Question: nice prospective rented a 1-Bedroom. Max # of occupants are 3...

Question: nice prospective rented a 1-Bedroom. Max # of occupants are 3 in a 1-Bedroom. Two weeks later he visits with his son and his pregnant wife--legally she is still considered 1 person. Do I inform them that when they have the baby and their lease ends, that I cannot offer them another lease and that they would have to move to a 2-bedroom because they will be 4 occupants? When is prudent to let them know this?

Guest Insider She is protected by fair housing as a pregnant woman. You cannot say anything at this point. This would be a conversation at renewal after the baby has been born and you are then aware that they are over occupancy limit and you can have a kind chat about transfer options. You can’t count an unborn child. Hope this helps!

Lori Segura In Oregon you can't count the baby as an occupant until they are 2 years old. So him, the pregnant wife (counts as 1 person) and the child are within occupancy limits. So ultimately they wouldn't be over occupancy for 2+ years.

Sarah Fehr FYI HUD has new language regarding occupancy guidelines. 2 plus 1 (in a nutshell) subject to state building code is what they enforce as far as fair housing.

Gerry Hunt She may or may not have the baby. And my understanding is that in many states, the new baby, if born, can be up to TWO years old before they would need to move.

Guest Insider She is protected by fair housing. After she has her baby if u know they still living there, than yes u can serve them unauthorized occupants

Guest Insider In NJ the child isn't considered an occupant until age 6.

Guest Insider What state are you in? Our occupancy is 2 per bedroom. Unfortunately you can't do anything now except maybe mention it to them. Legally you can't do anything but they may want the heads up before renewing.

Guest Insider I would bring it up at renewal time, if I know for a fact that baby was born.

Erin Balta I just took a gracehill yesterday for a refresher and it’s changed as far as I ever knew. It recommends checking with your local hud and recommends not to mention children under 5! I was in shock.

Guest Insider I would only recommend having the conversation with the prospective renter and ask them who will be residing in the apartment with them. I would let them know all occupants need to be on the lease and anyone over the age of 18 needs to have a credit/background check done just as does everyone else in the community. This way you have an account of occupants. I would not even acknowledge the pregnancy.

Guest Insider Don't bring it up now, they are protected by fair housing laws and it would be in bad taste to start their journey with your community on that note. Also anything can happen between now and the lease renewal, they may opt to go to a larger unit at that time or may choose to move elsewhere.

Guest Insider Everything depends on what state you are in

Guest Insider You do not acknowledge the pregnancy at all.

Guest Insider Legally that baby is not considered a person until 2 years old, per fair housing laws. But maybe mention that!

Guest Insider No say nothing

Guest Insider Unless your required to follow certain tax credit regulations, don't even acknowledge it who knows how their living situation will change within the next year and it may not even become an issue at the time of renewal.

Karen Mallinger Nope. A pregnant person is 1 person. You lease to the person in front of you.

Amber Bell We consider a child under 1 as infant and it doesn't count until the child turns 1 towards occupancy limit

Renae Maisano What type Unit? Tax credit, section 8, market? You can discuss the Tenant Selection Plan with them and what the transfer options would be at that time.

eric rivera Why tick them off so early?? Besides, they may wanna upgrade all on their own.

Billie Lewallen www.hudexchange.info/.../occupancy-standards.../

Can't comment or like? Make sure to log in or register for a free account!

Love stories like this!!

Can't comment or like? Make sure to log in or register for a free account!

Multifamily friends, in terms that of evictions, what percentage of evictions are you seeing at your properties / portfolios?
Please provide region and percentage.
I will go first, B+, Market Rate Portfolio in San Diego, CA has 2.5% of residents in eviction.
Interested to see how everyone is fairing out during these tough economic times.

Read More...

Miles Scruggs Wow that seems high. SE WA and we are at 0.2%. That seems odd to differ by a whole order of magnitude.

Chelsea Santiago I manage 9 communities in the nc triangle, only had one for holdover last month but this month I’m filing on at least four

Guest Insider I’m at a B property in central Texas and I’ve only evicted 2 people in 2 years.

Sarah Yadira Hong Most people I’ve asked in San Diego, CA are between 1.5 to 2.7% of residents currently in evictions.

Guest Insider All my years in So Cal I always saw fairly high percentages for evection. What did help over time was instituting higher security deposits. Example: requiring $750 on approval rather than $250. This process took a long time to implement but it really helped bring down those eviction filings. End result was it brought it from over 3% down to .5 - 1.5% Best of luck to you!

Brandy Blazen 644 units with 1% in eviction located in San Diego.

Cindy Shearer Screening times 3 when accepting new tenants. The last time we had to file eviction at our B property was in 2020.

Can't comment or like? Make sure to log in or register for a free account!

