Loading...
HomeMy WebLinkAboutM-89-0963...,. _..,.ti.. _ .. ,,,_ W , >~, _ _ ,w.:. 1 CITY OF MIAMI. FLORIDA INTER-0FFICE MEMOfiANDUM Honorable Mayor and Members September 30~ 1989 ro. of the City Commission DATfi: FILE: ~' 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. • 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 /mc t i 1..~ 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. /mc 89-963 3~ ~_ __ -_ -- --- -- - ., 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. ' i `'~ $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. ~:~~-~3 '- r i e ~ ~~ /r`' $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 ~~~~ __ _ -- 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. .t ~~.~"'~. 3d ~J CITY OF MIAMI EVALUATION CRITERIA CAPABILITY ~~ 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. . : a , ~ E ~ -~ ; '~-- l..J 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. ~ . , : f _~ - ~~ ,~ 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. -~ t 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. 9 r ~~ -_~.... ~" ~Yo f19 ~Yi9 ~Nq~ ~ 1'/'v~'aS a 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. ~' ~x 1 -- - _: __ a f7 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. 1 * 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. ~' S' ~~ ~? 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 JEN/1sp D.1/7 ~~~ is ,.i~ 1i ~i i `'! ~~: !RJn~ Sc~uch~st Fin~nd~l Cenlpr, Mbmi, Fb~id~ 33131 }! ~j -l~~' don't ~ 't '. 4 _- '..~ R .~... ~.... 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 ?3 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 ~9-~!~~ .~' 1~ 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 ~~"' /e~ I ,~1 1- 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 ~""~i ~' .~~ 1~ 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. -~- +~ ~ ~ 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 . ~'''~•, Y • •~ A eva 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 --1 l~ Barnett's Ongoing Commitment to the City of Miami October 1989 ss--s~s3 _1_ 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 :~ 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 ---~- 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 1 --~ 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. 2 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 N C Q S V ..1 Z O ~-.. ¢~ Nj ~'+ C¢'S O W W Q r Z r ~-.. --+ p E Q E N p O ~ r.. U O CY r a I~ V ..~! ~ W I.L ar ~ -~-~ _ W O F- ~ a d ti O O to >- r o w ~-» oG O Z 4 O Y ca Z O W C] U S !- F- C !-- Z ti W d O Z a ~ m v d Z ¢ w o r -r r a --• o w x h- N O ~ O r~ N d La. w ~ O d Y ~- Z r Q ~-+ CD Z 1-- F- W O ~ ~ a w W -., 0 z --- d o ~ N Z ~ p ~ O d v W ~ w ¢ p ~- o r r-+ Z O O v V W W !~ F- rr O V Z 4 O ~- J 1~ Z N O GC O ... U 4 Li D LL [Y 3 >- O F- ~ r-• tL1 Z S O U 4 LY U ss-9s3 -- - - _ -. E'er h ~b ~ ~ F • *'' 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 ~~ ~"~ ~~ ~~ .'o v ~o° 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 $20,000. afirm6 Poscio. 0 ~m r -n m C ~ <~ 00 i ~o Om ~s-9s3 ~~Arwn - - A ~ - i t i- -.~ ,. .~,- w~ rw~.~. ~•---- --- - Gty of ~ Ddtbrw Corporct~on - ; ._ ._ ~.... .n•- . • - .... ~ .F ,•~}lriM~ n, • . • ~ . . . Barnett Hank of South Florida. N.A., accepted the Adop-A-Home Challenge and partici- pated in this special project in conjunction with the City of Miami to impra~ve the appear- •~nce of its neir*hborhooas. The Adovt-A-Home Challenge is a project designed to clean-uF ana paint Homes in iow-income neignbornooas of Daae t;uunty. ~n picture is a House. located at 755 N.W. 61st St. Standing in front are Carlos J. Arboleya. vice chairman of Bar- -:ett. and Mrs. L'rnal Rahming, the owner of the house being painted by Barnett Bank. '^~iE r:~1'IIAMnI~TL'VIES Tn-L.l?~1:.r. ~~ I+I ~9$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 .~ 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~ 1 -! +~ _ W , 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' ~. •-u~r - - \t^•r '^.]- ,<a•` •.a.r '. ... a minata Inri• . ..me n+e ano ,e]ro Nr lnltman aare!.• -]•'eu ,~ ., ' rr •.t^. .. rtmaraa n •~' ., ,.n Inr n ..alto, Rp ran• . I,ttn +nt '~[^~ ,. Nnerr li f \mer ia/ N one ]„ ^.. .. -True" • t 'nT In ftlallpn IC pall r,Inlt +n[ -]n+cuunr ^pproprlnr +Iln ,. nal't ~mn'cana ,a.t 8'a; a -r• tl•u/tlc n .-r• ; c-'1 5 c' '.' +, u'c - -anomint In a111an1a rltnl n, ano -. '+• 'ra a ~ 1mn+ta n, InJa. 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 .. m,It'~ r ` Nrpu DnRn ~~.allonal Lonrmllon. Nr 11N •~ ~mmun"a o'eman YW nr aIIRnM t0 eman aJC rraaN '^^rr '•]- '+^ +n]' 'nt kmUCIlCant r,],t T \! ]m r~_r•• - - -.. _ I 1 a~•~Qr ~ QQa~• a ..,'nt ln•.'t„•'cnll Ht aamlllto last 1•ry••l'< - .• ]-U rr~~r - ' "a;1 rKOrp leas lrrrv /o0U umnetea. a• -t ~rr.n ~n.at t• ~ M-J TaviOf - Nnm +t I~rn pas Inr e'u Cnayy . •rr r• N•am~ :ornnra It Ia.'