November2017

DISCRIMINATION... from page 22.

be a co-op’s building super who provides prompt response times to women residents who put up with his sexual advances while ignoring those women who rebuff them. This building super’s conduct could be unlawful harassment against all of these women, even those who put up with the conduct, as a victim’s submission to harassment does not negate the unlawful con- duct. • Hostile Environment Harassment: Hostile environment harassment is unwelcome conduct because of that person’s protected class that is sufficiently severe or pervasive as to interfere with the person’s use or enjoyment of housing. An example of hostile environment harassment could be the situation described in the introduction: a res- ident who consistently taunts and makes derogatory statements to another resident based on his reli- gion and national origin. Hostile environment harassment can come in many different forms: epithets, distributing fliers, displaying sym- bols, gestures, physical abuse, etc. Community associations can be directly liable or vicariously liable for harassment that constitutes discrimina- tory housing practices. One might expect that an association can be liable for the harassment perpetrat- ed by its board members, managers, maintenance workers, and other repre- Prompt Corrective Action Required:

The Service You Deserve Taylor Management Company has been managing community associations for decades. We have been recognized

by the Community Associations Institute (CAI) as an Accredited Association Management Company (AAMC) and by the Institute of Real Estate Management (IREM) as an Accredited Management Organization (AMO). These designations are accorded for the highest level of ethics and professional management in the industry. Leaders in Professional Community Management for Decades!

80 South Jefferson Road, 2nd Floor, Whippany, NJ | Tel. 973.267.9000 100 Franklin Square Drive, Suite 203, Somerset, NJ, NJ | 732.764.1001 42-2 Harmon Cove Towers, Secaucus, NJ | 201.325.8500

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