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Here are the 12 guidelines that landlords and property managers be aware of in order to protect everyone’s best interests and stay in line with housing regulations.During the screening process, if you learn that a prospective tenant is seeing a psychiatrist, is taking psychotropic medications, or has a history of hospitalization for mental health issues, your decision about the applicant’s eligibility can’t be influenced by this information.If a mentally ill tenant has an emotional support or service animal prescribed by his or her doctor, you should waive any ‘no-pets’ policies, provided that the request is reasonable, feasible, and practical. Landlords aren’t required to allow illegal drug use on the premises unless prescribed by a physician.(There is some gray area emerging in regards to marijuana, so look out for updates on this in the future.) While landlords are not expected to be social workers, a timely referral to one of these programs, in lieu of an eviction, could literally be a lifesaver.She heard voices coming from the walls, and the only way to quell them was to physically lash out at them. They shouldn’t impose undue financial or administrative burdens or cause fundamental changes to your housing program or tenant experience.The reasonable accommodation: The landlord gave her a foam bat. You can ask for documents that verify that the tenant meets the legal definition of disabled for the purposes of the Fair Housing Act, or that establish a link between the disability and the requested accommodation. C Section 3604 (f)(9) states: “Nothing in this subsection requires that a dwelling be made available to any tenant whose tenancy would constitute a direct threat to the health or safety of other individuals or whose tenancy would result in substantial physical damage to the property of others.” Where a direct threat to others exists, housing providers should be prepared to present evidence in court that no reasonable accommodation would acceptably reduce or eliminate the risk to others.If they do violate the lease, you’ll need to follow the same processes as you would in any other circumstance.
A private sector employer may contend that its own First Amendment rights under the Free Exercise or Free Speech Clauses would be violated if it is compelled by Title VII to grant a particular accommodation.
This Section of the Compliance Manual is designed to be a practical resource for employers, employees, practitioners, and EEOC enforcement staff on Title VII’s prohibition against religious discrimination.
The Section defines religious discrimination, discusses typical scenarios in which religious discrimination may arise, and provides guidance to employers on how to balance the needs of individuals in a diverse religious climate.
Jason is a freelance writer and editor, as well as an avid fiddler.
His articles have been published in a number of real estate publications including Wealth and Retirement Planner and