting
she blood supply needs in our community. On a continuous basis,
employees organize and participate in blood drives at Barnett
offices and departments throughout Dade and Broward Counties that
help to .save the lives of thousands.
The Association for Retarded Citizens/Dads County
Barnett Bank of South Florida donated a Ford Van to help this
organization provide meaningful employment opportunities to
handicapped individuals. The van will be used to transport
janitorial workers organized by this group under project
"Sweptaway" to their work places.
2
es-9s3
Barnett Connection Mentor Program
Barnett Rank, in conjunction with the Urban League of Dade
County, introduced a program aimed at helping inner city
students. The program is an effort by Black Officers and
Management Associates of Barnett to volunteer their time to serve
as role models, tutors, and mentors for the inner city students.
The program was first initiated by T. Willard Fair, President and
Chief Executive Officer of the Urban League of Greater Miami,
_ Inc., and has the support of Barnett Bank of South Florida's Vice
Chairman Carlos Arboleya.
Wayside Festival
Barnett Bank of South Florida was also proud to sponsor the Labor
Day festivities at Bayside Marketplace which benefited the
Muscular Dystrophy Telethon.
'' Beacon Council
Lee Chaplin, President and CEO, is director and executive
committee member of the Beacon Council, an economic development
agency whose goals include business retention and expansion in
Dade County. The Council helps bring corporations and government
together to promote the community's business image and to create
an environment which facilitates the growth and development of
Dade County's labor force.
?,s part or a program to market Miami, the Beacon Council hosts
showcase events where CEOs from major corporations are invited to
Miami to see and understand what the City of Miami is all about.
The itinerary of these showcase events includes a Barnett
sponsored event. In October 1989, Barnett hosted a function for
CEOs from the largest Black-owned businesses in the country.
Black Dollar Days
Barnett Bank cf South Florida recently participated in the
NAACP's Black Dollar Days campaign. The promotion was a national
event and took place from September 1 through 4. It focussed on
black merchants in the community giving $2 bills and Susan B.
Anthony coins to their customers as change. All 78 Barnett
offices in Dade and Broward counties were major suppliers of the
currencies. According to Johnnie McMillian, president of the
NAACP's Dade County chapter, the promotion was a demonstration of
Black buying power. The program's objective was to increase
public awareness of the Black consumer, as well as enhance the
creation of new business opportunities for Black Americans.
The campaign drew the attention of both print, radio and -_
television media. Channels 9 and 6 filmed people exchanging
their money for $2 bills and Susan B. Anthony coins at the
Plantation and Brickell offices. In conjunction with the
promotion, Barnett Vice Chairman Carlos J. Arboleya attended a
press conference held by the NAACP on September 1. In addition
to NAACP officials, prominent community leaders such as Opa Locka
Mayor. Robert Ingram and commissioner Barbara Carey attended.
Following the press conference, Arboleya hosted and paidlfor a
luncheon with $2 bills at a Black owned restaurant.
Black Entrepreneur Workshop
The Bank has been an active sponsor of a workshop hosted for
Black entrepreneurs held at the Joseph Caleb Community Center.
Black Officers~Community Involvement
The Bank's Vice Chairman, Carlos J. Arboleya held a special
~ meeting with all the Black officers of the Bank to encourage
-,f their involvement in the community. The Vice Chairman strongly
i endorsed the officers' involvement in organizations of their
_ choice, and committed the allocation of the necessary monetary
resources from the Bank needed to cover membership dues or other
' costs associated with their involvement.
Boys Club
'? On an annual basis, the bank purchases Christmas trees from the
~~~ Boy's Club for every Barnett Bank office from Deerfield Beach to
`~? the Keys, and every year a tree trimming contest is held where
' prizes are awarded to the favorite charities of the four winning
,; offices or departments.
4
89-963
Business Against Drugs (831b)
Barnett Bank of South Florida's Vice Chairman, Carlos J.
Arboleya, and a group of Dade County's most prominent business
and civic leaders joined in the fight against drugs recently to
unveil plans for a comprehensive program aimed at creating a
drug-free workplace.
Businesses throughout Dade County will be encouraged to choose
various elements of a comprehensive program created by the
Greater Miami Chamber of Commerce. These include a sample -
company policy statement as the foundation of the program. An
employee assistance program and drug screening are meritorious -
options.
Endorsed by Governor Bob Martinez, the program is already
receiving wide acclaim. The Chamber has fielded inquiries from
various cities around the country regarding the BAD program, and
the Governor's office has declared the campaign a model program
for the rest of the state.
Business Assistance Center of Dade County (BRC)/
Business Assistance Consortium, Inc.
Barnett Bank of South Florida has contributed a total of $400,000
to the BAC and its affiliated companies in the form of
contributions and equity investments. The first $200,000 was
contributed to the BAC directly for a three year period beginning
in 1983. The second $200,004 was an investment in the Business
Assistance Consortium, a related company. The BAC is a state of
Florida Community Development Corporation which was established
in July of 1982 and funded by pledges primarily from the local
private sector business community.
-~ The Business Assistance Consortium is a federally sanctioned
Community Development Corporation as well as a state sanction
's Black Business Investment Corporation which has been funded to
the extent of $2,400,000. Ray Wolowicz, Vice President, serves
~; as a Consortium Director.
During the first half of its 1989-90 fiscal year, beginning
October 1, 1988, the BAC lent almost two-thirds as much money as
the entire year before. $943,000 has been lent to nine black-
owned businesses through the end of April 1989. Since its
5
89--963
s • --
inception in 1982, the BAC has approved and funded some
$10,000,000 in loans to 75 black-awned Dade County businesses.
In addition, Barnett Bank of South Florida has participated in
various loans directly with the BAC and its related companies.
To date, the Bank has funded four loans totalling around
$100,000.
A Barnett Bank of South Florida Vice President and Loan Officer
has served as a member of the BAC's loan committee offering
guidance and assistance in underwriting decisions.
Child Crisis Nursery
Barnett Bank of South Florida employees raised money to purchase
a swing set for the abused children in this facility. Many of
these children are from low income communities.
Children's Somie Society of Florida
In June, Barnett Bank of South Florida donated $500 to sponsor
the booths and er}tertainment for the Reaching Abused Children
(REACT) Country Day Bar-B-Que at Virginia Key park. A Barnett
Vice President was elected as President of this group in October
of 1988.
Community Festivals
Involvement in community festivals enable Bank employees to meet
members of the community at a grass roots level. Employees were
available to discuss the Bank's services and to answer questions.
The festivals are fairs also provided an opportunity to obtain
feedback about the community's needs and desires. Additionally,
these festivals draw community members to the city.
Barnett regularly participates in the following festivals:
Orange Bowl Parade
Three Kings Parade
Calle Ocho Festival
Miami River Cities Fair
Hialeah/Miami Springs Northwest Chamber of Commerce Business
Exposition
Hispanic Heritage Festival
6
89-963
Consular Corps Luncheon
Barnett Bank of South Florida's Vice Chairman annually hosts a
luncheon held in celebration of Pan American Week. About 30
members of the Consular Corps., members of Barnett Bank of South
Florida's Executive Management Team, bank officers, and community
leaders attend.
Dad® County School Eoard Referendum
Barnett Bank of South Florida is committed to the support of
education at all levels and believes strongly in the quality of
education available within our local school systems. Barnett
3ank's commitment to education is reflected in Carlos J.
arboleya's leadership position as Chairman of the Greater Miami
;.hamber of Commerce's Education Committees. Through his
involvement, the Bank is provided with the opportunity to support
special projects and events which are unique in their nature.
Dade Employment and Economic Development Corp. (DEEDCO)
DEEDCO is a non-profit organization chartered by the State of
Florida in May 1981. Funded by Metro-Dade County block grant
funds among other sources, this organization operates for the
purpose of community/neighborhood revitalization including
housing for low and moderate-income residents. DEEDCO's success
has been manifested by the development and management of a
shopping plaza; by the administration of a $2.1 million Revolving
Loan Program; and by the development of a comprehensive housing
program.
DEEDCO is governed by a 15-member Board of Directors comprised of
community and private industry representatives from the Target
Areas of Dade County. Manuel Lopez, Barnett Vice President,
serves as both a Director and Treasurer, an appointment confirmed
by Florida's Governor, Bob Martinez. Further, Carlos Rovira,
Barnett Assistant Vice President, is Chairman of DEEDCO's
Revolving Loan Fund Committee, which evaluates the credit quality
of applicants for small business loans.
'~
In addition to Messrs. Lopez and Rovira's regular involvement, in
March Barnett Bank of South Florida officers Marlene Kastrinos
7
-' 8s-ss3
and Reggie Williams, Chairman of Barnett's Dade County CRA Loan
Committee, met with DEEDCO's Executive Director, Terry Conward,
to discuss a proposed $10 million pool of funds to provide first
mortgage financing for Dade County Documentary Surta~t Program
participants. According to Messrs. Lopez and Rovira, DEEDCO will
be ready to present a proposal to Barnett Bank of South Florida
and other major mortgage lenders in the second-half of 1989.
Florida Shakespeare Festival
During the first quarter of 1988, Barnett Banks, Inc., and
Barnett Bank of South Florida made a joint grant to co-sponsor
the 1988 State Tour of the Florida Shakespeare Festival. The
festival presented two productions during its 16 city tour and
several 30 minute lunchtime previews at Barnett Bank locations
throughout the state.
Greater Miami Chamber of Cosr~erce
Barnett Bank was an active participant in the 1989 Greater Miami
Chamber of Commerce Membership Drive. Over 50 Barnett employees
participated in the drive and generated over $100,000 in
membership revenues for the Chamber.
Haitian Chamber of Commerce
Involvement in the Haitian Chamber of Commerce has been
exemplified by the Bank's accommodation of meeting space for one
of the Chamber's task forces.
Interamerican Businessmen Association International
Barnett Bank of South Florida hosted a reception in honor of the
international and Florida delegates to the "Business Encounter"
program. Florida Commerce Secretary, Jeb Bush, praised Barnett's
efforts to promote the progress of Florida by means of
international trade. Barnett Bank of South Florida annually
hosts a reception to show support for this minority-oriented
organization, as well as to give these business persons the
opportunity to network among themselves.
a
89-963
Keep Dade Beautiful
Barnett Bank of South Florida, N.A., accepted the Corporate
Adopt-A-Home Challenge, a clean-up and paint-up project of ten
needy homes in low-income neighborhoods in Dade County. The
project was organized by Keep Dade Beautiful, Inc., founded for
the purpose of attaining a standard of excellence in cleanliness
and beautification throughout Dade County.
Liberty City Holiday Party
Additionally, children from the Liberty City neighborhood have
experienced what it is like to have a white Christmas when
Barnett Bank imports tons of artificial snow to a neighborhood
park party, .complete with Santa Clause and free gifts.
Liga Contra El Cancer Telethon
On May 7, 1989, Latin Branch Managers, participated in the Liga
Contra El Cancer Telethon held at the Miami Jai-Alai. Over $2
million was raised at the telethon. Barnett Bank of South
Florida employees processed over $58,000 of the total collected.
Lincoln-Marti Camporee
'^hrough Barnett Bank's active participation in the Boy Scouts,
many scout troops from minority neighborhoods are able to attend
the annual Lincoln-Marti Camporee in Carlos J. Arboleya Park in
Miami, and scouts are able to form their own troops in the
Liberty City housing area which otherwise would not be able to do
SO.
March of Dimes
Barnett Bank of South Florida organized a strong team for the
annual March of Dimes WalkAmerica. There were over 1,100
participants representing Barnett, an increase of 128 over the
previous year's efforts. Approximately 20 Barnett Bank officers,
including the bank's President and CEO Lee Chaplin, contributed
their time and effort to coordinate walk logistics for the
9
8s-ss3
Barnett team. Together with the Bank's corporate sponsorship,
over $87,000 'was raised for March of Dimes by the Barnett Bank
team. This was a 104 increase over last-year's total.
Miami. Capital Development, Inc. MCDI)
Miami Capital Development, Inc., a city-supported lending agency
for minority business, is also supported by Barnett. Ricardo
Arlain, Barnett Senior Vice President, serves as a member of its
Loan Committee. In addition, Barnett is administering a loan
fund to help minority entrepreneurs in international trade.
Initially, $330,000 was provided for the fund by the U.S.
Department of Commerce. This fund enables small businesses
unable to tap into other resources to obtain short-term
financing. Barnett Bank analyzes and prepares the loan packages,
which are then submitted to a loan review board.
Since its creation in 1980, MCDI has been instrumental in
extending $17.5 million in loans to businesses throughout the
community. MCDI's impact is reflected in the following:
Revolving Loan Fund: MCDI administers a $4.8 million
revolving loan fund that is matched by private lenders, for
a total loan pool of $9 million.
HUD Discretionary Grant: MCDI has contracted with the City
of Miami to administer a grant of $950,000 from the
Department of Housing and Urban Development (HUD). Leverage
with private banking sources provides MCDI with an
additional $1 million loan fund.
MCDI also administers $3.3 million to finance and provide
assistance to small businesses located in the City of Miami.
Miami Dade Urban Bankers Association
Since the association's inception, Barnett Bank of South Florida
has been a committed supporter of the Miami Dade Urban Bankers
Association in terms of both financial and human resources.
Nearly 15 Barnett Bank officers are active in the association of
minority professionals, and Randy Holts, Barnett Assistant Vice
President, is a Director and past-Treasurer of the Miami Dade
Urban Bankers Association. The Bank has made a pro-bono donation
of office-space in Little River and included the furniture and
10
89-963
fixtures necessary for the professional operation of the
association's administrative functions. Harnett Bank was honored
to receive special recognition from the Miami Dade Urban Bankers
Association for active and continual participation in seminars,
scholarship programs and fundraising efforts. Additionally,
Barnett Bank of South Florida was one of only two banks presented
with a corporate award from the National Association of Urban
Bankers at the association's 14th annual conference. The Bank
received this national recognition for its involvement and
commitment to the development and advancement of minorities in
the finance industry and for the Bank's strong support of the
association's local chapter in Miami.
Miami Design District
Barnett Bank of South Florida has taken a leadership role in
revitalizing Miami's Design District. Located between N.E. 36th
R St. and 92nd St., and between 2nd Ave. and Miami Ave., the 20
block Design District has been the home of several interior
~ decorators, designers and furniture showrooms for more than 60
years. A number of economic problems have affected the district
in recent years due partially to a decrease in the export market,
neighborhood crime and overexpansion. To help the Design
District get back on its feet, Barnett acquired a 50,000 sq. ft.
building with offices and showrooms. In August 1989, Barnett
Vice President Jacob Dorn together with merchants, property
owners and other business people from the Design District, fozmed
a new non-profit community association, the Miami Design
District,~Inc., utilizing the building provided by Barnett. The
-~ association's goal is to advertise and promote businesses in and
~'" around the Design District. Barnett will sponsor the
v i organization until it can function on its own, and will
~~. eventually sell the building.
Miami Feeding Miami
Every year, Barnett Bank employees volunteer
for the food drive coordinated by the Greater
Commerce and Miami's For Me, Inc. The drive
Thanksgiving meals for the needy families in
11
to help pack boxes
Miami Chamber of
provides
our community.
8g-9s3
Neighborhood Housing Services (NSSa
Barnett's President and General Counsel met with the Director of
the Miami-Dade NHS at NHS headquarters to discuss the needs of
this organization and how best Barnett Bank of South Florida
could participate with them in meeting the housing needs of
central Dade County. In January, a $3,500 contribution was made
to their 1988-89 Fund Raising Drive and the stage was set for
further interaction with this group in the months ahead.
Pops by the Bay
For the fifth consecutive year, Barnett Bank of South Florida was
a major sponsor of the Pops by the Bay concert series. The
objective of this series is to revitalize the Pops Symphony
during the summer months when many musicians and artists
Typically do not perform in the South Florida community. The
concert series draws the attendees to the City of Miami.
Public AKareness Campaigns
Barnett Bank of South Florida takes an active role in public
awareness campaigns focusing on issues that disturb our society.
Barnett employees joined together with Informed Families to
proudly participate in the annual Red Ribbon Awareness Campaign.
The campaign is a community effort to combat drug use and abuse
among adults and teenagers. Many employees wore red and
decorated their offices and departments in red and white balloons
that communicated the message "SAY NO TO DRUGS".
Secondly, Barnett utilized the Bank's vast network of banking
offices to show its support toward the fight of Parkinson's
Disease by placing counter cards and information in all of the
offices announcing Parkinson's Awareness Week.
Save The Lighthouse
Barnett Bank of South Florida donated chowder, napkins, balloons,
and cups for the Lighthouse Bicentennial "Chowder Fest" recently
':eld at Cape Florida's Bill Bags State Park. The event was
sponsored to help support the restoration of the Cape Florida
Lighthouse, Dade County's oldest landmark. A massive awareness
and fund-raising campaign has been launched to restore the 164
12
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year-old lighthouse to contemporary use. The light, stairs, and
platform are badly deteriorated and the cost of restoration is
estimated to be $750,000.
Senior Olympics
Designed to promote health and fitness far community members 55
years and older, Barnett Bank was a sponsor of Senior Olympic
events. -
United Way
Barnett Bank of South Florida has long been a fully committed
supporter of United Way in both Dade and Broward counties. Each
county has a separate, independent program. From the Board of
Directors, to Executive Management, to the "grass roots"
employees, Barnett Bank of South Florida continues to endorse the
United Way.
In 1988, Barnett Bank employees pledged $426,851.99 to the United
Way, a 5~ increase over the previous year's pledge.
Two Barnett Bank of South Florida employees served as Loaned
Executives for the United Way. One in Dade County and one in
Broward County. These employees were paid by Barnett Bank of
South Florida but worked for the United Way on a full-time basis
for 12 weeks, assisting with the county-wide fundraising efforts.
In 1988, Barnett was involved in a campaign to solicit donations
from corporations that did not have a history of giving to the
United Way. Thirty Barnett Bank officers solicited companies in
the South Florida area that had not supported the United Way in
previous years. The 30 Barnett officers who worked on this
campaign raised $65,000.
Ilene Temchin, Barnett's General Counsel, served on the United
-~ Way Campaign Committee which salicited contributions from major
law firms in the community.
This year, Barnett President and CEO Lee Chaplin has taken a
leadership role in the United Way effort by serving as group
chair^~an responsible for all major non-headquartered accounts.
In this role, he will oversee donations at the corporate and
employee levels of all major corporations in Dade County that are
13
~~-~ss~
headquartered outside of Miami or the surrounding area.
Urban League of Greater Miami., Inc.
In 1988, Barnett was honored to receive the Urban League's first
annual Reubin O'D Askew Corporate Social Responsibility Award
which recognized Barnett's efforts to promote equal opportunity
for Black Floridians. Joyce Johnson, a Barnett employee, now
serves on the Urban League's Board of Directors.
Voters Registration.
In an effort to demonstrate Barnett Bank of South Florida's
commitment to civic duties, nearly all Barnett Bank of South
Florida banking offices became official voter registration sites
in 1988. Over 120 Barnett Bank of South Florida employees went
through the deputization process and counter cards publicizing
the Bank's program were placed in all offices. The drive
continued through September 30, 1988., Several thousand voters
were registered at Barnett Bank of South Florida offices.
Co®munity Groups and Activities
in which Barnett Board Members Participate
The Bank's Board of Directors and Barnett Officers actively
participate in community activities and civic groups. As
documented in the Bank's CRA statement, participation in
community affairs by Barnett Bank employees is encouraged and
recognized by the Directors and Senior Management.
Presented below are just a few of the more than 100 organizations
or activities in which Barnett Board members participate in Dade
County.
American Cancer Society
American Red Cross
American Legion
American Heart Association
Archbishop's Charity Drive
Archbishop's Education Foundation
Army/Navy Club
Association for Retarded Citizens
Baptist Hospital
Advisory Council
of Dade County Foundation
14
ss-ssa
Harry University
Better Business Bureau
Boy Scouts of America
Boystown of Florida
Brickell Avenue Association
Camillus House
Citizens Charter Review Committee
City of Miami-Downtown Miami Citizen Advisory Committee
Coconut Grove Playhouse
Colleges and Universities Personnel Association
Committee of 100 of Miami Beach
Community Relations Board
Coral Gables Rotary Club
Cuban Museum of Arts and Culture
Dade County's Crippled Children's Society
Dade County Association for Retarded Citizens
Diabetes Research
Downtown Business Council
Downtown Development Authority, Miami
Economic Society of South Florida
Executives' Association of Greater Miami
FACE (Facts About Cuban Exiles)
_ Florida Development Council
_. Florida Chamber of Commerce
Florida Interamerican Scholarship Foundation
Florida State Home Builders Marketing and Public Affairs Florida
Greater Miami Chamber of Commerce
Greater Miami Opera
Greater Miami Jewish Foundation
_ Greater Miami Visitors and Convention Bureau
Greater Miami Sports Council
Holocaust Memorial
Informed Families
International University
-_ Jaycees
Junior League
Kids In Distress
Kiwanis Club
March of Dimes
Marine Advisory Board
Miami Heart Institute
~ Miami Baptist Children s Home
Miami Children's Hospital Telethon
Miami Baptist Association
Miami's for Me
Military Order of World Wars
Multiple Sclerosis, Gold Coast Chapter
15
es--ss3
Museum of Science and Space Transit Planetarium
National Conference of Christians and Jews
New World Action Committee of Chamber of Commerce
New World Symphony
Nova University
Orange Bowl Committee
Performing Arts Center Foundation
Red Cross
Salvation Army
Samaritan Center of South Florida
Sister Cities Coordinating Council
South Florida Coordinating Council
South Florida Estate Planning Council
Southern Industrial Development Council
St. Thomas University
The Beacon Council
The Catholic Rehabilitation Foundation
United States Chamber of Commerce
United Negro College Fund
United Way of Dade County
University of Florida's Real Estate Advisory Board
University of Miami Cancer Center
Urban Land Institute's Residential Development Council
Veterans of Foreign Wars
Vision Council
Vizcayan Foundation
Women's Committee of 100
YMCA
Zoological Society of Dade County
F,mployee Involvement
Barnett Bank of South Florida, N.A., encourages its employees to
be involved and active in various community organizations. By
meeting with various groups, the Bank is able to discuss its many
services with the public and, in return receive the necessary
feedback about the community's needs and desires. In mid-1988, a
survey was taken of all Officers' community affairs involvements
and a computer program was developed to help track the
organizations and Officers. Barnett Bank of South Florida
Officers reported involvement with over 350 different civic,
community development, professional, and other local
organizations. Some of the significant recent activities are
listed below:
15
89-9fi3
,.
- Barnett Bank of South Florida's Chairman, Hugh E. Gentry,
serves as Director of the Museum of Science.
- Carlos Arboleya, Vice Chairman of Barnett Bank of South
Florida has served as an Officer, Vice President, President,
Director, or Trustee of over fifty civic, community, and
business organizations.
- Lee Chaplin, President and CEO of Barnett Bank of South
Florida, serves on the Board of Directors of the Beacon
Council, an economic development agency involved
specifically in business retention and expansion in Dade
County. This non-profit corporation brings together
corporate and government leaders to sell the community's
business image and to create jobs for a growing labor force.
- A Barnett commercial loan officer was named Chairman of the
Christian Community Service Agency of South Dade. The
CCSA's primary focus is to provide food and clothing to
migrant farm workers as well as job counseling and
placement.
