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ESPECIALLY DURING BOOMS Some geographic areas of the Puget Sound region are currently enjoying a period of high occupancy. Clearly, there are several factors contributing to this status. Outside influences such as the overall economy, a growing desire to reside in the Seattle area, the job market, interest rates and of course, new construction have a direct influence on the length of time this condition will last. With these facts in mind, we as management professionals must focus our efforts on resident satisfaction and resident retention. While doing so, we must not lose sight of the importance of our future resident programs. A key issue of importance in all of these areas is fair housing. Unfortunately, a high occupancy rating does not exempt us from potential discrimination complaints. In fact, statistics show that the very opposite may be true. Consider an applicant who feels he/she was unfairly treated by a member of your leasing staff. It may be true that the property has no vacancies at the present time. It may also be true that your on-site leasing employee may be negligent in his/her efforts for securing qualified future prospects by failing to utilize a waiting list, future resident program, or other similar vehicle necessary for maintaining high occupancy over extended periods. However, let's consider the impression that the scenario offered above might give to that prospect, especially if the prospect felt that he/she represents a protected class such as familial status, disabled person, or racial minority. Might the fact that this prospect was not offered an opportunity to be placed on a waiting list be deemed discrimination? The fact is that it might. Perception is a very important consideration. True or not, it could be perceived that during a period of high occupancy, leasing professionals engage in unfair housing practices for one simple reason – because they can. In reality, one may feel that fair housing discrimination occurs during high occupancy periods because such discriminatory acts are more easily veiled, disguised or difficult to identify. It is this very "camouflage" that produces an increased concern. Unfortunately, even an isolated incident can produce financially devastating results. Similarly, periods of success such as one of high occupancy can contribute to a lax attitude on the part of your staff. As in any professional environment, human nature is human nature. Thus, when things ARE going well, many otherwise well-intentioned employees may become disinterested, take shortcuts, or even adopt a lazy manner with regard to standard company practices. Failing to address this potential for fair housing infractions will undoubtedly create an environment in which complaints are welcome, perhaps even commonplace. While completely preventing such complaints may not be viable, a goal of at least decreasing their likelihood can be achieved. Inform your staff of company policies regarding the treatment and acceptance of prospects. Be certain your leasing staff understands that these policies apply even during periods of high occupancy. Especially during periods of high occupancy, insist that these policies are followed. Monitor your staff's performance and adherence to fair housing policies. Enforce your policies. Finally, enable your staff to succeed by providing them with knowledge and ongoing training in the area of fair housing laws and practices. Adapted from an article by Janis Pelletiere in the AASK Update, June, 1997. For additional information, call 1-800-339-2861 or see her Fair Housing website at http://www.jancyn.com. Published with permission from the author and from Apartment Association of Seattle & King County. If you have questions about Fair Housing laws and enforcement, contact the King County Office of Civil Rights at 206-296-7592 or 206-296-7596 TTY. Your comments about this Web page Updated: Mar. 20, 2007 King County | OCR | News | Services | Search Links to external sites do not constitute endorsements by King County. |