.a • +< 'n e,na nme +r vt `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 rlh o o • CNNf}Ittln OI EIfRt~M EnNrvnwt: Be~_ QIrNfi011 ROtl E Rnponupu". '\urJ eamRl lnunn i;mml5f,nn ,a noleatra t H o b r du en c J pnntnt ro 'Has dltcrlmlmlwn Deco Rased' . . prfkltl~M Ot 40p $Imink ANOenbt: Jot+n C. Mamson $Immk lon a ran tmton Cb~rta,Nw~ ano Arlr Nana ~.:,mrr 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 ,numnn Bay .n+nr term) rumple'. mourn^r a EnMeenMfl ,'a,.• , n •. In!en.r+ +nn Inr II/lemml Iron Ine tednu UetlFi- a` •rt•I• iu/ur ^a+ N+aml boarp nl knllort lr ar let an ~ menl •1 Hnu5l nt ana Lrptn nmllnnal'a rrm +n 'rata'. rnr moortrmtp Uernopmml Intl ~~rnnr nn peen a 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 -~. a rnouunt ~ r.nr u - T NJI>,rll Err 'eaeur r•taa of r.. ca R+ Enrnnnt utncorr -I ton I men to cum an Murtly -•n'am~ anJ ~Ec_' bw late rm ant vr+rn act r•nlarnl last capnulla,ra clot plO are. nt aa~d "Blacl - _ ,naN ^', 'tt •unortlf'nl ~rl\lrMOr ftoTfrN n. fast rar't r'Kleo ol(InalS naa ooubleC' +n ,. , anJ .r..JK 'r ,•n+r a i ^are •t•Rrallona smut morlnr rrcrnl rnr. ~ ••rm 7.!00 to '.000'• r:nnJ nr- <, minl nr n,n 'n Inr taco qtr ana mere ana mprt placat art In Ine U•r tA1r nr Itrrral arnl at• t,,.rJnn ra'c •rl Ctnnt Ir ~.nr titlam~. rnllR ano tlrt for <t` _ _ '-t raucal.^ 6eacn r'ar. Ic tootle Inr .L a Tor 'rr l b~+: ! mllllon Du.aS l+re ee1p+ Inc Ine norrlr a-.u .rrrvtta Mrlormin[ ]-a Rmrr -~•J•m ana •mm~ MvRtr InR. flt 5x16 '1! t uo to all ^r N't nl np+ nouslnt It Inc nc NIam1•Uaae ~ommunltr ~ ollnt +III n' ut to IIII uD Intl unaenat` ire oral Iftuc 'a •^'r tm ^rte turm~ .,r a Jra ma-0an,r Hr Cilled Inr aCfoYnlanllnr In - •+r•+e^' - •'r •R•slrat+on ana •nnln ease ;o"Rr rou'a ,'.e to nu"J euucal„m an allact on aparl~no In ... :nt :nr rplRa^- -pnrnlprn Mlam . ..•uln AlllLa ana rrnfrt04UDt)<1rl lOr .a r •e :'cunt on apow S: muuor t c s rncr -< ma,n• ntnlun Ine l S 'I _ ,r rrnapnnwon ano ^mwuuon rmue'o. promnlnt w ono nme Fnaa. T oast muu or and I don l care a-• r u+c 'rpm ]un bana Inr •I tro oast upln u: Inr ararp +nal pan.. a reallllmallon of rlrnts „ \Ilaml too Uaat ~ounlr ., rnminR' -ncluolnr ~O71t1 El~are •r minonllR'hr taro .- _ r ioanmml pU,lplr/• ' ~ +rrlla pl "K ntC10• ano Uarlt anC . ~iptr n15 t0 pleat \tr ~pleman "r^r+• r ru~lol n/a ..~. Ct ~OUlnn tt lnalrman l-Yt~ lrltt - ^n rcpt eo a tamou5 Ounlt 'torn rnOa alrV anU :past MlO \llaml • ~" Mantras lM1 l)b10 r ^ rYnarar 'late anp anIr151 nOlgl~r 'r'tmRtllnna. nOUllnC - <'UR , Il of l{lanl l ~!, ManatR Hr17 PYlrr 'Ala + M m~,.N .n10 Inr rrpunu IIn01 ~tttflanl lJUnl• ManatR tkrta 1: only lop' Ont r0114n 10 IYm JnJ Ine :mmt0lalt lamllr InlO Inf E.tlral. ICrmrr ]I al[ X11 Or eta 'nr rpflt] Upt10[ do+n." nt Yid. e:onelnr fiaelaN E. lrrflal^ app last rnr. pan rou Imanne coal could r ~C].... 'Ytl rrRlrlp (grtmor ASafr. rnn DtaloreC nl' ~ ntnnen 11 rr all rorl e0 IMRhR' N r - c-pp p00 '•,m. Ine Uaoe lounlr nameuar a+ua upon IurnRl bana .Dula lurnu torn not ur r 1 • H E ~t1Hft for Rvtl~r SvflPm. kno T. Wlllaro •CtaOn •ntl minOntlr .r•at rrr/ram nt u,d Tn,nr net r.,t t. nalrman lrlea Arcane tou R Ie RenR +a to ac. nul I t naltlMt Intl CEO OI tM UrCan LIt~gW of OkG COUmV t'tlr ... nnoutet +"~ a caul m Ine Amt xnar ~ rce Yretlotm MNvu Dann mar of .RI parr Detn to Mt. Pu \' . D _~ -r~I.. ~. - •1 ^rL ^ - - ~ ~7 ~ • aw < ' 1 / ~~ - _q~:~. - ,._. _ >NYnOn ~~ UnONV. Olneetor of •wncv nunons 10r trl~ B~m~n 8knk vlu Cnblmt~n '-"~~ umh-0 Wev. en0 rtorrnr J. Nkltl. oulPlacem~nt COnwnenl won .~~: ~uan•0'D AaMbw m~selon~ Mt•rrr J~kD~wune ~ la nf~l ntlnMnml Plo t~`G Rpm Ae-Idtuua elrartl On Mh~ll of IM was G~otob h. Aeams .fw'. n ~* ~~ 58 Tc 6 F p^ t'~ Q L.l, w ~~y8 c. c .}~ wyy ~ ~ .s. Tr V U ~~ ~i ~ V =t l$ CLA S'~~~V Cw~~S~+ ~.2sE~e _y~ra.B~~~~~~a. S C_ V V j~~jA~'F y =~~YYC =..= ~aLa w .. i. wSyye E~ `oY~= ~.yy.~ L TL i = p uL C~ eE ~C 1Cij Y=~ =r_.~. ~~Y~. n~rC .. . ~ # w _~ a ftd t 317 1. Y e Ct.~ •1t 3 _ _ A .~ Y = ~~ R _ V = ~ w V ~ y ~~OL ~ 3 3 kY # F ~~ws.~fj- .a, L _ a r U - ~ ~ ~ 7 Y yvAe _3'~we ~-~'.~ V ~' V` C~ f V C _ = ~ .C q ~ Z ~ A Y~~L ~a 4 ~ ~ ;~ ~ ~1 L ~~ _ ~~ 4 _ _ ~ r ,~.0 ~~ ~ E~ ~._,Zi- fir ~ 4 k ~ 1 U .k S C w r~ 6 A e ~ ~' ~} w. e A C 6 Ti ^ ~„~ yy .,3CCw SO L' CTAQ~ 'S fry CR ~~c7G~V~5~+ ~4 ? ~ ~q~S •947 C ~ ~SG~-C air jL"~y AwTCpY y ~ C ~ " a v CE~y . } V u Y 3 V E34 ~Ap ~ ~ w ~ R ~ V7 ~ V s ~ 3, C. 4 L A A ~` ~ 4 G "~'~ A V ~ ~ rrrrVllll ~.i ~ ~ _~p~~L,r 4'Y # w z w~ '~ Ca V ~~CwqEL'G~ w... C .. r+ G 4" n Y C 8 c a ~' 3 ''~. 4-.~ e~~ ~ ~ ca o~ ~ a 4y, 4C~ av ~ V t'i A A y4~Y ~ w~^rtC II pEp~~~ Q. s.'SA°t]~ :i2.W `ma.~o^a~~aw$ ~w3,=CV# m o?~ C~Q 5S° 'S~ r oar $, a7 T,k .s^E ~'b 3.3 r ~' ~~ ~m ~ N $a b''~~E t~_tx C~~e `~~+k o YJL~ ~~ C~ ~ C C~ U V A d Y eYe •y ~8r=.u~ `A M~~o L' }i ~ _t E •~r'fA _ ~3= _'y ~o a =r-rta 4~c~x ~.Cni y'_c E A ~ t ~ a~ ~ cr 2 $`'~~ u E i ,ea A`o ~ ~Y o V R ~'^~13 S~V ~•.V V Cj O=p R h fC7 _U~ C c ..,.. aOVTq i4 ~nnA-YL'r y~rGt~.GY~L~Ot ~~x >_-~~~.4E_r~e~uiGUieg~E=~*TM,~",~~,~gSyyyeaiY~~ G 1 ~ ~•A•~ .,tA~QO2S 4 V y~t1N Vr _^~ E`t .7~~~V.L r+ ~YCG'~ i~. ~ SZ~.