- A Barnett vice president was appointed a member of the Dade
County Overall Economic Development Program Committee in
December 1988 by the Chairman of the Dade County Board of
County Commissioners.
- A Barnett regional senior vice president serves as Trustee
- of the Dade Marine Institute, which helps disadvantaged
children, and he has become a member of the Florida
Department of Commerce Bond Financing Advisory Committee,
reporting to Governor Bob Martinez, and treasurer of the
- Board of Directors of Goodwill Industries.
- A Barnett senior vice president is Vice Chairman and Head of
Corporate~Fundraising for the Florida Philharmonic
Orchestra.
- A Barnett senior vice president is Director of both the
Hialeah Miami Springs Northwest Dade Area Chamber of
~ Commerce and the Hialeah Chapter of the American Red Cross.
-~ - A Barnett senior vice president is a Director of the
Homestead/Florida City Chamber of Commerce and Vision
Council, Inc. and he serves on the Military Affairs
Committee of Homestead Air Force Base which promotes
involvement between the public and the military base.
17
r
e~--~s~
- Barnett's General Counsel is Chairman of the Corporate and
G~~vernment Counsel Committee of the Greater Miami Jewish -_-
Fe:deration's Attorneys Division.
- A Barnett senior vice president is Director of the Miami
Shores Chamber of Commerce.
- A Barnett assistant vice president was Chairperson of the
Muscular Dystrophy Association's Ride for Life in May which
raised more than $150,000 for this charity/research group.
- A Barnett senior vice president is a working member of the
North Miami Downtown Economic Redevelopment Committee.
- A Barnett vice president is a member of the North Miami
Mayor's Economic Task Force and President of the North Miami
Kiwanis Club.
- A Barnett senior vice president was appointed to the
Advisory Board of Nova University's Friedt School of
Business and Entrepreneurship.
1 - A Barnett senior vice president was appointed to the Board
- of Directors'of P.A.C.E. - Performing Arts for Community and
Education.
- A Barnett consumer credit officer became the first female
member of the Rotary Club of New River.
- A Barnett senior vice president has been chosen as the
Council of Trustees Representative to the Board of Directors
for the South Miami/Kendall Area Chamber of Commerce.
- A Barnett management associate serves on the Board of
Directors of the Urban League of Greater Miami, Inc.
- A Barnett vice president is an officer and director of the
Dade Employment and Economic Development Company, Inc.
- A Barnett senior vice president serves on the Board of
Directors of the Miami-Dade Community College Foundation,
Inc.
- A Barnett assistant vice president is an officer of the
Miami-Dade Urban Bankers Association.
18
89-963
w
- A Barnett regional senior vice president is an Officer of
th;~ Greater Miami Chamber of Commerce.
- A Barnett office manager was appointed to the City of
Miami's Code Enforcement Board. The Board reviews cases
invol~~ing city code violations.
- A Barnett senior vice president serves as a Trustee of the
National Association of Bank Women's Educational Foundation
Board.
- A Barnett senior vice president was elected to the Board of
Trustees for the North Miami Shores Hospital.
- A Barnett vice president is serving as a Director of the
Florida Chapter of the Robert Morris Associates (RMA).
- Two employees of Barnett's corporate banking/Broward
division participated in the Rotary International's Polio
Plus Campaign fund raiser.
- A Barnett group senior vice president is Director of the
South Florida Postal Service Customers Council.
~~
G
SEGMENT VIII
ANS~TER KEY
n
I~.i~
s9-~9f 3
.
SEGMENT VIII
Handou t /20
ANSWER KEY
"RESPONSES TO TELLER'S DEMANDS EXERCISE"
Terry the teller, has complained that eight tellers are very upset
over the new hourr. She just told you that unless the hours are _
changed, they have all decided "not to come in next week".
^
Which of the following is the appropriate response to Terry's
demand?
1. Suspend her without pay.
2. Suspend her with pay
3. Put her on 30-day probation
4. Tell her to come back when she is prepared to speak to
you in a civil ma nner
S. Terminat e her and the eight others for insubordination
6. Tell her to cool off; then call a meeting of all eight
teller at once
7. Tell her to cool off; and ask to s ee the complaining
tellers, one at a time
S. Terminat e her sad the eight others for refusing to work
s~-9s3
.v
SEGMENT VIII
Handout l22
ANSWER KEY
RESPONSE5 TO MR. FRANK
Ralph Frank, a representative of the United Food and Commercial
_ Workers (UFCW), approaches you and indicates that a majority of
your :mployees are interested in his organization. Re sake you to
look at his "survey", and hands you a number of small cards.
What is the appropriate response to Mr. Frank?
1. Tell him to leave your office at once. After he leaves, ask
your employees what's going on.
2. Ask him which of your employees responded to his survey.
3. Take the cards from him and look them over, then ask him to
leave. Call your Personnel Officer.
4. Refuse to take the cards or discuss aaything else with him.
Tell him that he must speak with your Personnel Officer.
Then call your Personnel Officer.
5. Refuse to take the cards and just ignore him, hoping he will
_ go away .
b. Refuse to take the cards, but ask him who signed them. Then
direct him to your Personnel Officer.
7. Take the cards from his - then ask him to leave. Wait until
he leaves to look over the cards. Call your Personnel
Officer and let him/her know who signed the cards.
89-ss3
Segment VIII, Scene Two
o PLAY Video
__s,.
o Si Videc Af ter Fade Out
Sedmtnt VIII, Scene Two
o PLAY Video
o STOP Video After Fade Out
8s-ss3
SECtiENT VIII
RESPONSES TO UNION REPRESENTATIVE
1.
i
- 2.
3.
4.
5.
3
M
A
i
_-
Refuse to look at materials
Refuse to discuss matter with outsider
Refer him/her to your Human Resources Officer
Immediately call your Human Resources Officer
Do not ask your employees about the outsider
e9-ss3
SIGNS OF A UNION ORGANIZING ATTEMPT
There are several common sign9 which indicate that a union
organizing drive is in progress. If any of the following are
obsecved, report them immediately to personnel.
1. Union authorization cards, handbills or leaflets
appearing on the premises or parking areas.
2. Nature of employee complaints change and become more
frequent.
3. Complaints are made by a delegation; not by individual
employees.
4. Employees congregating and meeting in out-of-way
places.
5. Employees showing unusual and critical curiosity about
the company affairs and policies.
6. A noticeable increase i'n the number and frequency of
employee "buzz" groups and the tendency for these groups
to atop talking when a supervisor approaches.
1. Sudden changes in employee attitudes usually accompanied
by reluctance to talk to and deal openly with
management.
8. Former employees, especially discharged employees,
loitering on company premises.
9. Any person (employee or outsider) who asks for names
and/or addresses of employees, requests for Christmas
lists, or nay person copying the names of employees.
10. Organizing activity at nearby employers.
11. Strangers appearing in work areas and conferring with
groups of employees.
12. Employees using terms like concerted action, economic
pressure, duty to bargain, right to representation,
etc.
13. Personal visit, telephone call, or registered letter
received from a union representative.
The best way to avoid a union organizing drive is to spot it early
and take prompt steps to identify and correct the problems which
caused it. This should be done by immediately contacting the
Personnel Department for assistance in dealing with the
situation.
69-963
YOUR CONDUCT DURING AN ORGANIZING DRIVE
The basic rule is that you may speak freely and continue normal
operations, as long as you do not threaten, interrogate, promise,
or epg on any employee. However, you might commit your office or
department, or perhaps even Barnett to unionization if you act
improperly. Employees have the right to join or not to join a
union. As an employer representative, you cannot interfere,
restrain, or coerce employees from exercising their right to join
a union.
If you are contacted by anyone who claims to represent your staff
members:
(1) Don't look at any lists of names of staff members.
(2) Don't look at any cards with names on them.
(3) Don't agree to dis cuss with a union representative any
alleged com plaints involving staff member concerns or
other staff member matters.
(4) Do contact the Personnel Department.
89--96 3
-~
1
i
} -
' "T - I - P - S"
1
Think of the word "TIPS" when dealing with employees •during any -
organizing activity and it will cover most of the pitfalls you can
get into until you receive professional guidance.
"T" means Threaten. You cannot threaten individuals participating
in union activities with reprisals such as reducing employees
benefits, firing the employee, or threatening retaliation in any
way.
"I" means Interrogate. You cannot interrogate employees as to
whether or not they signed any card or whether they are supporting
the organizing activity, how they intend to vote, or what they
think about union representation.
"P" means Promise. You cannot promise wage or benefit increases,
promotions, or any other future benefit.
"S" means Surveillance. You cannot "spy" on union activities to
determine who,is attending union meetings. This applies to both
worktime and non-worktime, on and off the company premises.
Definitions of unlawful "threats", "interrogation", "promises",
and/or "surveillance" are subjects of highly complex legal rules
and decisions. These rules are too complicated and numerous to
list here. The most innocent question can constitute
"interrogation". The most logical discussion of anticipated
changes in wages or benefits can be held to be "promises". What
you intend as a prediction of the result of unionization can be
misconstrued as a "threat".
Don't atteopt to handle any union organizing activity on your own.
The TIPS are here to keep you out of trouble until you can get
help.
e9-9s3
-~ ~ -
EMPLOYEE POLICY GUIDE
CORPORATE POLICIES
"Employee Philosophy"
Guidelines On Direct Relationship With Employees
Barnett believes that the most effective relationship with its
employees is a direct one without the intervention of a third
party.
1. Effective communication between supervisors and employees is
essential for a productive and satisfied work force. Should
an employee approach a supervisor with a work-related
problem, complaint or suggestion, the supervisor should take
the time to discuss it with the employee. In moat cases a
reasonable and mutually acceptable solution to the problem
can be found without having to resort to other avenues.
2. Good working conditions and effective employee relations
should discourage the possibility of a union organizing
campaign. However, should a supervisor or officer learn that
a union representative has approached employees, the local
personnel officer should be called immediately. The matter
must not be discussed with the employees until given further
direction from the personnel officer.
3. Should an employee or union representative approach a
supervisor or officer with materials claiming to represent a
majority of employees, the supervisor or officer should
refuse to accept or look at the materials and must not
discuss the matter with that individual. Instead, the
representative should be referred to the local personnel
officer.
4. Likewise, the personnel officer should not look at the
materials or discuss the matter with the union
representative. The representative should be told only the
following: "I have a good faith doubt your labor
organization does in fact represent an uncoerced majority of
my employees in an appropriate bargaining unit, and I suggest
that you may wish to avail yourself of the orderly procedures
available at the National Labor Relations Hoard to resolve
any question of representation."
5. After making this statement to the union representative, the
personnel officer should immediately contact the BBI Human
Resources Department for further guidance. 89°-953
6. All supervisors should make certain that their conduct or
actions eould not be construed ae sexually or
discriminatory harassing. Likewise, should any supervisor
observe an employee engaging in this conduct with another
employee the supervisor should atop that conduct, inform the
harassing employee's supervisor, and then contact the local
personnel officer. Barnett's policy statement prohibiting
any form of sexual harassment should be posted on the
official employee bulletin board.
This section from our Employee Policy Guide reiterates our -
commitment to effective employee relations without the
intervention of a third party, and illustrates the proper
response to a union representative.
a
a
89-963
..
If this happens:
SOME COMMON ACTIVITY
YOU MAY BE REQUIRED TO HANDLE
1. A Union representative or someone claiming to represent a
Union approaches you to discuss union representation of your
employees.
Take this action:
1. Advise them that all matters pertaining to union
representation are handled by the Personnel Department.
2. Do not answer any questions or engage in any conversation.
3. Politely. but firmly ask them to leave.
4. If they persist or attempt to speak to employeea~ advise them
that they are trespassing. If you are forced into a position
of talking further with them:
a. Have another member of management with you at all
times.
b. Note their name and union affiliation.
c. Note what they have to say but advise then again that
all matters pertaining to union representation are
handled through the Persoanel Department.
d. If anyone states that they represent a majority of the
employees advise that you doubt this. Do not ask the
person to prove it and do not accept any tendered offer
of proof. Do not elaborate oa this subject or engage in
any conversation or answer any questions.
S. Immediately contact the Personnel Department.
If this happens:
2. A Union representative or someone claiming to represent a
Union attempts to hand you Union authorization cards or
petitions signed by your employees.
Take this action:
89-963
1. Don't look at cards or petition or accept them.
a. Refuse to accept any items and then call another member
of management as a witness.
b. If items are dropped or left on your desk or left in
your area, have another member of management witness
placement in an envelope and witness your sealing of the
envelope. Under no circumstances examine any names on
the lint or cards.
2. Immediately contact the Personnel Department.
If this happens:
3. A Union representative or someone claiming to represent a
Union appears outside your premises and distributes
literature to employees.
Take this action:
1. Do not interfere since solicitation of employees off the
premises (on the street, sidewalk) cannot be prohibited.
Additionally:
a. Attempt to get copies of the literature distributed.
b. Make note of the time that distribution began and ended,
the number of people making the distribution and their
locations.
b. Make note of the time that distribution began and end+~d,
the number of people making the distribution and their
locations.
c. Do not place an employee or member of management in a
conspicuous location to observe what is going on.
Normal observation by members of management may be made
in the regular course of their duties.
d. Do not take photographs of the people passing out
literature.
2. Immediately contact the Personnel Department.
If this happens:
4. A Union representative or someone claiming to represent a
Union telephones you to discuss union representation of your
employees.
89-ss3
Take this action:
1. Obtain his/her full name, the name and local number of the
Union and telephone number.
2. Advise him/her that all Union matters are handled by the
Personnel Department.
3. Immediately contact the Personnel Department.
If this happens:
5. You receive a letter from a Union or a Union representative.
Take this action:
1. before opening the letter, judge by the bulkiness of the
envelope whether it appears to contain cards. It may be sent
"registered" or "certified" with a return receipt requested.
If it appears to contain cards do not open the envelope until
a call has been made to the Personnel Department. If it
appears the envelope does not contain cards, it should be
opened. If you open the envelope and discover cards or a
petition, immediately call another member of management
without looking at any names on the list or cards, and place
them in a sealed envelope.
2. Immediately contact the Personnel Department.
If this happens:
6. Picketing occurs.
Take this action:
1. Notify your division manager and the Personnel Department
immediately. Reep both advised of developments as they may
occur. Please do not talk with any eaployees who may be in
the picket line. Don't make threats. Don't respond to
comments or questions from the picket line.
89--963
_~
I
1
i
i
-j ISSUES FOR UNION ORGANIZER:
I A. Unfair treatment
i
B. Job Security
C. Wages and Benefits
1 D. Communication
BARNETT'S BEST DEFENSES:
A. Unfair treatment
1. Well-trained supervisors
2. Progressive Discipline and Counselling
3. Direct Dialogue
4. Consistency
8. Job Security
1. Staff at appropriate levels
2. Participative management, competition, incentives
3. Performance evaluations
C. Wages and Benefits
1. Salary administration
2. Responsiveness to market
D. Communication
1. Participative management
2. Openness
3. Small group meetings
The number one reason why employees seek union representation is
unfair treatment by their employer.
89-ss3
Section 8 (d) of the National Labor Relations Act:
For the purposes of this section, to bargain collectively is the
performance of the mutual obligation of the employer and the
representative of the employees to meet at reasonable times and
confer in good faith with respect to wages, hours, and other terms
and conditions of employment, or the negotiation of an agreement,
or any question arising thereunder and the execution of a written
contract incorporating any agreement reached if requested by
either party but such obligation does not compel either party to
r
0
Often, unions claim that employers fight so
because they know that unions can force them
and benefits, or any number of other things.
the above-quoted paragraph from the National
no union can compel an employer to agree to
make any concessions.
on: ... .
hard to keep them out
to pay higher, wages
As can be seen from
Labor Relations Act,
any union proposal or
So, why does Barnett wish to avoid having a union? Barnett's
success is built upon teamwork and close one-to-one relationships
among employees and supervisors. The presence of a union would
serve to divide us into two camps - employees versus the company -
"us versus them". A union seeks to magnify problems that arise,
making the employer look like the bad guy, making the employees
look like the victis and making the union look like the employees
friend and defender. This situation would be counterproductive
and entirely inopposite to our management philosophy.
8s-9fi 3
SOLICI2,_ATION
Unrestricted solicitation on Barnett premises interferes with the
normal operations of the company. It should be remembered that
~~ working time and work areas are reserved for work.
You will not be allowed to solicit during working time or to
distribute literature during working time or at any time in public
areas when the company is open for business.
Any individual or group attempting to solicit or distribute
literature in violation of this policy, without the knowledge and
express approval of senior management, should be referred
immediately to the officer responsible for security. Non-
employees who distribute literature or solicit contributions on
Barnett property will be asked to leave the premises.
This section from our Employee Handbook ("Other Policies", page 7)
describes our policy on solicitation and distribution of
materials. Please review it and make sure that it is being
enforced in your affiliate.
89-963
-- - -
COMMUNICATION PHILOSOPHY
om
best way to achieve a satisfying work environmen
0
ve
You may bring any work-related question, problem, suggestion or
complaint to your immediate supervisor who will respond as
thoroughly and promptly as possible. If further follow-up is
needed, you may address your concern with your supervisor's
superior.
Unless suggestions or problems are brought to a supervisor's
attention, he or she can't do anything about them. You may not
always receive the response you want, but you might learn why a
particular change cannot be made. If possible, other alternatives
~_ may be explored; everyone can benefit from this kind of open
exchange of information and ideas.
If occasionally you feel uncomfortable about discussing a
sensitive situation with your supervisor, your human resource
officer can provide confidential counseling and help you to choose
an appropriate way to address your concern.
Working together to address common issues and concerns enables us
to structure workable and mutually beneficial solutions to our
problems without intervention by third parties.
If at' any time a union representative approaches you, we urge you
to refuse to sign a union authorisation card should one by
presented to you. All employees should know that they have a
right to join and belong to union, but they also have an equal
right not to do so.
This section fros our Employee Handbook ("Employee Philosophy",
page 4) describes oatr position concerning unions.
89-963
._
_ ! `'
WraP"UP
o This is the conclusion of the Employee Relations Program.
o There are many complex issues covered by many laws and
regulations.
o The purpose of this program has been to demonstrate how good
management and following the rules go hand-in-hand.
o If you are a fair and consistent manager, you will not have
problems with the laws.
o Another purpose, has bten to "sensitize" you to the kinds of
problems that can arise.
~9-9s3
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APPENDIX
e9-~s3
__
~R
POLICY ON DEALING WITH EMPLOYEES EXPERIENCING SERIOUS ILLNESSES
Barnett recognizes that employees with serious illnesses,
including, but not limited to, cancer, heart disease, and AIDS,
_ may wish to continue to engage in as many of their normal pursuits
as their condition allows, including work. Barnett is committed
to minimizing adverse social and work consequences related to
maintaining employment for employees with serious illnesses. As
long as these employees are able to meet acceptable performance
standards and medical evidence indicates that their working does
not pose a threat to themselves or others, managers should ensure
they are treated consistently with other employees.
'~ 10/88
~ ~
IDELINES ON DEALING WITH EMPLOYEES EXPERIENCING SERIOUS
ILLNESSES
Barnett is committed to minimizing adverse social and work
consequences related to maintaining employment for employees with
serious illnesses. At the same time, Barnett has an obligation to
provide a safe environment for all employees and customers. Every
precaution should be taken to ensure that an employee's condition
does not present a health and/or safety threat eo other employees
or customers.
When dealing with situations involving employees with serious
illnesses, the following should be considered:
-_ 1. An employee's health condition is personal and confidential,
and every precaution should be taken to protect information
regarding an employee's health condition.
s
2. Contact your Employee Relations Manager if you believe that
you or other employees need information about serious
illness, or a specific life threatening illness, or if yon
need further guidance in managing a situation that involves
- an employee with a serious illness.
_= 3. Contact, your Employee Relations Manager if you have any
concerns about the possible contagious nature of an
employee's illness. BBI Employee Relations can provide you
with the name of an expert medical consultant should one be
'_ needed.
4. Contact your Employee Relations Manager to determine if a
statement should be obtained from the employee's attending
physician that continued presence at work will pose no threat
to the employee, co-workers or customers. Barnett reserves
the right to require as examination by a medical doctor
appointed by the company.
5. Reasonable accommodation should be made for employees with
serious illnesses, consistent with the business needs of the
department. Contact your Employee Relations Manager.
6. Reasonable attempts should be made to transfer employees with
serious illnesses who request transfers and are experiencing
undue emotional distress.
7. You should be sensitive and responsive to co-workers'
concerns, and emphasize employee education through materials
available from your Employee Relations Manager.
8. Transfer requests from employees who feel threatened by a
coworker's illness should be given normal consideration, no
other special treatment should be afforded to these
employees. Unacceptable employee behavior in redea a
co-worker's illness should be addressed through m VV VV
counseling and disciplinary procedures.
9. Be sensitive to the fact that continued emplogment for an
employee with a serious illness may sometimes be
therapeuticallq important in the remission or recovery
process, or may help to prolong that emplogee's life.
10. Employees should be encouraged to seek assistance from
established comsunity support groups for medical treatment
and counseling services, including the Employee Assistance
Program. Information on these can be requesttd from your
Emplogee Relations Manager.
11. You should consult with any employee experiencing a serious
illness to assist him/her in effectively managing health,
leave, and other benefits.
For further information or assistance, contact:
Jan Morton, Emplogee Relations Manager
Personnel Administration, Hallandale
Mail Code 137-7696, Phone 457-1005/Net 421-1005
89-963
Posx-xESx -
_ 1. What are the four most important characteristics of a good
supervisor?
a.
b.
c.
d.
2. How would you define Equal Employment Opportunity?
3. How would you define Affirmative Action?
4. Under Barnett`s policy of progressive discipline, the step
which follows a written warning usually should be: Circle
correct answer.
(a) Suspension; (b) Oral Warning; (c) Termination;
(d) Probation
5. What are the four most prominent characteristics of a poor
supervisor?
a.
b.
c.
d.
89-963
,.
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6. A male manager or supervisor who "comes on" to an unwilling
female subordinate is not guilty of sexual harassment unless
= he truly intends to harass her.
TRUE FALSE
(circle)
7. A 72 year old employee may be involuntarily retired even
though he/she is doing a good fob.
TRUE FALSE
(circle)
8. A disgruntled black employee, who is a good worker, complains
that her raise is lower than her white co-workers. She
states angrily that she will file a race discrimination
charge immediately if you do not increase her raise. The
best response is: (Circle correct answer).
a. Terminate her for insubordination.
b. Increase her raise as she demands.
c. Lower the raises given the white co-workers.
d. Ignore her, hoping she will "cool off."
e. None of the above.
9. If a woman has an unwanted pregnancy, her job must be held
open for her while she is on maternity leave.
TRUE FALSE
(circle)
10. A group of employees who threaten a strike or sick-out to
protest an unfair work schedule can be terminated if they
fail to show up for work.
