How consistent do I need to be when running checks on potential employees and rental applicants?
EXTREMELY consistent. This can not be emphasized enough. To avoid discrimination lawsuits, you must set up a consistent screening process that you follow for ALL applicants. Many people want to run a criminal background check only on applicants that they “have a bad feeling about”. Unfortunately, this can open you up to a Fair Housing or Discrimination lawsuit! In many cases, you should run criminal background checks on all of your employees, potential employees, or rental applicants, or none at all. Consistency can not be stressed enough in this regard. You should have a written policy that you keep on file that is as detailed as possible that explains any reasons that you would reject an applicant – such as bad employment references, a previous negative rental history reference, income requirements, criminal history, etc. Again, if possible, it is good advice to have a legal expert that is familiar with discrimination, employment, and/or housing laws to review your policy. If you do