~.L ~R~C^~TcVCU r 1 ...0 C,%C 6~ b.? ~OL'T~. Q ~^~ $•O+Y a 4LE;~ s . Y _ ~ _ r _ _ . _ ^Q~ =:s `~_m ~f w~4_ ~apE~y,~U ~~r~~'' QX?~ C.. ,. Y~'RC~~ ~f.~t~4~3LC' :t h s ~ _ Y x s w c 3 O e~~ c. ~ w . 2_'+5~ `' w _ _ _ _ i . _ _ _ __:. ._..x c.. _ _ snssa._..~ ~s-ss~ C a 0 r- A H ~a 3 rr ao D tJ7 e s 3 N V C b ~ ~ j ~ / ~ ~ 1•~l ~ ~ ~~ ~ (~ ~ ~ ~1 ~i~~ ~t~ ~ ,•~~ r~~i'~ ~f ~ 0 l~ • -~~~ . 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 . ~ ~,~.~ '. ~.._. _i ~~y. ~t rs ~,~~ i~ i Y ~j. V • .3 ~nn iff ~ V i ~ +n~l • ~ W C m ~~ w i~~ ~ °~ U -~ ~~ • ~ ~ -~' m i -- ~~~ ~ a i O +N U ~ m n^11 Z W E ^ o L,j i U `* -- E c~ O~ -~ O~ L. ~~ p ~~ ~ G l ~ T ~ C ~ C ~ z e a i a ~ = c i ~ •~-, -ors ~ ~, ,= C _'j'- vim. i ~ "~ a `_ ,y•1 ~ ~ (i ,. ~. Y ' A n ~ c a o + r 'f L ~' L Oft ~ ~. 9 ... „~ ~. E e 3 ~7~ v a 3 ~ L d c a r.~~~ a x a ,s °~ V G ~ ~ ~ C A V C L ~ - ~:. ~_~. ~~ a ~ ~' St E " ~ •t i :: n g~~l e~ ~i ~~~II C C >_~ ~ b= ~+~ a 0 a ~- ~ c '`~• ~ ` I ~~~ es-9sa 1 Thr ~lumi Hrnld % Thursdes. Uecrmbet t. 19+` :~'. ~. ~r,` {~ [j ~.-G •. - 'j~.. t'1 i M `~FY ti Nuevos condominios, sueno hecho realidad . ~. ~. ~~ : t'or AiNE\ PR{;1111 ~,«:-•a _~ c, ..,MO n..,, _ ":CnSLalen. Hasta anos. ea iamdus at: Caps - .•,_ ~-_-'~ ~ '~"~~~'* ~~ I I~ r~~;- -' ~~~' ~ ~ ~ ~ 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 .; $36,000 ~= UNCF To South Florida Inter-A~umni Council Says . ~ "A Mind is a Terrible ,~~ Thing to Waste!!" Broward County 317 Volunteers Raise Big Bucks spend sleepless Thanks to John Ruffin, Jr. ni ht at G ~ and WRBD Radio. /TV10 VVP ~arnett Banic, N.A. Auction a Hit Sponsors Poster Sales To ?~racie or Stars Go National! ~I~.BA ~/oiunteers Donate Southeast Bank, N.A. ~:=:oertlse to UNCF underwrites telethon WMBM Radiothons Zayre Cares! Work for UNCF 89-ss3 J: Q; G e! f Y E s n r2 k a 4 C n C 3' n X F M d C a ^ ~'+ w o ~'~" a G ~ C a ~ ~ ~ d . ~. ~ a O v ~ ~ a ~ R '=O ~ i1+ p D t a ,.; G e ~~ v ~` d 3 ° a l '~L f _ N s ..'. C E ~ q C K ~ i (y, ~_ Y y M • a 'a U C d p cW •c a ~ a ~ :C s :x; • N V L w ~ ~ ~ . L ^v i ~ ro a a C - 6 •~ m E c c ~ ~C< y . v . ~ gee;: ~_.~s:> ~. LLi n AC +i N ~, 7 ~ .*~ .'ate ~_ A C +C 3 JC ~ - tC V to ~~°~~~°. 'o as Z ~ a e~ 'yC ~~ G~ is V ~ aver... a (/J a4ucar~ya~ ~ is s ~ 4aC ~ G p L y ~ ~ G V~ ` n E c a ~ pt y,.. G C G a a m ~~~ a~ e~ r a a a Q ~~ eq, ~(y~ ¢a~ d awcrt a u~ ~ r a o~ o` E=3zGa Gi t `?r w ~~,`.9f= e yc a a e ~ aC V p C.C c. c ~ 4~ i 7 A C a a a Z ~ a~y,ce eca ~a• i C'7a V.:=L a7. r _ ... A Y } ~ a ~ a a~ a• a ~ ~~ ~ r3 i - 'I ~ a a a ~ r _ C ~ ~ '~ ~. G "" C 1 i. Y S ^ E' 3~ w ~I ^I i. N a TC r. M G C C Z C s Y i= `c c E z a 0 L' m a a ~ ~a ~~ N ` ~~ c a ~ .Y ~a ~ o Y :. E ~ L w +` ~~Aw~~ ~ r i N `~ . .. ~ u - w w .. .. - ~ - V C - C ".' '~ ~-. ~ .G. -cc _-- _G' c ^--- y4~na =wy `_°c eo _°4°G. oti•em EEC^F_°: _ e' n S- E~ < y w coo=z =' =T - ~: 'c ^+~.. °c c> ~ c -Ee. y,_ _: cR~ir~o._ w~ - En rcc ~s "_'aw:.y~~ ~ ~i.~~ °<~oyca - _ - y~w:c3 voCP` o~ .:•+vw,y,aw~ aE~E"'•_ c ~_:~= E "~^'c <y c_o,r ~Gn~M1g YE_-D ~e-^c~ °-weo~oi > ~ ~ _' n c'~ u n= ° ~ w *~ E w . S r_ ~"~ ^ i$ c e u °_ o_ ~• 8 o n o __ .. 3 Y ~ _ "+ E C Sf ~ !~ C E< L L C ~ w {r C4 E~ 4 w p 4 Z E spi V O O~ C L G~ t c ~ r C~ ~ 6 w .a ~„~ „C ^~ K= 'T ~~ ~ C y y~ 3 w~~ t? E G C n ;~ a y < ~OY.'_- b ^~O j G ... pO tiyyF M.ny.,v OY: .. ~+ 4 }__ ^ '- 4 Y n~ f 4 C 4 ` G 4 t< E u y~ G C Q Ep 4 C~` O .' _. 1<~ ; Y ~ G ~ ._. ~ C ~Yr. G ^ G. V Y~ m V v O Y V G Y Y 6 C O. C : t .. ~ G iJ Q p A 61 < .. M Y O ` - y Y m n~ w G Y y E G '~ t _ V ~4 Y C ~ r „~ ~ ... T sn~~9 n~ sv~'w En v " u4:.mecoc n" ~'p c __ ~:VIY Cn 4ns Pp nC C.~<<4 ~ i` w y 3< O .w 4 ~ C w C C ~. C_ ~ ~„ w~ O~ ~ O 4 M S'! n_ ry _ _ m4 C y ,n _ _ __ > G :. V Y n < L Y W w r v ~ Y w =~ a r k%_ O C 4 G w ~._ "" C w < w~ r 2 _ an a gu nr~~ Y 4 4 i C Y O.V. ~<' w e~ 1 V w C 4 `< a c c R d Y a<- c am E ::: ~_ y w{~ r w ~. •, yin _ w Y E g~ y O i a 6 w v~ _^< n~ t G w= ~y Y 9 ~ Y~ n G a4 n •C ~ n 3 Y v E t fC3 SPV~ W~ 6~ +O t ~*4 9 `r ~ v "^ ~ 'J ~~ i O ~~~ O r M~ ~ d Y C 4 Y 0' n n U 4= r 6 w. m _ C ~~^ G .. VC C ~ ^ O p 6 O y Y w v n wC Y._fin VAewbQ CE CMmy a ...y 47 ~9 ACr~M ^~CC Yw E't'~G -E=C G•~Lr ' uyi C w y o "< " n aE~yyy °m w'~~0: aC GO rp3 by ~`ii OpO is : V4`C~r w= ~•"'E'l G'~Y 4T•s CpEU F<O w~C CP~^CYiYYO 04'O a~`'9 Yms 6y0.a AYR: ±i O_QV C4D n V w A Y O.2'rv"y w G wY~ _ 4 a` Y"' u~E w RuCC>w:V ~RYepL49Y C Gam' ~~ F~' `.. V _ w ~ O ^'< f.~a CO i r E` t p:.G ~~ Y~ V Cw O 441 w C Y O.. s w,i Y Y~ p~ .. `ELY y.0.~ ~4p „'p 4n - 7 m ~ ~GV O YCO.^C Ley': E C pw~W °G cG..t,;Yw..: '_ - as - °""-~°= ~Ee'$=$op` w ~a_r..^:ts:' .n.x ~ p w w t_~~ ~ •y' C C V w T E G C 'y 4~ w O 3 O V V n i. ~ y Y 6 L ^. <. - ~~ G L C w Y n _ _ `_` ~^<eL ~_`'¢ - _.,"'n ~e`e a, e_>a,"~ w.~ `g9°yi Mwm~g~<_.. Ey .y oc~ .3,-<<- '` :c w`:t' c E^EEu^'-nY n:c~o: ~Gnno `u~ ~cuco pG $' o~aQ°>.