The Townes at Heritage Hill
Resident · 2021
PLEASE DO NOT MOVE TO THIS COMMUNITY... I AM A FORMER EMPLOYEE WHO HAS WATCHED DISCRIMINATION GO ON FOR ALMOST A YEAR AND A HALF. MOREOVER, IF YOU ARE A CURRENT RESIDENT AND HAVE OPEN WORK ORDERS, PLEASE KNOW THAT YOU WORK ORDERS ARE NOT BEING ADDRESSED AS DAVID THE (PM) DELEGATES WHO WORK ORDER GETS COMPLETE AND WHOSE DOES NOT. THIS IS A JEWISH COMMUNITY AND THEY COULD CARELESS ABOUT THE RESIDENTS AND PROSPECTS WHO COME TO THE COMMUNITY. BACK IN SEPT 2020, I FILE A DISCRIMINATION COMPLAINT AND FAIR HOUSING COMPLAINT ON HOW SAGE VENTURES LLC TREATS ITS EMPLOYEES AND RESIDENTS. THIS IS THE COMPLIANT THAT WAS FILED AND SWEPT UNDERNEATH THE RUG. Gm Julie, Please note that I attempted to call you as the retaliation continues as this request still seems to fall on deaf ears. I think we are going to provide a motion to sage about a constructive discharge. It looks as if no one wants to look into the matter, which is fine by me; please let this reflect that record that Sage HR and the region were allowed to resolve this matter but to no avail. At this current time, as I am sending this email to you, David & Allison are in the office attempting to find a basis for my termination. I want the record to reflect such activity. As you know, this is considered illegal as your office has not addressed the factual basis. I am not sure how issues can be addressed when you are also the subject matter in which this investigation needs to be addressed. On Wednesday, September 23, 2020, you instructed me at 3:45 pm to only email David, Jay, and yourself about complaints moving forward. How is this possible no one wants to address the issues at hand? How would the office of personnel Management like me proceed when relief is not readily available to the employee who has provided feedback but to no avail? Consequently, I believe that any reason that my employer and or co-employer (Sage/ TTH) gives for my suspension, discipline, promotion denial, harassment, wages, and terms and conditions of employment is a pretext to discriminate against me based on my race, national origin, and sexual orientation as well as to retaliate against me for opposing a discriminatory activity in the workplace. Title VII of the Civil Rights Act of 1964 (Title VII) This law makes it illegal to discriminate against someone based on race, color, religion, national origin, or sex. The law also makes it unlawful to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices unless doing so would impose an undue hardship on the employer's business's operation. Regards, Brian Askew Leasing Specialist | The Townes At Heritage Hill 6533 Cedar Furnace Circle | Glen Burnie, MD 21061 Direct: | From: Julie Cameron Sent: Wednesday, September 23, 2020 15:45 To: Brian Askew Subject: RE: MCCR: OFFICIAL COMPLAINT AGAINST OFFICE OF PERSONNEL MANAGEMENT/ HUMAN RESOURCES Good afternoon Brian: This is an ongoing investigation and has not been completed yet. I am still in the process of addressing your complaints. In your email below, you bring some new allegations to my attention. I want to schedule a time to interview you about those allegations. Are you available on Thursday at 4 pm for an interview? You are instructed to send complaints only to David, Jay, and myself. It is disruptive to operations when you include other management officials and non-related employees in your correspondences. Thank you, Julie Julie Cameron, SHRM-CP HR/Office Manager | Sage Ventures, LLC 1777 Reisterstown Rd | East Building, Suite 245 | Baltimore, MD 21208 Direct: From: Brian Askew Sent: Monday, September 21, 2020 10:21 AM To: Gil Horwitz Cc: Sam Dinovitz ; Jay Snyder ; Franco Suarez ; Julie Cameron Subject: MCCR: OFFICIAL COMPLAINT AGAINST OFFICE OF PERSONNEL MANAGEMENT/ HUMAN RESOURCES Importance: High Brian C. Askew Townes at Heritage Hill/ Sage Ventures LLC 6533 Cedar Furnace Circle Glen Burnie, Maryland 21061 RE: Human Resources Professional Ethics, Conduct Unbecoming, Breach Of Confidentially, Hostile Work Environment, Integrity Issues, Masking Hiding with the Intent to Mislead or Deceive (Residents, Prospects, Employees) PLEASE NOTE THAT AT THIS TIME I AM A WHISTLEBLOWER. (SHB-2-2.5 – Equal Employment Policy, Workplace Commitments, Reasonable Accommodation, Non- Harassment Policy/ Non- Discrimination Policy). I am blowing the whistle on the Human Resources Department/ Office Of Personnel Management for several Ethical violations up to but not limited to the violations cited below. I am requesting a meeting with you and the Stakeholders of Sage Venutres LLC. Good Morning, Mr. Horwitz; I am writing this email to you to say that I enjoy working for Sage Ventures LLC. Consequently, there are many areas of concerns up to but not limited to I believe that I was discriminated against based on my sexual orientation, homosexual, my race, African American, and in retaliation for opposing a discriminatory activity in the workplace because: I began my employment with Respondent on August 27, 2020. My most current position is Leasing Professional. My immediate supervisor is David Malin Property Manager. My work performance is satisfactory. On September 11, 2020, the Office of Personnel Management / HR (Julie Cameron) interviewed me about the on-going complaints at The Townes at Heritage Hill. I want to think and be assured that Sage Ventures LLC stands by its mission of (Our goal is to maximize value for all stakeholders, including employees, investors, and tenants. We strive to make a positive impact on the more significant