8 Screening Questions for Potential Tenants

The application and screening process for tenants is important for landlords because it allows them to find ideal renters. An ideal tenant is typically someone who has a steady income, pays rent on time, and is respectful of the property and other tenants. The last thing a landlord needs is a tenant who causes trouble in one way or another.

One of the best ways to screen tenants is to have them fill out a Rental Application. This can act as a preliminary qualifier before you interview them. It should be noted that you are not required to formally interview tenants. You can accept their application, show them the property, and allow them to move in if they meet all your requirements. However, landlords can benefit from being more thorough.

In this post, we’ll discuss questions you can ask that will allow you to weed out unsuitable tenants, as well as questions that could get you into some legal hot water.

Good Questions to Ask Prospective Tenants

Regardless of how many stages are in your vetting process, these are some questions that you can ask on a Rental Application or in an interview with potential tenants:

1. Why are you leaving your current residence?
2. When do you plan on moving in?
3. What is your monthly income?
4. Can you pay move-in costs once you’ve signed the lease?
5. Can you provide references from your employer/previous landlord(s)?
6. Will you agree to a background and credit check?
7. How many people will be living in the unit?
8. Do you have pets? Do you want them in the future?

These questions cover the applicant’s income, ability to pay rent, and some basic information, and they also give you access to other vetting avenues. For instance, the reference check from employers or past landlords will likely give you the most insight into what kind of person the applicant is.

Other great avenues for you as a landlord are the credit and background checks, which will show you if the tenant is good at paying bills and if they’ve ever been convicted of a crime. Keep in mind, you can’t ban a tenant from housing based on them being convicted of a crime, except for sex offenses, arson, and the manufacturing and/or distribution of illegal drugs.

Questions You Can’t Ask Potential Tenants

It’s also important to discuss the kinds of question you can’t ask potential tenants. These are mostly questions that discriminate against specific people. It’s a good idea to review them because the last thing you want is a fair housing violation that leads to a lawsuit.

Essentially you can’t ask anything that violates the Fair Housing Act (FHA). This act keeps protected classes from discrimination when it comes to housing, which means you can’t bar a prospective tenant’s application based on certain characteristics.

These characteristics include:

• Race
• National origin
• Skin color
• Religion
• Sex
• Familial status (e.g. married or single tenants, tenants with or without children)
• Disability

You might have noticed that sexual orientation and gender are not part of these characteristics. This is because technically sexual orientation and gender are not protected under the FHA. However, in 2012, the U.S. Department of Housing and Urban Development (HUD) issued the Equal Access Rule which expanded protections for these two categories under the law’s “sex” protections. The rule frames the protection under discrimination based on gender nonconformity and discrimination in the form of sexual harassment.

Some states, cities, and counties have laws that include gender identity and sexual orientation as protected classes, so it’s best to review the laws specific to your property’s location. Additional information can also be found on HUD’s LBGT Housing Discrimination page.

Fair Housing and Fair Screening

As a landlord, you want the best tenants, and the best way to find them is to use the exact same screening process for every single tenant you’re in contact with. What tends to get landlords in trouble is changing up their processes and questions for particular people; that opens them up to liability and fair housing violations.

If you can stick to the same list of questions for everyone and avoid questions that violate fair housing protections, you should have no trouble finding upstanding tenants while ensuring you aren’t asking anything that could be considered discriminatory.

link:http://blog.lawdepot.com/8-screening-questions-for-potential-tenants/

How Do I Write an Executive Summary for a Business Plan?

Creating a Business Plan is a fundamental step when starting a business of any size. When you’re looking for investors to help finance your business, it’s very likely that they’ll ask to see your proposal so they can determine whether they can trust you to provide them with a return on their investment.

Typically, the front page of your Business Plan should be an executive summary, which is essentially a detailed table of contents and elevator pitch for your plan. Investors tend to be busy professionals, so you need to hook them by describing the benefits of investing in your business as concisely as possible.