~ c`wco.w.~~4=. .. G •. pp< _~ C .. R C A ~6<• (' ~ O O C b n 4= C<~ 6 ~ t Y y 9. Q •~ G ? C y •O„ E 4m ~~ ,~ E C w i¢ n tpt, ~ S. T w a V'».8C^. w y' nG O•~Vi .9 4 C,fl w'.~ ~~•"w~ Y ; C; m~ V Y.p.. Kp~Y.m..CyYU ~vw ~a n1° pr. _ _ ~=O E~~>= ~otlw~E `~L ~C _pw ED pt t""°C~4Za WOr OniO •w~ .'LNW C~?OK < Y Y i -^ w C O` y~ C C G. V _: 4 G 1 Y C_ •' r i b w< p i~ W~ O oo V$ 9 ~ ~ w Y~ V O i~ 9 G w G~ s E G 4 0. w 0 4 O P< R s r'J„ioCtWG wS Ri9 OG G.n .. .169..4 ~. •• 4 ~ _ -~~- "~ ~~ 1 A i _ G A ~ L 4Y Y~ 7 T ~ m t~ 0 0 :.4 ' c° c u GRr Lei ,^_ n.o,wsc 4 C U 3 w u V p L`~ O~ „~E~z -YY ~ *~ e ° °~ °'~°.~~ - :,• ~ G Y b..p.Y ~ .. Y w ~ C~4y~ ~ ~~ R C CT CQ U~, w_ E~~9 nmsT `E a.y iv'? ~ 7~ Y 44 m Y Y w u~Tt ~9 Y.O.iY iC.`.E !. y G ~ w ~ C4 ~~ O O r c` 3 G c__ _ _ a d`^~~r~t~ i __ _ uew ~a~ QQ~ ~'r .C~__mw~ ~ ` o w -4: :nw u_`v tv _ r. o~$$~a emip~ s c_-: ~c 3E ~. -- s~-ss3 ~: ; z.mr- ~' - . ~, . ~. ~..>r :, ,;.. k ... ......... .. ... r~ tOlltt `rdR d T1Ra~0." ^'tt l~ _s\ The insider HoRRElOOIEb: T!r B~u Car..... er a.ere.. mm~, nree.. _- .yn Irlr.ene All Hdl 4 Isatere M.r \ ~4 neat 1.tlar. 1 r ,or\e. arrr \roa.r. \eo®w r r awrr Mu. llww d h- .s r -^ r .vw b rr ter /r•!r - ne d wrr tar...a newt r... e~rrNr Br.ar el.wr Crr Iv++rw tier r .err ,fir pry Oaewraq fr aery rrtt W. NiR ~ r r'1 my grads keep up their networking A Y.1 tAHD\I Fa rrrr Hrre d laeerarp Mr rlw.wlranrrn . r.. rrt fiasa ar Ardo Salram\f'\ R•rr erI tr r l9RF mrr d lrYrro tier trot r IOm .~ r lirr Neer l2rs r d Gary r mr IN Isaso r~ P7m ivo Ir- rr ts~ Ites 11\n. Hrae r Aye rr r .~ srdrh mr n r.Aral Nwll r.aln. Nw rN R]ts.e 10 IN ooarrlft'\ rrelHS aolrra \o.. raer\ r - rrrter d I..rrtl. - rn Wr. D\r DIOa d Grel ~s ~o tr tt~A~ew LsOw.O \ pr• py rr.a w trta r r.n r App ®r rter . r ~` pr#a r a\w r rrer b oat wm . ~. tr Har.'a trot Ben pr•r M 1~ sr Ilr Rat d Clreao r llt~a rr Br /rrr d /.~ nas•ua •w.'w Irrr b r trot rra.e. tr r .arf rr r tra' sea W tlrsllp~e d Mr HrR. Asa s r>rdMr.Rrrrrr+rrr Dld prHK EAOO I'\01 •TLr\\ ..+rt .r.aa ilw r r Hlgrc trot r rr \ r Ayo rlac' N rw u r ara~r 1ao (arRClr...m..'ll \Irf Iateap 10- •Qt R r rrrr rr IL• .ra Mr KU •I'w a.wr. Irrr/rP .a r Nrorc ~.rr. r wl r us AyD raaarn_ ll Owroa• • r- rra id aer W er sr nu p\o~l.. t.lllat to ttov I\rrr Iar~tLL..mrri a7 vrY tent 1o- Mr • Hart emra W. HLLI Y airrn w u. Berue mrutl r paw m urr m .Ira rrr • plus wart Fu mr .era 4r W. Rtmo•- Atrf1. r Mr. FWL s r.or.a tae oYe~tac swat we aba FII area ^ r twrro err Borer AaWrr I..alr Dvmr Meer D.upaa\r. ar d 'il. rr !9 /tw\ But Dara arY n Mro Ca_~ Geer Dina la r rpa.srl. •Ce Yb b ~ r .errrsr ra q w er lamuler rr o Ial wn raL• Mr. OrPtap ra Ar rrr. !r W ra oar d Hero Cnr Frerraa ra rr moo .,u rrw rve.. rr. tort. m rrr G1au Mere w erafl Srt r r \ w.rv rr orl toe.area r e.aor.a Nrm Cnr Irarraa r r u.r w.. yat+ Fv Mr RrG rr d'U tri rrs- .~ IrrlrO tetra it yr W 1.~ Erm . GN arowr r Ira[ ttrrr 'TDa Bra w . bra r r dr:. • r ow •II r• t art almwn b R• ia.a.r ra W el.abre .rrr\. Ks_- u w traaar' Aarq tv Ito Halt.. r 'O ow ea. mr_hr>.r Arlrr c]rr• rNa Fna Barge. Au Rtl•Rem. ~w AI.r Orr rra lb Gr- ral [m1 A.ap Fw f\r •TD. trrn d lag row It Ir eor• r r mo b 1m arrl.• CORIIpoIRa MOwR ~~rClrrwr\ M tiOIwRM~t for nr OrsRRRr rrRnf cpwmsRr a corta~nw nu ms w ~a Mr. Rat .,a • r. r r raglr eereGr asu. I(r pe^ r A r .rc aeva ur r amrorr ba' Mr. Rsw Rrr 4•rr r ~w . r.q .a Age II r~ b r11ra rra- oa r. r r^ N r try W sat r fmr aea~er q f>s~ r . nbr r mss rarti mar .rn wu o rr r and ars\\.r' '11r flr w a e.o w w. r b '1'm rrs' W Nao,yrw prw rn b r•4rt' w eM u rK •71r . sr t ara' ur .sr r tray ar. rr •Tlu'\ eenerl. I.....a'n e: '[lr w s r. b P u rrrr' W. Rue y .a.\a aa.er r pcpta a r aaa• Br a'. osr ma. tit.. +t brrp ®n • mR' wa Qi Aam\r plrYlu tiu rrr Rrr• d'I s rn• O.ar. Nra \ rrr d Ir 19s0 .a.\a Sm\, rera r !Yr Apra or vb nr ®r evoap. o Fern W Agra lAaRlr atnMlr Nra eqq rtes tr r trays •I mat AGfa rr be .nm Mbv rr• f0a d r r.~ r< arrlrr b r ara Olra d r tart Ae+Ie e\a\rO w Ir*~ Per~\ - rear qmr d6ar d Gmt S.. Parer VI a aamn er rw p rap P/ art rr \r alt 1 r.n: e.r .aeOr • Met Fro r!1 bIa Get b ^N.ea Md d W 10yar 00 IK m nun. Mr r alwa Wler r W. Fore aee6 rtm •eu\ rOrGM tar rtofar met rar\ \p. r W r+ mlr drr 1\ era ~^ r rp erm Fau .Ir srrl oera rw r eamt• r M .aarrr r tar w r0aa\y q N aAw• r r rNrw vrm rraa aaarn - r r ttrr Car r But l.rrra Wr •r ..etl- Ira Mur Flm Frr.r ray d r As•• r tea •1 r r r Mrs Aes rest • rv rra \ orrew plbi• 1 r r r \ S..r soot war. rt rW rllerr tAI w nr_ gP\'ru b rrara.n G~r\ eur. m met a Lms orm ra m oar wr Se\ yr .a. e~e~a •br r eer• boa Ir ale 1 C LL Ir..~ll- ii. OI peap. ~r err b .prt b W1y m Irl fi a0. Iownf. Id 16_Its. /1's Ir . nlr r t mr a Mo d r F~ w W rratar• eaQ_ 1 Naval tar r rp r qau- rnt. Mt• OnMrp ara rata' •taYemsrrYr lre.n Sr rlan rr OedY~r.e Laaertrl Wr. U er 19ti0. IW •Ifr rurleee.'l ratle.a.ea' Nlre r rba w. \re\ r art r Mrs Ms ra '1 teal pun d In. rarrlr rb Ieb Mes r r Pbr oeo m u vela Olltla I rrrt ' vnr II r r.