Rental and Tenant Laws in the US Research Paper

Rental and Tenant Laws in the US - Research Paper Example The Landlord tenant law is directed to oversee the rentals of residential and commercial properties. According to the Legal Information Institute, a number of states in the US have based their statutory laws under the prescribed Uniform Residential Landlord and Tenant Act and it becomes an important factor during calamities and emergency situations and to prevent discriminations. Under the Federal Statutory Law, no one can be denied of its rights to rent an apartment on the basis of race, color, religion, national origin, sex and age. One cannot be discriminated upon on the basis of familial status, that includes not allowing children, and pregnant women. This also includes physical disability, mental disability. Similar housing laws in states also prohibit discrimination against marital status and sexual orientation. This uniform law is being prescribed to all 50 states of the US. A particular state that upheld the landlord and tenant law is the California government that prohibits unlawful discrimination against any person on the basis of above cited factors. Under the California’s Fair Employment and Housing Act And Unruh Civil Rights, landlords cannot refuse to sell, rent or lease, or refuse to negotiate for a sale, rental or lease to persons on the basis of factors cited by law. Thus, a landlord cannot refuse a person simply because he is colored, or he belongs to an ethnic group. Landlords cannot just deny to these people housing accommodations, or to provide them inferior accommodations, services, facilities and services. Inferior accommodations may be considered as those housing that are with unsafe condition like falling roof or infested by mice or cockroaches. The law also advocates that rental spaces or housing be advertised in newspapers published by ethnic groups to avoid discr imination (CA.Gov.California Dept of Consumer Affairs 2010). Time limit A time limit of one year is set within which one may file complaint from the time the discriminatory act is committed. Complainant should state their formal charges, state how it happened and the names of those involved in the case. Exceptions to the rule However there is an exception to every rule, that the statutory rules does not apply to owner- occupied buildings that has only four or fewer rental units like duplex, or to the housing designated to senior citizens , and those offered by religious groups to their members only. No pet policy In California, a tenant cannot be refused if he owns a pet; most especially if it is a dog that serves as an eye seeing dog or helps him navigate in his disability situation. For instance, a landlord cannot refuse a disabled tenant simply because he owns a dog that helps him. If the landlord does so, he is violating the federal law as well as the American Disabilities Act. Citing a case of violation, the jury from Minneapolis, Minnesota concluded that the no pet policy of the landlord is a form of discrimination when he enforced this policy to a

Dissertation Example | Topics and Well Written Essays - 14250 words

Dissertation Example However, several barriers hinder the route to successful implementation of cross-border acquisitions. Different authors and scholars have provided many factors hindering cross border acquisitions. In its entirety, cultural factors need the biggest attention because of their influence in changing the fate of the merger or acquisition activity. Cross border M&A are termed as ‘marriage between two culturally separate entities’ and endeavours to manage M&A’s arise more from the tenets of cross-cultural management than any other factor. Cultural knowledge has been found to facilitate organizations to come together for M&A with their partners. This view has been propounded by various theories like Hofstede’s and Trompenaars dimensions, Schwartz Value survey, Kluckhohn and Strodbeck Framework , and many others. Application of cultural factors are involved across various activities and different functions that include expatriate management, leadership, motivation, decision making, managing diversity and developing intercultural communications through managerial competencies. Taking examples of some successful and unsuccessful cross-border mergers and acquisitions and relating these with related theories and models, a study has been conducted to determine how cross-cultural knowledge, awareness and responsiveness helped the successful parties and vice versa. This research has investigated the cultural issues which are often not given utmost importance in regard to cross border M&A. The study has helped to gain an understanding of the significance of determination of cultural factors affecting cross border M&A and the necessity to deal with them before entering into a merger or an acquisition. Also, with perceived and identified gaps, recommendations have been suggested which might improve upon the way cross-border mergers and acquisitions should be implemented and dealt with. The research has been based completely on secondary sources and case studies. Real life M&A have been taken into consideration based on which a detailed analysis has been done thus determining the cultural factors that may affect cross border M&A. Recommendations have been provided for those organizations that tend to ignore the importance of such cultural differences, often leading to failure. Table of Contents Topic Page no. Introduction 7 Research Aims and Objectives 10 -Aim of the research 10 -Objectives of the research 10 Literature Review 11 Limitations of the Study 30 Research Methodology 31 -Research Philosophy 31 -Research technique 32 -Sources of information 32 -Credibility & Verification 33 Findings & Analysis 35 -Study of real life M&A 36 -Key features of success or failure 43 -Comparison of actual scenario with theoretical models 44 -Discussion 49 Conclusion 51 Recommendation 54 References 57 List of Figures Figure Page no. Figure 1. Different types of mergers and acquisitions 15 Figure 2. Consequences of differences in individualist or collectivist scores for work and organizations 18 Figure 3. Consequences of differences in power distance cores for work and organizations 19 Figure 4. Consequences of differences in masculinity or femininity scores for work and organizations 20 Figure 5. Consequences of differences in uncertainty avoidance scores for work and organizations 21 Figure 6. Acculturative model for the implementation of mergers 23 Figure 7. Reasons