DOJ Announces ADA Settlement Involving the Liberty Bowl in Memphis And Why It Matters to Apartment Communities

Late last month, the U.S. Department of Justice (DOJ) announced that it had reached a deal with the city of Memphis, Tennessee pursuant to the Americans with Disabilities Act (ADA) to improve physical accessibility for people with disabilities at Liberty Bowl Memorial Stadium (the “Liberty Bowl”) which hosts various college football games.

Pursuant to the terms of the agreement with Memphis, the Liberty Bowl will be required to install a total of 282 wheelchair spaces and an equal number of companion seats around the stadium at Row 25 and in the upper concourses on the home and away sides of the stadium.  These new wheelchair spaces will be spread out throughout the Liberty Bowl to provide those in wheelchairs similar lines of sight over spectators who may be standing that are comparable to those offered to individuals without disabilities.

As a part of the deal, the Liberty Bowl will be evaluated to ensure it is ADA compliant with respect to its concession stands, gates, elevators, suites, press boxes, ramps, and restrooms. Memphis also agreed that it would hire an architect to certify that each alleged ADA violation is corrected.  Although the DOJ did not file a formal complaint, the government pursued its own investigation.

While apartment communities do not typically fall under the exact same ADA requirements as do sports stadiums like the Liberty Bowl, what is important here is that we still must evaluate and respond to reasonable accommodation and reasonable modification requests from our residents with disabilities. Otherwise, you could find yourself subject to an investigation pursuant to the Fair Housing Act.

Just A Thought.

How Does the Fair Housing Act Define "Disability"

I got a question today that seemed simple enough, but then I thought about it for a minute and decided it merited a blog entry.  The question was:  Under our Fair Housing Act (FHA), just what is a disability?
 
The FHA defines disability or handicap (although the term "handicap" is used in the FHA, the trend today is to use the term "disability") as:  (a) a physical or mental impairment which substantially limits one or more of such person's major life activities; (b) a record of having such an impairment; or (c) being regarded as having such an impairment -- but such a term does not include the current, illegal use of or addiction to controlled substances.
 
This last clause basically means that current drug use is not a disability, but if someone has stopped using drugs and is in recovery, that could qualify.
 
The issue of exactly what is a disability comes up when reviewing a number of fair housing related issues, but is commonly discussed when evaluating reasonable accommodation or reasonable modification requests.  A prerequisite to an accommodation or modification is that the resident or applicant be disabled.  And, as such, he or she needs to meet the above definition.
 
Just A Thought.

What Happens if Management Fails to Appropriately Evaluate and Consider a Request for a Service or Companion Animal? You Get Sued.

Loyal Fair Housing Defense Blog readers know that responding to reasonable accommodation and reasonable modification requests by our residents is a must. The law is very clear that disabled residents (and applicants) have every right to request an accommodation (a change in rules or policies) or a modification (a physical change) that is medically necessary and does not cause a unreasonable burden to the property. One of the most common reasonable accommodation requests is for a service or a companion animal. These can come, for example, from a resident at a property which otherwise prohibits pets or from an applicant who should not be charged pet fees for a service dog. When management does not appropriately evaluate and respond to these requests, the potential for more serious problems abound.

Earlier this year the Department of Justice filed an action pursuant to the Fair Housing Act claiming that a senior housing community failed to make an exception to its no pet policy for a resident who suffered from severe respiratory problems, anxiety issues and a handful of other health problems. Despite receiving letters from at least four medical professionals explaining the value of the dog, the building refused to change its policy and made threats of eviction and fines. The resident passed away one month after the dog was ultimately removed from home.

The case settled earlier this month and required a significant payment to the deceased resident’s spouse along with other ongoing compliance and fair housing training requirements.

This case is yet another cautionary tale about what can happen if management fails to evaluate and respond to reasonable accommodation and/or reasonable modification requests. In short, if management does not do it right, you may really need a lawyer like me.

Just A Thought.

Can Group Homes Be Zoned Out of Existence? A New Case May Provide Some Guidance

An issue which comes up from time to time is the intersection between the rights of municipalities to enforce their respective zoning rules and how group homes for individuals with disabilities who require reasonable accommodations under the Fair Housing Act (FHA) are to be treated. We may obtain some new guidance on this point as earlier this month, the U.S. Department of Justice (DOJ) filed a lawsuit against the city of San Jacinto, California alleging the city violated the FHA and the Americans with Disabilities Act (ADA) based on its treatment of group homes for persons with disabilities.  

The action, filed in U.S. District Court for the Central District of California, alleges that the city improperly restricted the ability of group homes for people with disabilities to operate.   The DOJ’s lawsuit further alleges that the city targeted housing for persons with disabilities for enforcement actions, including a November 2008 sweep in which officials appeared at homes unannounced and questioned residents with disabilities from a prepared questionnaire that included allegedly intrusive questions targeted to persons with mental disabilities.  The complaint also claims that the city has conditioned the grant of a reasonable accommodation on the adoption of unwarranted limitations on the residents of homes for persons with disabilities.

The complaint seeks a court order preventing the city from enforcing its laws in a way that unlawfully discriminates on the basis of disability, and prohibits the city from failing to make reasonable accommodations as well as monetary damages and a civil penalty.    

The city attorney reported that back in 2008 it updated a zoning ordinance to specify that if someone rented out rooms to two or more unrelated people, that constituted a “group” house and would not be allowed in a neighborhood zoned for single-family residences. Nevertheless, community care facilities – those licensed by the state to provide treatment and housing for the mentally ill and disabled – are permitted to operate anywhere in the city. The legal issue will likely be that group homes, which are not required to register with the state, are not permitted to operate in the city except for areas zoned for apartment buildings and multifamily housing areas. The city attorney reported that the city relied on a joint statement by the Department of Housing and Urban Development and DOJ in which it claims the city could regulate group homes if it did not discriminate against people with disabilities.

As I have written previously, there are always two sides to every story and allegations in a complaint are just that. We here at the Fair Housing Defense Blog will continue to follow and report on the outcome.

Just A Thought.

Can Management Be Responsible for a Reasonable Accommodation That Was Never Requested? No.

Your Fair Housing Defense blog editor got a good question today that I thought merited an entry. Is a housing provider required to provide a reasonable accommodation or reasonable modification to a resident (or applicant) if an accommodation has not been requested?

The answer is no.  Before management can make a reasonable accommodation or modification, the resident or applicant must make a request. To be sure, there is no required format for a request. It can be oral or written. It can come from a resident, applicant, or family member. The key is that management must be put on notice that there is a pending reasonable accommodation or reasonable modification request.

Now, does that mean management must grant every request exactly as sought by the resident? Again, the answer is no. But, management must review, evaluate, and respond to every request. If we cannot do what the resident wants, is there something else that would meet the needs of the resident? We must always engage in the interactive process to determine how best to meet the needs of our residents and those applying to live in our communities.

 

Finally, the law is also clear that an unreasonable delay in responding can be deemed as a failure to make the requested accommodation. Failing to respond will more than likely ensure you will need the services of a lawyer like me.

 

Just A Thought.

What Can Happen If You Design And Build Multifamily Housing That Is Alleged Not To Be Accessible To Those With Disabilities? You Write a Big Check.

Earlier this week the U.S. Department of Justice (DOJ) announced what is believed to be the largest disability related based housing discrimination settlement fund to resolve allegations that a number of entities located in Texas discriminated on the basis of disability in the design and construction of multifamily housing throughout the United States. 

Under the terms of the settlement, the defendants will pay $10,250,000 into an accessibility fund to retrofit a number of properties and to increase the number of accessible housing units in various local communities.  The agreement also mandates that the defendants pay a $250,000 civil penalty.  This is believed to be the largest civil penalty the DOJ has obtained in any Fair Housing Act case.

Make no mistake, as a defense lawyer I know there are always two sides to every case and just because the DOJ files a complaint it does not mean the allegations are true and/or complete.  We all should take the time to review both sides before making up our minds.

Following an investigation after which DOJ concluded that there were accessibility barriers at various properties, the government filed the complaint in March 2009.  In addition to the $10.5 million payment, the consent order prohibits the defendants from discriminating on the basis of disability in the future and ensuring the retrofitting will indeed take place.