• r rraa •AJr ro IN ur+n r10i i-a re. r rrrr w ts. w •it nrlr ouro a..rr• Mt Aoc\o ar P gwtm s tea \ attn. ra Bdte. r r'rr v Dour b .~' lti yradd rOn •Illr trgpa Mr. Darter vs Ots•lem'. ran rewalwa nm tour rtsr aura errtl r r ua r to rar..t d A4s Frees Mira. b Tort a rr port. Rat. lard r .ar n IR Boat Fu. aer q tmr .rarer tl pqr r 6er•.r Nr ran war ar Caau.r d Ks\a warts Bin oni. tit rplreera mr an'1 r rr'1 Ir e>rletre b amp sun Nw esrmv. r rra r,m l~.tsn Br 11 A rw w ml Tl•rr •M'tr !'t Goa b r r r rr• n• ter. N Y b ~r0 Mrr. I- miner aapr.' Ml Arr r6 JJmy M! Gate r mr41PR1. Mr MOr(D•Atr R\ ODO 1 ILOa io Hot G.rr r Tart b rrr r1W .tblrtl N err. ur yr laernT Gn r our art raw try trot o0 s n..ea 'Ttn rlrlea'1Nwerre~a~Ie//1~~ A ii.' r ra. 'TLr'. rra~C u.r Ora rata b r r nea' mmaart ton an ao.a tii~/ V v A4 D.yiaq aes aw .r leq r. Yu A m.d.ee R• TL. w.\r wr L..e.r.Np \ our .e. vrl b pt rr.a\e< as Yler b rl OR .i tr w ara rlr • prr~M tJMMSfIIa UIRM CIIRRrwrMt VIOIR Ywr-Mww• fleAOame raelat w ~....... Ienlama: HwM'R RMrRrtd fiRetl frroMMrrl M NNL pl! r\earlurs C11RY1rrorr Ntr MN. Rh reRrq r.Nl KltmfrtMl tIM MMrrn. Rt Mft+Oe- MWwR f)~~ tlMMUf A decade of Leadership Miami <<~ H~rrhr~erlY of l.cdfrrwmlor Nanml'e Drf«f 4 ralfYrNraa eN raerorf r u "Ygoa«t Enlb Mf. •free twrq Y u mYma aeYfaf e.ewn AWtWMY ' n "Slnfleo yarewf" er fret: Jerre Yn t. fYau. flraatefeu r 4 {aNi rltgl. afgnffaN 4lab.rmaMrelarrataf. rrN EYMN AmMtaaa: Ilaf/r 1. Affebra. rr~ 1r NaarM Ilfr r.raq.. rpMpYM w na mflr. fKavvvY r IYf "Meaty e~J" N N rR r la aetr: W Yanaea. Naarearr Y u rbrrf: Fbrar. t-er r Aln Gmir. I~eafirma Bo b iliiariinez is importancia ae fos hispanos en el crecimiento de la Florida ~.er...` .~ ~e ..rl,r ~ -,r...~ J•f.eY~.1 .~.. ~.Ierrr.l- r.r LUIS rEUrE YA!lAMS "Sttallun GlrOfel" 10 If tr b(nr p raWa wf)Or. ) a. leentge N p NaaWV r re. aernar N4 art a woWlue EI rNwnasa at a rbrrea coeerlmuew a aw lunefse.n r «rcuga wcar sp YN •ey. eoe Yarafeet. natu+ne n •rrr aw frrvN a 1 aop roTfpf alra ae ^ ene ffb aNmfq 11 Va. etl If Imilpn^Klf r 10f Wpf tfaeaftlf r M ew Ynara aft a« b «trMmIM4 r la rbr~ La cempYfa alaetae er bfrfr. rfef el eabY r Nlf ea em'aeY YY 6fevr aeu I« Yltmr of rmaavar It rlneor~ 4aYatntt 7 aeepmleo'. fuara m ltTeNa er It "ltYN«t AT• ifntra 0f 1\ rrprc rT Dnla. Cf D~~ •e '.(/0 BW1pf:f AlJO: it:._.: :.•:a.JU ~a1 Ol.urtullru,Y~: pa f. EI teeer\alOf retat6e a~v cuaese Iw a EI Salrfso*. rom. NtMfa0t rl feoteN abtlu M'~f111f Bab M lK R t%1!2 ke ttlpa[S1fICti de UY o ~ ~ f 11 Yp ~~ ~ Qt 17'eg1NllttO deb F~OfldB afar t.fer mgeV gl ellf tomYYtaf alYrffa^ N araan praealta Iagr0 . YI /feebea freer er It Pt11.A: eea "41Yetef tamerpsl mal tOera fp Ira r CLa a la Uelee Aeexa. r ~retw M Yurrt er aw a.ecf b lmeRtaaY errs n r l L•wurf P010pra • Mprnt Nlami Aepm Yerrsef. ~pacr maetrmmMe4 at la rmaf r: crf alresaear troops pn~ ew 0fa nlbp Nq u uraeu et lar M Hrf Yae IOt Iwcaf AYa . tt rrrY. Nau rpuwpr«et. Yaru uraeru r Yareanu neYYU.Y4Y«mewerwaa. Eaemroc~ • Jerre Yff CaNaa Fester umabe eYf p wle e+rasN r Orr en wmpra• srealeeaY n I^ FYM1ebe LY. mameeu se a omen, srJYpa ma • aleawarp er.tn r pf of naAmmcaaa . -_ feOrEla eptlVV. "eer\Yt 00 rPaN t It -tt.L~A f -' aar alY mrff/ fYa u pYanAO r 4 ermYerltrf AI NtK Yf0 r Y NIYYrf. fl Alcaga Ia•xr SYfnt. r Yif Tl. erpew.'-fYNwaaYr Wle Rr'rrlaoerr alagmrON pr N111raf NrawNVtaf q.0a •a mtYriN aw at• OtlK1r lOr up0 ra fgaa ff4ra0W Nra •ar 11 ' WNaN rI GeYMrUYp.rl eaaYSasr WWaMptlaf pas Ilea. eW r Y Irerra. Lasso INrreaegr Yanasn rants •eYrpe. tome tnaele f la err Esefsra. Onasse frnaa• Car "Ye eror rYe « Iraelp auto tIfOY rOrplaae ausaN pfl Ir uU4. elOYtl rNp6 GYb sYaw boaw Iref. fafoYf w warm w Dfpr u•o E GNr. uwarsa Rf - eesrmfre M w•e a.aYeM Or p pyY lat Jrrf rmYla YN. LiaW errren Y LmWe CCYluer Nn wear t 4 fofi~ . . Remefe4Mlf "JhIMeK A11~ SOIe rep ar sarreama, ear t 10 " nrU lrlNere Aemdaaw ".tlp U IamY/nr retpeW If ar Qefp fQOf aW Mt fanmaeYe "IW ercfN a•wa rrtlwaa Nfa tYr nrr EI GrarYaear aaTYrtY el pare rcrere4r per I/YU • q1 afael0e r Ir aaeaeYa Jar Yolr gene aw Y roetsfeY r b nu caY,~>rp ~' ~~ 1 N. r Ifaere Yatasa; Yateaer _ eaeafr W 4sealb r Daee at111esaleerf • aY IN rtaeYa Prnra. et rrIBNIYn Garefer. . "MW r aafmrr arawplA' Y a mff r tap rerterrero aw tore) Y MIM SaYfalea. r aaeo- prYM t V e~wYeww aaf b cestfteYnfoa t N an4 _ nr lMtlel7. aYlrrprWWaar ialrell~ "Eaa fbeYa eN rmeY reY ._ 4car w r r~tlr r w N N Vow « Nrga u aMarrmN : ser'ma+ar+ u e11Ocsear r .. nN/r r sw•r mgmr.a. u. nrau p aloaa ~sWrpu eeme a w areeN neroaaau~ rfesrarfrlMra Wu ap N trsr r/1ctaW art Nm r ea- r bran r nrroYraa . cupuan: r. fen. lepe. r •er -spsYa areaeoaer. Nn rrr a come a rpu as eerrrssesabo ••ra We wren p pY aerY• r maeM riuraersuana. ermo p fYmwp assesaru". aermo ..