TRUE FALSE
(circle)
11. If a male employee sexually harasses a female co-worker,
which of the following can be held liable for money damages
if he is found guilty? (Circle correct answer).
a. The employee
b. His supervisor
c. The company
89-963
d. All of the above
POST-TEST
ANS~JER KEY
1. Examples:
o Delegates Authority o Flexibility
o Consistent o Objective
o Ability to Communicate o Fair
o Provides Incentives/Motivates
2. "Equal Bmployment Opportunity" means offering employment and
promotional opportunities to all applicants and employees
without regard to race, color, sex, age, religion or national
origin. It'• required by the federal laws we discussed at
the beginning and by state laws. It encompasses all
"employment practices."
3. "Affirmative Action" requires employers to take affirmative
steps to ensure that equal employment opportunity is afforded
everyone in a given group. It may require that race or sex
be coasidered, but only when a goal has been set and only
when all other selection factors are equal. It does not
mean uotas or hiring or promoting unqualified individuals.
4. "D" is correct. The five stages are present in the question
and answer; Oral warning, written warning, probation,
suspension and termination. Each step will not necessarily
be followed, depending on the case, but each should be to
achieve the primary goal of discipline: correcting behavior.
Of Course, each step should be documented fully.
5. Examples:
o Does not delegate o
o Does not sake decisions o
o No response to complaints o
No rewards
Does sot communicate
Favoritisa
89-9sa
6. False. The harassment occurs when he makes an unwelcome
advance. His intent has nothing to do with her reaction. If
she rejects the advance he must stop.
7. Fa lee. In Florida there is no limit to the age
discrimination law.
8. (E) Any adverse action taken against the black worker because
she has filed or threatened to file a charge is retaliation.
You should not give in to her demands either, but should
investigate her claims if they are legitimate. You should
not take adverse action against her white co-workers.
The beat response is to explain the reasoning behind the
decision honestly and openly. If that does not satisfy her,
then nothing else can be done.
9. False. The Barnett policy was discussed earlier. No job is
guaranteed while sa employee i• on medical leave. However,
every effort will be made to return the employee to the same
or similar job. Remember: Pregnancy ie to be treated the
same ae any illness and vice versa.
10. False. This is concerted activity sad protected under the
NLRA. You should break up the group and address each
employee's concerns individually.
li. "D" is correct. Se xual harassment is treated seriously by
the lav, and all parties nay face liability for the acts of a
single employee.
89--9U 3
~39--9fi3
~~ T
EDUCATION AND FINANCIAL
COUNSELING PROGRAMS
Barnett Bank is committed to supporting educational programs. -
Programs supported include those that benefit the youth, the
elderly and minorities.
89-963
Career Fairs
To further communicate employment opportunities available at
Barnett Bank, as well as to encourage the assimilation of
minority students into the business sector, the Bank is active in
career fairs at our area schools. The Bank has recently
participated in career days at Northwestern High School, Parkway
Middle School and Bright Elementary School.
Career Zabs
Barnett Bank recognizes that support of education goes beyond the
classroom, as well. For this reason, the Bank has been active in
the creation of career labs within our local elementary and
junior high schools. The labs give students the opportunity to
experiment with the technology and work flow associated with
occupations such as banking, printing, cosmetology, and
electronics.
College Video Program
Barnett Bank is a proud sponsor of a video program aimed at
college-bound students who are deciding on where to go to
college. The College Video Program, endorsed by Florida's State
Board of Education and the State Universities' Board of Regents,
familiarizes students with Florida's nine state-supported
universities. Each university supplied a video segment
describing its programs and campus life. Barnett Bank added
information on how to apply for scholarships, tips on activities
to consider during college that will add to a person's employment
prospects upon graduation and other helpful information for both
students and parents. In the South Florida market, the video
program was distributed free of charge to all Dade and Broward
County public and private schools where there are students in
grades 9-~12. To heighten awareness of the program within the
schools, Barnett Bank prepared two ads and a news release for use
in each school's publication. Posters were also designed and
distributed to each school to inform students of the video
program.
2
89-963
~\
Dade County School Bond Referendum
In support of the funding needs of the Dade County School System,
Barnett Bank of South Florida urged its employees who are Dade
County citizens to support the School Bond Referendum, which
subsequently was approved by the voters. An informative headline
article containing the answers to the most frequently asked
questions about the School Bond Referendum appeared in the March
1988 issue of Barnett's employee newsletter.
The Entrepreneurial Institute
A Black Barnett Vice President was a presenter at a seminar
entitled "Developing a Successful Loan Package" held at the Miami
Dade Community College North Campus. Mr. Williams spoke on "How
to Package a Loan Request", and he also used the opportunity to
discuss Barnett Bank of South Florida's CRA and Community Affairs
Loan Committee to the seminar participants.
Florida Memorial College
Barnett Bank's support of higher education in our local community
is evidenced in a recent initiative taken at Florida Memorial
College. Recognizing a large, but temporary financial crisis at
'I the College, Barnett Bank Chairman Hugh Gentry took a leadership
role in co-chairing a special fund raising campaign to help the
college work through their situation. By rallying leaders in the
~ business community, Mr. Gentry orchestrated a campaign which
generated $2.4 million in a 90-day period. Barnett Bank's
commitment of financial resources to Florida Memorial College
1 exceeds $100,000. Additionally, many of the administrative
~ offices at the College are decorated with furniture and fixtures
donated by Barnett Bank of South Florida.
i
i
Florida Prepaid College Program
~~~
In conjunction with the State of Florida, Barnett introduced the
Florida Prepaid College Program in September. Barnett paid for
all of the promotions for the program, including brochures,
applications, ads, and counter cards, and served as the marketing
agent and point of sale. The program offers the opportunity to
crepay the cost cf a child' s tuition and dormitory rates to any
3
89-963
one of the nine state universities or
Florida at today's rates. Governed by a
program can turn the dream of a college
for many young people. To kick off
Barnett became the first corporation to
it was given to a minority student who
gone to college.
Gratigny Elementary School
~,
28 community colleges in
seven-member board, this
education into a reality
the program last year,
purchase a contract and
could not otherwise have
Barnett Bank of South Florida is proud to be a participant in a
special program at Gratigny Elementary School where sixth grade
students have the opportunity to experience what it is like to
run their own bank. Employees from Barnett Bank participated in
the program by lecturing to the class and guiding them through a
"hands-on" tour at the Barnett Operations Center. During the
tour, the sixth grade students had the opportunity to actually
operate some of the equipment that they had been learning about
ail semester.
"How to Do Your Banking"
To improve the financial literacy of students, Barnett Bank of
South Florida is introducing "How to do Your Banking," to 500
seniors at Miami Edison Senior High School as well as one school
in Broward County. This innovative program combines text
materials, "hands-on" activities and interactive video to
simulate real life money management. Students learn: how to
prepare a simple budget; how to keep good financial records and
the importance of doing so; what a bank is and the roles it
performs in the national economy and in providing financial
services; how a young adult can build a sound credit history; how
to use credit wisely; how to develop personal savings strategies;
and how to handle a checking account. The program teaches that
there are new ways to do everything you do with money and that
there are new ways to move it, save it, borrow it, protect it and
manage it. Barnett Bank of South Florida is offering this
program as a free public service to help train students to become
financially savvy customers.
4
89--963
.~`
Internships
.~
The Bank is active in student internship programs within our
local school systems. On a continual basis, students from the
college and high school leve3 are hired for a semester to work in
a particular Barnett banking office while earning credit. The
internships are a mutually beneficial experience for both the
company and the student. Barnett participates in internship
programs with Florida A&M University, Barry University, and
Florida Memorial College. Barnett Bank of South Florida is
involved in various programs develop~~ad to enable young persons in
our community learn about and be a part of the financial services
industry. In conjunction with the Dade county public schools,
the Bank has been involved with "Inside Track", a program
designed for college-bound students in their junior and senior
year in high school and the "Adopt a Student" project. Both
programs involve hiring students for the summer in order to give
them hands-on experience in the banking industry during their
summer vacation.
IRS Intangible Tax Seminar
To further our commitment to the senior community, Barnett Bank
of South Florida hosts the IRS Intangible Tax Seminars during the
month of January, just prior to the tax season, to discuss
intangible tax. A question and answer session is held
immediately following the discussion.
Leadership Miami
At Barnett Bank, we feel the enrichment and development of our
future community leaders are important. To pursue this
commitment to our young professional leaders, the Bank is a
continual supporter and sponsor of the Greater Miami Chamber of
Commerce Leadership Miami Program. Every year, Barnett Bank
gives its most promising employees the opportunity to participate
in Leadership Miami. Seventy-five of the Bank's participants
have been minorities.
5
89--963
.~ ~
Matching Gists Program
In addition to substantial direct monetary contributions, the
Barnett company makes a tangible commitment to higher education
through its Matching Gifts Program. The program matches dollar-
for-dollar gifts that are made by employees to accredited
academic institutions.
NIDCC Endo~-ed Teaching Chair
Barnett Bank of South Florida recently made a grant to establish
the Miami Dade Community College "Margin of Excellence" Endowed
Teaching Chair Program. This program is the only one of its kind
in the United States community college system because it is
solely for teachers, regardless if they are researchers or
authors. Each teacher chosen for an endowed chair will hold it
for three years. The funds will supplement the teacher's salary,
and be used for books and travel to further the teacher's
preparedness for teaching.
IrIDCC Hosaestead Campus
Barnett Bank of South Florida recently donated a 22,000 square
foot bank office and 3.5 acres of land to Miami-Dade Community
College for the establishment of a new campus in Homestead.
The two story structure is located at 500 College Terrace
-? (formerly.499 English Ave.,) in downtown Homestead. The donation
came about as a result of the city of Homestead' s interest in an
~? educational facility in their market. Miami-Dade was also
planning to expand. Barnett recognized those needs and saw the
si donation as an opportunity to make a contribution to the
~! community while reinforcing its commitment to higher education.
Cooperative efforts between Barnett and the city of Homestead
3 gave officials at Miami-Dade leverage to get an approval on the
project from the state board of community colleges. Plans are now
in the works for the development of the campus. Without the
initiative of Barnett Bank and the city of Homestead, the college
would not be in the position to begin the development of the
Homestead campus according to Robert H. McCabe, president of
Miami-Dade Community College. Classes at the new campus are
' ~ anticipated to begin no later than January 1991.
6 89--963
-~
t~iiami. Dade Community College's Entrepreneurial and
Education Center
Randall Holts, Branch Manager, serves on the Ad-Hoc Committee
which provides education to small and minority-owned businesses
in the Liberty City area.
Miami Jackson Senior Bigh School Career Days
Barnett participated in the Urban Bankers' Career Days at Miami
Jackson Senior High School. Discussion about banking career
opportunities were held with students.
PIC Mentor Program
The "Career Beginnings/Drop-out Prevention Program" of the
Private Industry Council of South• Florida is another program
geared toward the youth where Barnett Bank has been extremely
active. Operating in three high schools in minority
neighborhoods ifl Dade County, the program targets teenagers who
might face certain barriers which could hinder their chances to
succeed. Twenty-five Barnett officers volunteered their time to
act as one-on-one mentors for these troubled youth. Through the
support and guidance offered by the Barnett officers, the youths
were given a helping hand with their school work, completion of
summer job applications, and with the process of applying to
college or technical school and for financial aid. The Private
industry Council recently awarded Glenn Stephens, a Barnett Bank
Officer, with the "Mentor of the Month Award" for support of his
mentee during a crisis situation.
United Negro College Fund
Barnett Bank is a dedicated and continual contributor to the
United Negro College Fund. Active participation from the Bank is
reflected year after year when Barnett Vice Chairman Carlos J.
Arboleya endorses the annual United Negro College Fund telethon
by manning telephones and encouraging pledges. The Barnett Bank
Vice Chairman was also invited to be the 1988 Honorary Chairman
of the Dade County Telethon Campaign.
~ 8s-ss3
"W'hat Banking Nteans to You" Brochure/Radio Campaign
As part of Barnett Bank of South Florida's effort to inform our
local community about the credit and other services Barnett
offers, BBI Marketing developed a new brochure entitled, "What
Banking Means to You". This brochure discusses:
o Getting Started with a Bank;
o Credit: What it is. How it works. How to apply.
o Mortgages: What they are. How they work. How to
apply.
o Checking and Savings Accounts.
Each Banking Office makes the brochure available to existing and
potential customers. In addition, this brochure was translated
into Spanish during the first half of 1989.
.n addition, a series of six different thirty-second radio spots
discussing credit and savings products and the convenience of
banking at Barnett ran from October to December on three South
Florida radio stations, (WEDR, WAVS, and WRBD), whose primary
audience is Black. Four of the six ads encouraged listeners to
obtain the new brochure at Barnett Offices. Another 89 spots
were run in April 1989 on radio stations WEDR, WHQT and WRBD.
Each Barnett Bank of South Florida Banking Office makes use of
the brochure "Let Us Help You Improve Your Chances for Getting a
Loan" to assist potential business loan applicants in preparing
complete loan requests.
Other
- In February of this year, Barnett Bank made a grant to
establish the Barnett Scholarships for Academic Excellence
for award to the top students participating in the annual
Florida High School Academic Tournament. The tournament is
a statewide academic "quiz bowl", which is sanctioned by the
Florida High School Activities Association. Six
scholarships were awarded to Dade County students for their
second place finish in the tournament. The scholarships
will defray college expenses for these students upon their
enrollment in college.
- An employee at Barnett's Miami Lakes office, is
participating in a program in which a Dade County school
forms a partnership with a business. The program's goal is
to educate students as well as promote community
involvement. She has adopted Carol City Elementary School
8 89-963
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and attends meetings to plan activities for the students.
She had her hands full when they visited .the Miami bakes
office and made deposits into their accounts. The students
also learn about banking activities.
- A Black Barnett Vice President recently spoke to students at
Booker T. Washington High School in Miami on "Careers in
Banking." The students were from grades 9 through 11.
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SEGMENT I
ANS~IER KEY
89-963
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0
Segment I
Handout +12
ADVERSE TREATMENT/ADVERSE IMPACT
ANSWER KEY
1) Adverse Treatment. Two employees in the same circumstances
are treated differently. If it is done
on the basis of race, it is unlawful,
adverse treatment.
2) Adverse Treatment. Documenting the errors of only employee
is adverse treatment because it can be
used as grounds for disciplinary action.
It is unlawful if it is based on the fact
that the employee is pregnant it is
sea discrimination.
3) Adverse ,Impact. Desiring a master's degree for a position
where it is not job-related will have an
adverse impact on minorities. Minorities
have proportionally fewer master's
degrees than non-minorities, and there
would be fewer "qualified" applicants
available.
Master's degrees may be used as a
criterion, but it must be job-related.
Consult Human Resources before
establishing such a stringent
requirement. Also, before setting other
educational requirements, your Human
Resources Officer should be consulted.
4) Adverse Impact. Minorities have been shown to have higher
arrest records than non-minorities.
Using them creates adverse impact.
This does not mean you cannot consider a
conviction record - or admissions made by
applicants. Remember that our bonding
requirements prohibit employing
individuals who have committed dishonest
or fraudulent acts.
89-~s3
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No question regarding arrests should be
__ asked of any applicant. If it is
volunteered, it should be ignored.
S) Not Unlawful. Typing is job-related to a secretary's
position, and applicants can be required
to meet a reasonable minimum standard
before being considered. 45 words per
minute (WPM) is reasonable.
e9-9s3
Segment I
Handout - i3
LITIGATION COSTS
ANSWER KEY
1. "E" - "More than two years." Once a person files a
discrimination charge with the EEOC, it takes a minimum of
six months before the EEOC will allow the person claiming
discrimination to file a lawsuit. Upon filing a lawsuit in
federal court, it is usually two to three years before the
~;ase comes to trial, given the overload of cases in federal
court and the pre-trial maneuvers.
This also explains why some of the characters in the first
segment could not remember the plaintiffs.
2. "E" - "More than 5200,000.00." This fact situation mirrors
the factual situation which we will be covering during this
program. Assuming that all the individual defendants remain
in the lawsuit and that there is a great amount of
"discovery" (depositions of individuals, written inter-
rogatories, requests for admission, etc.), the Bank can
unfortunatelq expect to incur attorneys' fees in excess of
5200,000.00.
ss--~s3
Segment I (can't)
Handout - /3
3. "D" - "All of the above." The moat common remedy for
discrimination is back-pay and interest, reinstatement if
applicable, and other compensatory and punitive damages
(especially for intentional discrimination and/or age
discrimination and equal pay violations.) I~ addition, the
bank would be required to pay the plaintiffs' fees, which
will likely total more than S150,000.00.
4. False. It is not unusual for an individual manager to be
named as a defendant in an employment discrimination charge
or lawsuit. As we can see in our program, the president of
the bank, two senior vice presidents, the vice president of
personnel and four other supervisors have all been named as.
individual defendants in this discrimination lawsuit.
5. False. Although it is not common, there have been cases in
which individuals (managers, supervisors, and/or co-workers)
have been found personally liable in a discrimination
lawsuit. For example, in a sexual harassment case involving
Western Electric, a woman engineer was humiliated and
subjected to sexual comments, jokes and other tricks lp eyed
by her three male co-workers. The court found the three co-
workers and their two supervisors personally liable.
6. False. It is unusual for individual defendants who have been
found personally liable to pay damages themselves, but it can
happen. In the Western Electric case the three co-workers
and two supervisors were required to pay the woman 51,500.00
each, without reimbursement for the company.
eg-9s3
SEGMENT I
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89-963
1.
2.
3.
4.
S.
SEGMENT I WRAP UP
EEO and AA ~ basic concepts found in the major employment
discrimination laws.
Major EEO/AA laws extend to all "employment practices."
Major EEO/AA laws prohibit - adverse treatment, adverse
impact.
Practicing EEO ~ better management.
Litigation in EEO/AA areas -'costly, may result in personal
liability.
SEGMENT II
Segment II deals with race discrimination in a hiring situation.
SEGMENT II OBJECTIVES
1. Poor management practices ~ unlawful discrimination.
2. Race discrimination violates Title VII - Civil Rights Act.
3. Consider only j,ob-related qualifications.
4. Personnel officer not working against management.
5. Affirmative Action ~ hiring qualified women or minorities,
not quotas.
In Segment II, you will view how Poor Management Practices can
lead to Discrimination. In Segment II, it is Race discrimination.
Fallow the scene closely because after the video you will be
completing anyexercise 1n which you must identify whether actions
taken were OK, a Poor Management Practice, and/or Unlawful.
~3
SEGMENT II
HANDOUT #4
~~
Read and Complete Exercise. Identify if actions were O. K., Poor
Mans ement Practice and/or Unlawful.
POOR MANAGEMENT
EXERCISE
Listed below are comments made by Donna Goldsmith (Vice President of
Personnel), and Bert Morptan (Senior Vice President of Commercial
Lending) in Segment II. Mark those comments you consider to be
indicative of Roor management practices and those you believe could
lead to an unlawful decision:
DONNA GOLDSMITH
COMMENT OK
1. You have a lot of "pluses"
on your application,
Stephen.
2. Excellent application....
Have you a minute to talk?
(To Stephen)
3. No promises... but it's
good I caught him inl
POOR PRACTICE UNLAWFUL?
BERT MORGAN
OK POOR PRACTICE? UNLAWFUL?
4. I don't think a woman's
right for this (position).
5. I see this as a young
man's position.
6. I have a "feel" for the
guy.
7. You get an "instinct" for
this. Whether somebody is
"right" or not; whether
he'll fit in.
89-963
SEGMENT II
HANDOUT A~4
OK POOR PRACTICE? UNLAWFUL?
8. I thought I told you not
to consider any minorities
9. We ,just don't want to rock
the boat back there.
10. Too many "c's and z'e"...
the customers couldn't say
his name.
11. That department's ,just not
ready for a minority.
e9-9s3
USING JOB-RELATED CRITERIA
In the last scene, you saw several examples of how Bert was not
considering job-related criteria. Bert was rejecting applicants
because they were women, because he could not pronounce their
names, and because they were black. He was also considering the
political situation in the bank. Many times it will appear that
criteria like these are job-related, but close examination will
show that they are actually based on a bias or prejudice.
Example:
You have an opening for a Secretary. Among the applicants is
a 46 year old man, who has more experience than the other
applicants.
X X X
Think about your reaction for a minute.
X X X
Did you think something like, "A man can't be a secretary, or
women are better suited for that kind of work"? Did you
think, "I like a cute, young thing" or "any man who would
want to be a secretary must be gay"?
Some people will say that women are better suited for
secretarial work. After all, aren't almost all secretaries
women? Unfortunately, the laws and good management practices
do not agree. There is only one allowable teat for
considering someone for a job or promotion: Job-Relatedness.
~s-ss3
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SEGMENT II
HANDOUT NS
Read and Complete Exercise
JOB-RELATEDNESS
EXERCISE
r
Listed below are typical qualifications possessed by job
applicants. You are to circle the top three you believe are job
related to the jobs in question.
ENTRY LEVEL GENERAL CLERICAL (e.g. file clerk, receptionist)
1. Good quality person
2. Unde r 2 5 years old
3. Types 35 words per minute
4. Bubbly personality
S. Good telephone voice
6. Not fat
7. Cood co~municationa skills
8. Has abrasive Yankee accent
9. Worked as clerk in high school office
CUSTOMER SERVICE REP.
1. Female, wears pants to interview
2. Accurate typing
3. Has good interpersonal skills
4. Speaks with Spanish accent
5. Weighs 175 pounds (female)
6. Has been with another bank for 7 years as Head Teller
1. Has four young children
8. Has jolly disposition
9. Had high absentee rate at former job
10. Likes detail work
MANAGEMENT TRAINEE
1. Is from New York
2. Has BA in Finance
3. Soccer in College
4. Member of Phi Beta Kappa
5. Is black
6. Likes solving problems
7. Grandfather was notorious bank robber
8. Worked as bank intern for 2 summers during college
89-963
SEGMENT II
HANDOUT ~6
Read and Complete Exercise
AFFIRMATIVE ACTION EXERCISE
1. You are the manager of the Word Processing Department and
have been searching for a new word processor operator. Your
Bank has set a good faith "goal" under your Affirmative
Actio n Program to hire minorities as word processor
operators. You have interviewed several applicants, but
have narrowed your search to two applicants, Susan Black, a
black female, and Mary White, a white female. Susan has two
years of experience as a word processor operator and has
excellent references from her previous employer.
Mary has two years and one month of experience as a word
processor operator, again with excellent references from her
previous employers. Which of these word processor operator
applicants should you hire and why?
2. Same situation as in Hypothetical ~1, but this time Susan
Black has only three months of experience as a word
processor operator, with conflicting reports from her
previous employer. Assuming that your Bank has set the good
faith hiring "goal" for minorities, which applicant should
you hire and why?
3. Same situation as in Hypothetical ~l, but this time Mary
White has approximately three months of word processor
operator experience, with conflicting reports from her
previous employer. Aeauming your Bank has set the
affirmative action hiring "goal" for minorities in this
position, which applicant should you hire and why?
eg-9s3
S,~ment +Y
ANSWER KEY
8s-ss3
Segment II
Handout - ~~
POOR MANAGEMENT
ANSWER KEY
Donna Goldsmith
None of the comments made by Donna is unlawful. They are comments
anyone might honestly make when meeting such a highly qualified
and impressive person (especially if there was a need for such a
person in the bank). However, such statements have the effect of
raising Stephens'a expectations. If she had gone a little
further, some courts might say she actually committed the bank to
hiring him.
The best practice for an interviewer is to remain neutral until a
decision ie made. Do not say things that could be interpreted as
making or implying a promise to hire.