This case reflects another cautionary tale that confirms builders of multifamily housing must review the Fair Housing Act (FHA) and evaluate accessibility issues at the outset of a project or risk significantly greater expense to retrofit properties.   Let me repeat: when building new multifamily housing you must fully comply wit the design and construction requirements of the FHA and Americans with Disabilities Act (ADA).  Or you may really need a lawyer like me.

Just A Thought.

Just What is Section 504 of the Rehabilitation Act of 1973?

Here at the Fair Housing Defense blog, we spend most of our time reviewing and discussing issues surrounding the federal Fair Housing Act (FHA).  At times, we also review relevant sections of the Americans with Disabilities Act (ADA).   Just recently, I got a question about  what is "Section 504" and why does it matter.  "Section 504" is a part of The Rehabilitation Act of 1973  -- which when passed was perceived as an important step for people with disabilities.  Indeed, some believe The Rehabilitation Act of 1973 was the most important law passed concerning disabilities until the ADA In short, The Rehabilitation Act protects people with disabilities from discrimination in federally funded programs.  

Significantly, The Rehabilitation Act created specific sanctions and enforcement policies, providing the government authority to ban federal funds from entities or individuals who discriminate on the basis of a person's disability Section 504 of that law provides"No otherwise qualified handicapped individual in the United States... shall solely by reason of his handicap, be excluded from the participation in, be denied the benefits or, or be subjected to discrimination under any program or activity receiving Federal financial assistance, or under any program or activity conducted by an Executive Agency or by the U.S. Postal Services.

In practice, what happens is that some of our FHA cases get investigated in essentially parallel proceedings -- once under the FHA and then again under Section 504 (if the allegations involve discrimination based on disability at an affordable community).  To be candid, I think our resources would be better used by not having two concurrent investigations involving the same set of allegations, but I need one of you to get elected to Congress and then change the law.

Just a Thought.

Can An Apartment Community Advertise a "No Pets" Policy? Yes -- BUT Don't Forget About Service Animals

One of my recent posts concerning service animals sparked a good question that deserves a response.  Is it lawful under the Fair Housing Act (FHA) for management to advertise an apartment building or community as a “No Pets” property?  And, if so, how does that fit in with a request for a service animal?

The answer is: Yes – management may restrict the presence of animals as pets in an apartment community. Under the FHA, it is not unlawful to advertise that pets are not welcome in a building or community.  In making such a choice, management could legitimately be noting concern over excess damage or noise caused by animals. Such a decision, however, may well shrink the resident pool for your community as many potential renters love their animals.

So, while a “No Pets” policy is not necessarily a violation of the FHA – management at such a property must still ensure that reasonable accommodation requests for service animals by residents or applicants with disabilities are correctly evaluated and responded to. Let me repeat: even if a community is a “No Pets” property, management will still need to review and permit service animals in appropriate circumstances. Owners of service animals, of course, are not charged a pet fee, pet rent, or a pet deposit.  Their animals should be welcomed.

A good question.  And I hope this post might help avoid you needing to hire a lawyer like me.

Just A Thought.

Please Do Not Attempt to Classify Your Pet As a Service Animal. Such Efforts Make Us All Look Bad.

I feel like the Fair Housing Defense blog is turning into the service animal question line.  I am fine with that as it remains important to ensure management knows the difference between a service animal and a pet. 
 
To review, a service animal is not a pet.  A individual who is disabled uses a service animal as an auxiliary aid -- think of it as similar to a cane, a wheelchair, or crutches.  Service animals are essentially medical devices necessary for an individual to enjoy the full use or his/her home.  As such, our fair housing laws mandate that management make modifications to "No Pet" policies and permit the use of a service animal by any person with a disability who submits a reasonable accommodation request.  My preference is for service animals to wear a collar or special harness for identification -- although there is no rule that mandates that service animals be visibly identified.
 
 
Similarly, a companion animal (sometimes referred to as an emotion support animal) assists people with psychological disabilities.  Emotional support animals can help soothe symptoms such as anxiety, depression, or stress by allowing residents to live independently and full enjoying their home environment.
 
Service animals are not charged a pet deposit or extra fees for rent.  Nevertheless, service animals owners must still ensure the animals behave and the resident is responsible if the animal causes excessive damage to a unit or common area.
 
Management may ask you to medically verify your service animal.  We are not doing this is to intrude on your privacy -- it is simply to ensure there is a medical need for the animal.  Unfortunately, I am seeing more individuals with pets trying to get the pet classified as a service animal in order to avoid paying a pet deposit and/or to avoid "No Pet" policies at certain communities.  Such conduct makes the pet owner look bad and denigrates the work done by service animals to assist those individuals with real needs.
 
Just a thought.

Always Respond to Reasonable Accommodation/Modification Requests. Please.


 
Anybody remember the 1981 classic Bill Murray movie Stripes?  It is one of my favorites.  Remember the scene near the beginning of the film (before he joins the Army) when Murray's John Winger notes that over the past few hours he has:  lost his job, lost his girlfriend, lost his car, and lost his apartment?  And then he gives the punch line:  "And then depression set in."  I know how Murray/Winger felt.  Okay, I am exaggerating just a bit, but I did feel like snapping a pencil.
 
I was doing some fair housing compliance for a client.  We were reviewing reasonable accommodation and reasonable modification requests from residents.  We came to one reasonable accommodation transfer request that was received from a resident in January 2012.  And we could not find any notation in the file that the request had been responded to and/or considered.  And we are now close to three months later.  That just cannot happen.  HUD and various state agencies can and will conclude that a failure by management to respond to a reasonable accommodation request is essentially a denial of that request.  While there is no bright line test for how much delay is too much -- the point is that there should be no delay in at least sending our residents an interim letter and noting we are reviewing the request.
 
I have written any number of times in this space the sequence of events that should take place when management receives a reasonable accommodation or reasonable modification request.  First, ask for it in writing so the file can be appropriately noted.  Send the resident an interim letter acknowledging the request and seeking appropriate medical/health care documentation (if necessary).  Evaluate and decide what management can do.  Once the decision is made, inform the resident in writing.  Keep copies of all documents in the file.  Note any oral conversations to further demonstrate management is working through the request with the resident.
 
Am I writing that management must grant each and every request received from a resident?  Absolutely not.  But, management MUST respond to each request and management is required to engage in the interactive process to evaluate every request.  Again, not responding will put management in an unnecessarily weak position if and when a fair housing complaint gets filed.
 
Do I want you to hire me to draft your reasonable accommodation and reasonable modification forms?  Sure.  Can I provide you with the appropriate letters?  Of course.  But if you don't want to hire me, hire someone else.  The important point is to ensure that management does not ignore reasonable accommodation and modification requests from your residents.  If you do that, then you will really need to find a lawyer like me.  
 
Just A Thought.

Restricted Breeds and Service Animals: How Should Management Evaluate These Requests?

As aptly pointed out by Debra McGhee, the Director of the Baltimore Fair Housing and Equal Opportunity (FHEO) office, a related animal issue is how rules concerning restricted breeds for pets apply for service animals.   The most recent guidance from FHEO is that the office does not believe that restricted breed pet rules apply to assistance animals.  The logic here is the same as the reasoning that leads HUD to conclude that pet deposits don’t apply to assistance animals.  

According to Ms. McGhee, while HUD and DOJ have yet to issue a “Joint Statement” specifically addressing assistance animals in housing, we might look to the Preamble to HUD’s Final Rule, “Pet Ownership for the Elderly and Persons With Disabilities [24 C.F.R. Part 5]”, which was published in the Federal Register on October 27, 2008 [see pages 63835-63837] for additional guidance when confronted with a restricted breed rule.  Specifically, the Preamble guidance states that the Fair Housing Act’s “direct threat” analysis also applies to “reasonable accommodations” assessments of assistive animals: 

 “The determination of whether an assistance animal poses a direct threat must rely on an individualized assessment that is based on objective evidence about the specific animal in question, such as the animal’s current conduct or a recent history of overt acts.  The assessment must consider nature, duration, and severity of the risk of injury; the probability that the potential injury will actually occur; and whether reasonable modifications of rules, policies, practices, procedures, or services will reduce the risk…..”

In practice, this means that management needs to carefully evaluate all service animal requests and not reflectively reject a request solely because the animal is on a restricted breed list.

Just A Thought. 