~ W saes mp tasaavsu Tatarp r sewvaW sn rsrnssramrapwrmurr arwr N ter JNaau Allan .arrY~eNMpatYYa4ptw. AemYauaamr rl CWW of - :4 p w mmatww r salaeMap. Dar; f w W4su. Teat Op :. aw efaa w etlhpa r ar ae: r arsar mfmltnu Jere. r larpaf6rrfw araeaf" top rrap.rt. fi aYaWa r M'fal r ~a Y4m1. -Mn Rremeer: 1 N Ar. _ • calr r aYrataYr. lrleero ' W ewbYaaer Yatvat toe GYrraa 'Ireatsaee sr N Catreat. rtaatmNU. N rear LeYYo - ' wr b .ub eaa r fearer rrr, neewoaras4 r u art a , .CreMaY r aaaatraaW afL aYfarOaa.4balmrweW r/Y . seea ap ~A fY pmmM am Ilafa Y rtlrRY r psr/ar tl •p Yamepr4rlnaa:I erp Yoneaar /faaalee ~erN put ' ap `al tl ~ pwaq aamreu) faalY resales M la temfmMfp . r aelaerMae" ) r tw arerap4t. "Ya are In tnlaq IM 1YO4t t nY W mrl _ =1 aev r ~aG1/aam A/M. aafraat. Rm NetIMY tp pu • tY BmYma AJYYYtlItfr". ew awtw p4 seaalae er/refs . aapr a araea Y eat mY eerw aal". alp4mp . W. r el Vim patyfatY i almreemla. waema W laf LI at'la aos4 4mYae to rn atmaw r L4eaf Umrw / r trerr r Natat N roeafec~ • CYN. 1 IrY ra4rN aN IYn mgru a WWYI rrlf0aaY0a rauw~.Daem.amlp.amseera eef t mmmrp aealelalba4f r IatrrtKaaa, efpartb p N~ r la mR11eC10e. nm1111a W luf rUab mws Ifa rNW r ba 11~ taeeetfee Yr Yaena YaRafo • erralfarlf rWae1 Aa4eq eW r amamNY tplq r T• .YNNtJW YaN. t11aV1aaY. nVa r tenmrrat. art aYf _ _ u M W ereter tarot earth temwe4 4mWra Iff t.YafaY,. amrrasr. Yteus . Lrtrr rl,rap r aer alrretra rlrtY LJY: 1 •b tem we amer4aY YI a . aW W ~ tYYlaTaa Oe 0Yrmra t~wplrNMefyelaif ~, JYalf Or DrfatlRrf di ' tae h M worltmu r ttQV p "MifrLf Amrneaa BYIJrfI pfp.lw.r. moor waweYlroe - aerYN ammumo tp fY Nn0 1 IrfVJat tamp A• ~ 8 963 Eruu rroa~lr p u tflf- mNat CN4a. AfarJle Caret V orator Iaa Itilrlaearp ruu. eaa raYYD Dtria. Aeleoo• Kt. waN W. Jargr sole. Lrn YrWltw. aua11/ TaY. Yfrl- 'WDlaa•MYro.CarWVWtt 1'rfU Yamu4o JWN -t. . W YM r 1.YY Llaa: am Nela loot. Ae1rYq W r4. yrpN. • Altalea r YY>•r, Eargr Yrtafaael.YNnrr4r4 Jnu• • .lM_ at.lf C4R. sal YWe -rnapft p1/ Yalor. /y. Camla~aeY Jr yfml4 WYar Taal ypYJYt. AJOYO' . Cmrt-~~.. ar Oeer kaf.rlp l.arcrt yr~trn l/uY.lAO n~ r ~r.: .: n-... pY.%'.^',?.A-.TL~.w&'•.Jt`~512't'kYt'I It°I~ISe>r~(ir'T _ UI BRIO LAS AMERI('AS tltfAl A • oe r,.o et ~.. r, :. :/: r 7 r ~~ .~ 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. ___ -_----~ 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 ,~ 1 +n d L'L '° a ~ ~ ao ~o ... ~ ~ ~ d ~ .~. n S ~ ~ ~ ,~ ~ n A d ~ ~ 9 ~ m ~ o c ~ ~ !'p ~ z c a "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~ ''~ ~a Fu. itu ~ ~ ~ K nN -- ~ • ' ~1 ...._ Js ~~. ~ T - ti T ~I r ' i rAru nmv1A ' ~'J ~~ {y,py MlT , 1 ' ~~ 1 '1 ' ~. ~~ 1 ~Ni~f~~YCaytJaa r Ga"~'' ~ rODrl011t= Continuan inscripciones ,pal's "Miss Hispanidad" ~.~~~ ..ra.n. n ru.r ..r. N.Or . ..Ylr ruP.ala.a usA Jlf'~. w r ww'.. N r.-•.•• r ow. tw uw ru w.• 4r V.n N f r INr• Plra rP Pr~raualral IRy~aY 1 ^trP r~unuar rrN. prr aNPrIw/ YW W Tr tir. ' rereW.r MWa..M rN rl..vw. rr N rY• r argue f . w ewaa111 r 1. V\Ir A~.r1tW. COOYr1 u~rr rea u armteere r aelerr ertwe_ Ll N eerte~r r r/1r1 M erp-a . u rw r Lwar Uarae. gars e w Ne, rr PWf rra. r W eerare er rfr.r. Pare . rtr r t.r~.u rrt rrry Pree W rrirle. sral eW e1ellau r r pIn urrf.+s.r+ r cn.a. W eaacweeree. v r art rrrr rr rl.re. toter earPeaaaYr ra+ u trrr r u. n ear. r rr. tttaat++tu auaeae. i Y4 M f fY a1{tfr r -_ ~ _- r.rr. r rtraa ttrsear . t.ee.atPVerr u mar ~. 4 craw. tre r. trsrt sma Pertle:Per w re etc• N N etruter IairYNreL eeYaoe raYfrar, r L Y to trY IeYrt Y tPervlu• 1WY. rW r Wete.IrerY W r eetre r ttrtlrr. IltfeWWUear trrru ~ PwwrAe.4 PrertY ~ t IIJU ruNWN Vat rW WPea1/M VSA rlea• Nt r PNrY r ~~ Y4Nt EI NrVr N rlNerar t0 NeeaN. t0r1e/t rl tar /e/Ma DaaL TWr~ ..aura ur": rt goer r. Irrert J.C larglU Pet telr r V OY rleNe '•[trtn .wilar~': f W r• Pert awarerrYlWlb V• otluw ratree rturr t Ittrtrral uarrtet.v: T r N rrer. trwe~ rRi w. Ntr r uu.ra. t reuee nlsrr sb..1 str. w. rea raPwrt r uw r else sturL flerf~ neat. IYr• ttrNelr. rrt~e r hetN lerw -•.•.-•~ Paer e- faert7 NW "JeNW". lerr Yttrea Yeiear Y •rtrear r tl.lP: au. u urrr iN.PtO. t L1q Vtb PW Mre 4 wewreu r• eau. Irr Yetaaae • Alrr IerarltaeL ttetit r Ca1t yPr.Lrr. rlr~:rtr rtRWr ~~ N r.w 61~.e IYL r rY.f1: rteu r ttrtrr r W tor. Y tettrYr r JNY netrr YI etunuar r W 0.Nrn Psoarr YeW/u1 YrNUt /tING LIRr. AY• StrY: NAIIIr M r1YeW ,W Gtrcu, rtne C7taYt n. ear r eaa. rrw. r V {JNNe~ N.nN. Cu W. ryWrriraarr Je ttrr Yarare. Guurrfw Cirtt- CttPertr age ttiVt Md.. W t10ar1r11et r PeNe Wre 1MI.eW rnPeurI NI NT. Vwter. [urtl 101MreaY P.W. W OaN1Yt PR to t-tletea N etu larrft• i Paete. Ne11ru rrs.• eW clog. . . Yt 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$o pro- '-' - porciona y entrega una cantldad de becas a estudiantea sobnca• ~~entesqueseesfuenanenloses• .. _L~~ •~Ft10 L~5 ~`jLi ~`:~~ uuan~~ ~i v U~ JlLlu U ~} I ;nlun careciendo de recursos b ~ .~,:~«.»,w...~ .,„.,,,..,»..~.._.~._ _..... rconomicos. Setenta y cinco es- .......... ,.,..._........