communities in which we operate. We take advantage of new opportunities, using our resources and agility to make good decisions quickly. As a resident, choosing Sage means choosing a professional, experienced management team, which provides exceptional service in a quality home environment. Personable staff and our aim to nurture relationships with our clients ensure that our tenants feel part of the more prominent Sage Ventures family. Sage's strict adherence to fair housing laws promises that our tenants will not encounter discrimination on any level), as if you have indicated in your employee handbook. The action(s) of the office of personnel management has me an alarmed and very concerned. It would suggest that (Julie Cameron) is not very knowledgeable about HR practices or lack thereof. Please note that Julie Cameron (HR) Several ethical violations were reported to (Julie Cameron) but to no avail. There are other concerns and evidence that would suggest that TTH is not adhering to the Fair Housing Act of 1988, but that would be tabled until such a time can be determined that a more appropriate resolution can be reached. Please see the complaints that were reported to (Julie Cameron) below: 1. Hostile Work Environment a. David becomes (emotional) and lashes out when he feels overwhelmed with work. b. Leasing Specialist can not properly do their job because there is no assistance or guidance from the (APM) or (PM) Example ( Resident calls: Tell them to send me an email, and I will get back to them. The resident calls back a few days later and states that no follow up was conducted by the APM or PM) c. Residents come in to speak with Allison or David; David goes out the back door conveniently with something to do on the property. (Example, AG, a current resident that resides at CF, came to the leasing office on multiple occasions to speak with David about the maintenance issues on-going in the home.) d. Manuel (MS) brings his work orders into the office even If they are not complete, and nothing is said by David (PM). () MT, who had a maintenance assignment that took longer than expected, has to explain to David (PM) why he could not get to the rest of his work orders. e. When African Americans (MT) have on-call cell phones, and the call is not answered promptly, They are scrutinized. When a -------- (MT) doesn't answer the on-call phone, nothing is said. f. Manuel (MS) has been trying to find a reason to get rid of k*****(MT) since I started with sage as a contractor back in March 2020. g. Manuel (MS) can bring concerns to David (PM) with/without Valid Merit, and David (PM) takes it as the gospel. David (PM) defends any Manuel (MS) actions and all actions, bad or indifferent. h. On June 06, 2020, I participated as a witness in an internal hostile work harassment investigation conducted by David Malin. During the investigation, Respondent became aware of my sexual orientation. i. Manuel (MS) asked David (PM) why he told Sam that his work was not good enough? David (PM) advised Manuel (MS) with the assurance of Allison (APM) that is not what we told SAM. We told SAM that you were irreplaceable. (This would suggest that African Americans are replaceable, But --------- and Jewish individuals are not. j. Julie (HR) appears as if she cares, but I am aware the Human Resources' primary commitment is to the corporation. Julie (HR) assists/aiding in creating a hostile work environment but tipping the APM & PM of TTH off now that I am being retaliated against for opposing a discriminatory activity in the workplace. k. Julie (HR) has no intention of finding a resolution but finding underlying issues that would cause my termination. 2. Sexual Orientation Discrimination a. There was a conversation in the office about how Brian (LS) dressed and that Gay individuals were frowned upon in the Jewish community, and Brian (LS) needed to take a look at his life. b. One week later, David commented to Brian (LS) That's a nice shirt you have on. Let me feel the material. c. David asked who the vendor who makes the shirt you have on? David advised My father to wear suspenders because his belt was too small to hold his pants up. (Allison APM was in earshot of conversation, which could be seen on camera footage) d. Manuel (MS) treats Brian (LS) differently doesn't want to be asked any questions, Often when questions are asked, Manuel (MS) acts as if he did not hear the question or glares at Brian (LS) as if how dare you question or talk to me. 3. Racial Discrimination a. July 31, 2020 Brian (LS) check engine light came on. Brian was advised that he was needed in the office right away. b. Anytime David (PM) or Allison (APM) has an emergency. No questions asked. They say they have an emergency and leave. When Leasing Staff have an emergency, it's a 1000 and one question prying to see what the crisis is, Only to be told that we can see if there is another resolution because we need you in the office. Allison (APM) is out of the leasing office more than she is in the office. (Every Thursday & Friday) c. K**** (MT) works by himself on work orders, and Townhouse Turns. -------- (MT) get to work together on several projects. d. K****(MT) does not have keys to the toilet paper nor bathroom, but --------- do. (Recently, since Human Resources/ Office of personnel management became aware of such an egregious act/behavior, conveniently the Toliet Paper is out for k**** (MT) to use. e. David (PM) claims that J****(MC) told the neighborhood David (PM) was racist; David (PM) said, "you're going to do what you're