 

 

 

A $20,000 Decision -- Is it a Pet or an Assistance Animal

Do you know the difference between a pet and an emotional assistance animal?  As an apartment management professional, you should.  Or you might find yourself in a Fair Housing Act (FHA) lawsuit with the Department of Justice.  That is what happened to a community in Utah which it was alleged refused to grant a reasonable accommodation request to a resident.  In a case that settled earlier this week, the DOJ announced a $20,000 payment to the resident along with a consent decree that resolves a lawsuit alleging that a Park City, Utah condominium association and its management company violated the FHA by refusing to grant the resident’s request for a reasonable accommodation.
 
The action, filed on Nov. 21, 2011, in U.S. District Court for the District of Utah, alleged that the community and property manager refused to grant a reasonable accommodation request so that the resident, a disabled combat veteran of the first Gulf War, could keep a small dog in the condominium he rented to help him cope with the effects of depression and anxiety disorder. The lawsuit further alleged that the defendants refused to waive their pet fees and insurance requirements and issued multiple fines that eventually led to the non-renewal of the resident's lease.
 
Under the consent decree, the defendants will pay $20,000 in monetary damages as well as attend fair housing training, implement a new reasonable accommodation policy that does not charge pet fees to owners of service or assistance animals and does not require them to purchase liability insurance, in addition to extra notice, monitoring and reporting requirements.
 
The lawsuit arose as a result of a discrimination complaint filed by with HUD. After an investigation, HUD issued a charge of discrimination, and the defendants opted to have the case brought in U.S. District Court.

This case is another example that management must know the difference between a pet and a service animal.  We must, of course, always evaluate and respond to requests for reasonable accommodations or reasonable modifications.  And we need to get it right. 

Just A Thought.

Should Management Draft A Reasonable Accommodation/Reasonable Modification Policy? Yes.

As your Fair Housing Defense editor reviewed the articles our loyal readers sampled the most during 2011 -- it was clear that many of the most read posts had to do with reasonable accommodations and reasonable modifications as well as steps taken to ensure that residents/applicants with disabilities could have their needs met.  I have written previously that in addition to an equal housing opportunity policy, management should draft a reasonable accommodation policy.
 
The purpose of a policy to address reasonable accommodation and reasonable modification requests is to make certain that requests from residents/applicants are appropriately addressed.  Indeed, a number of years ago HUD published a notice mandating that owners of all HUD subsidized housing have a reasonable accommodations policy. I respectfully suggest, however, that it makes good sense for all property owners/managers have a policy to address reasonable accommodation and reasonable modification requests. 

This type of policy will typically have two components. The first is the public statement of the company's priorities and intentions when working with applicants/residents with disabilities. This statement is similar to the fair housing policy statement, although it specifically addresses the needs of people with disabilities. For example:  "Ownership/Management at ABC Apartments welcomes all to our community and we do not discriminate against individuals with disabilities.  We offer an equal housing opportunity and provide accommodations to meet the needs of individuals with disabilities upon request, provided the accommodation/modification request is reasonable and feasible.  Requests for reasonable accommodations or reasonable modifications should be submitted in writing to the community manager.  Depending on the disability, the applicant/resident may need to provide some limited information from a medical/health care provider to verify the disability.  Management will respond to the request in a timely manner."

The second component of a reasonable accommodations policy is a list of steps for management and the applicant/resident to follow in evaluating the accommodation request.  Consistent use of this list will help ensure that each request is handled properly and consistently over time. 
 
My next post will specifically address some of the issues that management may want to consider in developing a reasonable accommodation/reasonable modification policy. 
 
Just A Thought.

Additional Protections for Individuals With Disabilities

 

A couple of questions have arisen concerning disabilities and the Fair Housing Act (FHA).  As such, I thought this would be a good time to review some of the basics about reasonable accommodations and reasonable modifications. 

To help ensure that individuals with disabilities have equal access to and enjoyment of their housing, the FHA provides residents/applicants with the right to request a reasonable accommodation or to make a reasonable modification.

A reasonable accommodation is a change to a rule, policy or procedure.  Under the law, a person with a recognized disability has the right to request that a housing provider make a reasonable accommodation that will allow the person with a disability to have an equal enjoyment of housing. Examples of reasonable accommodations include, but are not limited to:

  • allowing a person with a service animal to live in an apartment with a “no pets” policy or to not charge a pet fee if the community permits animals; 
  • providing a friendly note on the last day of the month to remind a person with a developmental disability that the rent is due the following day; or
  • providing a way to communicate with a resident who has a hearing impairment

The law does not give specific detail as to what types of accommodations are reasonable.  In practice, it becomes a matter of judgment on behalf of both management and the resident/applicant.  Indeed, there are many times when management and the resident absolutely agree on the appropriate accommodation.

In addition to a reasonable accommodation, a resident with a disability has the right to request a physical modification to his or her rental unit if it is necessary to allow the resident with an equal enjoyment of his or her housing. Examples of reasonable modifications include:

  • installation of a ramp;
  • installation of grab bars;
  • widening of doorways; or 
  • lowering a mailbox;

In most cases (at conventional properties), the resident is responsible for the cost of the modifications made to the property and needs to ensure management that the work will be done properly and that any permits needed will be acquired. The tenant may be required to make payments into an escrow account to establish funds to remove the alteration, if indeed the change would interfere with the landlord’s or future tenant’s ability to enjoy the property.  In affordable communities, the rule is usually reversed and management is required to pay for the modification, provided that the cost would not reflect a fundamental alteration in the housing program.

At least as important as the final decision on reasonable accommodation or modification requests is a requirement that management timely consider and respond to the request.  I have seen any number of cases in which management's inaction causes more problems down the road.  It is also my usual recommendation that management provide the resident with an interim letter indicating that we have received your request and the leasing office staff is reviewing it.   

Just a thought.

What Can Be Required of Management to Accommodate our Hearing Impaired Residents?

A client contacted me seeking help with a reasonable accommodation question that I thought merited a blog entry.  The question concerned management's responsibilities to residents who are hearing impaired and require a reasonable accommodation.  Must management provide a sign language interpreter for every communication with the leasing office?  The short answer is that management must ensure that its communications to individuals with disabilities (such as those with hearing loss) are as effective as are communications with others.  As I have written many times before, management must timely evaluate and respond to all reasonable accommodation/modification requests.
 
In order to provide equal access, management can be required to provide auxiliary aids and services that promote effective communication.  Examples of auxiliary aids and services include, but are not limited to: qualified interpreters, captioning, TTYs, and computer software.
 
Many apartment communities already have TTY devices to assist hearing impaired residents and applicants.  One option that may work is some circumstances is to sign your community up with a TTY service and let the residents and applicants know the service exists.  
 
To be sure, I have also seen guidance which notes that a sign language interpreter may be required when the information being communicated in a transaction is complex or is exchanged for a long period of time. Again, while an interpreter is not always required for all communication situationsmanagement does have to provide a solution that is reasonable. Factors to be considered when deciding if the use of an interpreter is appropriate can include the context of the conversation, the number of people involved, and the importance of the communication.  The cost of the interpreter is also a factor -- but unless the cost is truly excessive -- if it is determined that this is the only way to go, management is going to be responsible.
 
Just a thought.

 

More On Breaking a Lease as a Reasonable Accommodation for a Disability

My recent blog post discussing if terminating a lease early could be considered a reasonable accommodation sparked a few comments.  On the one hand, as I wrote, it does not seem logical to permit a resident to break a lease as an accommodation when the whole purpose of the Fair Housing Act (FHA) is to find and maintain housing for all.  To phrase it another way, the reason behind the FHA is to get people into homes -- not to permit residents to leave.
 
Nevertheless, a number of court decisions and other guidance makes clear that there are circumstances under which breaking a lease can indeed be considered a reasonable accommodation for a disability.  To be sure, it is a fact intensive inquiry into demonstrating how breaking the lease will assist the person with a disability.
 
Because we here at the Fair Housing Defense blog like to show the other side of the story, a case with a different, but related, fact patten was Congdon v. Strine, 854 F. Supp. 355 (E.D. Pa. 1994). There, a  resident who began using a wheelchair years after she lived in a fourth floor apartment sued her landlord for various violations of the FHA. The tenant rented on a month to month basis and, as such, early termination of a lease was not an issue. The tenant alleged that the landlord kept the elevator in a state of disrepair and that, as a result, she was frequently trapped inside her apartment.  Significantly, the landlord had offered the resident a ground floor apartment as well as an apartment in another building he owned, but the tenant declined those offers.  
 