_._ ..... "-~- ~udiantes recibieron este a>3o be• c;ts patrocinadas por varias em• _ `' pre~as en este exitoso programs de becas. Barnett Bank contri• ~uyti a este programs anualmen• - te pars beneficio de un grupo de estadtantes de limitados recur- - sos. En la presence Coto aparecen de lzquierda a derecba: Kayasa K. V~si~cer; Ca::~s J. Arboler3. 89 X763 - .7 V EL NUEVO HERALD / MIERCOI_ES 12 DE JULIO DE 1989 Keaeetb Lloyd Binger has joined Barnat Bank of South Florida as vice presidrnt and commercial loan officer at the East Commercial branch in Fon Lauderdale. Binger nad been an assistant vice president and commercial and retail audit mana¢er with Citizens & Southern National Bank in Fort Lauderdale. Binger, 31, of Plantation, is a graduaze of Nia¢ara University in New York. 5 f • a C G1 C ~+ 89°963 Bar ~ ~ - i BANK HOSTS STUDENTS: Soaker Carlos ArDOleya gave a royal - ~ farewell to Costa Rican law students ac Bamett's plush executive suites last week. The future lawyers were here on an exchange program sponsored by Metro-Dade's Sitter Cities Inumatiartal and St. Thanas University Law School. "The program is a link between two geographic regions and has ~ ~vided an opportunity for these students to observe US law in action, " said Law School Dean~Jaquellne Allee. MEEK OF THURSDAY. AUGUST ~,19t•f t 89-9x3 i s i ~ h 4( c/~ Q W ~~"`' i.L 1 ~`-° o ~Ci~ ~~ c ~~~~~ . ~ ~~~a ~ a~~$= -s~~~ ~ E~~ ~$~ J ~ ~~ W "°~ ~ ~ ~ C ~'~_ ~aa~~~~ ~~~~~~~ m W ~~'~3~cc`nc~' ~~ ~~ w o Q ~ ,~ a d U h s. ~ ti Q co~m.cc-m~mmc m° a t~4c - ~ ~v ~ act m~ ~m3~ ~,v, `°vEo~~om'c ~'mi° .~ Q 117 7~ C C N~tl ~ C L ~, -~~mc,ocai~~(pC4cUay ~a~•~y~y6TC1 ~QiC~~ ~+ 'E_ v,cay mr~rd~crar c_ vatmE G~ir:- '~„~iy tIIG>.QNatCwWi7._NCCNC7 O'~WN.?~~Q ~Z7 ~D NScn- `c~c`oom~> oo a,~, ma cd~,~ ~,yc~icEcaio3~iav~ vim' Sm~m~m>m > W A~~dsoaa~s~acrxr~'mc `4-'•'cmttn~a cg~a c ~~r pp {~ c cs ea v m p N:c Qc eo m e ~- a U- ~ E CS$ G W GN Yf (O CRS C QN C m ~9 a`~ ~ >...~~~Ct,~C~Ca xp,G~U~n c A ~~ ~ ~ ~~ a n.~= m"C ~ ~ ~~ H as C~ m wm c ~W ~L°``~~y~cai~yi9,ai°v~ovc, cc'oa~~y~~oNEcaiuw cc~~t9m~~wv--vamcci ~'-~•~°°'~3Eoy~s: m ~' c o•°o-s a o~ `t o ~ aCi•`'' raa ~ a~C} a ~'@c~Uv°v°~aEtoz~ELV _~ °'aE~urece:,~~ c~accov W .c ~zt ~mc~eoco iny~cErec aU~m ~,~.orr. 4c~i~ ~ Utz c O U~C$ 40.'a0 tgb eg O v~ I .~ r - - ~.'. ~~. ~~ ~ 'Vi`a' -Y -. . `_ ~'~~.~~ ~ i !~. ~ ,..: s - Y. ti im ~~ ~~ ,~ 4 '~ ,g '~ o ~~ ~:89-963 w 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 ss-ss~ 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 ~ - 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 ,. - ~' 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 ~~~w~~ 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. :~ J; y w a 5 ~~ D _~ • s t J r y 1 1 i i A 7~. ~_ - - _ SEGMENT I ANS~IER KEY 89-963 .. ...... _.... ..~..~: 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 1 _i 1 d a .j a -~ N _~ 1 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 1 -i 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 _~ ~ 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 r~ 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 ,~ - -~ - - 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. ;~ I I ------ 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 i N0,`„ TION ILL 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. i :! 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 } -~i ~ 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 e9-9s3 ~seiee~w.oesnnQ ~®~. - - - a I i i i 1 1 SEGMENT III ANSWER KEY es-ss3 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. _ ~~. 3 i :~ '~ 1. i ;j I. i i 1 =i 8s-gs3 "I l ~. j 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 f~.M.) irMa~e Aw. FoW wrata Fa tldw.rr. 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 K 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., K 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. K ~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. K 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. K 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. .' - K 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. K 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. c~ c Z //+yW+~~~~~ h- ~i d Q (C~ VJ Q ~~^ i /~yW~~~yy W Yir `a 0 t O_ .1 S 0 O N t t O s ~_ O W • J ~ Y W ~ ~_ M ~y ^`~ y~ y j. 61 ~ {.t yW ~ ~ ~ O 10 K ~. ~ .- r ~. +c W N ~ i t~ O O Q N ~ ~ m O ~ ~ ~ W ~ o y W V Y 4 ~ ~ i{ C ~ '~ _ G •1. _ ~ Y w it r- y y e y u ~ y u v ~ ~ i g pp O T ~ tYJ Y ~+ .1L < i _A b ~,,~ ~ ~ ~ v ''~ ~ o N ~ ~ ~ ~ ~ ~Z Y t! MI ~Y~}} W ~ > 4 N ~ O {. Y G Z ~ ,V •6. U .o t « w ~ y~ ~ •G, = OWiC ~ Y ~ r m Y~~ 6~~ N 4 K N W Y L ~- v v a ~ ~ ~ ~9-~63 ~ ~ t~~ _ K +[ O .v O u 0 b O m 9 L 0 uy C Y i, ~4~ u G ~ V N V O ~ u u 4 t i a ~ yYc L put Y u N O ~u Y O u D ."'. O d O Y ~ O M u •V u_ d L •~ ~ V Y Y ~ '` N > ~ N yC ~ Y 'L J[ .