Below, we’ll discuss the main things you should include in the executive summary of your Business Plan and ask some questions to help get you started.

If you’re looking for advice on writing a full Business Plan, have a look at our Top Six Tips for Writing a Business Plan to help make yours the most captivating.

What Should Be Included in an Executive Summary?

You should break your executive summary into sections. Create succinct, easily understood headers that are relevant to each topic or section in your Business Plan and write three or four clear sentences with pertinent information.

A good strategy is to think like your investor. Consider a few questions that you’d want the answers to if you were the one investing and base the content in each section on those answers.

The headers should match up with the sections in your business proposal, which will likely include:

1. Company goals: Think about what your company can realistically achieve. What do you want to accomplish in the next 12 months? In the next 5 years? What are your sales forecasts?
2. Timeline for achieving those goals: Show you’re a visionary and a realist. When will planning be complete? When will you hire employees? When will your product or service be available for sale? If you’re a brick-and-mortar establishment, when will you open your doors?
3. Personal information: Describe yourself as a business owner. Do you have experience in your industry? What are your qualifications? Why should you, and not someone else, run this business? What’s the company structure?
4. Product and/or service information: Sell the investor on what you anticipate to be your bestseller(s). What separates this product/service from your competitors? If it’s a unique product/service, how will you garner interest and awareness? Do you have plans to develop new products/services to stay relevant a few years down the line?
5. Your customers: Demonstrate you’ve conducted consumer research. Who is your target customer? How will you reach them? How will you advertise to them?
6. SWOT analysis: Show that you’ve done a thorough competitor and market analysis. What are your company’s strengths, weaknesses, opportunities, and threats? What’s your competition like? How are you planning to out-perform your competitors?
7. Capital requirements: Demonstrate financial competency. How much have you invested? How much do you need to borrow? Where is the money going? How will you pay it back?

Pitch the Positives of Your Plan

The aim of the executive summary in your Business Plan is to hook an investor. As long as you can highlight the best aspects of your plan and present them in a concise manner, it’s likely that your reader will take the time to evaluate your plan in full.

You don’t have to exaggerate or lie in your summary to overshadow any risks. Just whittle it down to the gems, and let your plan speak for itself.

link:http://blog.lawdepot.com/write-executive-summary-for-business-plan/

Hand Sanitizers Boost Wellness, Productivity at Work

Hand sanitizers have become trendy since last year's swine flu scare, and dispensers pumping them out have cropped up everywhere from airports and office buildings to restaurants and stores.

But new research has taken the sanitizer craze a step further, claiming that the alcohol-based variety can improve on-the-job productivity and reduce the number of days employees are out sick.

A research team from Germany led by Nils-Olaf Hubner found that absenteeism among public administrations due to colds, fever and coughs dropped dramatically when hand sanitizers were used by staff.

The authors of the study, published in the open access journal BMC Infectious Diseases, looked at the data on sick days and health symptoms for 129 participants. Subjects were divided into two groups, with those in the control group told to keep up their usual hand-washing rituals and those in the other group instructed to use hand sanitizer at least five times during the workday.

The researchers urged those given the disinfectant to use it liberally -- particularly after activities likely to expose them to germs.

"Our study found that hand disinfection reduced the number of episodes of illness for the majority of the investigated symptoms," Hubner wrote, according to a bulletin about the research.

Researchers saw fewer symptoms of common illnesses even during periods when participants weren't out sick. They surmised that those results translated into a rise in at-work productivity and wellness.

Hubner did not respond to AOL Health's requests for comment.

Prior studies have documented the positive effects of hand sanitizers in hospitals, child care centers and other public places where bacterial infections and viruses thrive.

But the disinfectants' link to employees' health in the workplace and their performance on the job hadn't previously been examined.

"Hand disinfection can easily be introduced and maintained as part of the daily hand hygiene, acting as an interesting and cost-efficient method of improving workforce health and effectiveness." Hubner concluded.