Bert Morgan '
4. Sex discrimination. Sex cannot be considered. There is no
such thing as a "man's job".
S. Age discrimination. The problems will be discussed in a
later segment.
6. Leads to all sorts of discrimination, especially sex
discrimination. Relying on our feelings or instincts instead
of objective, job-related criteria may be unlawful. _
7. Same. Do not rely on instinct.
8,11. Intentional race discrimination. Intentional discrimination
like this can make the bank liable for punitive damages and
may result in personal liability for Bert.
9. Bert is responding to the political situation in the bank.
We should not yield to such pressure when it leads to a
violation of the lsw.
10. National Origin discrimination. Bert is insensitive, at the
least, but the law does not allow us to discriminate because
we think the customers will object to someone. More later.
ss-ss3
Note:
1. The main dirtinction this exercise points out is that not all
poor management practices are unlawful, but most are.
2. Bert's poor management practices are unlawful because the law
requices that we~put aside any non job-related criteria when
selecting people for employment or promotion or when
considering firing them ... any employment practice.
89--963
Segment II
Handout - +15
Job-Relatedness
Answer Key
CLERICAL
1) Too subjective. Who defines "good quality"?
2) Age is not job-related. Experience may be, but not age.
3) Typing skills are job-related to a clerical job.
4) Subjective. What is "bubbly"? Not job-related even if
defined.
5) Voice may be job-related if phone part of job. May be
subjective.
6) Physical appearance rarely job-related. "What is fat"?
1) May be too subjective although also job-related. Be
careful when using.
8) Subjective, personal dislike. (Discussion later on
customer preference.)
~ 9) Very job-related. Past employment always job-related.
CUSTOMER SERVICE REPRESENTATIVE
1) Clothing may be job-related; but cannot be used as excuse
for race/national origin discrimination.
2) Job-related; but may not be high for this job.
3) Subjective. What is "interpersonal"? What is "good"? -
~ OK, if defined in an objective way.
`! 4) If accent is so strong he can't be understood, may be job-
~ related.
5 ) Does weight interfere with job performance? (Discussion
~ later on customer preference.)
b ) Past job experience - j ob-related.
7) Size of fasily not job-related. Cannot infer problems
== just because kids/babies, etc.
' 8) Subjective. What is jolly?
9) Prior job performance always job-related.
l0) Job-related; but not top 3. Also, personal preference not
totally reliable.
MANAGEMENT TRAINEE
1) Not job-related.
2) Directly job-related to the banking industry.
3) Criteria like thi• should not be considered because it
tends to perpetuate the "good old boy system." That is,
preference given in hiring to those with similar
backgrounds, could have adverse impact.
89-963
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4) Job-related. Membership in an honor fraternity
demonstrates excellence in performance. Membership in a
social fraternity presents a "good old bay" problem.
S) Not job-related. Regardless of what another department's
problems are, race can never be considered.
b) Job-related. Reflects personal preference rather than
actual analytical skills.
7) Not job-related. If there was proof that the applicant
wanted to be like his grandfather, there might be room for
concern.
8) Prior job experience always job-related.
ss-ss3
Segment II
Handout - N 6
AFFIRMATIVE ACTION
ANSWER KEY
1. Susan Black. Your Hank has set a good faith
minorities in this position, which means that
representation of minorities in this position
below that found in the labor force.
hiring "goal" for
your
is significantly
This is the perfect opportunity to apply your affirmative
action good faith "goal". Here you had two equally qualified
candidates, one a minority and the other a non-minority. In a
situation such as this (both applicants are almost equally
qualified), you should consider the applicant's race (or sex)
in attempting to meet your affirmative action "goal". However,
this is the only situation in which a candidate's race or sex
should be considered when making an employment decision.
2. You should hire Mary White since she is clearly better
qualified than Susan Black. "Affirmative Action" does not
require you to hire lesser qualified minority applicants.
Remember that a good faith goal is not a quota. Quotas mean
hiring a certain number of people without regard for
qualifications. This leads to reverse discrimination. A good
faith goal requires consideration of race or sex only after all
minimum qualifications for a job have been met and all
applicants are almost equally qualified. In this case, Susan
is much lees qualified than Mary.
3. You should hire Susan Black, but not because of your
affirmative action "goal". Susan Black is clearly the better
qualified candidate. Race should not enter into the hiring
decision at all.
Note: Affirmative Action does not require us to hire or promote
women or minorities. In a situation, where both
applicants, are almost equally qualified, that is the only
circumstance in which we should consider a person's race
or sex in making an employment decision. S~~c
Segment II Strap-U~
o PLAY Video.
STOP Video After Fade Out.
89-963
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SEGMENT III
Segment III deals with race and national origin discrimination in
a promotion situation.
SEGMENT III OBJECTIVES
1. National origin discrimination - unrecognized, unintentional
based on stereotypes.
2. Unlawful to "protect" employee by not promoting,
transferring.
'~ 3. Consider only job-related qualifications.
o PLAY VIDEO, Segment III
o STOP VIDEO, When "Discussion" Appears on Screen.
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X9-963
SEGMENT III
HANDOUT ~7
Read and Complete Exercise
STEREOTYPES
EXERCISE
Stereotypes are oversimplified and false notions that all members
of a given group possess similar behavioral or hereditary
characteristics. `
Listed below are some notions held by many people. Circle those
you believe are stereotypes and check whether you believe they can
be illegal stereotypes.
i
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1. Blacks ace less motivated than whites Yea No
2. Finding an educated minority is difficult. Yea No
3. Women lack the aggressiveness necessary for a
sales position. Yeo No
4. Jewish people make good purchasing agents
because they know how to get the best price. Yea No
5. Pacific Islanders are less aggressive thaa
Northern Europeans. Yes No
6. Orientals make the best accountants. Yes No
7. People who jog regularly are generally in
better health thaw those who do not. Yea No
{ 8. Men have more long-term stamina than women. Yea No
89-963
_--_-_ _- - _- _i
SEGMENT III
HANDOUT N8
Read and Complete Exercise
STEREOTYPE EXERCISE
Listed below are comments made by Helen Scarpetti (Supervisor) in
the video scene. Ci_ rcle those you believe are stereotypes and
mark those you believe are unlawful.
Comments Unlawful?
1. Ken Yoshida couldn't have survived
in the customer contact ~ob.• Yes No
2. You know how good those people are
with numbers. Yea No
3. He doesn't speak English all that -
good. Yes No -
4. I didn't promote Ken for his own
good. Yes No -
S. I've also requested a ten percent
increase for you. Yes No
6. You need to experience how the Ame-
rican Consumer operates Yes No
s9--ss3
CUSTOMER PREFERENCE
~~ o Helen's reason for not promoting Ken was that his accent and
= appearance would "drive customers away". She also said that
_ she was "not promoting him for his own good".
o Msny people firmly believe that CUSTOMERS will refuse to deal
with certain types of individuals, for example, farmers won't
~~ deal with a female tractor sales person.
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o Many people do what Helen did...take a "protective" attitude.
They also believe they have no biases at all. They believe
1i putting the employee in a position where customers will refuse
e
to deal with him/her is harmful to the employee because there
~' will eventually be poor performance and termination.
o The problem with these good faith concerns is that the courts
~~ have refused to accept the "customer preference" argument.
They say, simply, that it is still adverse treatment based on
race or sex. It makes no difference that the supervisor is
trying to "protect" the employee. The person's race or sex
cannot be considered period.
---963
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~ SEGMENT III
HANDOUT ~9
CUSTOMER PREFERENCE
EXERCISE -
1. The bank president gets a call from Bob Smith, president of
Smith Construction. Smith says he has enjoyed doing business
- with the bank for 20 years, but will take all his business
i elsewhere unless the president fires Mary Alston.
Mary is the loan officer who recently took over Smith's -
j account. She has 15 years commercial building loan _
experience with Chase Manhattan Bank and six years in the
construction business itself. Smith says he just doesn't
like her Yankee accent and krtows a woman can't possibly
understand the construction business.
The president takes Mary off the account. The next day she
quits and eventually sues the bank for •ex discrimination.
=i If you were the judge, would you find for Mary or the Bank?
2. Mre. Got-rocks, one of your bank's most valued customers,
comes to your office to complain that she is offended by the
~ abrupt manner of one of your new tellers, Sue. She says she
'( can hardly understand Sue; and when she asks her to repeat,
=~ Sue "snaps" at her. _
Sue recently ooved to America from Jamaica, where English is
the native tongue, but is spoken with a clipped British
accent.
Mre. Got-rocks is from an old Southern family and is used to
getting her way. She tells you she will withdraw her
sizeable account if she is forced to deal with Sue again.
You investigate and find Sue was not abrupt or rude. You
offer Sue another position, but she says her goal is to
become Head Teller and then Operations Officer - she must
remain a teller to do so. You remove her anyway, and the
next day she quits and brings a race and national origin
discrimination charge.
Who wins?
_~ s9-9s3
LANGUAGE
o The last case dealt with language problems. Language can
create two different problems in the work environment.
o The first has to do with Job-Relatedness: Is it job-related
that a person speak English at work? It depends on the
situation. In some areas of Florida, there is a definite ~ob-
related reason for requiring that an employee be bilingual.
o Some supervisors also argue that English should be spoken
everywhere in the bank, all the time. This can be job-related,
because supervisors need to understand everything that goes on
relating to work. Demanding English-only during breaks or
lunch hour is probably not job-related.
o The second language issue has to do with the effect a foreign
accent might have on customers. The courts have been reluctant
to accept arguments involving customer preference as a reason
for discrimination.
o The rule is that a person's foreign accent cannot be used as a
ground for not selecting him or her; but an English only policy
can be supported if you can show it is job-related; that is,
can the person communicate.
s9-9s3
SEGMENT III
Circle which of Ken's Qualifications are job-related?
KEN'S QUALIFICATIONS
A. Two year's experience as an accounting clerk
B. Knowledge of banking procedures
C. Working towards MBA in finance
D. Excellent performance reviews
E. Slight accent
F. Oriental appearance
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SEGMENT III
ANSWER KEY
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Segment IIT
Handout - #~7
STEREOTYPES
ANSWER KEY
Every notion on the page is a stereotype. All notions except Ill
are illegal to rely on when making personnel decisions.
1. Leads to race discrimination.
2. Leads to race discrimination.
3. Leads to sex discrimination.
4. Leads to national origin discrimination.
S. Leads to gational origin discrimination.
6. Leads to race and national origin discrimination.
7. Probably true; but even if not, non-,joggers are not protected
by Title VII.
8. Leads to sex discrimination. _
~~.
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Segment III
Handout - ~8
STEREOTYPE
AN SHIER KE Y
1) Yes. Helen was intentionally trying to protect Ken from
failure because she believed customers would react negatively
to his being Japanese. However, the courts have not supported
this argument in a great number of cases. Imagined customer
preference is not a valid, lawful ground for making personnel
decisions.
2) Yes. A statement that Orientals are better at math just
because they are Oriental is an oversimplified and false
notion: a stereotype. If math skills are needed for a given
job (that is, if they are job-related) the applicant for the
job should be tested in some way to find out if he/she has the
necessary skills. You should not assume that Ken is better
suited just because he is Japanese. It is easy to see how he
can be "frozen" in his career because of this stereotype.
3) Yes. Aside from the gross grammatical error by Helen (it
should be "all that well") Ken's mild Japanese accent did not
interfere with his ability to communicate. If the ability to
communicate in English is job-related (as it is in a customer
service position), it must be shown that Ken was unable to do
so. That would be impossible here; hie command of English was
better than Helen's.
4) Yea. We will see how imagined customer preference is not a
valid selection criterion, even if the goal is to protect the
employee from failure.
5) Not a stereotype, not illegal, but a bad practice for a
superior to tell an employee about a raise request before
approval.
X9-963
6) Yes. Blatant national origin discrimination. Helen betrays
her actual belief here that Ken will not be able to understand
the American consumers' needs because he is Japanese. However,
it is clear from his mild accent that he has been in America
for a long time and in American banking for several years.
Because he is Japanese has nothing to do with his ability to
understand the needs of American consumers.
89--963
CUSTOMER PREFERENCE
ANSWER KEY
1. The Bank will lose. Even though not actually fired, Mary was
"constructively discharged" by being taken off the Smith
account.
The president removed her because a customer preferred working
with men because of a stereotype he held.
"Women can't deal in the construction business." (He also
didn't like her "Yankee accent," but Yankees aren't protected
by Title VII.)
Whether customer preference is real or imagined, courts do nat
accept it as a valid reason for taking adverse personnel
action. This does not mean you cannot cater to customers. It
means you can't firs, relocate, demote or refuse to hire
someone because customers might object to the race, accent,
sex, national origin of the employee.
There is no easy answer to a problem such as this. However, it
is your obligation to be creative and to make sure that
whatever you do it will adversely affect Mary.
One possible solution might be to arrange for Mary to go on a
joint call with the president or another senior loan officer.
There may be other solutions.
If your business judgment finally dictates that Mary be taken
off the account, make sure your decision does not in any way
affect her promotional opportunities in the future - you should
also recognize that there's a risk of a discrimination lawsuit.
Before taking any action, consult your Human Resources
Officer.
2. Sue wins. One very common "customer preference" excuse
involves accents or language differences.
The only aspect of language that is job-related is the ability
to communicste. If a teller cannot communicate with customers,
obviously the bank will lose business. However, if it is
simply a matter of the customer being offended by an accent, it
is not job related.
It is possible for an accent to be so thick that communication
is made almost impossible. If this is the case, there is an
argument that it is job-related. Be very certain before taking
action in such a case.
Of course, if Sue were truly rude, she must be diac~j.~p~~
SEGMENT LII
ANSWER KEY
KEN'S QUALIFICATIONS
A. Two year's experience as an accounting clerk
B. Knowledge of banking procedures
C. Working towards MBA in finance
D. Excellent performance reviews
E. Slight accent (not job-related)
F. Oriental appearance (not job-related)
eg-ss3
_~
SEGMENT III
SEGMENT III WRAP UP
1. National origin discrimination - unrecognized, unintentional
based on stereotypes.
2. Unl_,,,,awful to "protect" employee by not promoting,
transferring.
3. Consider only job-related qualifications.
o PLAY Video
o STOP Videa After Fade Out.
_~.
ss-9s3
SEGMENT IV
Segment IV deals with sex discrimination in a hiring and promotion
setting.
SEGMENT IV OBJECTIVES
1. Employment selection based on physical attractiveness ~ sex-
based, unlawful.
2. Members same sex - can discriminate against each other.
3,
4.
Favoritism - destroys morale, unlawful.
•
Consider only job-related qualifications.
.AY Video, Segment I.
COP Video Khen "Discussion" Appears On Screen.
s9-9s3
SEGMENT IV
HANDOUT ~10A
Read and Complete Exercise. Circle Correct Answers.
SEX DISCRIMINATION
EXERCISE
1. In the scene, Lois refused to promote Mary into the position
she created for Mark. Was that sex discrimination against
Mary?
a. No, because it is impossible for members of the same sex
to discriminate against each other.
b. No, because she did not actually have an affair going
with Mark.
c. Yes, because Lois made exceptions for Mark because she
thought he was attractive.
d. Yes, because Lois was threatened by Mary.
2. A male supervisor has several female subordinates. One
of them, Susan, is strikingly beautiful; and they begin to
have a mutually agreeable affair, which they keep discrete.
Is the supervisor discriminating against the other women on
the basis of sex?
a. Yes, because this is the classic form of sex
discrimination.
b. Yes, because he chose Susan solely on the basis of her
sexual attractiveness.
c. No, unless he promotes Susan without considering the
qualifications of the other women.
d. No, unless Susan is married and the others are not.
3. Don had been preparing himself for the supervisor's position
for several years. He had discussed his desire for the job
with his boss, 8i 11, and Bill had been guiding him along
with an eye toward promotion soon. At the annual Christmas
party, Bill met Sue who was very attractive and showed an
interest in dating 8111. Having just finished college, she
was also looking for a job. Bill hired her in the
supervisor's job Don wanted. Is Bill guilty of sex
discrimination?
a. No, because it was Sue who showed the interest in having
an affair with Bill.
b. Yes, because Bill chose Sue because she was an
attractive female. She was also less qualified than
Don.
c. No, because they never actually had an affair before he
offered the job.
d. Yee, because Don asked for the job first. ~g~~3
u. In the scene, Mark proved to be less than what Lois expected.
Suppose in the scene that Lois realized she had made a
mistake in hiring Mark. Having seen his poor abilities to
understand the complex computer problems, Lois is convinced
men are incapable of handling such work. She can correct her
hiring error by:
a. Firing Mark and promoting Mary.
b. Setting reasonable performance standards for Mark and
counseling or possibly disciplining him if he fails to
meet them.
c. Promoting Mary over him, hoping he will resign.
d. Leave everything Alone, knowing he will fail to perform
and she can fire him.
89-963
Segment IV
HANDOUT +1108
Read and Complete Exercise. Circle Correct Answer.
JOB RELATEDNESS
EXERCISE
1. In the video scene, Lois decided to hire Mark because of his
"social skills, appearance, style and potential." These are
not valid job-related selection criteria, in this case,
because:
a) They are subjective.
b) Mary had the same qualifications.
c) They have little relationship to the duties of his job.
d) All of the above.
2. Which of the following qualifications is NOT job-related to a
full-time teller position?
a) The applicant's admission on a polygraph text that she
took $120.00 worth of food from her former employer, a
restaurant.
b) The applicant is attending college part-time and takes
classes on Monday and Wednesday mornings.
c) The applicant was a cashier on her former job.
d) The applicant has an arrest record.
3. A manager who selects an employee for promotion must consider _.
only job-related factors. Which of the following is not job-
related to a promotion to department manager.
a)' The employee has been taking management courses at the
local college.
b) The employee's father vas once president of the bank.
c) The employee has been in your department for sixpyCears,
longer than anyone else. 89 ~7V~
d) The employee is a squadron leader in his Aix Force
Reserve Unit.
Segment IV
HANDOUT #lOC
Read and Complete Exercise
EMPLOYEE RELATIONS
EXERCISE
We saw that some of the things Lois did may not have been unlawful
but were bad management practices anyway. The main problem these
kinds of practices create are morale problems.
We want you to come up with as complete a list of morale problems
and employee relations problems you can think of that could result
from a situation like that in the scene. In formulating your
response, think of your own experiences, both as a supervisor and
as an employee, where you have seen the results of favoritism -
for whatever reason.
Don•t limit your thinking to just the department, consider the
impact on the entire bank, the surrounding r.ommunity, etc.
ss--ss~
NOTES ON SEGMENT IV
o Sex Discrimination Exercise 10 A
o Exercise 10 A reminds us that the usual type of sex
discrimination through favoritism involves a male supervisor
who exhibits favoritism towards an attractive woman.
o The person or persons affected by the favoritism may be male
or female.
o A woman may play favorites just as well as Lois did with Mark
- and may end up discriminating against another woman.
o Job Relatedness Exercise 10 B
o This exercise illustrates, that only iob-related criteria
must be considered when making an employment decision.
o Lois concentrated on Mark's "social skills" ... style ...
potential" which were very subjective and not really job-
related.'
o Lois failed to consider Mark's experience in comparison to _
Mary's Mary had 5 years of experience and some good ideas
about su~tervising the department - both job-related. Since -
Lois didn't Chink Mary was very "exciting". Lois didn't
consider Mary for that position.
o Lois failed to consider job-related criteria when making her
decision.
o Em to ee Relations Exercise 10 C
o This exercise reminds us that a manager who exhibits
favoritism to one or more employees ... for whatever reason
... map create serious morale or employee relations
problems.
o The problems created by this situation often lead to
productivity problems with affected employees ... and may
ultimately reflect poorly on the company as a whole.
ss-9s3
SEGMENT IV
hNSWER KEY
89-9x3
_~.
Segment IV
Handout - IlOA
SEX DISCRIMINATION
ANSWER KEY
1. a. Wrong. Lois chose Mark because of his physical
attractiveness. She was sexually attracted to him, and
that was the basis for her decision. Although rare, women
can discriminate against women, men against men.
b. Wrong. Whether or not she had an "affair" is immaterial.
It did not affect her favoritism toward him.
c. Correct. Her decisions regarding Mark and Mary were based
soley on being attracted to Mark. His job-related
qualifications were almost nonexistent; Mary had many.
d. Wrong. Has nothing to do with her reason - not sex
discrimination.
2. a. Wrong. The classic form is a male supervisor taking
adverse action a~a,inat a female subordinate because she
denies him sexual favors. Here neither qualification is
met.
b. Wrong. This motive sometimes leads to discrimination, but
he has not taken any adverse action against the other
women or shown any favoritism toward Susan at work.
c. Correct. If he takes his attraction to Susan into account
when making a personnel decision, it is based on sex. He
must consider only the job-related criteria of all
employees eligible for the promotion.
d. Wrong. Susan's marital status has nothing to do with it.
3. a. Wrong. It doesn't matter who initiates a relationship.
Discrimination occurs when the basis for a decision to
hire or promote is the relationship.
b. Correct. This is classic sex discrimination.
c. Wrong. Having an affair has nothing to do with it. He
chose her because of her sex; an actual relationship is
not essential.
d. firoag. Even though Dou was discriminated against, it was
not because he was "first in line." It was because Sue
was chosen because of her sex.
4. a. Wrong. This would be sex discrimination too.
b. Correct. If he ultimately fails to perform, he can be
terminated; but once hired, he must not be treated
differently from anyone else.
c. Wrong. Such action has the same intent and effect as
direct termination.
d. Wrong. This is an example of poor management. 8p~.pc~
Segment IV
Handout - ~IOB
JOB RELATEDNESS
ANSWER KEY
1. a. Wrong. Many selection factors are subjective; this does
not necessarily mean that they are not ,job-related. The
interviewer must make doubly sure to stay clear of bias
when using subjective criteria.
b. Wrong. This is not factually accurate; according to the
scene, Lois thought Mary was "not very interesting."
c. This is correct. Some jobs may require some of these
characteristics, such as sales positions or high level
management; but Mark was hired as a staff person. These
criteria are not related to his job.
d. Incorrect.
2. a. An ad+miasion that she stole from an employer is job-
related. It raises bonding questions as well as questions
about her propensity towards theft.
b. Job-related. Employees must be able to work as
scheduled.
c. Former employment experience is job-related.
d. This is correct. Zt has been shown that minorities are
wrongly arrested more than non-minorities and that relying
on arrest records has an adverse impact on them. However,
if an applicant has been convicted of a crime, it probably
is job-related. If this occurs, contact your Human
Resources Officer for guidance.
3. a. Obviously job-related. Self-improvement efforts should be
considered.
b. Not job-related. Political concerns are not job-related.
c. Seniority may be job-related, but only if all other
qualifications between employees are equal.
d. Job-related. Experience which relates to the job
(supervising) can be considered even though it is off-the-
j ob experience. 89 .763
Segment IV
HANDOUT +i 1 OC
n
EMPLOYEE RELATIONS
ANSWER KEY
" over situation.
supervisor broadens - department,
company - with outsiders, vendors,
89-963
We saw that some of the things Lois did may not have been unlawful
but were bad management practices anyway. The main problem these
kinds of practices create are morale problems.