~ = Y V C~ i V ~p N O O ~ .y a o~ u r i ~ ,~ u d Y Y L V N Y ~{. Y = v v S N O N P M L I r O T s Y i L Y L Y V g s N ~`a u N N O • r M M ~ w ~°~c ~~ ~ ~ r r > Y • ~ u ~ LC ~ ~ ~ ~ ~ ~ W Y 1 C 9 ^ V t ~ ~ ~~ g~ ~ p A V L ~~ • ` . YR .. T ! ~ M M • • M <V a~. M C _~ L id ~o r O r > M u_ ~ ~ ... ~ ~ V M r[ ~ ~ n u • g ~ ~" P o si ~ ~ u o ffii r. M ~ ?. • M ~ M N~o6 L {V r_ Y E ,_ G ~ e « ~ ~ ~ ~ ~ r O ~ O ~~~~~ L M ~y O L s X89-963 L 0 ~~, ~ ~ O b ?r a a r ,- r ~ ~ - ., _. ~ a n' w o .~ ~ ~ .. - s _ , .. a ~~~7SS5 + ~ p ~ ~ •• r i, ~i s^ ~ w i»~ w n r w ~ r O -~ .~ tf `~ .+ w ~ w o Q ~+ ~+ ~+ ~ '+ t a ~ N ^ N ~1 w ~ SSSp : ~ ~ 3 ~ 3 ~ ~ ~ ~ ~ g ~ ~ ~ ~ ~ ~ w 7~ ~ 3 n ~ yt~ 8 A < ~~ ~ A ,°. ~ ~ ~ n ~ v a, n ^ ~ a a• n Q^Q ~ a '~ . ~ n Q c ~ ~ ~ ~ ~ 3 ~_ m ~ 5 ~ are w = ~ ~r ~ i ~ ee ~ ~ a ~ =_ ° ~ = ~ ~ r .$. .. o ~~ ° ::~ ~ i :,perQ ~ "''Q" y ~ ^ N O O O r r~ p .71 77 O O N [r~ F_ • r C a 3 r O v r H 9 v r O_ P r ~_ O a r A v m r O a T N T r a N n es-ss3 .. 3 ~• ~ R o '• _ » r = w .+ ~ ~ R ~ ~ n _ g $ ~ ~ x ~ n ~ i - _ ~ r 3 .. «• ~+ ~ ~ ^ ', R fG~ ~ y M rG1 .°i ~ .(N : o7 t . p ~ D M 3M_ ~ O W »• ~ ~ f1 " ~ ~ ~ ~f ~• `~ '°7 ~ ~ q A N ^• ; ~ _ 4~ ~ n ~ C1 •~°7 n p •r ~ w -w .+ p 111 ~• w , ; ~ ~ T 7 ~ 1 w• , w }"1 R ~ H r ? ~• » n T n ~ ~ ' a s ~ ~ 7 Q a ~3t » R ~ ~ s M ~ ." ° ~ tT ~~~ _ ~ ~a ~ ~ _ ~ ~ o ~ ~ ~ ~ ~»~ . ~ ~ : > v O e O v N a+ O ~O O O V \ ~ T T T r r ~ r r ~ r r ~ ~ 70 A "' ~ f~l `C ~ "~ Q x ~ _ a ~ ~ A r +' >R• ~ .~ o R A 89-963 ~ w ~ M O w Q~ tppr o Z e5 3 p ~~ ~ s Z ~ ~ ~ 7 M 'V .~. ^^^ ! w w ~°. 0 0 3 ~. ~ ' ~ ~, ."( ~ ~ ~ ~ a[ + ' w ft~ if T w w O Cw ~. ~ n' O W w w ~ w ~ d, +~ ~ O K r i A ~ ~ ; D O 7pp h ^ w 7 ~ A` w A ~~~ ~ ~ ~ ~ aAx ~~~~ o~~ ~ w A ~ s C ' - e w ~ m m o 1 a v ++~ ~f m r _ w ~ a i h 89-9f 3 ~~'"' `~ ~ ~ ~ i ~, ~ $ r W ~ s ~ y M J d uu 0 r OC W' N ~ ~ ~ ~ .. ... .. ~ ~ ~ ~ M •O _P A f+ O O O O O m s m i o V V M t~ yt L M O `~ L ~ Y r ` C Y d y r i~ 4 r~ {a1 a ~+ u Val ~ t Y C O ~ R ~ H ~ ~ ~ ~ 9 ~ ~'j 9 ~ C 9 C ~ r •~ a~ e ~ ~~ u e o ~ Y u ~~ u ~ Y u N ~ M~< ~ M t M r~ ~ V r ~ V M '^ U M V r tl L N ~+ 7 a M ~~ O O > r y ? r ggY ~ ~+ ggY t7 8 W ~ ~ ~ Q ~ •O a ~ • _ ~+ L = ~+ C = •~ y V V r ~ •+r i .. yY - ~ ~ .. ~ a d d w .~ •~ ~ ~ i i Y Y ~ i ~ s ---_,,,. '. ry .w A w ill 3~'~~ ~~ ~+. Q IOi• ^ ~ 'K if • nn n n ~ {y, O ~ ~ ! ~ ie + ~ A . ~ ? ~ ~ A ~ ~ ~ d n~i. ~ (ll M p. r: ~ e ~ ~ « , o » ~ M A~ " ~ ~'+ ~ A ~ Qr pp A ~ " I +~ O O• M d 1l1 K d K 0 O N ~ _ w w w n w ~ _ w o r~ ~ ti ~ ~' n +~~+ '"~' ~ ~ r ~ r r ~ r 4~ n G w " : rr i ` n i ~ ~ .~ i t ~ ~ A ~ ~ ~ "` ~^ ~ iT .w . .. 6 C 4 ~ K ^ 77 M e~ ~ ~ ~ ~ ~ cn '- n ~ n n n 4 O & K~ K~ ~ ~ K~ A •7 ~ ~ ~ ~F H ~ ~ ~1 ~ 1 rl ? Y ! .~ ~.. ~ ~ ~ ft A ~ ~ ~ ~ ~ F A P 7 ~ ~ ~ N 7 _ a ~ ~ 1 A A FAQ( ~~ ~ A F.. _ t ~j ~~ .~ ~ A M A O ~ w N A t M ~ r ~ .1. }p rr ~ _ ~ _r ~ _ ~ r ~ "" p~ ~ T ~ ~ +• ~ M ~, ~, 10 a K 4 < n .+ ~+ w o i ~ O ~ ~ .~. _ N V N "V ~ ~ ~ _1 V ~ ~+yV" r ~ ~ ~_ W ~ ~ 71/ ~ ~ ~ O ! 3 ~ 7 ~ in rt ie K n K T i C 89963 ~ ~ ~ r s ~ ~ ~ ~ x ^. n A ~' 1^z { ~; ~ :~f.X n ~ ~ ii 7i r ~' w n' i .. .. »_ w < n r ~~ ~ o ~ ~ `~` • y '~ o O A A ~. t f! A ~ ,^ ~5~~~, ..~ x~ r ~ i3 ~' ~ ~ N O ~~~ "~ ~ ~~~~ , ~ ~ , ~' ~ ~ ~ ~ `• ~• ~' ~ ~ ».~~. ~_ v T or A r w_ M R a r .r S r .. o r s .: .~ ~ :. ~ o ~"_g ~~_ a ~c ~ r K ~ ~ r n ~ A .• ~ .. ~c 7' o n n ~. ~ m ~ ~, ~ m a o S 8 i? X°. ~ 3 o e w w , .. ~, > o g , _ ~ a s m 0 0 0 0 o es v+ ~n m Isfl T J4 wyS, r J r ~ ~ ~ J O ~ ~ , ~ /~ ~ ~ ~ ~ ~ ~ w_ ~ m m ~ T ~ ~ A r i r 89-963 1 ~ _ A ~ A A .1 ~ A ~ ~ ~ b _ M ^ ^ ^ x • y1 r ~ x ~ ~ ~ ~• ~ ~ ~ n w w n ~ ~ ~ n n ~ ~ R. ~' ~ ~ ~ .. ~ ~ .. .`, ~. A O 6 9 ~ r ~ A d iF ~ ~ ^ 1'1 O M1 ~ ~ °G ^' 7 M ~ ~ n H ~ •Np ~ O < _ ~ r ~~j, `~ A N ~~ ~ O ~• A M ~~ ~ y ~• C N 0 p ~ 1 ~~ q ~1 d ~' ' A ~y r .~i < 3 , !~ N _ a s N ° ..^~ '' ~ '^ Q m 'p ~. ~ ~ ^ 1 ~ r ~ w N 7 A3~~~~ ~~~ ~~ ~ ~' ~ ~A Ca ' n e :, ~e ° ~ ~ Q iO .. s Q A A r A ^ M _ ~ P ^ 7 w ..~ w 'C a .~ M K 6 K ~ CD m ~ ~ O C O O ~ N N ~'" M ~ ,Z z s T T T ~ T ~ .~ ~ N r r -r r r A ~ s ry ~ ° 1 't K ~ j O M ~ ~ ~ 0 ~ A ^ w N A ~ ~ b N ~9..~s~ ~~- w e r_ R s s J w = w ~ ~ v ^~.g~ ~o a ~ ~ ~ ~ ~ ~~ ~ x !' ^ y ~. C ~ ^' "~ ? ~ ~ ~ M ~ ~ i O » p=~~~=. • »N fr R M A ~ ~' r~ ~ ~_•;_ ~ ~ ~ a ;. A A ~ C ^ ~ 7 » ~~~ r r N K~ P .. e A :. ~ ~ _~ ~' r ^ *~ ~ ~ i ~ Y7A ~~ ~ A .. ~ T =C ~~ x • ^ w_ S ~ 7~ r r~ M ~ ~ ~ O ...: ~, b 5 ° ~ ~ ~ A ~ ~ ~ ~_~"'.~~ L C~ ~ ~ P ? ~ ~ .~ w ~ "~ way , • A A -• ~ ~,~ ^~~ ~~g~~,~ x w .~ _ Q' A S ^ ~ ~ ,~ A w M < ~ i O w ., :. ~. o ~ $ a~ ~ ~ S ~ t ~_ ~_i'``~ A w ~ : ~ w a s ~ a, ~ t r r '4• ~ ~ ^ 0 H • ~ ~ ~ i~ " ~ ~ ~~ Q ~ S ~ ~ ~ K ` ~ ~ ~ O H re •- .. E ~ M ~ ~ ~• A ~ y =. ~_ ~_~ ~~ a _. ~ ~ ~ 7 ~ ~ ~ w a ~~ , n ~ n~n~ ~ ~ ~s ~ M K ~ ^ ~ s S$ > ~ T *-•"~~-• Q ~' ? ~ g ='c,~,'~ `n ~ ~ ~ O O vii < .' .~ Z ! C C ~~~ g ~R~~•.pp. 1A ~ = n L C_ ~ S K a _. ~ ~ ~ ~ n ~ ? ~ T w N O ~ ~ ~_ 0 r M V J ~ + ~ ~ ~ T T i T r ~ ~ ~ A N O A T ~ w Q s. ~ ~ n ~ S ~ O) ~ ~ 89-953 - - - __- ~• `;~,~ , 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