Next, the resident claimed that the landlord's failure to maintain the elevator: (1) denied a dwelling or made it "unavailable" to her in violation of 42 U.S.C. § 3604(f)(1); (2) discriminated in the terms and conditions of rental in violation of 42 U.S.C. § 3604(f)(2) because of the disparate impact on tenants with  disabilities; and (3) constituted a failure to make reasonable accommodations in violation of 42 U.S.C. § 3604(f)(3). The court rejected the first and third claims because the landlord had offered the tenant other accessible apartments. The court rejected the second claim based on a balancing test involving many factors, but the driving factor appeared to be that the tenant was offered other effective accommodations.

The lessonlearned from Congdon are that management must always respond to reasonable accommodation (or reasonable modification) requests and that if  management offers a resident an accessible apartment that is not to the tenant's liking, management may well have discharged its duty to accommodate. The resident may not be able to successfully pursue a claim under the FHA unless he or she can show that the offered accommodation was not effective.  

Just a Thought. 

Do I Really Have to Design and Construct a Building Accessible to Individuals With Disabilities? Yes.

As I have written many times previously, the U.S Department of Justice (DOJ) and fair housing testers are out there looking for instances where they believe housing discrimination is taking place.  Indeed, just last month, DOJ announced that the developer and designers of an apartment complex in Washington Township, Michigan agreed to settle a lawsuit alleging that they violated the Fair Housing Act (FHA) when they designed and constructed a 200 unit apartment complex with steps to the front door and other barriers that make it inaccessible to persons with disabilities.

Under a proposed agreement, the defendants will make extensive modifications to the complex over the next three years to improve accessibility and will pay $30,000 to compensate persons who have been harmed by the inaccessible design and construction.  The proposed consent order would settle a lawsuit filed by DOJ in January 2009.   Pursuant to the terms of the deal, the defendants will:

  • Make retrofits to all 200 units in the complex to make them more accessible;
  • Ensure that future or ongoing construction meets the accessibility requirements of the FHA; and
  • Establish a $30,000 fund to pay individuals who were harmed by the lack of accessible features at the properties.

The lawsuit arose after a fair housing group conducted accessibility testing at the Enclave Apartments and provided the testing results to the U.S. Attorney’s Office for the Eastern District of Michigan.   Named defendants include the developer, the architects who designed the complexes, and the civil engineer involved with the project.  This settlement confirms, yet again, that apartment ownership and management must pay attention to the design and construction requirements in applicable law to ensure accessibility.   Our you might really need a lawyer like me.

 

Just A Thought.

Can a Request to Break a Lease Be Considered a Reasonable Accommodation? Yes, Depending on the Circumstances.

I got a question about a specific reasonable accommodation request last week which I thought would make for a good blog entry.  The Fair Housing Act (FHA) was amended in 1988 to add individuals who are disabled as a class protected from housing discrimination.  As such, the law requires management to make accommodations with respect to our rules, policies or services at a community when such an accommodation may be necessary to ensure that the disabled resident/applicant has an equal opportunity to use and enjoy a home.  Sounds simple enough.

What happens, however, when management receives a reasonable accommodation request which seeks early termination of a lease by a disabled resident as a reasonable accommodation?  Can the phrase "equal opportunity to use and enjoy a home" be read to mean that a resident can break his or her lease as a reasonable accommodation?  How is breaking a valid lease consistent with the "use and enjoy a home" language in the FHA?  That does not logically seem to follow.

In practice, however, the law holds that a resident may develop a disability, or an existing disability may become so severe during the term of a lease, that he or she cannot meet the obligations of their lease. In cases in which there is no reasonable modification or reasonable accommodation that can remedy the situation, the resident may have no choice but to find alternative housing. In such a case, the resident should request that management permit an early termination of the lease, and if it is reasonable, management may have to grant the request. Either the resident or management may offer an alternative accommodation, such as another, more suitable unit.  As with all determinations of reasonableness, management may only refuse to terminate the lease without penalty if the accommodation would result in an undue burden or would substantially alter the terms of the agreement. In determining reasonableness, the landlord may consider the following:  (a) the likelihood of filling the vacancy given vacancy rates in the area/building; (b) any particular characteristics of the dwelling that make it desirable or undesirable; (c) the amount of time remaining on the lease term; (d) the size of the owner’s business; and (e) the owner’s overall resources. See  e.g.Samuelson v. Mid-Atlantic Realty Co., Inc., 947 F. Supp. 756 (D. Del. 1996).

To phrase it another way, the request by a disabled resident for early termination of a lease can be considered one of many suitable reasonable accommodations.  Management must evaluate that request and determine if it should be granted or perhaps seek an alternative accommodation that can meet the needs of management and the resident.  To be sure, a determination of what is or isn’t a reasonable alternative is very fact-specific and will be a decision made on a case-by-case basis by courts in the event that the issue is litigated.  These situations are further evidence that management must remain current in responding to requests from residents and we must know the law

Just A Thought.

Must Management Grant a Reasonable Accommodation Request for Medical Marijuana? No.

Responding to reasonable accommodation and modification requests are topics that I regularly write about.  As apartment owners and management companies, we have to always be ready to engage in the interactive process with our residents (and applicants).  Reasonable accommodation and modification requests can come in all different shapes and sizes.

What should management do when we receive a reasonable accommodation request pursuant to the anti discrimination laws for the use of medical marijuana?   Good question.

Earlier this year HUD's General Counsel -- reaffirming guidance first issued back in 1999 -- concluded that both federal and state anti discrimination laws do not require management to grant a reasonable accommodation requests by current or prospective residents with disabilities to use medical marijuana.  Specifically, HUD found that owners may not permit the use of medical marijuana as a reasonable accommodation because:  (a) persons who are currently using illegal drugs (which include medical marijuana) are disqualified from protection under the definition of disability in the law; and (b) such a proposed accommodation is not reasonable under the Fair Housing Act because it would constitute a fundamental alteration in the nature of the property's operation.

On a related note, while management may not grant a reasonable accommodation request for medical marijuana, HUD found that owners still maintain the discretion either to evict or not to evict residents who engage in the use of marijuana.  I would argue, however, that management would not knowingly want to have drug users in our properties.

Just a Thought.

This is What Can Happen if Management Fails to Appropriately Respond to an Accommodation Request

I have previously written about the perils of management failing to properly respond to reasonable accommodation and reasonable modification requests.  Here is what can happen if management does not get it right:  on December 27, 2010, a federal district court entered a consent decree requiring Defendants Warren Properties Inc., Warren Village (Mobile) Limited Partnership and Frank R. Warren to pay $1.25 million to resolve the United States’ lawsuit alleging that the defendants violated the Fair Housing Act (FHA) by refusing to grant a tenant’s requests for a reasonable accommodation. According to the Department of Justice (DOJ), this settlement reflects the largest amount ever obtained by the DOJ in an individual housing discrimination case.

The original complaint, filed back in April 2009, alleged that that management refused to permit a tenant with a mobility impairment – an impairment which required him to use crutches and leg braces -- to move to a ground-floor apartment near the front of the building in a 196-unit apartment complex in Mobile, Alabama. The suit also alleged that the resident suffered severe injuries – resulting in the tenant being hospitalized, undergoing surgery, and having to use a wheelchair -- because he fell down the stairs that led to the second floor apartment where the tenant resided.  While I know there are two sides to every story -- and I always want to learn the other side -- this settlement reflects a cautionary tale for all of us involved in apartment ownership/management.

Under the consent decree, the defendants must pay $1,195,000 in monetary damages to the tenant, along with an additional $55,000 to the United States. The defendants must hire a reasonable accommodation facilitator to handle requests for reasonable accommodations from more than 11,000 housing units in 85 properties managed by Warren Properties Inc. in 15 states. The defendants must also attend fair housing training, implement a non-discrimination policy, and comply with specified notice, monitoring and reporting requirements.

To be sure, this is an extreme result.  However, it demonstrates that HUD and the DOJ are watching.  If you receive a reasonable accommodation or reasonable modification request, management is obligated to engage in the interactive process with the resident.  I recommend you send an interim response noting that the matter is being considered.  Then review the request as well as the proposed relief.  Decide what can be done.  Sometimes the relief is simple.  Sometimes management will propose a different solution.  What is critical is that the request not be ignored. 