We want you to come up with as complete a list of morale problems
and employee relations problems you can think of that could result
from a situation like that in the scene. In formulating your
response, think of your own experiences, both ae a supervisor and
as an employee, where you have seen the results of favoritism -
for whatever reason.
Don't limit your thinking to just the department, consider the
impact on the entire bank, the surrounding community, etc.
o ProductiJity problems - Time spent by department in
discussing situation.
"~ ~
_g
fi
SEGMENT IV WRAP-UP
r
o PLAY Video
o STOP Video After Fade Out
89--963
SE GMENT V
Segment V deals with sexual harassment and sex discrimination.
SEGMENT V OBJECTIVES
1. Sexual harassment ~ form of sex discrimination
2. Mutually agreeable conduct is not unlawful
i
3. Unwelcome attention of sexual nature ~ sexual harassment
I
4. Sex-based jokes, suggestive comments, physical touching
harassment, whether or not intended to harass
S. Management must respond to sexual harassment complaints
quickly
6. Retaliation ~ separate offense
o PLAY Video, Segment V
o STOP Video Flhen "Discussion" Appears on Screen.
es-ss3
Segment V
HANDOUT #11
Read and Complete Exercise
EXERCISE
David Hewlett said or did several things which constitute "sexual
harassment." List below all his statements or actions which you
think constitute "sexual harassment."
STATEMENT/ACTION OF DAVID HEFILETT.
-63
L_J
Segment V
HANDOUT #12
Read and Complete Exercise
SEXUAL HARASSMENT
EXERCISE
Sexual Harassment is defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct
of a sexual nature...when (1) submission to ouch conduct is made
either explicitly or implicitly a term or condition of an
individual's employment, (2) submission to or rejection of such
conduct by an individual is used as the basis for employment
decisions affecting such individual, or (3) such conduct has the
purpose or effect of unreasonably interfering with an individual's
work performance or creating an intimidating, hostile, or
offensive working environment.
Apply this definition to these situations:
1. In the scene, David's touching of Becky was both an
sexual advance and it created a and
working .environment.
2. David's Insistence that Christine
to his apartment before he would
a
3.
~~
bring the transfer request
sign it, made her submission
_ of employment.
Even though other employees in David's department may not
have been directly harassed by him, they may have grounds
sex discrimination charges because David's harassment of
Christine, Becky and Susan created
environment.
4. Even if David was "just trying to be friendly and had no
intent to harass" as he said, he may still be guilty of
se:ual harassment when he tells his jokes because they have
the of unreasonably interfering with work
performance or creating an offensive working environment.
5. Suppose Christine did not object to David's behavior.
Suppose also that David joked and touched only Christine, but
did so throughout the day and in the open. Susan and Becky
may still have grounds for sexual harassment charges because
David's conduct had the of interfering with work
performance or
6. If,Christine did not object to David's advances, he would not
be guilty of harassment because they were not
7. If David did not come right out and tell Christine to come to
his place, but she "knew" from experience he exp ~d he
would be guilty of harassment because her submis~rln~~~~
a term or condition of employment.
for
Segment V
HANDOUT i12
Read and Complete Exercise
SEXUAL HARASSMENT
EXERCISE
Sexual Harassment is defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct
of a sexual nature...when (1) submission to such conduct is made
either explicitly or implicitly a term or condition of an
individual's employment, (2) submission to or rejection of such
conduct by an individual is used as the basis for employment
decisions affecting such individual, or (3) such conduct has the
purpose or effect of unreasonably interfering with an individual's
work performance or creating an intimidating, hostile, or
offensive working environment.
Apply this definition to these situations:
I. In the scene, David's touching of Becky was both an _
sexual advance and it created a and
working environment.
Z. David's insistence that Christine bring the transfer request
to his apartment before he would sign it, made her submission
a of employment.
3.
Even though other employees in David's department may not
have been directly harassed by him, they may have grounds
sex discrimination charges because David's harassment of
Christine, Becky and Susan created
environment.
4. Even if David was "just trying to be friendly and had no
intent to harass" as he said, he may still be guilty of
sexual harassment when he tells his jokes because they have
the of unreasonably interfering with work
performance or creating an offensive working environment.
S. Suppose Christine did not object to David's behavior.
Suppose also that David joked and touched only Christine, but
did so throughout the day and in the open. Susan and Becky
may still have grounds for sexual harassment charges because
David's conduct had the of interfering with work
performance or .
6. If ,Christine did not object to David's advances, he would not
be guilty of harassment because they were not
7. If David did not come right out and tell Christine to come to
his place, but she "knew" from experience he exp ~~d~j he
would be guilty of harassment because her submis~Vn~~~fl
a term or condition of employment.
for
Segment V
Handout 113
Read and Complete Exercise
SEXUAL HARASSMENT SITUATIONS
EXERCISE
SITUATION
SEXUAL
HARASSMENT
WHY
1. Boes tells subordinate
he will tell her husband
if she stops their affair.
The pressure makes her so
nervous that ehe cannot
concentrate on her work.
2. Secretary seduces boss at ,
Christmas party. The affair
goes on for several months.
Boas layer stops affair.
Secretary angrily brings
harassment charges. Will the
secretary win the case?
3. Bob comes from the "hugging"
school of management. He
believes the best results
are achieved if you occasio-
nally give your employees
a friendly pat on the
shoulder or modest hug. No
one has ever objected to his
behavior. A nev employee
brings charges, claiming
she is offended.
4. Billie Jean has been the head
teller for 20 years. She has
always liked to pinch the
young male tellers as she
walks up and down the line.
She occasionally makes com-
ments to them and hints that
she wouldn't mind "visiting
the broom closet" with them
sometime. A few of the male
tellers complain that they
can't work with her bothering
them. The others think they
are silly that she is harm-
less.
Yee
No
Yea
No
Yes
No
Yes
No
89-963
_- ~_
NOTES ON SEXUAL HARASSMENT
o Donna also did something wrong in the scene that contributed
to the bank's liability. When Christine came to her, Donna
should have gone directly to David, informed him of the
complaint, and allowed him to respond.
o She should have then investigated further.
o Finally, •he should have notified senior management of
the problem.
o A decision should then have been made concerning the
appropriate discipline for David.
o The law is very strict on employers:
o If a supervisor or manager sexually harasses an
employee, the bank (employer) may be held liable even
though no one in the company knew about it.
o Management has a heavy responsibility to take positive
action to eradicate sexual harassment Before it occurs.
At~the very least: take prompt action when learning that
it exists somewhere-it may reduce damages.
89-963
MANAGEMENT'S RESPONSIBILITIES
o Create and poet a Sexual Harassment Policy.
o Enforce the policy with progressive discipline (up to and
including termination).
o When learning of harassment:
o Investigate fully in a confidential manner.
o Take immediate steps to stop.
o Notify senior management.
o Take appropriate action.•
o As a manager of Barnett, you have an obligation to contact
your Auman Resources officer immediately upon becoming aware -
of a possible sexual harassment situation, this includes
harassment by:
o Supervisors _
o Co-workers
o Third party: vendors/customers/contractors
(Even these may create liability for the bank) _
89-963
s--
SEGMENT V
ANSWER KEY
89-963
-~-
Segment V
HANDOUT I11
DAVID'S STATEMENTS/ACTIONS
ANSWER KEY
David Hewlett said or did several things which constitute "sexual
harassment." List below all his statements or actions which you
think constitute "sexual harassment."
STATEMENT/ACTION OF DAVID HEWLETT.
1. Refusal to transfer "Chrissy" (term or condition of
employment)
2. Attempt to have her come to apartment under bribe of signing
transfer request (term or condition of employment, unwelcome
advance)
3. Suggestive comment re: "black party dress" (intimidating
environment)
4. Pointing out her faults in front of others (intimidating
environment)
5. "Lurking around" (environment)
6. Staring at blouses (unwelcomed advance, environment)
7. Dolly Parton joke (environment)
8. Touching Becky (unwelcome-environment)
9. "Hot Date" comment (environment)
David will have his hands full in this case. With just the three
employees in the scene, he violated every sexual harassment rule.
Christine: He continued his advances after she told him they
were unwelcome; he made her submission a term or
condition of employment (forcing her to quit by not
transferring is the same as firing her); and he
created an intimidating and hostile environmeat by
his party dress comment, and pointing out her
faults in front of others.
Becky: David was always leering at her and making comments
about her looks and private life, thu• creating a
hostile and intimidating environment; his touching
her was unwelcome, at the least.
Susan: Hi• "staring at blouses" and Dolly Part~]"~~3
created a hostile and intimidating environmeat.
~ __
Segment V
HANDOUT /12
SEXUAL HARASSMENT
ANSWER KEY
Sexual Harassment is defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct
of a sexual nature. ..when (1) submission to such conduct ie made
either explicitly or implicitly a term or condition of an
individual's employment, (2) submission to or rejection of such
conduct by an individual is used as the basis far employment
decisions affecting such individual, or (3) such conduct has the
purpose or effect of unreasonably interfering with an individual's
work performance or creating an intimidating, hostile, or
offensive working environment.
Apply this definition to these situations:
1. In the scene, David's touching of Becky was both an unwelcome
sexual advance and it created a hostile and offensive working
environment.
2. David's insistence that Christine bring the transfer request
to his apartment before he would sign it, made her submission
a term or condition of employment.
3. Even though other employees in David's department may not
have been directly harassed by him, they may have grounds for
sex discrimination charges because David's harassment of _
Christine, Becky and Susan created a hostile. intimidating,
or offensive environment.
4. Even if David was "just trying to be friendly and had no
intent to harass" as he said, he may still be guilty of
sexual harassment when he tells his jokes because they have
the effect of unreasonably interfering with work performance
or creating an offensive working environment.
S. Suppose Christine did not object to David's behavior.
Supposa also that David joked and touched only Christine, but
did so throughout the day and in the open. Susan and Becky
may still have grounds for sexual harassment charges because
David's conduct had the effect of interfering with work
performance or creating a hostile work environment.
6. If Christine did not object to David's advances, he would not
be guilty of harassment because they were not unwelcome.
7. If David did not come right out and tell Christine to come to
his place, but she "knew" from experience he expected it, he
would be guilty of harassment because her submisr~~~~
implicitly a term or condition of employment.
Segment V
Handout N13
SEXUAL HARASSMENT SITUATIONS
ANSWER KEY
1. Ha• the effect of unreasonably interfering with work
performance. Even though he did not in_ tend to affect her
performance on the job, his threat has that effect and was
therefore sexual harassment.
2. Not unwelcome. She welcomed the advances; he rejected her.
He may have a claim against her if she goes to his boas and
interferes with his work environment or causes him to be
disciplined.
3. Effect of creating hostile environment: unwelcome. Even
though only one person complains, Bob must alter his behavior
if it unreasonably interferes with the employee's work.
4. Unwelcome se:ual advances. (Sea of offending person not
important.)
e9-9s3
a
s
a -
g
i
SEGMENT V WRAP UP •~
1. Sexual haraasment - form of sex discrimination
2. Mutually agreeable conduct is not unlawful
3. Unwelcome attention of sexual nature ~ sexual harassment
4. Sex-based jokes, suggestive comments, physical touching
harassment, whether or not intended to harass.
S. Management must respond to sexual harassment complaints
quickly
6. Retaliation - separate offense
SEGMENT V WRAP-UP
o PLAY Video
o STOP Video Afcer Fade Out
~~
g
:.
,. ~ .; ..
.~
9
SEGMENT VI
Segment VI deals with sex discrimination involving pregnancy.
-~ SEGMENT VI OBJECTIVES
-~ 1. Pregnancy - any other illness
2. Decision based on pregnancy - sex discrimination
3. Benefits administered equally to all employees
4. Stereotyping based on sex - discrimination
5. Equal pay for equal work required
o PLAY Video. Segment VI
o STOP Video When "Discussion" Appears On Screen.
89-963
_ _ _
t d w
d
_=1 •
~~
Segment VI -
Handout MI5
Read and Complete Exercise
SEX DISCRIMINATION/STEREOTYPING
EXERCISE
1. In the scene, Jack said, "women can't be collectors, no way."
Thi• is an example of
2. Jack gave Bill a couple of raises he didn't give Rhonda.
This raises equal pay issues. But it is also a form of sex
discrimination because of the concept of .
3. The law treats pregnancy the same as any other illness.
Therefore, if an employer does not guarantee rehire after
pregnancy leave, he must treat employees with hernias the
4. Pregnancy obviously alters a woman's physiology. However, it
is to state that all pregnant womea need
-_ "special handling" or they should not be given certain types
of jobs. Before taking such action, a manager must obtain
medical information from the woman's doctor, the same as for
say other illness.
8s-9s3 _
Segment VI
Handout X16
Read and Complete Exercise
GUIbELINES ON RETURNING FROM A LEAVE
Although Barnett does not guarantee at the
termination of a leave of absence, care must be taken to ensure
that all employees returning from a leave of absence are treated
and
Therefore, the following procedural guidelines should be
followed:
1. During an employee's authorized leave of absence, his or her
job should normally pending the
employee's return.
2. If the employee's position must be filled during the leave of
absence period, all efforts should be made to provide a
replacement for the employee.
3. An employee may be permanently replaced in his/her previous
position only if dictates or if
holding the position open would cause an
on the department. Your local must
be consulted prior to permanently replacing an employee out
on authorized leave of absence.
4. The application
substitute for
the return of ai
taken to ensure
not adversely _
employees, such
of these procedures must not be used as a
discipline so as to thwart
~ undesirable employee. Care must also be
that the application of these procedures does
a particular class of
as
ese words/phrases x111 fill in the blanks:
Pairly - be held open - affect - progressive - business necessity
re-employment - temporary - pregnant women - undue hardship -
consistently
Human Resources Officer.
89-963
NOTES ON SEGMENT VI
o Leaves of Absence
o The video scene and exercise indicates that pregnancy is
= to be treated the same as any other illness; therefore,
pregnancy falls under our general medical leave policy.
o The policy states that a regular full-time employee with
over three months' service ie eligible for a leave of
~~ absence for medical reasons. A doctor's certificate _
supporting the leave is required.
o The policy on returning from a leave of absence, including
medical, is as follows:
o No one is guaranteed that his/her job will be
available.
o It may be necessary to permanently replace the employee
on leave.
o If his/her job is available, he/she will be re-
employed. _
o If the job is not available, he/she will be re-employed:
o in a comparable job at the same or higher pay if _
available.
o •in a lower job, if available
0 or put on a preferential hiring list for a
reasonable amount of time.
o The policy is not to be used as an excuse to fire
someone.
o Many times managers desire to terminate a pregnant
woman, •o they wait until she goes out on leave and then
replace her.
o If there are no performance - related reasons involved,
there is a strong inference that she was fired because
of her pregnancy - sex discrimination.
o If there are performance related reasons, she should be
fired following progressive discipline with no
consideration given her pregnancy. She must be treated
the same ae any other ill employee.
o Eq ua 1 Pa y Ac t
o Rhonda also claimed that the Equal Pay Act had been
violated by Jack because she was paid less than Bill.
o The Equal Pay Act forbids employers from discriminating on
the basis of eex in the area of compensation. The Act
requires "equal pay for equal work." For example, if you
employ a male and female teller trainee with no prior
experience and the same educational background, you must
pay them both the same. If the male has seven children
and two alimony payments....he cannot be paid more than
the female.
89-963
o Often, people will be put into the same fob grade, but
paid different amounts. This does not satisfy the ACT.
The actual amount of money paid must be equal if all other
factors are equal (job duties, qualifications, etc.)
-963
~. - -
j
_~~ ~,
~~
Segment VI
Handout +i17
Read and Complete Exercise
EQUAL PAY EXERCISE
1) Rhonda hao a good case against Jack under the equal pay law
because Jack:
a) Paid Bill more because he was "the man in his family."
b) Paid Bill more because he thought Bill was a better
candidate for the collector position.
c) Did not rehire Rhonda following maternity leave.
-~ d) Paid Bill more because Rhonda did not request more pay.
2) Suppose,Bill wax a collector, and Rhonda wax a tellcr. If
Jack paid Bill more because of the negotiation skills and the
special training required, would Rhonda still win her equal
pay lawsuit?
a) Yes, because Jack did not take into consideration the
fact that the most critical aspect of both jobs is
handling money and being a teller may be worth as much
to the bank as a collector.
b) No, because Bill's job duties are not equal to
Rhonda's.
c) No, unless the bask gave Bill a different job title
merely to justify a higher salary.
d) Yes, because her work is of a higher quantity than
Bill's.
3) Bob and Brenda began as tellers in 1979. Brenda's
performance reviews were satisfactory, and she received
the minimum increases every year. However, Bob's
performance was consistently superior and he was given
larger raises. Today, Bob makes SS0.00 a week more than
Brenda, but both still have the same job duties. Will
she win her Equal Pay Act suit?
Yes
No
e9--~s 3
Why?
SEGMENT VI
ANSTaER • KEY
89--963
Segment VI
Handout - ~1 S
SEX DISCRIMINATION/STEREOTYPING
ANSWER KEY
1. Stereotyping can lead to sex discrimination if we act on the
false notions. In this case, Jack did so, believing that
women cannot be collectors. The job-related criteria for
collectors includes the ability to repo a car. Jack should
ask Rhonda if •he possesses those qualifications rather than
assuming it because of hi• false notions.
Jack should have considered all of Rhonda's job-related
qualifications and only rejected her if she failed to meet
one or more of them, or was less qualified than other
applicants. Jack's sole reason was hi• false notion (stereo-
type) that women can't be collectors.
Answer: Stereotyping
2. Awarding raises or giving higher salaries to men doing the
same work as women treats the women adversely.
Answer: Adverse Treatment
3. (Leave discussion of Barnett's pregnancy leave policy to
Handout 116.)
In the scene, Jack said he didn't "rehire" either of them;
but when Rhonda called in to inquire about her job, he told
her it was filled as wa• Bill's. Jack gave 8111 the new
collector's job even though Rhonda called in first. The law
sees through tricks like that.
Answer: Same/Equally
4. In spite of stereotypical views of the "delicacy" of a
pregnant woman's condition, the law requires equal treatment.
This means medical insurance, medical leave and other
policies relating to pregnancy must not be any different form
those for other illnesses.
These well-intentioned attempts to protect women may still
result in sex discrimination.
Answer: Stereotyping
s9-9s3
Segment VI
Handout i16 -
ANSWER KEY
GUIDELINES ON RETURNING FROM A LEAVE
Although Barnett does not guarantee re-employment at the
termination of a leave of absence, care must be taken to ensure
that all employees returning from a leave of absence are treated
fairly and consistently.
Therefore, the following procedural guidelines should be
followed:
1. During an employee's authorized leave of absence, his or her
job should normally be held open pending the employee's
return.
2. If the employee's position must be filled during the leave of
absence period, all efforts should be made to provide a
temporary replacement for the employee.
3. An employee may be permanently replaced in hie/her previous
position only if business necessity dictates or if holding
the position open would cause an undue hardship on the
department. Your local Human Resource Officer must be
consulted prior to permanently replacing an employee out on _
authorized leave of absence.
4. The application of these procedures must not be used as a
substitute for progeasiye discipline so as to thwart the
return of as "undesirable" employee. Care must also be taken
to ensure that the application of these procedures does not
adversely affect a particular class of employees, such as
pregnant wosan.
These words/phrases will fill in the blanks:
Fairly - be held open - affect - progressive - business necessit
re-employment - temporary - pregnant women - undue hardship -
consistently
n Resources Officer
es-ss3
Segment VI
Handout +117
EQUAL PAY
ANSWER KEY
1. a. Correct. The view that men need to make more because they
have families to support is a stereotype based on sex. It
is unlawful because Jack based his pay decision on it.
When deciding how much to pay an employee, you can only
consider the content of the job and the qualifications of
the employee.
b. Wrong. Thie is not supported bq the facts in the script.
Even if it were factually correct, it would not be a valid
reason for paying more to Bill. Pay should be decided on
the basis of the current job and current qualifications.
Potential is its own reward. Manage r• should wait until
"potential" actually develops into a measurable
qualification.
c. Wrong. That was sex discrimination in violation of Title
VII. It has nothing to do with the equal pay issue. -
d. Wrong. The facts in the scene say nothing about this.
Jack is not relieved of liability just because Rhonda
doesn't do anything about her pay ... it is Jack's
responsibility.
2. a. Wrong. This raises the issue of comparable worth; it has
nothing to do with equal pa~- for equal work. It is
currently a hot legal topic and very little has happened
in courts or legislatures to resolve the problems.
b. Correct. The equal pay law requires equal pay if the jobs
are equal. Here, Bill is a collector, a clearly different
job Eros a tellee.
c. Correct also. The law looks at actual job duties, sot
titles. If Bill is doing the same job a• Rhonda, they
must be equally paid, no matter what the titles. Job
titles should not be changed to justify higher salaries,
but should reflect the actual duties required.
s9-9s3
d. Wrong. There is no evidence of this in the question. -
However, where jobs are equal, but productivity is _
measurably different - an employer will be justified
in awarding different pay to women than men. For example:
suppose proof operators are paid on the basis of
productivity. If Mary proofed 1500 items an hour and John _
proofed 2500, John could be paid more. NOTE: Any effort
to slake such payments must be approved by Human
Resources.
3. No. Bob's greater salary is based on merit increases. If
performance is measurably superior, it is permissible to
j reward the hard work with higher pay. Bob ie making a
higher salary because of his better performance over the
~ year ; not because he is a man.
Unequal pay can also be justified under a "quantity"
system or by "seniority";.but Barnett does not base its
compensation system on either of these.
Merit, increases are the only justification for unequal pay
-j for equal work.
69--963
= i
SEGMENT VI WRAP-UP
o PLAY Video
o STOP Video After Fade Out.
89--963
SEGMENT VII
Segment VII Deals With age discrimination.
o PLAY Video Segment VII.
o STOP Video Flhen "Discussion" appears on screen.
89-963
•
Segment VII
Handou t 11 8
READ AND COMPLETE EXERCISE
ACE DISCRIKINATION EXERCISE
1) Federal law prohibits discrimination on account of age
between age 40 and
2) Florida law mirrors the Federal Law.
TRUE FALSE
3) It is OR to require older (more experienced) employees
to produce more than others because it gets easier with
exaerience.
TRUE FALSE
4) It is not necessary to tell older employees what is
expected of them because they have the experience
necessary and "know the ropes."
TRUE FALSE
5) Each manager in Barnett has the discretion to decide how
much severance pay to give retiring employees.
TRUE FALSE
89-9x3
---- _ _
~_
~~
NOTES ON SEGMENT VII
o In the video, Mr. Jones, who was 62 years old, was pressured
to retire by Mike Lyons, SVP of Real Estate.
o In the eyes of the law, pressuring a person to retire is the
same as terminating that person.
o Forced retirement - or termination - because of age is
un ul.
o Mike required Mr. Jones to meet a production quota of "1
million per month." Younger real estate loan officers were
also required to meet this production quota. Mr. Jones was
unable to meet his production quota.
o Mike Lyons is guilty of age discrimination in this situation
because the younger loan officers didn't meet their quotas
but were not discharged. This clearly establishes that Mr.