told, or you don't have to come back." David (PM) said J****(MC) was creating a hostile work environment f. David (PM) told Allison (APM) she could continue to work from home. This information comes after an "executive meeting" with the President of Sage Ventures LLC, indicating no one can work from home per Julie Cameron (HR). David (PM) advised Allison (APM) its No big deal. We won't tell anyone." g. S**** (LS) left work due to COVID David (PM) said to Allison (APM), within earshot of leasing staff, "See? This is what's called taking advantage." h. NCR Towing is a (Vendor). There was an African American resident who had his vehicle towed for being parked in someone else's spot, is there anything we can do for relief? David (PM) said, too bad, nothing we can do. A Caucasian resident (C***) called in on 9/10 (recorded line), parked on the yellow line for No Parking; David (PM) called and had the car released for free. (Conveniently, after this information was reported to Julie Cameron (HR), the recorded call has somehow been deleted/ erased.) 4. Fair Housing a. Allison (APM) states that Jay (RM) says that a resident Can be moved in (even though the paystubs are fake); Mr. H**** (African American) needed all new bank statements and paystubs. Allison (APM) specifically said Jay approved for I*****to move in. During employment verification, employer information was different than what I**** provided. Allison (APM) took over the process from there. b. K**** (MT) can only go to African America Towne Homes, While -------- (MT) go to Caucasian and -------- Towne homes for work orders. c. Every African American (MT) who has come to complete work for Townes is no longer provided maintenance support. d. TTH advised that we will not be taken section 8/ Housing choice vouchers when we were supposed to have taken it since Sept 2019. (Multiple calls on a recorded line denying housing on that basis) e. Jay Snyder advised that we do not promote Section 8/ housing choice (Potential Fair Housing Violation) 5. Gender Discrimination a. If Brian (LS) asks for an income verification from Allison (APM), it is complete the same day. If K**** asks, it takes up to three weeks for a response. 6. Safety Concerns- Resident services a. May 27 2020 Resident (D****) Townhome caught on fire; Manuel (MS) was working in the home on the A/C unit and was not skilled in the area in which his work was being completed. Resident (D*****) advised David (PM) of such an egregious act. David (PM) covered for Manuel (MS). Resident Allen cited the areas of concern that fell on deaf ears for management. (Resident called on May 26 2020 4:24 pm on a recorded line, May 27 2020 12:19 pm on a recorded line but to no avail. b. September 05 2020 4:49 pm Resident (O*****) brought documentation to the leasing office, advising that she need the documentation to be completed and returned to her. The document(s) were scanned and email to the resident (O*****), Allison (APM), and David (PM). David (PM) called Ms. ***** a week later, asking for an update regarding when she will pay her rent. Ms. ****** advised that she was waiting on the paperwork that was sent to him. Ms.****** felt as if David was harassing her but not providing an area of resolution. David (PM) states he never got the documentation. The resident advised that he did because she too was cc'd in the email. David (PM) declared he was only doing his job. David then hung up the phone and became (emotional) and frustrated with Ms. ******because she had a valid point. c. -------- (MT) uses drugs and alcohol on the job. David (PM) is aware of this action. If Drug Test were conducted, it would present a challenge for Sage as they are now considered a liability. (This statement was reported from the (MT) from the field. d. Every time a resident comes into the office, examples i.e. (), David conveniently has to go out the back door to check something on the property. If the resident happens to see him, He states I am swamped right this moment, and I don't have time; send me an email, and get back to you. Consequently, the resident states, but you never do, but you want us to rent money every month. e. August 17 2020 Resident states that the ceiling is about to cave/ collapse, and he needed someone to take a look into it. The roof in the bathroom finally collapsed. David (PM) & Allison (APM) were made aware but did not respond as quickly as possible. 7. Conflicts Of Interest (Potential) a. Queen B Pest Control services David (PM) personal home and the Townes at Heritage Hill b. Allison (APM) knows there is a daycare provider because Allison (APM) took her children to () Providing daycare on the property at the Townes at Heritage Hill (who is Caucasian), but when a prospect called (African American) but was advised that we do not allow daycare on the property. Consequently, I believe that any reason that my employer and or co-employer (Sage/ TTH) gives for my suspension, discipline, promotion denial, harassment, wages, and terms and conditions of employment is a pretext to discriminate against me based on my race, national origin, and sexual orientation as well as to retaliate against me for opposing a discriminatory activity in the workplace. Title VII of the Civil Rights Act of 1964 (Title VII) This law makes it illegal to discriminate against someone based on race, color, religion, national origin, or sex. The law also makes it unlawful to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices unless doing so would impose an undue hardship on the employer's business's operation.