Just a Thought.

More on Parking Spots For Residents With Disabilities

I've posted previous entries about ensuring that apartment communities have the appropriate number of handicapped parking spaces (as well as spots which are van accessible) to accommodate our residents who need them.  Provided there are sufficient spots in a parking lot (and even sometimes when space is at a premium), I advise my clients to grant a reasonable accommodation request made by a resident with a valid Department of Motor Vehicles (DMV) handicapped placard for an additional handicapped parking spot as close to the resident's unit as practicable.  Along with grab bars in a bathroom, adding a handicapped parking spot to a lot is not a problem and not an accommodation request that typically reaches my desk.

To be sure, the handicap spot designation permits anyone with a valid DMV sticker to use the parking space.  Most of the time the new spot ends the inquiry as the resident uses the accommodation provided by management.

However, earlier this year, HUD issued a charge of discrimination against the owners and management of an apartment community because management refused to issue a designated spot in the name of a specific resident.  The resident, who has a confirmed disability preventing him from walking long distances, sought a spot just for him.  The community noted that their parking lot was first come, first serve and contained the appropriate number of handicapped spots.  Management refused to issue a new spot in the name of this resident.

HUD disagreed and apparently is taking the position that the community must designate and identify another handicapped spot in the name of this resident.

I will follow the outcome of this case and report back.  Another cautionary tale.

Just A Thought.

Always Keep Residents Informed As To The Status of Their Reasonable Accommodation and Reasonable Modification Requests

It happened yet again.  Another housing discrimination complaint was filed which was completely unnecessary.  And this time management was trying to get it right. 
 
Here are the facts:  a resident contacted management requesting that a reasonable modification be made to an outside door of an apartment building.  Seems simple enough.  Management evaluated the request and granted it.  We started the process of obtaining bids for the project.  We selected the bid which worked best and signed the contract.
 
The vendor, also moving promptly, ordered the necessary parts to convert a manual door into a door with an electronic power assist.  These parts just take a few weeks to get shipped.  And we have to schedule a date for a workman to install the new components.
 
During this interim time, however, the resident filed a fair housing complaint alleging that management is discriminating against her because of a disability.  My hope is that this is a case which can be amicably resolved as management absolutely granted the request and timely moved to get the modification done.  Let's hope I am right.
 
The takeaway here is even when management acts promptly and grants a request, we need to keep our residents better informed as to the progress and status of their individual reasonable accommodation or modification requests.  Perhaps that would have avoided this fair housing complaint altogether.  And the need to deal with a lawyer like me.
 
Just A Thought.

Requirements for "New" Buildings -- With First Occupancy After March 13, 1991

We have seen these requirements before over the years, but a question today brought them up again.

The law contains provisions that buildings ready for first occupancy after March 13, 1991  with an elevator and four or more units must have: (a) an accessible route into and through the unit; (b) accessible light switches, electrical outlets, thermostats, and environmental controals; (c) reinforced bathroom walls to allow later installation of grab bars; and (d) kitchens and bathrooms that can be used by people in wheelchairs.

With respect to commons areas, they must be or have: (a) accessible and usable public common use areas; (b) usable doors; and (c) accessible routes into and through covered units.

These are simple rules for new construction that have now been in place for just about 20 years.  And they must be followed.

Just A Thought.

 

 

More on Smoking and Reasonable Accommodation Requests

I hesitate to publish this post.  Because it deals with smoking in apartments.  With the exception of service animals, smoking is probably the next most emotional issue -- with tempers running high on both sides.  One of my properties received a reasonable accommodation request (with a note from a physician) requesting that a resident be moved to a non-smoking section of a community because of a medical condition.  Management does not have a non-smoking section at this property. Whether we should or not is academic -- right now we do not.  And we have two valued residents we want to keep.
 
On the one hand, smoking is legal for adults in our country.  On the other hand, some individuals are allergic to smoke or otherwise need to be away from it.  I understand both sides. 
 
As such, management is in the unenviable position of trying to keep harmony between two neighbors and find a way to work out a solution in which good residents are maintained.
 
I located a 2007 letter from HUD in which the Department makes clear that there is no HUD policy, statute, or regulation that restricts management from adopting a prohibition of smoking in common areas or individual apartment units.  However, that same letter provides that management should think carefully when crafting a policy in order to avoid complaints filed by current residents based on theories of constructive eviction or breach of contract by residents who have current leases and who smoke (or have guests who smoke) in their own homes.
 
As alluded to above, one option for the long term is to discuss whether to designate a wing, section, floor, or building as "no smoking" -- and find residents and applicants who would affirmatively want to live in such a place.
 
However, management needs to respond to the pending reasonable accommodation request.  Some options include:  (a) transferring the requesting resident to a different unit; (b) asking the smoker to move to a different unit (to be sure, management will likely need to sweeten the pot to entice him or her to move); (c) provide extra interior fans and/or air cleaners; (d) increase weather stripping and/or insulation around doors and windows; or (e) permit either resident to break their lease and move.
 
This list is not exclusive.  But it provides some real world guidance concerning dealing with an issue that comes up again and again.
 
Just A Thought.
 

 

A Primer on Apartment Community Parking Spaces

When apartment communities provide parking lots for our residents and guests, we need to ensure that a designated number of handicap accessible parking spaces are identified and made available for use.  

An accessible parking spot must have space for the vehicle and an additional space located either to the right or to the left of the space that serves as an access aisle. This aisle is needed to permit a person using a wheelchair, electric scooter, or other mobility device to get out of their car or van.

Accessible parking spaces should be the spaces closest to the accessible entrance and be located on level ground if at all possible.  Similarly, management should try to find an accessible route between the access aisle and the accessible building entrance.  
 
The number of accessible parking spaces that should be provided is based on the total number of parking spaces that are provided.   For example, if a community has between 1 and 25 spots, you need at least 1 van accessible space.  If a property has 26 to 50 spaces, you need to have one standard and one van accessible space.  For lots with between 51 and 75 spaces, management should identify two standard and one van accessible spots.   The number of accessible spots increases with the number of spaces in the parking lot.  Also, where parking is provided in several locations near building entrances, the accessible parking should also be dispersed if at all possible.
 
Please remember that these are the Americans with Disabilities Act (ADA) requirements and that it is possible that state and/or local governments have changed the law to enact their own building codes (and if they do the codes must meet or exceed those contained in the ADA) which may change the number of handicap accessible spots

Just A Thought.

What Can Happen When Management Fails to Address a Reasonable Accommodation Request? Plenty.

Faithful readers know I have reported on this issue time and time again.  Professional apartment owners and management companies MUST appropriately respond to requests for reasonable accommodations or reasonable modifications.  Failing to do so can lead to uncomfortable questions and expensive outcomes. 

On December 22, 2010, the U.S. Department of Justice ("DOJ") reached a $1.25 million agreement with Warren Properties, Inc., that concluded litigation filed following a housing discrimination case filed with HUD.  The charge alleged that management refused to transfer a disabled resident following a request for a reasonable accommodation.

To settle the action, the defendants ultimately agreed to pay $1,195,000 to the resident and another $55,000 in fees and costs to the United States.  Furthermore, the defendants must attend fair housing training and hire a reasonable accommodation facilitator to handle requests for reasonable accommodations from more than 11,000 housing units that Warren Properties manages.  

At the time he moved into the property, the applicant was a paraplegic who required the use of crutches and braces to walk.  In 2007, when the plaintiff applied for a unit at Warren Village, he told them that he needed a first floor unit near the front of the building, due to his use of crutches.  Though no units were available, the management assured him one would be available soon, and they would transfer him.  As such, the resident accepted a second floor unit in August 2007. 

HUD’s investigation found that a first floor unit became available two weeks later, but the resident was not transferred. As a result of having to climb the stairs, the resident fell multiple times and developed an abscess which became infected.  These injuries resulted hospitalization and surgery.  While the resident was recovering in the hospital, the first floor available unit was rented.  The resident left the hospital in February 2008 and was confined to a wheelchair.  Completely unable to access his second floor apartment, the resident was forced to move out.

While these facts are unfortunate and severe, the lesson is clear:  always respond to reasonable accommodation and/or reasonable modification requests.  Make sure you follow up on those requests.  Inaction -- even when it is only benign -- can and will make management look worse than bad.