Jones was treated differently because of his age.
o One of the things that Mike did wrong was fail to keep proper
DOCUMENTATION concerning the reasons why he placed the
production quota on Mr. Jones, and how Mr. Jones performed in
comparison to others.
o Documentation of performance - good or bad - is critical for
all employees - especially officers.
o Documentation of an employee's performance should be use in
conjunction with the policy on progressive discipline.
89-963
SEGtiENT VII
Handout /19
FOLLOWING PAGE.
:y
E EXERCISE USING_WORDS/PHRASES p'OUND
GUIDELINES ON DISCIPLINARY ACTION
The primary objective of disciplinary action should be to
an employee's performance.
1. Disciplinary action should begin with the
action necessary to achieve the desired performance
correction. In all but the most unusual circumstances, a
sequence of discipline should be utilized as
outlined below:
2. If an employee is performing poorly, the supervisor should
the employee about his/her performance
problem and explain the to which he/she is
expected to adhere. It is advisable to keep a record that
the employee has been counseled.
3. If the employee's performance does not improve after the
counseling session, a warning to the
employee may be necessary. The warning
should cite the infractions observed and should clearly
outline the to which the employee is
expected to adhere. This warning should be fully documented
in writing and signed by the supervisor and the
The signature aced not necessarily indicate
concurrence, but rather that helehe the
contents of the document. This document should be forwarded
to your Husan Rasources Office for inclusion in the
employee's personnel file.
4. Should the written warning prove ineffective, the employee
should be placed on The probationary
warning should have a (usually 30 to 90 days)
in order to allow the employee sufficient time to improve
his/her performance. The probationary warning should be
fully documented and must clearly describe the employee's
unacceptable performance and the of
performance which the employee must meet. The probationary
document should also specifically state that any further
infraction within a specified period of time (up to 12
months) of the probationary period may lead to
without further probation.
es-ss3
.~
Once again, the supervisor and the should
sign the document before forwarding it to the Human
Resources Office. It is desirable to discuss the
probationary warning with the employee while a member of your
is present.
5. is the final step in the progressive
discipline sequence. Before an employee, it
is required that your local be contacted so
that he/she may verify proper documentation, etc. If your
local Human Resources Officer is unavailable, the employee
should be (without pay if desired) until the
Human Resources Officer can be reached.
should be a joint action by the employee's supervisor and the
department manager in consultation with the
6. It is most important that these progressive discipline
procedures be administered in as a manner
', as possible. Only in degrees of the
types o~ conduct listed in the Employee Handbook should one
consider by-passing any portion(s) of the progressive
discipline process.
The following words/phrases will fill in the blanks. Some may be
used more than once.
Probation
Employee
Termination
Suspended
Written
Extrese
Employee's
Dismissal
Correct
Counsel
Human Resources Dept. Consistent
Human Resources Officer Minimum
Progressive Standards
Time Frame
Terminating
Discussed
8s-9s3
SEGMENT VII
ANSWER KEY
~s-9s3
i ~ •~
Segsent VII
Handout - I18
ACE DISCRIMINATION
ANSWER KEY
1. 70
2. False. Florida has an age discrimination statute that
prohibits discrimination at any age. Therefore, it is
illegal in Florida to force retirement at a~ age, even 92.
It would also be unlawful to refuse to hire someone who is
"too young."
Remember "job-related qualifications, ,tf an 18 year old
applies for a Branch Manager's job, it is likely that he/she
will lack the experience necessary for the job. It is
illegal to reject the application solely because of age.
3. True. Experience and past production may be clearly
communicated to everyone to whom they apply.
4. False. Performance standards must be clearly communicated to
everyone who^ they apply.
5. False. While there is no official policy at present,
severance pay is a benefit that must ba applied equally to
all e~ployeea in siailar positions.
Managers should consult their Benefits/Compeasation staff
before •aking any offer.
~~ - 69-963
i
SEGMENT VII
Handout 119
ANSWER KEY
GUIDELINES ON DISCIPLINARY ACTION
The primary objective of disciplinary action should be to
correct an employee's performance.
1. Disciplinary action should begin with the minimum action
necessary to achieve the desired performance correction. In
all but the most unusual circumstances, a sequence of
progressive discipline should be utilized as outlined below:
2. If an employee is performing poorly, the supervisor should
counsel the employee about his/her performance problem and
explain the standards to which he/she is expected to adhere.
_ It ie advisable to keep a record that the employee has been
counseled.
- r
3. If the employee's performance does not improve after the
counseling session, a written warning to the employee may be
necessary. The written warning should cite the infractions
observed and should clearly outline the standards to which
the employee is expected to adhere. This warning should be
fully documented in writing and signed by the supervisor and
the employee. The employee's signature need not necessarily
indicate concurrence, but rather that he/she discussed the
contents of the document. This document should be forwarded
to your Human Resources Office for inclusion in the
employee's personnel file.
4. Should the written warning prove ineffective, the employee
should be placed on probation. The probationary warning -
should have a time frame (usually 30 to 90 days) in order to _
alloy the employee sufficient time to improve his/her
performance. The probationary warning should be fully
documented and lust clearly describe the employee's =
unacceptable performance and the standards of performance
which the employee must meet. The probationary document
should also specifically state that any further infraction
within a specified period of time (up to 12 months) of the
probationary period may lead to dismissal without further
probation.
89--963
Once again, the supervisor and the empiov_ee should sign the
document before forwarding it to the Human Resources Office.
It is desirable to discuss the probationary warning with the
employee while a member of. your Human Resources Dept. is
present.
S. Termination is the final step in the progressive discipline
sequence. Before terminating an employee, it is required
that your local Human Resources Officer be contacted so that
he/she may verify proper documentation, etc. If your local
Human Resources Officer is unavailable, the employee should
be suspended (without pay if desired) until the Human
Resources Officer can be reached. Termination should be a
,joint action by the employee's supervisor and the department
manager in consultation with the Human Resources Officer.
6. It is most important that these progressive discipline
procedures be administered in ae consistent a manner as
possible. Only in extreme degrees of the types of conduct
listed in the Employee Handbook should one consider by-
passing any portion(s) of the progressive discipline
process.
The following words/phrases will fill in the blanks. Some may be
used more than once.
Probation
Employee
Termination
Suspended
Written
Extreme
Employee's
Dismissal
Correct
Counsel
Human Resources Dept. Consistent
Human Resources Officer Minimum
Progressive Standards
Time Frame
Terminating
Discussed
89-ss3
SEGMENT VII
SEGMENT VII WRAP UP
1. Florida's Age Law ~ no limits to coverage
Z. Person's ability to do job - only criterion
3. Forced retirement firing
4. Performance standards and goals - consistent and
reasonable
5. "Sweetened" retirement deals ~ illegal, clear through
BBI Human Resources
6. Documentation of decisions required for all employees,
including officers
o PLAY Video.
o STOP Video After Fade Out.
8s-9s3
-~ ~`~"
_1
S ~ ~ -
Segment VYII
-_ Segment VIII is very different from the previous seven aegmenta.
In this segment, you are no longer dealing with EEO law, but you
are dealing with the federal labor laws - in particular, the
"National Labor Relations Act."
o FLAY Video, Scene One, Segment VIII
o STOP Video As Soon Aa The Scene Freezes.
i~ ~
i~ ----~-e_.._,.,__..~
:~
~~
k,
ii
~I
1
,I
SEGMENT VIII
Handout +120
READ AND CIRCLE THE CORRECT ANSWER
"RESPONSES TO TELLER'S DEMANDS EXERCISE"
Terry, the tiller, has complained that eight tellers are very
upset over the new hours. She just told you that unless the hours
are changed, they have all decided "not to come in next week".
Which of the following is the appropriate response to Terry's
demand?
1. Suspead her without pay
2. Suspend her with pay
3. Put her on 30-day probation
4. Tell her to come back when she is prepared to speak to
you in a civil ma nner
S. Terminat e her and the eight other for insubordination
6. Tell her to cool off; then call a meeting of all eight
tellers at oace
7. Tell her to cool off; and ask to s ee the complaining
tellers, one at a time
8. Terainat e her and the eight others for refusing to work
89--963
.-._ _
II
~~
1
~:
~;
~ NOTES ON _
~~ "RE5FONSE5 TO TELLER'S DEHANDS"
I.
i
o There are a number of possible ways to deal with this
-; problem, but there is only one correct way under the National
~'~ Labor Relations Act (the NLRA). The correct answer is N7 - -
"Tell her to cool off, and ask to see the complaining
tellers, one at a time."
o It is important that the assistant branch manager ask to see
the tellers one at a time, and refuse to take disciplinary
action against Terry and the others, because the NLRA
protects employees who try to address terms or conditions of
employment. This is protected as "concerted activity."
o A "group" can be organized and formal, but it can also be
informal. In this case, the tellers were just chatting at
lunch. They were not trying to form a union. They were just
trying to get management to listen to their concerns. If a
group is involved (even if only one member is present), we
cannot take action against any rou member for organizing or
complain'ing about terms or conditions of employment.
o This situation was an example of a situation where Terry, as
the representative of several tellers, ie complaining to the
assistant branch manager about hours and terms and conditions
of employment.
o Terry's complaints are protected, which means that the
assistant branch manager cannot discipline Terry (suspend
her, put her on probation, terminate her) because she
represents this group.
o The appropriate response in a situation such as thin is
always the following:
1. Involve employees first if possible (presentation).
2. Listen attentively to complaints.
3. Do not get angry.
4. Break up "group" aspect:
o Heet individually with complaints.
o Don't acknowledge group's existence.
5. Contact Human Resources Officer immediately.
89--963
Segment VIII, Scene One
o PLAY Video.
o STOP Video Af ter Fsde Out.
89-963
SeR,ment VIIIt Scene Tvo
o PLAY Video, Scene Tvo.
o STOP Video As Soon As The Scene Freezes.
~~-ssa
READ AND CIRCLE THE CORRECT ANSWER
RESPONSES TO KR. FRANK
Ralph Frank, a representative of the United Food and Commercial
Workers (UPCW), approaches you and indicates that a majority of
your employees are interested in his organization. He sake you to
look at his "survey", and hands you a number of small cards.
What is the appropriate response,to Kr. Frank?
1. Tell him to leave your office at once. After he leaves, ask
your employees what's going on.
2. Aak him which of your employees responded to his survey.
3. Take the cards from him and look them over, then ask him to
leave. Call your Personnel Officer.
1 4. Refuse to take the cards or discuss anything else with him.
Tell him that he must speak with your Personnel Officer.
Then call your Personnel Officer.
5. Refuse to take the cards and just ignore him, hoping he will
go away .
6. Refuse to take the cards, but ask him who signed them. Then
direct hi• to your Personnel Officer.
7. Take the cards from him - then ask him to leave. Wait until
he leaves to look aver the cards. Call your Personnel
Officer and let him/her know who signed the cards.
89-93
r
.~ ~
NOTES ON
RESPONSES TO MR. FRANK
o Thece are a number of possible ways to respond to Mr. Frank,
who is a union representative, but there is only one correct
way to respond in order to avoid a union from being
recognized at the bank. The correct answer is +14 - "Refuse
to take the cards or discuss anything else with him. Tell
him that he must speak with your Human Resources Officer.
Then call you Human Rcsources Officer."
o As a manager, you represent the management of Barnett
therefore, if you take the cards Mr. Frank, is offering, it
may be construed ae "recognizing" the existence of a union
even though no election has ,been held.
o The best response to such a situation is to leave the cards,
or sometimes a list of employees alone. Do not take them or
look at them. Call your Human Resources Officer.
o You must not talk to employees about it. If union organizing
ie going on, employ era are prohibited from trying to
influence employees.
89-963
.~~.
~ ss-sa
~ ~ ~ B01 East Hallandale Beach Boulevard
Hallandale, Florida 33009
Human Resources D~v~s~on
The following training program was developed internally by
Barnett Bank as a part of its Affirmative Action Program to
sensitize managers to the types of issues that are faced day to
day in a multi-ethnic workforce.
Completion of the Program in a classroom setting is mandatory
for all Barnett Managers.
The Program has also beeaa packaged for resale to other
companies including Barnett's competitors.
Reproduction of the attached material in whole or part is
prohibited unless written permission is obtained from Barnett
Banks, Inc.
Larry M. Simpson
Group Senior Vice President
Human Resources
Barnett Bank of South F-orida, N.A.
a.
Too often a company's f test sign of posslblt EED violations is a
discrimination charge which arrives unannounced with the morning
mail.
What follows U a brief test dealing with common EEO issues.
Kow would your management and supervisory personnel respond to
these qusstions?
1
2
3
4
5
A male manager or supervisor who "comes on" to an
unwilling female subordinate is not guilty of sexual
harassment unless he truly intends to harass her.
True or False'
A 72 year-old employee may be involuntarily retired
even though he or she is doing a good job.
True or False?
An Hispanic employee may be denied a promotion to
a customer service position if his supervisor has reason
co believe customers will not like his accent.
True-or Fabe'
A company's medical plan does not offer extended
leave for maternity but does for other medical condi-
tions. Because pregnancy is a voluntary condition and
the plan difference does not affect actual medicaC
benefits for pregnancy, it isR'lawful.
Trne or Fsbe'
While interviewing for a customer service position, a
company asks each candidate whether he or she has
ever been arrested and automatically rejecu anyone
who says yes. No legal liability can result from this
practice.
Trne or Fable?
Key to Seorlai: "False" is the correct answer to all questions.
Five correct answers, Excellent; Four, Good; Three, Fair; Two or
less, Poor.
Of course, you're probably well aware of the key discrimination
issues facing employers today. But the consequences to your firm
could be disastrous if others in management or supervisory rotes do
not share chat understanding.
The filing of EEO charges has proliferated in recent years. What
can your company do to protect itself from costly, time-consuming
EEO litigation, while ensuring maximum employee awareness of this
complex and confusing issue?
e9-9s~
A, DIFFERENT APPROACH
That's where "Better Management Under the Law" can help. [t's
a comprehensive employee relations training program aimed at all
levels of managers and supervisory personnel.
Unlike other training programs dealing
with similar topics, the purpose of
"...the vrdto ~s hrgh quali• "Better Management Under the Law" is
rv, succrncr end verv real-
ro-lice. I lrke verv much not to "teach" managers a sec of facts or
the irme artocarrons rfor system of procedures. Rather, it's
drscussron~ and ropres designed to "sensitize" managers to
~ covered. " potential problem areas...before they
/ohn c. fox, attorney become problems!
Pau/, Hasrinas, /onojsky
~ Wa/ker
~i'ashin;ton, O.C.,
Los .4 nterts, and .4 tlanta
A PROVEN APPROACH
"Better Management Under the Law" was developed by legal and
human resource profession als seeking a practical, yet imaginative way
to educate [heir company's management
"Better Management staff on employee relations issues in a
C,'nder the Law" is the bat white-collar environment.
warning program 1 have Now -after successful use throughout
seen jot a whin collar a statewide organization with more than
work force... the primary 15,000 employees - "Better Management
reason 1 recommend it ro Under the Law" is available to your
my clients is that this film company for the first time.
makes rr clear char EEO is Designed for firms employing 1 S or
everyone's job and that the more persons, this program is particularly
human resource and EEO
well-suited for:
staff can be the managers'
greatest source of support • financial institutions
rn avording discrrmrnotion • brokerage firms
comptarnrs. " • insurance companies
Elton shonj Bsrtnran • real estate firms
trnmsdiart Pasr Director, •
j computer sales and service arms
ojjrct ojftdtral Contract • retail establishments
rofCCP ct Psozran~ • ocher "white collar" employers 89•.•963
- ----
EASY TO USE
"Better Management Under the Law" is a one-day seminar that
can be conducted by an internal trainer. No specialized training is
necessary; "Better titanagement's" comprehensive instructor's
manual provides all the information the instructor needs to
effectively conduct the course.
A professionally acted, high quality video tape provides the focal
paint for the day's discussion and classroom exercises. The tape is
divided into seven segments, each of
~ "... f was absolutely cap- which explores unlawful discrimination in
i rrvared !by the 'Herter different employment practices, such as
Nanogemenr' progra-n~. hiring, promotions and terminations.
4 Desprre the jacr rhor t deaf Types of discrimination include racial
w~rh these issues day ~n discrimination, age discrimination and
and day our, the extremely sexual harassment. Following each video
~ we/!-done video presenra- segment, the class will explore the issues
ton did a marvelous fob presented in more detail.
of brrngrng them ro lrje. to Copy-Ready Masters for classroom
short, t was extremely hand-outs and visual aids accompany the
rmpressed. " instructor's manual. A re-course survey
Coro! Connor Fiowe, p
attorney is also part of the training package and is
.~ren4 fo:. Kintner, used to help measure class participants'
P/otk(n d Kohn improved awareness after completing the
warshinaron. D. C. seminar.
Although prepared in cooperation with
in-house legal counsel. "Better Management Under the Law" is noc a
law school course filled with confusing technical jargon. Instead, it's
a managemen'f training program communicated in easyto-understand
layman's terms.
K
NO POSTAGE
NECESSARY
IF MAILED
IN THE
UNITED STATES
BUSINESS F~EPLY MAIL
FIRdT.CLA88 WIL PEIIMIT NO. SIYa JACK80NVI~L!< FL
POSTAGE Weis I3E PAID Br ADDFESSEE
Bettec Management LJndec The L,aw
P.O. Box 2557
Jacksonville, FL 32203-9990
SVrV~~
~11 " i11I1I11I1~Illlllll~l'I~II~IIIIIIIII " IIIIII'll
WE SI3ARE SOUR CONCERN
"Better Management Under the Law" was conceived and pro-
duced by Barnett Banks of Florida, Inc., which has a strong,
corporate commitment to ensuring equal employment oppor-
tunity. To enhance that commitment, all revenues from the sale
of the program (minus marketing and administrative expenses)
will be earmarked for use by organizations and projects
dedicated to enhancing employment opportunities for minorities
and women.
ORDER NOW AND SAVE
For a limited time, "Better Management Under the Law" is
available at a specia! introductory price. If you place your order
before April lS, you'll receive the video tape, the instructor's manual
and all ocher training materials for S83S.00, a 10e1e discount off the _
regular price. You can also preview a sample of the videotape and
training materials for only SS0.00. If you agree "Better Management
Under the Law" can help your company, your Preview Fee will be
applied to the cost of the Program.
Use the convenient reply card below to send your order today.
But don't wait. Do it now and cake advantage of the lower
introductory price. At a fraction of today's rising EEO litigation
costs, it's an offer you can't afford to pass up.
K
Order Before April 1S and Save 10°10 !
^ YES ~ Please send me
"Better Management Under the
Law" Employee Relations
Program for the special
introductory price of S83S.00.
^ Please send me a Preview
of the Program for only SS0.00,
which will be deducted from the
Program cost if I choose to buy.
^ Beta ^ VHS
Qty. Price Per Unit row
Otis! ToW
(All ori~s den MrY 1S. NaaM re~11
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Name Title
Company
Address
C~~r S~"' Lo QQ--96 3
Telephone
Signature
Pl~ac~ .na{r~ vn~~r rhrrk navahl• rn• R~tt~~ ~N~nAO~T'nf
BETTER MANAGEMENT UNDER THE LAW
SELF-STUDY PROGRAM
~s--ss3
INSTRUCTIONS
o Each of the eight (8) segments begins with a video. PLAY
the video until the word "Discussion" appears on the screen;
then STOP the video and turn to the workbook. At the end of
each segment is an Answer Key. Check answers before
returning to the video.
o Enclosed is a book, Confidential Supervisor's Guide To Equal
Employment Opportunity, published by a Washington law firm.
It is a convenient reference guide for you to keep.
o Upon completion of the program, complete the Poet-Test.
Return the Poet-Test and video to Training and Development,
137-1698.
89-963
SEGMENT I
Segment I introduces the main characters in the hypothical bank
and sets Che scene for the rest of the program.
SEGMENT I OBJECTIVES
1. EEO and AA two basic concepts found in the major
employment discrimination laws
2. Major EEO/AA laws extend to all "employment practices"
3. Major EEO/AA .laws prohibt - adverse treatment, adverse
impact
4. Practicing EEO = better management
S. Litigation in EEO/AA areas X costly, may result in personal
liability
o PLAY VIDEO, Segment I
o STOP VIDEO Glhen "Discussion" Appears On Screen.
89-963
SEGMENT I
BANK DEFENDANTS
1. Mr. Sanford Algren......Bank President
2. Bert Morgan ............. Senior V.P. - Commercial Loans
3. Donna Go ldsmith......... V.P. - Pers onnel
4. Helen Scarpetti......... Bookkeeping Supervisor
5. David He wlett..........: Supervisor, Operations
6. Lois Goetz. ;............ Supervisor, Data Processing
7. Jack Mulhaney........... Collection Manager
8. Mike Lyons .............. Senior V.P. - Real Estate
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Please notice that the defendants represent all levels of
management from the president of the bank to the first-line
supervisor. These individuals are not Barnett people, but they
could be.
es-ss3
G
READ
o Question: What do we mean by (EEO) Equal Employment
Opportunity?
~~
' o Answer: We must provide "equal employment opportunity" for
.
'~
everyone without regard to their Race, Sex, etc.
` and
We cannot discriminate in our employment practices
because of one's Race, Color, Religion, Sex,
~.'~
i National Origin or Age.
_.~i
o Question:
What do we mean by Affirmative Action?
o Answer: We must take POSITIVE, AFFIRMATIVE STEPS to ensure
that we are providing "equal employment
opportunity."
and
~~ This does mean:
1. Special efforts to recruit qualified
_,
minorities and women.
2. A requirement that we closely analyze our
employment practices to ensure no
discrimination.
but
- This does not mean:
±~ 1. uotas which exclude non-minorities.
~~!
i 2. Hiring or~,promoting unqualified people.
'3
~~
o Question:
What do we mean by Employment Practices?
,.
'•,.
o Answer:
Recruiting Salary Adjustments
`-~ Interviewing Benefit a
'~ Hiring Disciplinary Actions
s
~; Counseling Terminations
~' Job Posting Training
~;
Yl Promotions Transfers
i
!r
i{
,{
i
89-963
Segment I
-_`' Handout #~1
-~
i
~~ READ the following Equal Employment/Affirmative Action Laws.
i`i Although there are many federal and state laws, these are the
j` major ones.
~ MAJOR FEDERAL
~' EQUAL EMPLOYMENT OPPORTUNITY
~`, (EEO) LAWS
,;
j.
1. Title VII of the Civil Rights Act of 1964
Title VII prohibits discrimination in all employment
practices because of race, color, religion, sex, or national
origin. It is administered and enforced by the Equal
-~? Employment Opportunity Commission (EEOC).
~~ 2. The Equal Pay Act of 1963.
_~
The Equal Pay Act is a part of the Fair Labor Standards Act
;;.
- and requires that men and women performing substantially
- equal work receive equal pay. This law is also administered
and enforced by the EEOC.
3. The Age Discrimination in Employment Act.,
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This Act prohibits discrimination in all employment practices
against individuals between the ages of 40 and 70. The EEOC
is also responsible for the administration and enforcement of
this law.
FEDERAL AFFIRMATIVE ACTION LAWS
1. Executive Order 11246.
This presidential directive requires equal employment
opportunity and affirmative action for minorities and women
by covered government contractors and subcontractors.