In which areas of your multifamily operation is your company currently utilizing technology to minimize the need for on-site personnel?

If your answer is different from the four options provided, please leave your response in the comment section.

Guest Insider None should be an option

Can't comment or like? Make sure to log in or register for a free account!

Hello, I manage a small property management company and until now we have not had a parental leave policy.
Would you mind sharing your company's parental leave policy and/or what your experience was like (good, bad, ugly) taking parental leave in our industry? Many Thanks!

Brent Williams and Amanda Hill

Guest Insider Not that I’ve had my babies while in the industry but I wouldn’t follow the norm.
The first company I worked for, there was no paid leave and I had to file short term disability. After, the state did pay me a portion of my pay for 8 weeks. It was like $200 a week, that was nothing. I took 2 weeks off before giving birth - no pay.
But my employer did say I could take off as much time as I needed. My job would be here when I was ready, I just wouldn’t be paid. Which regardless of the pay, it was nice to not feel rushed back before I was physically or mentally ready to return.
I wasn’t ready to return regardless but I returned after 5 months. I was even allowed to bring my baby in for a few hours occasionally when my husband wasn’t able to be home with him because of work obligations. I was also allowed to leave for his pediatrician appointments and then return to finish my time that I’d missed.
I even had a coworker at the same company and his wife needed to be in bed rest but they had...Not that I’ve had my babies while in the industry but I wouldn’t follow the norm.
The first company I worked for, there was no paid leave and I had to file short term disability. After, the state did pay me a portion of my pay for 8 weeks. It was like $200 a week, that was nothing. I took 2 weeks off before giving birth - no pay.
But my employer did say I could take off as much time as I needed. My job would be here when I was ready, I just wouldn’t be paid. Which regardless of the pay, it was nice to not feel rushed back before I was physically or mentally ready to return.
I wasn’t ready to return regardless but I returned after 5 months. I was even allowed to bring my baby in for a few hours occasionally when my husband wasn’t able to be home with him because of work obligations. I was also allowed to leave for his pediatrician appointments and then return to finish my time that I’d missed.
I even had a coworker at the same company and his wife needed to be in bed rest but they had a toddler. They allowed him to work from home before WFH was a thing.
It wasn’t the best maternity - I would have loved a year off with even 50% of my pay lol. But in terms of American maternity leave it was great. It was great to see the CEO was supportive of families. I think of that company often, it was the best job I’ve ever had in terms of maintaining my mental health and feeling valued by my employer.
My last baby, I was working a new job for the government. I worked right up until 2 days before my due date. I would have had 6 weeks off for maternity leave if I had delivered normally. 8 weeks for a 6 c-section. Then I HAD to return. If I didn’t return, I’d be in the negative for sick hours and vacation time. Which meant I could not take my baby to doctor appointments, could stay home with my kids if they were sick.
I opted for a c-section just to have 8 weeks. My pay once again, was short term disability and it was $200 a week roughly. Again, nothing.
Luckily, my husband got a raise and I didn’t have to go back but I was so upset because I didn’t HAVE to do a c-section like I thought. I only chose it cause I could stay home with my baby longer. My body was also no where near recovered by 8 weeks either.
A woman’s body isn’t actually fully healed and back to normal until a year. Every woman is different too but it could take up to 6 months before a woman’s hormones balance out and that’s not even considering if she ends up with postpartum depression. Not considering if she’s breastfeeding either.
Not to get too political but with the way our country is going and women losing their rights, being forced to have babies. I just really hope companies can put out good maternity and paternity leave policies. Policies that support parents who are healing, their emotional wellbeing, bonding time, breastfeeding/pumping, doctors appointments, childcare etc.
Even though my first job I had a baby at didn’t pay well - them treating me well made all the difference. I’d work for that company again in a heartbeat. My government job with all its benefits, and that paid more - I wouldn’t ever go back. They didn’t actually care about you, or your family. You were just a number. Show more

