Friday, December 30, 2016

Getting back your security deposit

The most common legal dispute between residential landlords and tenants is over the withholding of deposit funds.
The purpose of the deposit is to secure the landlord in paying for repairs to the rented premises resulting from damage to the premises caused by the tenant, which is not the result of normal wear and tear.
Two of the most common concerns regarding tenants’ deposits are:
(1) Damage the tenant believes existed prior to their tenancy; and
(2) Damage the tenant believes is the result of ordinary wear and tear.
If the security deposit is retained to pay for pre-existing damages or ordinary wear and tear, that application of the deposit would be improper.
However, without a clear evidentiary record of pre-existing damage, personal memory is a notoriously unreliable source of evidence that is difficult to accurately rely upon.
With respect to ordinary wear and tear, there are common misconceptions about what constitutes ordinary wear and tear.
The best first step in protecting your deposit is to inspect the rented premises, then itemize and disclose all defects to the condition of the premises within three days of moving into the rental unit. Your landlord will usually provide you with a checklist that you can fill out and return.
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It is important to complete this checklist in a timely fashion. At the end of your tenancy, if you are charged for a piece of damage that is shown as already damaged on the checklist, you will have good evidence to protect you.
You might not remember when something in your rented premises was damaged during the tenancy, but after reviewing your move-in checklist you may be reminded that there was no damage when you took possession. This document protects both you and your landlord from mistakes.
Ordinary wear and tear is the unavoidable incremental damage that rental properties suffer from regular use.
However, just because damage was accidental does not mean it was a result of ordinary wear and tear.
A common example is with carpets. Just because you accidentally spilled red wine on the carpet does not mean that a large red wine stain is a result of ordinary wear and tear; you may be charged for cleaning or replacement of the carpet.
There may also have been wear and tear present prior to your use of the premises, but this does not mean that you won’t be held liable for further damage. If carpet was not new when you moved in, remember that carpet has an estimated useful life.
If you moved in to a rental with two-year-old used carpet and caused a need for the carpet to be replaced, you may be charged for the pro-rata value of the remaining useful life of the carpet.
Deposits are factually dependent and every incidence is different. Take photos when you move in and photos when you move out, and schedule a pre-move-out inspection with your landlord during the last week of your tenancy.

Alex Myers is a business attorney with Myers & Associates in Napa. Reach him at alex@myers-associates.com or 707-257-1185. The information provided in this column is not intended as legal advice, nor does it create an attorney-client relationship. The information is not a comprehensive analysis of the law — if you need legal advice, contact an attorney.


This column originally ran in the Napa Valley Register on December 20th, 2016. You can read it on the Register's website here: "Getting back your security deposit"

Holiday bonus - pros and cons

Dear Alex:
Our business has a long history of giving holiday bonuses to our employees.
We take pride in the care we have for our employees, and the tradition of bonuses is one of our favorite ways to show appreciation to them.
We used to do our own payroll, but this year we started using a company to do our payroll due to the complications that have grown over the years.
Now, our new payroll company has told us that we might be creating a problem with the bonuses, because of overtime rules.
How can this be?
Holiday bonuses are a great way to show appreciation to employees, engender good relations and loyalty and reward a job well done. I hope you will continue to keep this tradition alive.
Unfortunately, there is a possibility that holiday bonuses can result in several problematic situations for employers, including wage-and-hour liabilities for employers who aren’t careful.
The problem can arise when categorizing what you call a “bonus.”
If the bonus is not truly discretionary, then the bonus gets lumped into the employee’s regular rate of pay.
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For example, a bonus is not discretionary if it is promised as part of the employee’s compensation. This increase in calculating the regular rate of pay carries into the calculation of overtime wages.
Overtime wages are calculated based upon a multiplier of the employee’s regular rate of pay. So if you have undervalued the regular rate of pay by failing to include the bonus during the year, you may have liability for underpaid overtime wages.
Thankfully, if your bonuses are truly discretionary bonuses, they may not be considered a part of the employee’s regular rate of pay, and thus may not result in any change to calculating overtime.
To be truly discretionary, the employee cannot have a contractual right to a bonus, and the employer must have full discretion over whether a bonus will be paid at all, If a bonus is to be paid, the employer must have discretion over the amount to be paid.
This means that bonuses tied to objective metrics such as performance, attendance, or tenure, can be problematic.
Another area of potential unintended consequences for discretionary bonuses is in the equal and fair treatment of all employees.
Discretionary, subjective bonuses are ripe for a claim of discrimination for disparate treatment among employees.
If you award two employees of similar standing with different bonuses, rather than creating goodwill and loyalty among your employees this could become divisive, resulting in resentment, fracturing functional teams, and possibly claims of discrimination.
At a minimum, keep holiday bonuses consistent among job types, if not uniform among all employees.

Alex Myers is a business attorney with Myers & Associates in Napa. Reach him at alex@myers-associates.com or 707-257-1185. The information provided in this column is not intended as legal advice, nor does it create an attorney-client relationship. The information is not a comprehensive analysis of the law — if you need legal advice, contact an attorney.


This column originally ran in the Napa Valley Register on December 6th, 2016. You can read it on the Register's website here: "Holiday bonus - pros and cons"