Covered employers must establish a written affirmative action
plan and supporting documentation. Executive Order 11246 is
enforced by the Department of Labor, Office of Federal
Contract Compliance Programs (OFCCP).
j
2. She Rehabilitation Act of 1973.
Employers covered by this Act are required to make
"seasonable accommodations" for the physical and mental
limitations of handicapped applicants and employees; and if
they are a covered government contractor, they are also
required to prepare a written affirmative action program for
the handicapped. The Rehabilitation Act is enforced by the
OFCCP.
3. The Vietnam-Era Veterans Readjustment Act of 1974.
{ This Act requires covered government contractors to take
~' affirmative action to hire and promote Vietnam-Era veterans
and disabled veterans of any era. Covered employers must
list most job openings with the state or local employment
office; and if they are a covered government contractor, they
must also have a written affirmative action plan for
veterans. This Act is enforced by the OFCCP.
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~s-9s3
i ~1
In addition to females, these laws protect the Following racial
and ethnic groups:
BLACK - Having origins in any'of the
Black racial groups of Africa.
- Having origins in Mexico, Puerto
Rico, Cuba, Central or South
America, or other Spanish culture
or origin, regardless of race.
j ASIAN OR PACIFIC ISLANDERS - Having origins in the original
+' peoples of the Far East,
Southeast Aeia, The Indian
Subcontinent or the Pacific
Islands.
^ .'
~~' .
AMERICAN INDIAN OR
ALASKA NATIVE
~ - Having origins in any of the
';'; original peoples of North
-'~',
i' America.
'.
'! DISABLED VETERANS
- Those with a 30x service
-~' ~ connected disability.
~~
l ~
~~ VIETNAM ERA VETERANS - Those on active duty for at least
'~ 180 days, any part of which
- occurred from August 5, 1964, to
, May 7, 1975.
-
5 HANDICAPPED INDIVIDUALS - Physical or mental impairment
~' must "subatantiallq limit" one or
'.: more life activities.
i
,;;
,..
SEGMENT I
READ
~~ ADVERSE TREATMENT
1i 1. In dealing with these laws, keep in mind that they prohibit
two types of discrimination:
o "Adverse Treatment"
o "Adverse Impact"
2. "Adverse Treatment" is the traditional type of
discriminations: A person is treated differentl (not Hired,
_.~, denied a promotion, etc.) because of his her race, sex, age,
j etc.
EX: Some money is missing in your branch. You polygraph only the
black employees.
ADVERSE ~~iPACT "
3. "Adverse Impact" is not as obvious, but is still unlawful:
A selection procedure (interview, hiring or promotion
criteria, etc.) is neutral on its face but causes adverse
impact on a minority group when applied.
EX: You require all mail room clerks to be at least 5'10" and
weigh 160 lbs. because there is some lifting involved. (This
requirement causes an "adverse impact" on women.)
89-963 -
-i'
!' -
-~'
1, ~
Segment I
i Handout +~2
READ and Coo~plete Exercise.
ADVERSE TREATMENT/ADVERSE IMPACT
EXERCISE
Situation Unlawful? Why?
1. Both Suzi (black) and Jane Yes Adverse Treatment
(white) fail to show up for No Adverse Impact
work without calling in.
Neither of them has ever
ever done thin before. You
fire Suzi but give Jane a
warning.
2. You have several "problem" Yee Adverse Treatment
employees, one of whom is No Adverse Impact
pregnant. You make sure
that you Document every-
thing she does wrong but
fail to do so for the
others.
3. You want to hire a Ye• Adverse Treatment
customer service re- No Adverse Impact
presentative but decide
not to hire anyone who
has not obtained a
master's degree in
finance or accounting.
Although you are willing '
to hire a minority, none ~
meets this criterion;
and therefore, you hire
a white applicant.
4. While interviewing Yes Adverse Treatment
candidates for a customer No Adverse Impact
service position, you ask
each candidate whether he
or she has ever been
arrested. You reject each
candidate who says yes.
S. You are a Senior Vice Yes Adverse Treatment
President and must re- No Adverse Treatment
place your secretary (a
secretary III) who is
leaving. You ask personnel
to refer only those
applicants who can type
a minimum 45 words per
minute since the job 8963
involves a great deal
of typing.
Segment I
Handout - ~3
Read and Circle the Correct Answer.
LITIGATION COSTS
EXERCISE
~.~ 1. A format employee (Hispanic), who was fired, has filed a
~ discrimination charge with the EEOC claiming national origin
-~ discrimination. Assuming you do not settle this charge and
he files a lawsuit in Federal Court, how long can you
'I anticipate it will take before this case comes to trial?
A. Three months
B. Six months
C. One year
_~ D. Two years
-~ E. More than two years
2. Six former and current employees have filed an employment
discrimination lawsuit naming the bank and eight individuals
as defendants. The case is aggressively defended; and after
- the usual amount of time, a grrial is scheduled. At the
conclusion of the trial, the bank and the individuals are
found not to have discriminated. That would be a reasonable
- expectation of the bank's attorney's fees during this law
suit?
A. Approximately $25,000.00
s'
j. B. More than S25,000.00, but less
than S50,000.00.
_' C. More than S50,000.00, but less
5100,000.00.
D. More than S100,00.00, but less
than S200,000.00.
E . More than S 200, 000.00.
~9-ss3
-~
Segment I
Handout - 03 (con't)
3. The same situation as No. 2, but the bank and the individual
defendants are found liable. Which of the following is the
best answe r?
A. The bank will have to pay back-pay and interest for the
employees and possibly compensatory and punitive
damages, totaling more than S500,000.00.
B. The bank will have to reinstate the former employees to
the positions they should have been in had it not been
for discrimination.
C. The bank will have to pay, in addition to its own
attorney's fees, the attorney's fees of the six
plaintiffs, probably totaling more than S150,000.00.
D. All of the above.
4. Personnel officers, managers and/or supervisory personnel are
never named as individual defendants in discrimination
charges or lawsuits.
True False
5. Personnel officers, managers and/or supervisory personnel are
never found persona119 liable in discrimination lawsuits.
True False _
6. Even assuming you have been found pereona119 liable in a
discrimination lawsuit, your company will pay whatever
damages have been assessed against you.
True False
SIT BAi~IIC ~ 9Cxl~ FLT,
a~FIIa4-'TIVE aGTIQ1 PI~(~
1~ ~~ S~L~, ~' '~ VILTtp-~i II~
-s3
2n aacordatxae with Fs3eral z~agulation c,~uidlelines for banks, savings
and loan associations and savings banks which wera issised by the
United States DeQartment of Labor purs~~nt to its respr~'tisibilities
u~d~ar Secticn 402 of the Vietnam ~a Veteran Readjustment Assistaa~e
Act of 1974 and Suction 503 of the Rehabilitati.an Act of 1973, a
written Affirmative Action Progza~m far 8aztyett Bank of SauYh Florida,
N.A. , was developed. 'Ilse Pmgramr whitfi follows, conforms with the
9Q~~'~ renuii~Yts under the Acts to take affirmative action to
employ and advance in emplaym~t qualified disabled veterans, veterans
of trio Vietnam era, and handica~d ixdiviclua].s is attad~d hereto and
i.s mai.ntainad by the (atian and Benefits Marse~ and shall be
available tc authorized individuals and representatives of the United
States.
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v~~V
I. 3'I~T OF POISCY
It is the policy of Harnett Bank of South Florida to take i
affirmative action to e~ploy and advance in eq~lorym~t qualified
disabled w tetans and veterans of the Vietnam ara, and
handicapped individuals at all levels of ~ploymertt. SU d~ action
shall apply to all employment practices, iracludi.nq, but not
limited to, hiring, upgrading, d®otion or transfer, re czuitment,
layoff or t-*m+~*+ +~tian, rates of pay or other forms of
oonper~eatian, and _
selection for training, including on-the-job
training P •
Parnett Hank of Saith Florida will not discriminate against arty
employee or applicant for employment because he or she is a
disabled or vietrsam era veteran or handicapped individual in
r'+egard to any position far which the eaployoe or applicant for
eatplayment is qualified. Barnett Bank o! South Florida shall
treat qualified disabled and viertTam era veterarLS and handicapped
individuals without discrimination in all employment praetioes.
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89-963
II. DTS~w-'t'rON OF POLICY
A. ~„ PoBitiye ROC'IUitlirBrit. and Ekt~!*?+~t pi~Q.~,,;,ti+t;q~
Eaplvyment practioee will be reviewed to determine whet2yer
Barnett Bank of South Florida's pet9avtel programs provide
the r+equi.zad affiratative action for enplo~yment and
advanoen~ent of qualified disabled veterans, Vietnam era
veterans, and handicapped individuals. Based on the
findings of such reviews, Barnett will undertake the
appropriate outt+each and positive r~ecx,sitment activities
listed below:
1. Barnett will develop internal oa®.atication of its
obligation to engage in affirmative action efforts to
-.j employ qualified disabled veterans, Vietnam era
v~e~terans, and handicapped irdividualst in sudz a canner
as t,o foster urtderstaltd.ing, aaoe~ptance an3 support
amoctg the Bank's supervisory management persocuyel and
- I all other employees, and to encourage such persais to
-V take the necessary action to aid Barnett in meeting its
j obligations .
2. Barnett employees and paraspec-tive employees will be
~ informed of Barnett's c~itment to erx}age in
affizaative action to increase emplarymertt opportunities
for qualified disabled veterans, Vietnam era veterans,
j and handicapped individuals.
3. In an effort to act on the commitment to provide
_ meaningt~l empla~yment opportu=uties to qualified
disabled veterans, and Vistr~ era veterans, and
qualified handicapped individuals, Barnett will enlist
the assistance and support of local riesouzoes including
the followirrq agerx~yies .
For Veterans:
a) the local Veterans II~loym~ent Representative in
the neazast State Eaployment Service Office
a) local state vocational z~ehabilitation agencies
or facilities
4. C1uz~ertt eaQlvycoent records will be reviewed to
determine availability of p~~+®otabla an3 transferable
qualified known disabled veterans, vietna:n era
89-963
-~~,~ .~~
~ ~ -
veterans, and handicapped irdividuals presently
eaployed, and to determine whether their present and
potential skills are being fully utilized or
develcparl.
5. Written notification of earnntt's policy ruing
equal eaplaymerrt and ac3varnesr~rt opportunity for all
qualified disabled veterans, Vietnam era veterans, arxi
handicapped individuals will b8 sent to recruitment
sotu.~oes.
g ~ Tr~ern~ 1 fli cas~ni r-at i rn
Barnett Bank of .,oath Florida reooga~izes that a stLtang
outreach program will bs ineffmctiv~e without adequate
intptral support from supervisory management persormel and
ether ecployees. In order to assure the affirmative action
canaitment, Barnett Bank of South Florida shall implement
and d;c~aan;nate this policy i.tttert1311y as follows:
1. Barnett Bank of Sarth Florida's policy statement on
equal eaplo~yment opportunity for disabled veterans,
Vietr~am era veterans, aryl handicapped individuals will
be included in the F~ployee Fiar>dbooJc.
2. Meetings with manage;aent and supervisory persccinel will
be oorduc't~ed to e~lain the intent of the policy and
individual respa<~sibility for effective implementation,
making clear the Chief F~aeaitive Officer's attitude.
3. 'fie policy will be disa~.sserl thoroughly in both
e®ployee orientation and manage:~rt training prograns•
4. A statement of Barnrgtt Bank of Soutl~i Florida's policy
on tidh ani equal employment opportunity
for disabled v~eteians, Vietnam era veterans and
handicapped individuals will be posted an all bulletin
boards.
89-963
_~
III. --
isibility for iaplame~ntation of Barnett Sank of Sarth
Florida's Affirmative Acorn Program for Disabled Vetps~ans ,
veterans of the Vietnam Ewa, and Handicapped Individuals is
assic~ed to Lary SinQson, ~a~ senior Vice President-M,aman
Resources. 'Ll~e Graff SQnior VioB President-H~man I~soutves will
be given the recessary top managemarct support and staff to
iaplement this program, including the following resporLSibilities:
1. Developing internal and octernal oommaaLication ted~niq~ies.
2. Identifying probl® areas in tho implementation of the
Affirmative Acorn Program and devrelopirg solutions.
3. Desi~ninq and faQlementinq audit reporting systems that will
- *r+d+a,*+~ the effecti~reness of the pzngram.
4. Informi,nq management of the latest develaptrnnts in the
affirmative action area.
5. Arzangirq career ccunselirg sessions far known disabled
veterans, Vietnaan era veterans, aryl handicapped irrlividuals.
.'
-
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89-ss3
rv. _ ~cria~ PoLic~t. PRAC•ri Arro ~tt~s
+s
A. Pivoer Cons i de_*3~ion of v~_ ~ f ~ cat ~ On5
dete~m,ins shall be reviewed periadimlly to
they assure careful and systematic
consideration of the jab qualifications of }mown veteran
applicants, Vietn+m era vetpsan applicants, and handicapped
applicarrt's for job vacancies filled either by hiring or
praaotion, and for all training opportunities offered or
available. In detera~i.nirg the qualifications of a handicapped
individual Barnett Bank of South Florida shall have the
riot to omduct a ooQprphensive medical emotion prior
to an applicants anplaytnent. however, the results of suc3i
an e~mir~ntion shall be used only in with the
starrlattis of the specific job or jobs for which the
individual is being considered.
B. elation to Pi~vsical aryl Mental Limitations of
Barnett Bank of South Florida will make a reasonable
aeoannadation to the physical and mental limitations of a
disabled veteran or tlartiiicapped individual unless it can be
deaatstzated that such an acoo®o~dation would ia~aoBe an
undue .. hardst-ip on the oor~ductian of business. In
the extent of Barnett Bank of South Florida's
aooarmodation obligations, the following factors, amoaiq
o~ttyers, will be considered: (1) business neoeasity, arxi (2)
financial oast and e~eitses.
C. C~stsation
In offering enplayment db promotions to qualified disabled
veterans, Vietr~am era veterans, an3 handicapped individuals,
Barnett Bank of South Florida does not radios the amo~u~t of
oa~ation offered because of any disability ~ *+~+r~++o,
pension or other benefit the applicant or eaQloyee receives
fr® another source.
es-ss3
V. gp~t~,~AiC~t AND F~TI'IC~t 9F AffTZVE Qi FM
1. Jab qualifiaatian zec~.~*~+ants, cutlineci i.n this program,
shall be made available to all m~bess of mk~,nagemerrt
involved in the zeazuitment, erring, selectiarr, acrd
pr~tion processes.
2. Barnett Barik of South Florida shall evaluate the tata,l
selection process, including trainixrg and prcm~tion, to
insure freedom from stereotyping trarrdicapp~e~l P'a
disabled veterans and vietrram era veterans, in a x<rarrner
which limits their aocarsa tt- all ~~ far whidz they are
qualified.
3. All perrcxrrrel involved ]1t the rrecruitmerrt soreenirrg,
selection, pracmtiat, disciplirsasy, and related processes
shall be carefully selected and traittied to i:nsur~e that the
coamitarsr-ts in the Affirmative Action Program are
iaplemented.
4. 'Ttye Affirmative Action Pzcyram shall ba reviewed and updated
arv~ually. If t3~re are any significant d~anges in
psovad~ures, rights ar benefits as a result of the ar~a,l
updating, thcas~e r~rarge~ will be oc~rucatsd tc e~loyees
and applicants for et~rlcxyment.
5. Z2ye i'u31 Affirmative Action Program shall be available far
irrapectiar to any emplvy~ee ar applicant for ~laym~.nt upcuz
request.
6. Harnett Bank of South Florida shall invite all disabled
vptera~ns, Vietnam exa veGezanas, and handicapped individuals
who wish to benefit under the Affirmative Actiar Program to
identity ttreIDSelves. 'I'he invitation will state that the
information is wlvntar~ly prwidad, that it will be kept
arrn,fiderrtia]. and that it will be used an].y in aoronjarx~e
with the Acts and regulations.
8'9'~f3+3
VI. JOB Lta~~'s
A. Barnett Bank of South Florida aclcx~wledges that in order to
prate the hiring and of qualified disabled and
Vietnam era veterans, banks and other Goverranertt rnttractors
earning 510,000 or more per year fr~am Federal deposits must
list all suitable eaplayment aQenirgs at an appropriate
local office of the State EaploymPStt Sexvioe.
B. Cbntirgent upon Barnett Bank of South Florida meeting the
job listing as listed above, the followirq
prooec~ures will be performed:
1. Listing of enployment ap~nings with the local State
Fbplaymert Service shall be made at least oativrrently
with the use of any other recruitmca7t source or effort
and shall include the normal obligations of placing a
bona fide job order and aooeptirg referrals of veterans
and 'fie li~t;r~ of enplayment openings
does Wort require the hiring of any partia;lar jab
applicant or frmID any particular q~ of job
applicants.
2. In aocozdarroe with the Federal regulations, "suitable
eaplayaiertt openi.rgs" which must be listed are defined
as oQenings whidi oavr in the following job
categories: production and Wan-pror~uction; plant and
office; laborers and medlanics; supervisory and nort-
supervisory; tgd~nical; and such e~oe~aitive,
admini,strativ~e, and professional openin<}s as era
ompensated oci a salary basis of less than 525, 000 per
year. This feria includes full-time e~loyment,
temporary enQ'oyment of more more than 3 days duration,
and part-t.i,me enpl~+ment.
3. It is understood that the provisions do rot apply to
c~enirgs whidi Barnett Bank of South Florida prcpo6es
to fill fzmm within the organization. Ztye eaaclusioc~
applies to employment openings for which no
oac:si,deration will be given to persons outside the
organization (including any affiliates, subsidiaries,
and the parent ocspany) and includes any openings which
Barnett Bank of Sarth Florida proposes to fill from
regularly established "recall" lists.
89--963
'"
This a~loyer i9 a gvveir®ent oarttractor subject to Section 402 of the
Vietnam Fla Vetarata~ t~aadjustmertt A~ssistanoa Act of 1974 and Section
503 of the Rehabilitation Act of 1973, whidz requitffi gvverr~ent
contractors to talcs affirmative acorn to e~loy and adverbs in
employment qualified disabled vet~arara and veterans of the Vietnam era
and qualified handicapped individuals.
If you have a handicap ar if you era a disabled veteran and would like
to be considered order the affirmative action program, please tell us.
this information is purply wluntaiy and shall be kept confidential,
eaooept that (1) y+air supervisor ar manager may ba informed regarding
restrictirns on your work ar duties: (2) first aid persorv~el may be
informed, to the extent appropriate, if your oorriition might require
emergency treatment; and (3) Govt officials investigating
oa~plianoe with these Acts may be informed of your status.
If you are handicapped or have a disability wlurh mic~-t affect your
perfoananoe or create a hazard to yr~uaelf of others in aonr-ec-tirn
with the job for which era you are applying or wt~rkin3, please te11
us: (1) Any skills and procedures you use or intend to use to perform
the job ncrtwithrtandirg the disability os handicap, and (2) the
acx~nbdations we could make which would enable you to perform the jab
properly and safely.
Our Affirmative Actian Plan is available for ir~spec.~t.ion at the
Persacmel Office.
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89-963
Disabled Veteran
A pei9on entitled to disability cca~pensation under lawn achoinistered
by the Veterans; ~+i*+i~*~tion for disability ratmd at 30~ or more, or
a persa~ whose disdsarge or release from active duty was for a
disability i,rairred or aggravated in the line of duty.
~3,lified Disabled Veteran
A disabled veteran as defined who is capable of performing a
particular jab, with raasanabla aooommodations to his or her
disability.
Veteran of the Vietnam Eta
A pereso~n who sai~ved on active duty for a period of more than 180 days,
arty part of which oa~lrred betw~eezt August 5, 1964, and May 7, 1975,
and was disdsarged or released Yhexefrotn with other than a
dis~xrorable disd~arge; or who was disd~'ged or released fry active
duty fora service-oonne~-tred disability if any part of such active
duty was performed between Augu.~'t 5, 1964, a~ May 7, 1975.
Nark i Trr1 i vi t~ v~ 1
- Any per'~..tac1 wb~ (1) has a physical or mental in~aaizmentt whic3l
substantially limits one or more o! such peiaan's major life
activities, (2) has a record of such 1~ ~ *~+* ar (3) is regarded as
having such and; *~ .
A phrase which means the dec~~ee that the~_i.*+~+~+* affects
employability. A handicapped inlividual whc is li}aely to e~erience
diffiailty in seairing, retaining or ad~rdncinq in employment would be
onzsidered ly limited.
A handicapped individual as defined who is capable of performing a
partiaitar job+, with raasarable accommodation to his or her handicap.
8s-ss3
rA~ ^~ _
BARNETT BANK OF SOUTH FLORIDA, N.A.
POLICY STATEMENT ON EQUAL EMPLOYMENt OPPORTUNITY/AFFIRMATIVE ACTION
Barnett Bank of South Florida, N. A., is dedicated to maintaining a work
environment which extends equal employment opportunity to all individuals
regardless of race, color, religion, sex, national origin, age, marital
status, handicap, or veteran status.
Affirmative action plans are developed, implemented, and maintained for
each office or department, and management will act affirmatively to assure
that we:
* recruit, hire, train, and promote qualified
individuals without regard to race, color,
- religion, sex, national origin, age, marital
status, handicap, or veteran status
*~ base decisions on employment and/or promotion
_' solely upon an individual's qualifications as
related to the requirements of the position for
- which the individual is being considered -
* administer personnel actions, policies, and
programs without regard to race, color, religion, _
sex, national origin, age, marital status, -
handicap, or veteran status
* provide a work place free from sexual harassment
_ and intimidation -~
K
Larry Simpson, Group Senior Vice President-Human Resources, has overall
responsibility for the' development and implementation of the Bank's
affirmative action program and for ensuring that Bank policies and
procedures are in full compliance with government rules and regulations
governing EEO and affirmative action. The Group Senior Vice President-
' Human Resources, Human Resources Officers, Office and Department Managers
are responsible for providing direction and assistance to managerial
personnel 1n administering their affirmative action efforts.
All employees are requested to support the Bank's policy of equal
employment opportunity and to cooperate fully in the implementation of our
affirmative action program.
_._.- /
H. Chap
President and Chi Executive Officer
February 1989
89--~s 3
"~
BAST BANK OF SQlIli FZ1~tZL~-, N.A.
t~-rI~ ZO t~1t~~faPPEa PSi9Cl6, Cff.SA~~ VE'ffii7~S, A~ V®~tArS QF ~
Barrett Bank of South Florida, N.P-., is a government contractor
subject to Section 503 of the I4et~abflitatian Act of 1973, as amended,
and Section 402 of ttre Vietnam Fla Veterans Readjustment Assistance
Act of 1974, which require govert~artt contrac.~tors to take affirmative
action to anploy ani advance in employment qualified handicapped
individuals, disabled Veterans, and veterans of the Vietnam era.
If you are handicapped, a disabled veteran, os a of the
Vietr~n era and would like to be considered under the Bank's
Affirmative Action Progrann, Please let us know.
'IIZis information is purely wluzttary and shall be kept confidential
exca~t that (1) your supeZVisor or manager may be informed regarriinq
restrictions an your work or duties; (2) first aid and safety
parsatvrel may be informed, when anti to the extent appropriatE, if your
ooniition might }require emergency tr+eataerrt; and (3) Gaverrament
officials investigating omplianoe with these Acts may be informed of
your status.