Just A Thought.

More on Reasonable Accommodations and Reasonable Modifications

My last blog post prompted a couple of questions. So, I thought it was a good idea to provide some additional information about dealing with reasonable accommodation/modification requests.

 

In assessing requests for reasonable accommodations or reasonable modifications, management should consider the factors set forth below.  In appropriate situations, management may request that a resident or applicant provide documentation from a medical professional concerning the applicant’s disability and the relationship of the requested accommodation to that disability.  Leasing office staff should not deny an accommodation request based on a lack of sufficient information without first informing the applicant of its need for additional information and affording the applicant a reasonable opportunity to provide it.

 

A request for an accommodation shall be considered to be “reasonable” as long as it does not create an undue financial hardship and administrative burden or constitute a fundamental alteration to the property’s housing policy. The determination of whether an accommodation constitutes an undue financial and administrative burden shall be made on a case by case basis, taking into account the circumstances and resources available at the time of the decision. If granting the requested accommodation would create an undue financial and administrative burden, management should comply with the request to the extent it can do so without undergoing an undue burden. If granting the requested accommodation would constitute a fundamental alteration its housing policy, management may deny the request.

 

At a conventional property (which receives no government assistance) approved modifications are generally made at the expense of the resident. At an affordable property (which receives government assistance), approved modifications are generally made at the expense of management.

 

An “accommodation” is a change in a rule, policy, or procedure (such as waiving a “no pets” policy for an assistance animal). A “modification” is a structural change (such as grab bars or lowering a mailbox).

 

Make no mistake, if there are a number of different modifications or accommodations that would satisfy the needs of the person with the disability, management can select the option which is most convenient and cost effective, assuming there is no significant detrimental impact on the person requesting the accommodation.

 

Just A Thought.

Reasonable Accommodations and Parking

I get questions concerning handicapped parking spots regularly.  The easy answer to parking space questions is that designating a specific spot as a handicapped parking place with appropriate signage in response to a reasonable accommodation request should be granted. 
 
There is also available guidance concerning the number of van accessible spots.  Those involve the number of spaces in the parking lot and ensuring the parking lot is properly striped.
 
Those are the easier questions.  But, for example, what if a community charges all of its residents a nominal monthly fee to park at the community?  And then a disabled resident makes a reasonable accommodation request that management waive the parking charge.  Must management waive the parking fee as a reasonable accommodation?  The answer is generally no. 
 
This issue was addressed in a 9th Circuit opinion a few years ago discussing the Fair Housing Act (FHA).  The Court noted that the landlord of an apartment complex charged all residents a monthly parking fee that a disabled resident sought to have waived as a reasonable accommodation.  Although a disabled resident may require a car far more than other residents, the court noted that a waiver of the car parking fee would put the disabled resident in a privileged position in relation to other residents -- as opposed to affording them equal opportunity.
 
The Court was clear that there are a number of types of residential fees that affect both disabled and non-disabled residents equally.  And those fees are certainly proper.  Fees that courts will closely review are those with unequal impact -- such as charging more for a select parking space or adding a fee for a service animal.
 
Just A Thought.

HUD Charges an Architect and a Developer With Failure to Build Apartments Accessible to Persons With Disabilities

It happens more and more all the time.  Just last month, the U.S. Department of Housing and Urban Development (HUD) charged a Chicago developer and architect with housing discrimination for designing and constructing apartments that fail to meet the accessibility requirements of the Fair Housing Act (FHA).  Specifically, in this complaint, HUD claims that the building is not accessible to persons with disabilities in several ways, including having doorways that are too narrow as well as kitchens and bathrooms that do not contain adequate or sufficient maneuvering space for those with mobility impairments.  

As I have written in the past here on the Fair Housing Defense Blog, the FHA requires that multifamily housing built for first occupancy after March 13, 1991 contain accessible features for persons with disabilities.  These requirements include accessible common areas, bathrooms and kitchens, as well as wider doors and environmental controls that can be reached by persons who use wheelchairs.  If builders, architects, and/or owners fail to include these features, which makes the property difficult or impossible to use by persons with disabilities, HUD will contend doing so violates the FHA.

In this case, a fair housing tester, who uses a wheelchair, claimed that he was unable to pass through a number of doors, and had difficulty maneuvering in the kitchens and bathrooms (among other issues) and the testing agency brought the case to HUD.

These design and building requirements have been on the books for almost 20 years.  While I certainly want to hear from the other side and I never judge a case solely by what HUD may allege, not knowing the law when you design and/or build a property is not sufficient anymore.

Just A Thought.

Can A Single Reasonable Accommodation Mistake Really Cost Management?

Here at the Fair Housing Defense blog, we have regularly discussed the need for management to respond to requests for reasonable accommodations and/or reasonable modifications received from our residents. A recent court decision from California reminds us all of the importance to make sure supervisors are promptly (if not immediately) told of previous agreed-upon accommodations. The following is an employment case, but it provides a good lesson for those of us in the apartment ownership and management business as well. Particularly when management personnel change.

The case involved an employee who returned to work as a cashier after undergoing cancer treatment. Because of the side effects of the cancer treatment, the employee needed to drink plenty of water and, not surprisingly, she needed to urinate frequently. The employer agreed to allow the employee to drink at the check out counter and to provide bathroom breaks as needed. The employer successfully provided these accommodations from January 2004 until February 2005.

A new manager began working at the store in February 2005. For whatever reason, this new supervisor did not know (or was not told) about the employee's disability or the store's accommodation. The employee asked the manager for a break. At the time, the manager was the only employee on duty who could take over for his colleague. The manager asked the employee if she could wait because a delivery truck was arriving. The employee did so. Later that day, when the employee had a line of customers at her stand, she told the manager she needed to go to the bathroom. The manager was unloading merchandise and said he could not relieve the cashier. About 10 minutes later, the cashier again said she really needed to use the restroom. The manager told the employee that he was too busy to relieve her. The employee could not control herself and urinated while standing at her the checkstand.

The employee became severely distraught and developed severe anxiety and depression, including thoughts of suicide. She sued her employer for failing to accommodate her disability under the California Fair Employment and Housing Act (FEHA).  The trial court found in the employee's favor and awarded her $200,000 in damages, including $148,000 for past emotional distress.

The appellate court affirmed, holding that employers can be liable for even a single failure to provide an agreed upon reasonable accommodation. The court rejected the employer's contention that, by not informing the new manager of her disability and accommodation, the employee had failed to meet a continuing duty to communicate. The court concluded that, once the parties have identified and agreed upon an accommodation, the employee does not have a duty to inform every new supervisor of the accommodation.

We should all learn from this defendant's expensive mistake by carefully documenting all reasonable accommodation requests and ensuring that supervisors are up-to-date and that management consistently provide -- and keep track of -- agreed upon accommodations.

Just A Thought.

Does an "Economic Accommodation" Exist Under the FHA?

As we have discussed in previous posts, a reasonable accommodation (a change in a rule/policy) or a resonable modification (a physical alteration) can be used to ensure a disabled applicant or resident can obtain the full use and enjoyment of his or her housing.  But what about an economic accommodation?  What is someone needs help paying his or her rent?  

A Ninth Circuit case, Giebler v. M&B Associates et al., 343 F.3d 1143 (9th Cir. 2003), set the framework for courts across the country to provide an economic consideration pursuant to the Fair Housing Act (FHA) in instances where the resident's disability prevents him or her from working.

In Giebler, the resident was unable to meet the minimum financial qualifications for the apartment because he suffered from AIDS and was unable to work. Yet, the tenant’s mother, who did meet the financial standards, offered to rent the apartment for him. The management company rejected the offer because the management company had a policy against co-signers. The tenant argued that the management company violated the FHA by refusing to waive the no co-signer policy in light of his disability. 

 

The Giebler court recognized that an accommodation that remedied the economic status of a disabled person was an "accommodation" as contemplated by the FHA. The court held that the FHA required the management company to reasonably accommodate the tenant’s disability by assessing individually the risk of non-payment created by his specific proposed financial arrangement, rather than inflexibly applying a rental policy that prohibited co-signers. Thus, the resident’s request qualified as an accommodation that was "reasonable" within the meaning of FHA and was necessary to afford the tenant equal opportunity to use and enjoy the housing unit.

