I have a resident who will email, call and come into the office with very offensive and racist comments anytime anyone not of the Caucasian race is at the pools

I have a resident who will email, call and come into the office with very offensive and racist comments anytime anyone not of the Caucasian race is at the pools and demands we remove all other ethnicities calling them horrible things. We have expressed to him that we are not there to determine affiliations or remove someone he deems unacceptable to be in the community, but expressed if they are breaking rules and regulations that we can address that. He still continues to leave very racist voicemails still communicates offensive things to the office. He has even gone as far as saying he thinks we think he is racist and he takes offense to that and we are not properly addressing his concerns and he wants to sue us. How would you address the ongoing issue? Should we straight out tell him it’s offensive and that if it continues that we will serve a three day notice to vacate? It’s technically not against the lease, but I feel it can fall under harassment of the staff.

Do you have a rule about harrassment of other residents and denying them their rights under fair housing? Trying to get people kicked out due to their race is a fair housing issue.

I would consult your attorney to see what options you have. I’m guessing you probably have a right to serve him a notice to vacate due to harassment of other residents but always better to check with legal console first.

Our taa lease speaks to offensive and obnoxious behavior - that’s him. Would give lease violation per that language

I would reach out to your legal council and have them ghost a letter to him from you. His behavior is against the rules in your lease and he is disrupting your business by his lutacres and offensive behavior. Good luck! I would also make sure you are saving the voice mails, emails and document all interactions thoroughly. Good luck!

We have a similar situation. We have filed away warnings for years. But the residents are filing harassment charges with the county and if all gets processed, then it'll be a 30-day buh-bye. It prevents "a peaceful living environment" for all involved. Really sad that people are like this.

That’s shallow water to tread but reference your lease and if it continues I’d issue a warning first and then a violation. Especially if they’re vocalizing it to said individuals.

Document each of the occurrences (dates and specifics) and have an attorney draft a letter to cease the harassing behavior or face termination of the lease.

Very sad! Definitely document everything times and dates, and what is being said. If residents are complaining get that all in writing and speak with your attorneys. Most leases have the threats/ harassment claus, not sure about yours but I would look for that in your lease. Expecially if you have a signed lease with that policy too ???? In these cases the more paper trail the better!

In this case, because it's reached this point, I would have your attorneys address it. They'll ask for his lease, find every clause he's violated and make it an easy non renewal for you. Because this situation involves staff and residents, I highly recommend an attorney handle communication going forward. The attorney can also stipulate that the resident only contact the office - in writing - for repair related issues until he vacates. Just went thru employee harassment from a resident in San Diego last year. Good luck.

Never do anything without legal advice!

I have occasionally had to outline expectations in exchanges with residents, "This is a professional office where we discuss things professionally and with courtesy. If you cannot do so, we have to ask you to leave." I'm even surprised how effective it's been.

7 day them, our lease talks about obnoxious behavior, profanity, disrupting your office. Bye Felicia!

Time for a cease amd desist letter.

The way to go about this situation is to a notice of violation on disturbing the piece and disrespecting the staff you can go as far as let he know that he is not allowed in the office and that all information can be conducted through email that way you have a paper trail and more evidence to do ado notices of violations and even a 7-day to cure. it even states in the community master addendum if you have one there but due to fair housing we don’t discriminate based on race, sex, etc. Honestly at this point, If the resident does it again, I would sit this person down have a meeting and explain fair housing. If the resident becomes disrespectful, I will let him know, that going forward all information will be discussed through email if he does not know how to respect the staff and the residents around him. Also,try to find a way to negotiate his termination addendum whether he pays the termination or not it’s best that you don’t have someone like that in your community. Remember sometimes we are everything the teacher, principal, therapist, negotiator, and even a detective! You have to treat some of these residents as students. They do not understand our regulations and sometimes we just have to go through the protocol in detail with them.

100% consult your companies attorney. This kind of behavior should be deemed for a lease violation and if he wants to sue good luck in court being racist just document every incident it's what you can prove not what you think you remember

Give
him a noise and nuisance violation and or let him out of his lease. Not worth the harassment of your associates or customers

I see so many red flags here... DOCUMENT EVERYTHING He’s threatening the well being and safety of other residents and their guests. TAA lease contract specifies it on paragraph 20 I believe it is. That alone should suffice. After 3 lease violations it’s grounds for non renewal. Also, because he’s already thrown the word suing, I would reach out to your company’s attorney.

Harassment and/or vulgar language should be against the lease (hopefully). How long is left on his lease? 30 day notice his ass.

Be careful. I had one just like yours and he finally came in with a gun, laid it on my desk and told me he was going to get me because i wasnt followering his demands. We called the police and had him evicted. I was scarey!!!

I think I would get so upset at this my customer service would go out the window.

Be careful... these are the ones who go off the edge and start shooting

Hi, let me start off by saying, these are the problems that will end up costing you your life in a confrontation. Let me explain ( I was railed last tiem I commented about this but my life is worth more than anyone else's) SO any and all confrontations should be daylight. second thing, before you let this person do another confrontation with you, review your tapes and see what are the body habit's. When people are armed, they become extreme in habits ( very calm or very nervous ), those day are the days you deal light handed. .. next, document this all with your higher up's and ask for the tenant to be removed. We are now in a higher than normal tension environment, you don't want to be dead center to the firing line.

It’s absolutely against the lease. Those are harrassing comments to the staff and those around him. Non-renew his lease. Part ways. You owe no explanation

If you’re using the NAAlease, there is a section specifically citing staff treatment

I would ask him if he would like to move? He could be waiting on that offer. If not then send him a violation notice, however many reasonable days notice to go, and also ban his A$$ from the office and amenities so then he can’t he won’t have as much to complain about and that all communication going forward is to be by email only! Bye boy

He is the poison that will ruin your complex. I agree, I would ask if he’d like to move somewhere where there are only white people.

Bless you! There is NO WAY I could hold my tongue in this situation!

Always save those voicemails

Your company should be notified. We would have our attorney strongly address this behavior, demand a change and or terminate the lease. We don’t allow anyone to abuse our staff or residents.

It is actually against your lease. You have clauses about acting responsibly and also about him respecting quiet enjoyment of others, guidelines. He is not allowed to act in an abusive manner to you, your team, or his fellow neighbours.
Involve your RM, document and save everything, including the voicemails. If it goes to court you'll need them.
My guess, depending on which state you're in, is that you'll need your lawyers to draft a letter about the harassment and discrimination, giving him a chance to address it- again, I would recommend involving the RM on any meeting or call to discuss as it's a highly sensitive area, and then follow up with a 3 day immediately if he does the same thing again. He will then have 3 days to cure and any action after that, immediately involve legal and get him out. You need neither the negativity and hate, nor the legal issues which may come up with other residents. If he doesn't like who is at the pool, but the other people are quietly enjoying the pool as per the terms of your contracts, then he can choose not to go to the pool or common areas.
Good luck. I know, it's easier said than done but just document everything and, if he has said anything to other residents, get witness statements.
Hang in there.

I think it's best to consult a housing attorney and also have a complaint against this tenant. It isn't his decision on who should use the pool or not. With his continued harassment you, I think have unfortunately let this ride out for so long. He is a threat to you, your staff and your tenant who reside there. It's best to look over his lease and see what this tenant has in his lease. Most and foremost is to be respectful of other tenants etc. It's time to step up, cross your t's and dot your I's. Save all his emails, voicemails, and note the time, date and how long he made his complaint in person. Better to keep a record so you can use it against him when the time comes. Then you can give him notice to vacant the premise.