K
For ftiut2~er information aocttac.~t:
Mariana T. MoG~vskey
Vice President/Oc~essiatian
and Benefits Manager
Mail Qode 137-7697
Net 421,/457-1065
Febzvaty 1989
69-963
BARNETT BANK OF SOUTH FLORIDA, N.A.
SEXUAL HARASSMENT POLICY
It is the policy of Barnett Bank of South Florida that all of our employees
should be able to enjoy a work atmosphere free from all forms of
discrimination, including sexual harassment.
Sexual harassment infringes on an employee's right to a comfortable work
environment, and is a form of misconduct which undermines the integrity of
the employment relationship. No employee - male or female - should be
subjected to unsolicited and unwelcome sexual overtures or conduct, either
verbal or physical.
Sexual harassment does not mean occasional compliments of a socially
acceptable nature. Sexual harassment refers to conduct which is offensive
to the individual, which harms morale, and which interferes with the
effectiveness of our business.
- Prohibited Conduct:
'~
o Repeated offensive sexual flirtations, advances, or propositions;
o Continued or repeated verbal abuse of asexual nature;
o Explicit or degrading verbal comments about another individual or
his or her appearance;
o The display of sexually suggestive pictures or objects;
o Any offensive or abusive physical conduct;
o The taking of, or the refusal to take, any personnel action on
the basis of an employee's submission to or refusal of sexual
overtures. (No employee should so much as imply that an
individual's "cooperation" will have any effect on the
individual's employment, assignment, compensation, advancement,
career development, or any other condition of employment.)
Barnett Bank of South Florida will take immediate disciplinary action
against any employee engaging in sexual harassment. Such action may
include suspension, demotion or discharge, depending on the circumstances.
Any employee who believes that he or she has been the victim of sexual
harassment, or who has any knowledge of that kind of behavior, is urged to
report such conduct immediately to Jan Morton, Employee Relations Manager.
~ ~ ~ `
---^
tee' Chapl i n
President and Chi f Executive Officer
February 1989 X9"''963
BARNETT BANK OF SOUTH FLORIDA, N.A.
COMMUNICATION PHILOSOPHY
At 8a rnett bank of South Florida, we value our employees and
respect your feelings and opinions. While reasonable people
may differ on a particular subject, good communication can
limit the scope of those differences and keep them from
developing into serious disagreement.
You are encouraged to bring any work-related question,
problem, suggestion or complaint to your immediate supervisor
who will respond as thoroughly and promptly as possible. If
further follow-up is needed, you may address your concern
with your supervisor's superior.
Unless suggestions or problems are raised, your supervisor
cannot respond. You may not always receive the response you
want, but yo J may learn why a particular action cannot be
taken. Two-way communication helps small problems stay
small, where they are most easily resolved. Early attention
to problems allows those concerned to explore all the
alternatives and decide which solution is best.
If occasionally you feel uncomfortable about discussing a
sensitive situation with your supervisor, Jan Morton,
Employee Relations Manager, can provide eonfidential
counseling and help you to choose an appropriate way to
address your concern.
c.-('1
Lee H. Chaplin
President and Chi f Executive Officer
February 1989
89-963
. EXHIBITS
K
89-963
/~
HUMAN RESOURCE
BULLETIN
date July 1, 1988 No. 62
Guide to Near Education Assistance Taus Rules Coming Soon
Il•
In a recent issue of the Bulletin, we mentioned trot the tau
exclusion for esployee educational assistance bars e~cpired. As a
result, we must start vithholdiaa taxes on certain educational
assistance benefits.
This week, you will receive a guide which provides instructions on:
o Whnt is taxable
o What is not taxable
o Sample employee communications
o New payroll procedures
o New reporting procedures
If you have any gLestions about the chenges affecting educational
assistance benefits, contact Cathy Corse (221-500A) or Molly Daniels
(221-5487).
South Florida Bank Railed b~ Urban Banker_s_for Minorixy_Employw~ent
Achieve~enta K
The National Association of Urban Bankers (NAUB), a professional
society for aiaority bankers, presented Barnett Aank of South Florida
with an award at its national conference. The award recognised
BBSF achievewents in hiring, developing and retaining minority bankers
and for the support BBSF has given to the Urban Rankers Association.
Randy Rolts, a BBSF office manager and NAUB mPmbnr, accPptPCI the
award on behalf of Barnett. The conference, which wa4 Attended by
nearly 600 minority professional bankers from cities throi~gho~it the
United States, wan held in Atlanta.
Several other Barnetters are active in NAUA, and their participation
strengthens Bernett's ties to the organization. Among those holding
office are Christine Nilson, Barnett Bask, N. A., Vice President in
the National Chapter; ?vanne Loins, Barnett Rank of Tswpn,
President of the Tampa Bay Chapter; Don Minor, BAT, PresiciPnt of the
newly formed Jacksonville Chapter, and Pritcille Nunn, RBT, Secretary
of the Jacksonville Chapter.
Feel free to cell any of these officers iE you want to learn more about
NAUB. (Don Minor, NSP 221-5277)
89--963
~~e :~ s. x~3
~1.
A Publication of the National Association of Urban Bankers
Vol. t4, No. t Editor: Aaron R. Thomas. November, 1987
^
NAUB HOLDS
NATIONAL
CONFERENCE
petrol!, Mlkh. Js~ne 9-1~, 19a7
tAiiestln Hotel - Renaissance Center
By Aaron R. Thomas
The 13th Annual Conference of the Nation-
al Association of Urban Bankers was hosted
by the Detroit Chapter (Urban Bankers Fo-
rums The event was chaired by Tyrone Daven-
port Approximately 400 representatives from
twenty two chapters attended the five day
session of meetings. workshops and social
functions
The Conference theme was "Competitive
Advantage Perspectives On Success "
The high expectations of professional de-
velopment and personal growth were met by
several outstanding speaxers throughout the
conference
At the opening session (June 9. !987). the
group was addressed by Charles T Fisher III.
Chairman and President al National Bank of
Detroit. Bancorp
Friday s luncheon (June 10. !9871 was
highlighted ny a rousing Challenge delivered
to banking senor executives across the na-
tion t7y James Miscoll, Executive Vice Presi-
dent with Bank of America Mr Miscoll
challenged fellow senior officers to be more
aggressive in the area of upward mobility to
senior poS+tions for Blacks rn tt-e Banking and
Financial Services Industries.
NAUB's newly elected officers were
installed
Nathanel C Hams Jr President
Damita Barbee Vice Pres. Elect
Ruth Carpenter Secretary
Alvin P lane Treasurer
Congratulations to our new executives.
Walter VYatkins (Detroit chapter- received
our organization's highest individual award.
the Robert J. Samuels Award for "Banker of
the Year"
Friday evernng was highlighted by the An-
nual Awards Dinner Rev Dr Leon Sullivan
(founder G.O.LC. of America! was the keynote
speaker
For the third consecutive year the Detroit
chapter was honored as "Chapter of the
Yeaf "
Evenings were filled with networking at the
many hospitality suites. First National Bank
Continued on page 4
See Conference
Photo Story, Page 3 ~
Nathaniel C. Hams, Jr., President NAUB (felt! presenting NAUB Corporate Membership Cert,li•
cafe. Accepting the certificate for Barnett Bank of South Florida, N.A., is Lee Chaplin, President
and Ch-el Adminisfratrve Officer. In the background. Charlene Taylor Hill, NAUB Vice President.
Programming.
Newest Corporate
Member of NAUB:
Barnett Bank got
South Florida, N.A.
Barnett Bank of South Florida. N.A. con-
tinues tolead the financial market in Florida,
by becoming a member of NAUB.
Barnett Bank of South Fkxida over the past
six months reported net income of 525.3
million, which was up 47 % over last year. As
of June 1987, the return on assets was 1.21,
while the return on equity was 22.23%.
Barnett Bank has offices throughout the
state of Florida, and foresees continued
growth throughout the year and into the
future.
Being partners with the local chapter and
NAUB. will enable Barnett Bank to be more
involved in the association's goals and
activities.
On September 29, 1987, Barnett Bank
hosted an "Executive Night" reception from
5:30 to 7:30 p.m. at the Hyatt Regency Hotel
in downtown Miami.
"Executive Night" has always been a time
to irnite sernor executives and immediate
managers in the Miami area to loin us as cor-
poste members.
In addition, the reception allowed Barnett
Bank, as a new Corporate Member, an oppor-
tunity to share with senior executives and
managers of the financial services industry.
the objectives and activities of the associa-
lion, and to solicit their support on both a
local and national level.
The highlight of the evening was the for-
mal recognition of Barnett Bank as a NAUB
Corporate Member. Nathaniel C. Harris. Jr..
President of NAUB, was on hand to welcome
Barnett Bank as a new corporate member.
and to make the presentation of the NAUB
Corporate Membership Certificate to Lee
Chaplin, President and Chief Administrative
Officer. In addition, a special presentation
was given to Larry Simpson. Senior Vice
President, Human Resources. of Barnett
Bank for his commitment to the local chapter
in actively recruiting other Barnett employees
to loin the organization and benefit from its
programs and activities.
During the evening, the t00 representa-
tivesfrom the various local financial institu-
tions heard remarks by Charlene Taylor Hill,
NAUB Vice President, Programming, Shalley
A. Jones. President of local chapter. Miami
Dade Urban Bankers, and closing remarks of
the evernng from Tony Oglesby, Regional Vice
President, Southern Region.
Thanks to Barnett Bank, the local chapter
has received coin ~+ nts various
financial institutf~ m rice at
"Executive Night"
ft is necessary that you meet all 4 BASIC QUALIFICATIONS and the MINIMUM
6~UALIFICATIONS of the position you wish to apply for. The MINIMUM
6~UALIFICATIONS of all posted positions are listed on the JOBS BULLETIN.
Forward your completed Job Posting Application to the EMPLOYMENT
DEFi4RTMENT at HALLANDALE, MAIL CODE 137-7699. New positions will be
posted for 5 working days before external applicants are considered.
The EMPLOYMENT DEPARTMENT will:
^ Determine if ~rou meet the basic qualifications.
^ Schedule all qualified applicants for an interview with the hiring supervisor
^ Advise you and your supervisor of the pending interview with the hiring
supervisor.
The HIRING SUPERVISOR wi I I: -
K
^ Evaluate the job experience, level of education, and other relevant
factors of all applicants scheduled for an interview
^ Make a final determination on all applicants interviewed and advise
the EMPLOYMENT DEFl4RTMENT of all decisions.
The EMPLOYMENT DEPARTMENT will:
^ Advise you and your supervisor of the outcome of the interview
tf you are selected and accept the new position, the TRANSFER or
PROMOTION will take place within 2 weeks, unless extended by EXECU-
TIVE MANAGEMENT. For salary recommendation, the Hiring Supervisor
prepares all necessary documentation and submits it to the Salary
Committee for consideration.
8s-ss~
E X P LSO R E A L~~L T
H E
~ -- --- -
~ JOB POSTING APPLICATION ~ _
'NAME DATE OF HIRE PHONE #
NET #
I
APPLYING FOR: CURRENT INFORMATION
i
J08 ~: PRESENT POSITION:
TITLE: GRADE: SALARY: -
JOB GRADE: TIME IN PRESENT POSITION: ~ yrs mths I
LOCATION/DEPT: LOCATION/DEPT:
SUPERVISOR:
SUPV PHONE: NET:
BASIC QUALIFICATIONS YES NO
1. Have you worked a minimum of 6 months in your present position?
2. Did you receive a good rating on your last performance evaluation?
3. Are you currently on probation?
4. Do you have another application pending?
LIST THE EXPERIENCE AND SKILLS WHICH QUALIFY YOU FOR THIS JOB.
EXPLAIN WHY YOU ARE INTERESTED IN THlS JOB. (If this is a move to the same or lower grade,
include the reason why you are requesting such a change).
K
SIGNATURE DATE:
DATE RECEIVED:
DATE OF INTERVIEW:
WRITTEN REPLY:
ADDITIONAL COMMENTS:
ACTION TAKEN
(To be completed by Employment Department ONLY)
REPRESENTATIVE:
INTERVIEWED BY: VERBAL REPLY:
DISPOSITION CODE: EFFECTIVE DATE:
Equal Opportunity Employer M/F/V/H
r-
Sent To:
Off ice:
Date:
Barnett Bank of
South Florida, N.A.
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89-953
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,
DORM 8B MEMORANDUM OF 'VOTING ~;;ONF 1 T FOR
COUNTY, MUN C PA~ ~~1D OTHER LOCAL PUBLIC OFFICERS
1ST NAME-FIRST NAMk-Mltwlt hl MAME OF aoAR0. COUNCIL. COMMISSION, AUTHORITY, OR COMMITTE
~ ~ ~ ~~ r `~
DE YURRE , VICTQ.R p,~`, ~ ~} ~"' J Cii of Mi _
_ «,~ rn.~n r~rv,mru reldMISSION, AUTHORITY, OR COMMITTEE ON
3.500 Pan Ame
flTl
Miami
~. M'Hlt'H v01't: f1['l'URREU
~., ~ .
{ f ,._,_~
Dade
WHICH 1 SERVE tS A UNI7 Of:
XCIIY : ~ (41UNTY • prHtR IAC'Al AGENCY
MAMt: OF' P01.ITICAI. S'UWIVISION:
Vice i2ayor
MY F'OSITlON tS: • ELECTIVE Ar}'OINTIVE
v .
rvNO a~usT ITtLE FORM N
i
This form is for use by any person serving at the rnunty, city, or other local level of government on an appointed or elected board.
council, commission, authority, or committee. It applies equally to members of advisory and non-advisory bodies who arc praented
with a voting conflict of interest urldcr Sectiull 112.3143, Florida Sutures. The requirements of this lav-• are mandatory; although
the use of this particular form is not required by taw. you an encouraged to use it in making the disclosure required by law.
Your responsibilities under the law when faced with a measure in which you have a conflict of interest will vary greatly depending
on v,helher you hold an elective or appointive position. For this mason. pleau pay close attention to the instructions on this form
before completing the re~trse tide and filing the form.
~ MiSTRUCTIONS FOR GOMPUANCE WITH SECTION 41Z.3~43~ FLORIDA STATUTES
ELECTED OFt ICER~:
A peraon holding electi~r county, municipal, or other local public office MUST ABSTAIN from voting on a measurc v-'hich inures
to his sprrial private gain. Each local officer also is prohibited from knov<'ingly voting on a measure which inures to the special
gain of a principal (other than a grn•ernmem agency) by whom he is retained.
!n eilhcr case. you should disclose the conflict:
PRIOR TO THE VOTE BEING TAKEN by publicly stating to thr assembly the nature of your interest in the measure on
which you arc abstaining from voting; and ,
WITHIN 1S DAPS AFTER THE VOTE OCCURS by completing and tiling this form with the person responsible tot recording
- the minutes of the meetittg, who should incorporate the form in the minutes.
APPOt~TED OFFICERS:
A person holding appointive county, muniripal, or other local public office MUST ABSTAIN from voting on a meuurc v-•hich
_ inures to his special private pin. Each bcal officer also is prohibited from knowingly wting on a measurc which inures to the
special pin of a principal (other than a government agency) by whom he is attained.
A person holding an appointive local office otherwise may participate in a matter in which he has a conflict of interest, but must
disclose the nature of the conflict before making any attempt to influence the decision by oral or written communication, v-•hether
made by the officer or at his dlrT:ctlOfi.
~ 1F YOU INTEND TO MAKE ANY ATTEMPT TO INFLUENCE THE DlC1SlON PRIOR TO THE MEETING AT V1'HICH
THE VOTE WILL 8E TAKEN:
• You should complete and file this form (before making any attempt to influence the decision) with the person responsible for
recording the minutes of the netting, who will itncotporate the form in the minutes.
• A copy of the form should be pro+•ided immediately to the other members of the agency.
• The form should be read publicly at the mewing prior to consideration of the matter in which you have a conflict of interest.
!~ e
IF YOU MAKE NO ATTEM}'T TO INFLUENCE THE DECISION EXCEPT 8Y DtSCtlSSION AT THE MEETING:
• You should disclose orally the nature of your conflict in the measure before ptrticipatin~.
• you should cattpkte the form and fik it within 13 days after the vote occurs with the person respoeuibk for trcordina the minutes
of the meeting, who should incorporate the form in the minutes.
---
OIiCIOtVRE OF LOCAL OtcFi1CER'1< piTERE>i'1
I V,~ c to r D e Yu r e ~ herrby disclose that on ~..S,Z~ tQj~~r ~ h , 19 _ 8 9_._
, .~
(al A ttaeasurc dme or will Dome before my asency which (check one)
inured to my special private pin; or
by whom 1 am retained.
inured to the special pin of
(b1 The measure before my agency and the nature of my interest in the measure is as follows:
• Item 5, Motion 89-963 and Resolution 89-963.1 referring to
_ review committee all information submitted decently concerning
proposed provision of banking services for a three year period
for fihe City of Miami; and further extending 'the current contract
with Southeast Bank until a decision is made concerning
banking services for the City.
,~`~
/ /'~ ~
Date Filed Siptature
NOTICE: UNDER PROVISIONS OF FLARIDA STATUTES fl12.3l7 (l91sS), A FAlL1JRE '1n MAKE ANY REQUIRED
DISCLOSURE CONSTITUTES GROUNDS FOR AND MAY 0E PUNISHED BY ONE OR MORE OF THE FOLLOWING:
IMPEACHMENT, REMOVAL OR SUSPENSION FROM OFFICE OR EMPLOYMENT. DEMOTION, REDUCTION IN
SALARY, REPRIMAND, OR A CIVIL PENALTY NOT TO EXCEED SS.iJ00.
Ct iO1tM n earn !•AGE
FORM 8S MEM®
COUNTY, M_ Ur~~~~t~~tl
LAS1 NAME-FIRST NAMk-MIDI)L! NAME
SUAREZ , XAVIER ~`1~ nf'~ 3 t
f• l
'~ ~IDUM OF 1IOTIN~ rI:ONFLICT FOR
l~. ND OTaER LOCAL PUBLIC OFFICERS
,.
(; i ~ : J NAME OF tOARQ C'OiJNCIL, CbMMISiION, AUTHORITY, OR COMMITT
.,,+
.1NG AOiHtElR t . ~l ~ ' ~ , ., i
3500 Pan American D~~Y~ (;i,t~~;`•'t=1 ,
City of MiamL_Commi~~ion
THt ar)ARQ COUNCIL. COMMISSION, AUTHORITY, OR COMMITTEE ON
wHll'H 1 SERVk tS A UNIT OF:
X CI I Y :: Cr1UNTY ' OtHtR I,OC'AL A(;ENCY
CIT1 r,j1 ~' ~,'~ ~ • ` C~~rrr NAMk OF POLITICAL b'UWIVISION:
Miami Dade Mayor
WTE OI- W'HIC'H Vlll'k rKY'URREU MY P051TION IS:
October 26 , 19II9 x; ELtECTIVE APPOINTIVE
Wl~lo Mon f~ iroii~uii is
This form is for use by any person serving st the rnunty, city, or other local level of government on an appointed or elected board.
council, commission, authority, or committee. It applies equally to members of advisory and non•advisory bodice who are pratnted
with a voting conflict of interest under Section 112.3143, Florida Statutes. The rcquircmentt of this law are mandatory; although
the use of this particular form is not required by taw, you arc encouraged to use it in making the disclosure required by law.
Your rc:ponsibilities under the law when faced with a measure in which you have a conflict of interest will vary greatly depending
on whether you hold sn elective or appointive position. For this reason, please pay close attention to the instructions on this form
before completing the rn~erse side and filing the form.
M~lSTRUCTIONS FOR COM'UANCE WITH iECTION 412.3143, FLORIDA lTATUTES
ELECTED OFF ICER~:
A person holding electi~r count', municipal, or other local public office MUST ABSTAIN from voting on a measure which inures
to his sprrial pri~•atc gain. Each local officer also is prohibited from knowingly voting on a measure which inures to the special
gain of a principal (other than a grn•ernment agency) by whom he is rt-rained.
In either cast. Abu should disclose the conflict:
PRIOR TO THE VOTE BEING TAKEN by publicly stating to thr assembly the nature of your interest in the measure on
which you arc abstaining from voting; and ,
V1'ITHIN IS DAPS AFTER THE VOTE OCCURS by completing and filing this form with the person responsible for recording
the minutes of the meeting, who should incorporate the form in the minutes.
A>*POINTED OFFICERS:
A person holding appointive county, municipal, or other bowl public office MUST ABSTAIN from voting on a measure v-•hich
inures to his special private pin. Each bcal officer also is prohibited from knowingly wring on a measure which inures to the
aper-.l gain of a principal (other than a government agency) by whom he is tYtained.
A person holding an appointive bcal office otherwise may panicipatc in a matter in which he has a conflin of interest, but must
disclose the nature of the conflict before making any attempt to influence the decision by onl or written communication, whether
made by the officer or at his dircctior~.
lF YOU INTEND TO MAKE ANY ATTEMPT TO INFLUENCE THE DECISION PRIOR TIO THE MEETING AT V-'HICH
THE VOTE WILL BE TAKEN:
• You should complete and file this form (before making any attempt to influentx the decision) with the person responsible for
recording the minutes of the 1lseeting, who will incorporste the form in the minutes.
• A copy of the Corm should be pro;•ided 6rlmediately to the other members of the agency.
• The form should be rtad publicly at the meeting prior to consideration of the matter in which you have a conflin of interest.
'°~
if YOU MAKE NO ATTEMPT TO INFLUENCE THE DECISION EXCEPT BY DISCUSSION AT THE MEETING:
• You should disclose wally the future of your conflict in the aneasurc before pfarticipstinR.
• You should complete the form and fik h within IS days taller the vote txxurs with the person raponsibk for recording the minutes
of the mectins, who should incorporate the form In the minutes.
01=GLOlURE OF LOCAL 4FFICER'= piTER~='T
1, ..~ Xa~i ?- _?., SLarez ~ hereby disclose that on ~.r. _. ~n~t-nhP,- ~h . 19_ $9_:
la) A measure came or will come before my agency which (check one)
._„_ inured to my special private gin;ror ~ `S
d cJiJ 1~3r'•t.J~G ~/a-G~d ~T ~ ~a~ C~93Y'~ ~~ ~2''~
inured to the :pedal pin of ~ . by whom 1-ettt~~etained.
(b) The measure before my agency and the nature of my interest in the measure is as follows:
< $"
Item 5, Motion 89-963 and Resolution 89-963.1 referring to review
committee all information submitted recently concerning proposed provision
of banking services for a thrEe year period for the City of Miami;
and further extending the current contract with Southeast Bank until
a decision is made concerning banking services for the City.
~~ 3l
Date Filed
~.,--~~
ure
NOTICE: UNDER PROVISIONS OF FLORIDA STATUTES f 112.317 (1985), A FAll~JRE 'In MAKE ANY REQUIRED
DISCLOSURE CONSTITUTES GROUNDS FOR AND MAY BE PUNISHED BY ONE OR MORE OF THE FOLLOV~'ING:
IMPEACHMENT, REMOVAL OR SUSPENSION FROM OFFICE OR EMPLOYMENT, DEMOTION, REDUCTION IN
SALARY, REPRIMAND, OR A CIVIL PENALTY NOT TO EXCEED fS,000.
c c fo~M rs rash
PAGE