 

Although a number of cases have since followed Giebler, there are other decisions which provide that an economic accommodation is not always required.  For example, one court in the Third Circuit required a causal nexus between the tenant’s disability and the need for an accommodation. See Bell v. Tower Management Service, L.P. et al., 2008 U.S. Dist. LEXIS 53514 (D.N.J. July 15, 2008).  This case stands for the proposition that a resident who would never have been able to meet the minimum income requirement even without his or her disability cannot use the disability to otherwise meet the minimum income requirement.

 

In addition to proving a causal nexus, a plaintiff must prove that a reasonable accommodation is feasible. For example, in Sutton v. Freedom Square Limited, 2008 U.S. Dist. LEXIS 81600 (E.D. Mich. Oct. 15 2008) aff’d 2009 U.S App. LEXIS 17201), the court concluded that a resident seeking a reasonable accommodation must provide a willing co-signor who meets the requirements of the apartment community. 

 

In sum, examine the specific facts carefully when reviewing economic accommodation requests.  Different jurisdictions may have slightly different criteria, although all operating under the same general framework.  

 

Just a Thought.

 

Article by Karin Corbett.

A New Case That Should Never Have Been Filed

I have been defending fair housing cases for many years now.  From Alaska to Florida and just about everywhere in between.   I deal with investigators from HUD as well as many state, county and city agencies.  And I have defended against claims dealing with all of the protected classes in the Fair Housing Act.

A new case hit my desk this week.  I took a quick look.  A resident claims he has been discrminated against because management has not provided him a handicapped parking space as a reasonable accommodation.  I was surprised when I read the allegations as, for the most part, handicap parking spots are relatively easy in my world and only in unusual cases should they devolve into a housing discrimination complaint.

So, I call my community manager to get our version of the story.  And she informs me that our valued resident NEVER made any request for an accommodation.  He walks to and from his car at our community.  Indeed, he already has his own assigned spot.  Yet, apparently unsatisfied, he wants a different spot because of his disability.  In other words, we got sued before we had any chance to act on the request.

Now, management gets to hire me and pay my fees defending against a claim that should never have been filed.  To any potential plaintiffs out there who need a reasonable accommodation or reasonable modification based on a disability:  management will do our best to respond to your needs.  However, you really should let us know of your request (and perhaps provide a note from your medical or health care professional) and let us respond to it BEFORE you file your complaint. 

Just A Thought.

HUD CHARGES LANDLORD IN COMPANION ANIMAL REASONABLE ACCOMMODATION CASE

Recently, we wrote entries about service animals and a variety of issues that property management and owners of service and/or companion animals should consider here and here (or you can scroll down). Further illustrating the timeliness of the service/companion animal issue, HUD just recently announced that it is charging two New York landlords with violations of the Fair Housing Act (“FHA”) for allegedly refusing to allow a Vietnam-era veteran to have a therapeutic service dog in his apartment. The tenant alleged that he had been diagnosed with post traumatic stress disorder, depression, and seizures, and that doctors had prescribed the dog to help reduce his symptoms. The property owners purportedly refused the tenant’s request because the apartment building had a “no-pets” policy. The property owners admit that the resident requested the dog, but allege that the tenant never made it clear why the dog was necessary and that he never provided any proof that the animal had been prescribed by a medical professional.

HUD has now charged the property owners with a violation of the FHA for denying the tenant’s reasonable accommodation request and for allegedly threatening to evict the tenant when they learned that the tenant had filed a housing discrimination complaint. Not surprisingly, the property owners deny that they threatened to evict the tenant.  In addition to the claim regarding unlawful discrimination, HUD carefully investigates allegations of retaliation as the department wants to ensure that nobody feels intimidated into not exercising their rights under the FHA.

 

As we have indicated in the past, the FHA prohibits property owners and/or landlords from refusing to grant persons with disabilities a reasonable accommodation or reasonable modification, including making changes to rules and policies prohibiting a tenant from owning a pet when that pet is a prescribed service or companion animal. In addition, as noted above, the FHA prohibits a property owner from retaliating against a tenant who has filed a housing discrimination complaint. 

 

In short, as this example makes clear -- always respond to reasonable accommodation or modification requests submitted by residents. In almost all cases, service and companion animals should be permitted. To be sure, while there may be times management cannot make the precise accommodation or modification sought, we can guarantee that failing to respond to or simply denying a request that should otherwise be granted can cause serious – and unnecessary – consequences.

 

Just A Thought.

 

Article by Christian Moffitt.

More on Service Animals...

A recent blog post on service animals has caused some readers to chastise your humble editor about the state of the law concerning service animals. To be sure, we here at the Fair Housing Defense blog want to get it right. Otherwise, what’s the point? That being said, I would probably vote against some of the colorful language in the comments as they are a little over the top and unnecessary. Like politics and religion, it seems service animal issues have touched a nerve. I guess that is good.

First, a little background. While reasonable accommodation requests seeking recognition for a service or companion animal are not rare, it is not a request that comes across my desk each week. What prompted the post was about 20 service animal requests submitted to a single community manager at one property – all about the same time. While I am certainly not implying that 20 residents at one community might not all make the same request for their respective legitimate disabilities all at the same time, I cannot rule out that at least some of these people wanted to avoid paying a pet deposit or monthly pet charge. Again, let me be clear that management should grant service animal reasonable accommodation requests when they arise in almost all circumstances.

 

To be sure, in the initial post I did not appropriately distinguish the difference between a service animal and a companion animal. And I should have. Again, that was not the purpose of the post, but some readers were correct to point out that formal training is not in the law, particularly for companion animals. Nevertheless, I do think it makes sense for service or companion animals to be well mannered in public.

 

Also, while I do think it makes good sense for a service or companion animal to be identified – for example, to reduce the number of children who might reach out to pet the animal, there is no requirement that it be done. I appreciate that correction.

 

Hope that straightens it out. To paraphrase Tony Kornheiser, I will try to do better next time.

 

Just A Thought.

Service Animals

More and more professional apartment management companies receive requests for service or companion animals.  When you receive such a request, management must respond to it.  Here are a few thoughts to keep in mind:
 
Both the Americans with Disabilities Act (ADA) and the Fair Housing Act (FHA) apply in situations involving a disabled resident's request for a service animal.  Management simply needs some formal notice to acknowledge the animal as a service animal.  While most service animals are dogs, there is no requirement that the animal be a dog.
 
Pet deposits and pet fees should not be charged to residents with service animals.
 
When the resident's disability is not apparent, the better practice is for management to request a note from a medical/health care professional confirming the need for the service animal.  It is not, however, management's place to inquire into the specifics of the claimed disability.  The ADA and the Department of Justice have established two training requirements for an animal to be considered a service animal:  (1) a service animal must be individually trained to perform tasks or work for the benefit of a disabled individual; and (2) a service animal must be trained to behave properly in places of public accommodation.  Management can request information to ensure the animal meets minimum training standards from a recognized school for service animals, including public access training, particularly when there is a concern about the size/breed of the animal.  Also, the animal should wear some type of easily recognized identification symbol (i.e., harness, backpack).
 
The owner of the service animal should:
  • obtain required licensure, health and training verification;
  • provide care, feeding, and supervision of their animal;
  • keep animal on leash at all times. The animal should never be permitted to wander around off leash except if the animal is working;
  • maintain control of the animal at all times;
  • assume responsibility for any damages caused by the animal;
  • maintain the good health of the animal;
  • keep the animal well groomed and measures should be taken, at all times to maintain flea and odor control; and
  • clean up animal waste and properly dispose of it.
Again, service animals should be welcomed at residential properties.  Residents and management can easily work together to document the appropriate paperwork.
 
Just A Thought.

What Should You Look For in Reasonable Accommodation Requests

As I have discussed in prior posts, federal and state fair housing and anti-discrimination laws are designed to ensure that people with disabilities have an equal opportunity to access and enjoy their homes.  Owners and property management companies can be required to make a reasonable accommodation or a reasonable modification as a result of a disability.  An accommodation is a change in a policy or a procedure at the community.  An easy example is a request to waive a no-pet policy for a hearing impaired resident who has a service animal.  A modification, for example, is to lower a mailbox to assist a resident with a mobility impairment.


It is the responsibility of the resident (or applicant) with the disability to make the request for an accommodation to management.  Owners are not obligated to seek out a resident and make accommodations or modifications.


