The second amendment is stated in the Bill of Rights as: “A well regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms, shall not be infringed”. However, in the wake of recent, horrific events like the Cinemark shooting in Colorado and the elementary school shooting in Connecticut, the 2nd Amendment has been debated as either necessary or outdated. With more than 6 million people in the United States estimated to have “right to carry” permits, this issue is on the minds of the entire nation.
This past weekend I received an email from my bank stating that I had “irregular activity” on my debit card and that I should contact the fraud prevention team at my bank. Immediately, those little bubbles of stress started forming in my belly. As it is toward the end of the month and bills are due on the first, the few worries that circled my head were: how much did they get? Will this affect my credit? Today is Sunday so the bank is closed. I have little gas in my tank and usually don’t carry much cash. Ultimately it soured my whole day.
Since 1968, the Fair Housing Act has both protected the rights of individuals seeking a home and simultaneously given landlords and property managers a code of ethics with which to conduct business. This policy has been modified to cite specific groups of people who should not be discriminated against, as well as provide guidance as to what may constitute taking improper adverse action against an applicant for reasons beyond your requirements to gain housing. Now taking a new step in this guidance, HUD is formalizing rules that follow a national standard for determining whether a housing practice violates the Fair Housing law based on an unjustified discriminatory effect.
It’s that time of year again where even the most uninterested individuals will tune in for the yelling, junk food, hilarious commercials, and all around epic events that surround the Superbowl. What makes this game feel so much bigger than other national sports titles is that it all comes down to a singular game – one afternoon spanning the course of a couple of hours to show whether or not someone will be going home for the day with the big “W”.
Within the wake of numerous natural disasters over the last decade, it has become sadly obvious that a large majority of the world is not only unprepared for the worst, but remains unconcerned at the possibility of being struck by a natural disaster. Granted it is understandable most forget when natural disasters hit at random, however, as a major communal threat, it is imperative that your properties have a backup plan available. In aiming for the safety of your residents, staff, and assets, here are a few key points to consider when preparing your emergency plan:
With the New Year many companies budgets are in order and opportunities for hiring, or re-evaluating current employees, are back in focus. A necessity for either of these processes should be performing a proper background check in an effort to protect current employees and corporate assets alike. The National Association of Professional Background Screeners (NAPBS®) recently released tips from industry experts on how to best accomplish properly screening potential applicants and current employees.
CIC, FCRA, FTC, CFPB. These acronyms all stand for the same thing: protecting consumer rights.
Are you, as an employer, using criminal background checks as part of your screening process for prospective employees? Are you aware of the possible legal ramifications involved? You should be.
January 1, 2013, there are new laws that go into effect in California which property owners and managers must be aware of. The laws discussed here are not meant to be an all inclusive list and should be viewed as a summary – not a detailed explanation.
Do you remember the days when job applicants put on a nice suit, walked into a business, spoke with the manager on duty and asked if they had any positions open? After a few questions over a cup of coffee, it was decided whether the applicant and the open position were right for one another. “When can you start?” or “I’m sorry, this just isn’t a good fit.”