Not that I’ve had my babies while in the industry but I wouldn’t follow the norm.
The first company I worked for, there was no paid leave and I had to file short term disability. After, the state did pay me a portion of my pay for 8 weeks. It was like $200 a week, that was nothing. I took 2 weeks off before giving birth - no pay.
But my employer did say I could take off as much time as I needed. My job would be here when I was ready, I just wouldn’t be paid. Which regardless of the pay, it was nice to not feel rushed back before I was physically or mentally ready to return.
I wasn’t ready to return regardless but I returned after 5 months. I was even allowed to bring my baby in for a few hours occasionally when my husband wasn’t able to be home with him because of work obligations. I was also allowed to leave for his pediatrician appointments and then return to finish my time that I’d missed.
I even had a coworker at the same company and his wife needed to be in bed rest but they had a toddler. They allowed him to work from home before WFH was a thing.
It wasn’t the best maternity - I would have loved a year off with even 50% of my pay lol. But in terms of American maternity leave it was great. It was great to see the CEO was supportive of families. I think of that company often, it was the best job I’ve ever had in terms of maintaining my mental health and feeling valued by my employer.
My last baby, I was working a new job for the government. I worked right up until 2 days before my due date. I would have had 6 weeks off for maternity leave if I had delivered normally. 8 weeks for a 6 c-section. Then I HAD to return. If I didn’t return, I’d be in the negative for sick hours and vacation time. Which meant I could not take my baby to doctor appointments, could stay home with my kids if they were sick.
I opted for a c-section just to have 8 weeks. My pay once again, was short term disability and it was $200 a week roughly. Again, nothing.
Luckily, my husband got a raise and I didn’t have to go back but I was so upset because I didn’t HAVE to do a c-section like I thought. I only chose it cause I could stay home with my baby longer. My body was also no where near recovered by 8 weeks either.
A woman’s body isn’t actually fully healed and back to normal until a year. Every woman is different too but it could take up to 6 months before a woman’s hormones balance out and that’s not even considering if she ends up with postpartum depression. Not considering if she’s breastfeeding either.
Not to get too political but with the way our country is going and women losing their rights, being forced to have babies. I just really hope companies can put out good maternity and paternity leave policies. Policies that support parents who are healing, their emotional wellbeing, bonding time, breastfeeding/pumping, doctors appointments, childcare etc.
Even though my first job I had a baby at didn’t pay well - them treating me well made all the difference. I’d work for that company again in a heartbeat. My government job with all its benefits, and that paid more - I wouldn’t ever go back. They didn’t actually care about you, or your family. You were just a number.

Chad Christian Certain states have certain requirements. I’d get with an attorney to ensure whatever states you operate in you are within guidelines

Guest Insider 12 weeks 100% pay + STD + FMLA. Mothers can take up to 20 weeks paid and an additional 12 unpaid.

Can't comment or like? Make sure to log in or register for a free account!

What’s the correct way to go if military doesn’t pay? TIA!

Read More...

Guest Insider Same way as anyone else

Guest Insider If they are military you can't necessarily evict them. If i recall correctly, you have to do an affidavit saying you know they aren't deployed and they get assigned an attorney. Much easier to call base!

Brenda Sherrill You can call the housing office in base.

Robin Leasing Contact the commanding officer. That has always worked for me.

Stacy Carver Always have them list their first seargent as their emergency contact then call them. They will put a boot in them.

Guest Insider You serve them the required notice as you would anyone else. THEN as a courtesy you can call their housing director who them can contact their command which should be on yur application . The military have the ability to take that three day notice down and get a loan for the rent & when they do that then the $$ can be taken out of their pay. Remember, they rec BAH to cover their rent and utilities and can actually be court marshaled for not using these funds as to what they are attended for

Guest Insider Please be careful contacting their command without express written consent regarding financial matters. You can be responsible legally for providing that type of information as it’s considered their employer.
Check with your state and local laws but you can still give an eviction notice for non payment of rent as you would a civilian.

Guest Insider You would proceed the same way as anyone else. If the matter ends up going to court you will be required to provide an scra certification stating that they are active duty and their current deployment status.

Guest Insider I work for a community in a predominantly military town so almost all of our residents are military, therefore almost all of the residents who don’t pay are military 😂 the housing office is always a really good resource if you don’t know the correct way to proceed with anything when it comes to military. I have Really great relationship with our housing office.
When we go to court to file eviction we already have an Affidavit of Military Status filled out. The only way their military status affects the outcome in court is if they are deployed, then the courts will typically grant a 90 day stay to allow them to come home and take care of things. But yeah otherwise filing on military is just like filing on anyone else 🤷🏼‍♀️ at the end of the day it’s the soldiers responsibility to inform their command if they are in trouble, not ours.

Can't comment or like? Make sure to log in or register for a free account!

Multifamily communities experience a surge in activity during the peak leasing season, typically spanning the spring and summer months. During this period, a flurry of new renters arriving, existing residents renewing leases and an influx of prospects seeking living spaces can present challenges for property managers. This chaos can also lead to higher incidences of package theft. Today's renters, particularly younger demographics, love to shop o ...

Can't comment or like? Make sure to log in or register for a free account!

Industry Resources

More Industry Resources

Industry Resources

More Industry Resources

During our time in apartment marketing, I have found that the organizations we have worked with are often so concerned with form leads that they overlook their best leads...Inbound Calls. So far this month we received 392 inbound calls... That's roughly 130 calls a week...As apartment operators, are you truly aware of the number of inbound calls your team receives weekly basis? Do you know how many potential residents' calls are missed? If not, i ...

Matthew C Starrett

Can't comment or like? Make sure to log in or register for a free account!