Although not required, the best practice is for reasonable accommodation and modification requests (as well as all subsequent correspondence) to be in writing.  Management should keep those letters in the resident’s file.  Having the requests in writing facilitates clear communication and creates a "paper trail" in case the issues are not resolved and we have to defend a subsequent fair housing claim.


As a part of an accommodation request (particularly when the disability is latent), the resident should include a note from a medical professional concerning the condition and the accommodation or modification request.  Management is not required to grant a reasonable accommodation or modification request unless we know or should have known about the disability. Again, in cases where the condition is not always obvious, the letter serves as notice of the disability.  Moreover, a note from a medical professional answers many, if not all, of management’s legitimate medical questions in the least intrusive manner possible.


Make no mistake, management knows and understands the law.  We want to get it right.  In my experience (which is now confirmed by HUD) fair housing complaints concerning disabilities and reasonable accommodations/modifications related to disabilities are now the most common complaints being filed.  Let’s not unnecessarily add to that stack of complaints.  Then you will not just need to read my blog, but you will need to contact me to defend a claim.


Just A Thought

What To Do About Second Hand Smoke Accommodation Requests?

Professional apartment community owners and management companies know we have to respond to reasonable accommodation requests in order to ensure our compliance with the federal Fair Housing Act as well as various state laws. Accommodation requests come in all shapes and sizes. And we must respond to all of them.

I recently had two separate cases involving requests to live in a non-smoking building. In other words, the residents requested as an accommodation for their allergy or sensitivity to second hand smoke that we prohibit smoking in and around their apartments. These requests raise challenging issues because if we grant the request we are potentially infringing on the rights of other residents and guests to smoke in their personal homes. While we all may have different views on smoking, it is absolutely legal for adults to smoke – especially in their own living room.

Federal and state fair housing and disability laws, of course, are designed to ensure that people with disabilities have an equal opportunity to access and enjoy their homes. Owners and property management companies can be required to make changes to the rules or policies of the community as a reasonable accommodation to a disability. Easy examples include requests to waive a no-pet policy to assist with a service animal or to attach grab bars in a bathroom. It is just not practical to declare an entire building “non-smoking” and I am aware of no requirement that management make such a change. That being said, here are a few ways to respond to this request:

• Management could potentially prohibit smoking in the common areas of the community.

• Management could offer to transfer the resident to a vacant unit in the complex, away from the drifting smoke. To be sure, management could not guarantee that a future resident might not smoke. Also, there would likely be some negotiation concerning how the moving/transfer expenses would be taken care of. Management could not, of course, evict another resident just to create a vacancy.

 • Management could offer to permit the resident to break his or her lease without penalty in order to find another apartment community in which smoke does not appear to be a problem.

 • Management could offer to put additional weather stripping or caulk around the windows and doors. Alternatively, management could offer a fan or air purifier.

I have not seen any court decision requiring management to declare that residents cannot smoke in their own homes.  I am, however, aware of efforts by residents to make these no smoking requests.  Management must appropriately respond to protect itself and all of our residents -- even those who smoke.

Just A Thought.

FHA and the Statute of Limitations

Does the Statute of Limitations for FHA Claims Arising from Design and Construction Claims Expire Two Years After the Last Certificate of Occupancy is Filed?

Not Always.

A recent case from the U.S. District Court for the Western District of Washington serves as a healthy reminder to all involved in the design, construction, and operation of multifamily dwellings covered by the Fair Housing Act (“FHA”). The case explored how the statute of limitations for FHA claims arising from the design and construction of such buildings does not always expire when you think it should. 

Generally, civil court actions under the FHA are subject to a two year statute of limitations, which begins to run on the date of the last occurrence of discrimination. 1 For claims arising from design and construction, courts have ruled that the “last occurrence of discrimination” is the date of the issuance of the last applicable certificate of occupancy. See e.g. Garcia v. Brockway, 526 F.3d 456, 460-461 (9th Cir. 2008). 

In Fair Housing Counsel of Oregon v. Cross Water Development, LLC, et al., 2009 U.S. Dist. LEXIS 24542, the plaintiff first filed a complaint with HUD on May 9, 2005, more than one year from the date of the issuance of the last applicable certificate of occupancy of September 23, 2003. HUD dismissed the complaint because the applicable statute of limitations had clearly passed. Subsequently, the plaintiff filed a complaint in U.S. District Court on December 17, 2008, asserting that the statue of limitations was tolled while the HUD proceedings were pending. The court found that there was no basis for application for the statutory tolling provision because the plaintiff failed to timely file its administrative complaint with HUD. Although this case correctly resulted in a favorable outcome for the developers, the court was quick to note that there are two circumstances where the two year statue of limitations may be tolled.

First, the statute of limitations may be tolled under a theory known as “equitable tolling,” which allows the court to determine if the plaintiff’s delay was excusable. This doctrine applies when “a plaintiff is unable to obtain vital information bearing on the existence of his claim.” Garciaat 465. The court in such a circumstance examines whether “a reasonable plaintiff would not have known of the existence of a possible claim within the limitations period.” Fair Housing Counsel of Or. at *8. If the court finds delay excusable, the statute is tolled until the plaintiff can gather what information he needs.

Second, the doctrine of “equitable estoppel” or “fraudulent concealment” will toll the statute of limitations when the defendant, in this case a party involved in the design, construction or operation of a multifamily structure covered by the FHA, takes action to prevent a plaintiff from filing suit by misleading the plaintiff in some way. 

So, what should we take from all of this? In most circumstances, a complainant will indeed either file soon after the alleged discriminatory incident took place. However, if a complainant misses the date, it can be a challenge to get the non-lawyer investigators at an agency to pay attention to a missed deadline. We always raise the issue and you should as well. 

Just A Thought.

Article by Christian Moffitt

[1] A collateral statute of limitations applies when an aggrieved party opts to file a complaint with the United States Department of Housing and Urban Development (“HUD”), rather than initially file suit in court. That rule provides that a person filing an administrative complaint with HUD must do so within one year after the alleged discriminatory housing practice occurred or terminated. 42 U.S.C. § 3610(a). While such a complaint is pending with HUD, the two year statute of limitations on FHA claims is tolled by statute. 42 U.S.C. § 3613(a)(1)(B).

A primer on reasonable accommodations and reasonable modifications

A "reasonable accommodation" is a change, exception, or adjustment to a rule, policy, practice or service that may be necessary for a person with a disability to have an equal opportunity to use and enjoy a dwelling. To show that a requested accommodation may be necessary, there must be an identifiable relationship – or nexus – between the requested accommodation and the individual’s disability. 

Relatively simple reasonable accommodation requests are those that seek a designated handicapped parking spot or waiver of a "no pets" policy.

The harder decisions come when a request has nothing whatsoever to do with the claimed disability. Additionally, a reasonable accommodation can be denied if providing the accommodation is not reasonable – for example, if it would impose an undue financial or administrative burden on the housing provider or if it would fundamentally alter the nature of the provider’s services.

Also, a housing provider has an obligation to provide prompt responses to a request for a reasonable accommodation. An undue delay in responding to a requested accommodation may be deemed to be a failure to provide that reasonable accommodation.

A reasonable modification is a structural change made to existing premises occupied (or to be occupied) to a person with a disability in order to afford such a person full enjoyment of the premises. Reasonable modifications can include structural changes to interiors and exteriors of communities as well as to common and public use areas. A request for a reasonable modification can be made at any time during a residency.

As with a reasonable accommodation, to show that a requested modification may be necessary, there must be an identifiable relationship – or nexus – between the requested modification and the individual’s disability. Furthermore, the requested modification must be reasonable. Examples of modifications includes grab bars in bathrooms or lowering of kitchen cabinets to a height suitable for persons in a wheelchair.

The general rule concerning costs involving reasonable modifications is that the resident is required to pay for them at conventional communities and that management is required to pay for them at affordable communities. To be sure, there are many times when management at a conventional property will work with a resident and engage in some type of cost sharing in an effort to further attempt to meet the needs of our valued residents.

The bottom line is to work with your residents and engage in the interactive process contemplated under the FHA and its implementing regulations. If management cannot grant the request for an accommodation or modification, is there an alternative accommodation or modification that would effectively address the requester’s disability-related needs? If there is, you should propose it. And you should document in writing your proposed solution.

Just A Thought.