A BIG THANK YOU to all of our Maintenance folks out there! With out you, our properties would crash & burn in a very short time!! You provide a valuable service to our residents, the owners & the property! You give up your evenings, weekends & holidays, your see our residents at their worst. YOU are there for everyone whether it is a flood, fire or dog poop. You are there to plunge the toilets, clean out the disposal, hang new blinds or fix the... Show more

Can't comment or like? Make sure to log in or register for a free account!

We are looking to provide our Community Managers with a cell phone allowance. Do any companies currently provide a cell phone allowance to Community Managers? If so how much?

Thank you!

Brent Williams

Can't comment or like? Make sure to log in or register for a free account!

Industry Resources

More Industry Resources

Industry Resources

More Industry Resources

Prospects are Looking for an Apartment Hookup…Most of apartment searches begin online, just like a lot of dating pursuits. Hey, isn't apartments.com our multifamily industry's version of match.com? Our online prospect is searching for an apartment hookup, right? Meanwhile, we put ourselves out there hoping that the apartment prospect is searching for a "meaningful relationship" that will lead to a long-term commitment…at our community! Think like ...

Brent Williams

Can't comment or like? Make sure to log in or register for a free account!

Recently a colleague asked me, "How can you tell whether a workplace is a good culture fit before you work there?" It's a good question–and an important one because if you're considering changing jobs, you want to choose a new employer that satisfies your needs, culturally speaking. An extremely basic definition of workplace culture, by the way, is simply, 'how we do things around here.' Figuring out how employers do things around ...

Brent Williams

Can't comment or like? Make sure to log in or register for a free account!

Do we all know when bonus depreciation expires?

Read More...

Guest Insider I'm lucky enough to where even during covid my company has done bonus with out a reduction and has since increased it, the bonus structure increased and the rental discount increased plus they have not raised our health care benefit costs. Very blessed to be where I am at!

Guest Insider

Guest Insider Unless they pass something else which they tend to do.

Can't comment or like? Make sure to log in or register for a free account!

How much are you paying for multifamily software per unit/month (total)?

Under $10

0 people vote this.
Between $10 and $20

0 people vote this.
Between $20 and $30

0 people vote this.
Over $30

0 people vote this.

Can't comment or like? Make sure to log in or register for a free account!

My teams are getting a little beat up...entitled residents, angry residents, impatient residents...are verbally abusive. All the customer care training in the world doesn't always prepare you for some of the outrageous demands and attitudes they are experiencing (and I have witnessed it myself). They are getting discouraged and I really feel for them.
I saw this at Lowe's and thought it might have an impact at properties..
What are your... Show more

Brent Williams, Mikel Persky and 1 other

Sherry Tompkins Love this. Yes, it’s been pretty abusive for a while now. Yesterday, I actually broke down in tears with my regional. And you know me! I am a pretty tough cookie. But some days it’s just too much!

Guest Insider My property has also experienced this lately.

Guest Insider We have also experienced this. I recently non-renewed someone who treated my team like this (her lease is up in August) she called corporate, I explained to them why I made my decision and they stood behind me. I will not tolerate residents treating my leasing or maintenance staff that way. We work way too hard. Maybe this resident will learn her lesson, but probably not.

Donje Putnam It’s very sad the way we treat each other nowadays.

Valerie Sargent When I facilitated a leadership forum at the Florida Apartment Association’s event last year, this was a big topic. Some of the companies were altering the language in their lease agreements to cover this type of treatment as a protective measure for the onsite teams. I don’t know that a sign makes a difference to abusive people like that, but I like it.

Brent Williams I really like it, although I would tweak it slightly so it is a bit more assumptive that the reader is one of the good ones. When one says, "thank you for...", it can be read as a post-event thank you for something they have actually done, or a preemptive "warning" of sorts to encourage a behavior.
The second paragraph makes it clear that the "thank you" is preemptive. And there is no reason to warn someone who is already doing good. So I would adjust it slightly:
"We appreciate you treating our associates with respect.
In today's stressful world, we have seen a rise in profanity and verbal threats, so thank you for helping to make Lowe's an enjoyable place for all!"
(I'm in multifamily, so of course I had to add an exclamation mark at the end)

Can't comment or like? Make sure to log in or register for a free account!

Guest Post by Stephanie Shore, Director of Marketing and Brand Development, Bozzuto (formerly with Marriott International and Hilton) Multifamily branding and marketing could take some notes from other industries—like hospitality. In hospitality branding, the critical focus is the guest experience; customer loyalty and maintaining brand reputation are the keys to success. Each of these principles can be easily, almost seamlessly, applied to multi ...

Can't comment or like? Make sure to log in or register for a free account!

Event starts in:

Latest Surveys

Multifamily News

New Insiders