Updated August 2018bylaws policies august 2018
CHFC Appendix C to the Human Rights By-Law
This Attachment contains background information relating to the Model Human Rights By-law. It does not form part of the By-law itself.
This Attachment may be updated from time to time. The CHF Canada website should be checked for the most recent version.
1. Why have a Human Rights By-law?
The Model Human Rights By-law does two things.
• First, it states the co-op’s commitment to the Ontario Human Rights
• Second, it states a procedure for dealing with human rights
problems at the co-op.
2. What is the Ontario Human Rights Code?
The Ontario Human Rights Code is a basic law of the Province of Ontario.
It states detailed rules and definitions on the human rights that are
protected in Ontario. It states procedures on how those rights can be
The rules in the Human Rights Code are explained by decisions of courts and tribunals on what the Code means and by policy statements and other materials issued by the Ontario Human Rights Commission.
3. Does the Human Rights By-law state the human rights that are
No. People’s human rights are part of the law of the Province, not things that the co-op adopts in a by-law.
The basic commitment to human rights is a simple and straightforward
principle, but working it out according to law is complicated. Therefore,
the basic commitment is in the By-law, but not the detailed legal rules.
4. What are the human rights guaranteed by the Human Rights Code?
The Human Rights Code states that people have a right not be
discriminated against or harassed on certain specific grounds. It is only
discrimination on those grounds that is illegal.
5. What are the prohibited grounds of discrimination in housing?
The prohibited grounds of discrimination in housing are:
• place of origin,
• ethnic origin,
• sexual orientation,
• marital status,
• family status,
• the receipt of public assistance,
• gender identity,
• gender expression.
6. What are the prohibited grounds of discrimination in employment?
Co-ops are employers as well as housing providers. The prohibited grounds of discrimination in employment are the same as in housing except:
• An employer cannot discriminate based on record of offences. A
housing provider can take record of offences into consideration.
• A housing provider cannot discriminate based on receipt of public
assistance. This is not in the list of prohibited grounds for
7. Should we change the list for our co-op?
This is not recommended.
• The list in the Code is accompanied by definitions and other sections which explain and qualify the obligations. It is important that these apply.
• Experience shows that when co-ops adjust the list, they are basically covering the same things in different words. But there may be a slightly different meaning that is hard to predict.
• Co-op by-laws are legally operative documents. It is important to be
accurate and consistent so that co-ops do not have unexpected
8. What is harassment?
Harassment is inappropriate comment or conduct that is known or
should be known to be unwelcome. It is illegal if it is on a ground stated in the Human Rights Code. The prohibited grounds of harassment are substantially similar to the prohibited grounds of discrimination.
Some examples of harassment when based on a prohibited ground are:
• epithets, slurs or jokes;
• name calling or nicknames;
• jokes, cartoons or graffiti;
• verbal abuse;
• displaying offensive or derogatory images;
• practical jokes causing awkwardness or embarrassment;
• condescending or patronizing behaviour undermining a person’s self-
9. What is sexual harassment?
Sexual harassment is harassment because of sex, sexual orientation,
gender identity or gender expression. Some examples are:
• gender-related comments about an individual’s physical
characteristics or mannerisms;
• unwelcome physical contact, patting or pinching;
• suggestive or offensive remarks or innuendoes about members of a
• propositions of physical intimacy;
• gender-related verbal abuse, threats, or taunting;
• leering or inappropriate staring;
• bragging about sexual prowess;
• demands for dates or sexual favours;
• offensive jokes or comments of a sexual nature about a person;
• display of sexually offensive pictures, graffiti, or other materials;
• questions or discussions about sexual activities;
• paternalism based on gender which a person feels undermines his or her self-respect or position of responsibility;
• rough and vulgar humour or language related to gender.
10. Are there other kinds of sexual harassment?
Yes. In addition, sexual harassment is any kind of sexual advance made by someone who is in a position to grant or deny a benefit or
advancement such as someone’s employer or superior. It is also any
reprisal by such a person for rejection of a sexual advance.
11. Does the victim have to object for it to be sexual harassment?
No. It is not necessary for someone to object to behaviour for it to be
contrary to the Human Rights Code.
RESPONSIBILITIES OF CO-OPS
12. What are the co-op’s legal responsibilities?
As a housing provider the co-op has to follow the Human Rights Code in all areas of its operations. This includes its role as housing provider and as employer.
The co-op is responsible for the acts of the co-op as a corporation. It
also can have responsibility for the acts of its staff and anyone acting on its behalf. This can include directors, officers, committee members and others.
13. Is the co-op responsible for the acts of individual members?
If the co-op is a place where discriminatory or harassing language or
acts are common, it is said to have a “poisoned environment” or
“poisoned atmosphere”. Under the Human Rights Code the co-op could
The co-op has to do what is reasonable to ensure that the general
atmosphere at the co-op is free of discrimination or harassment on
human rights grounds. It cannot just ignore such conduct.
ACCOMMODATION OF DISABILITIES
14. Does someone who is disabled have to obey the same rules as other co-op members?
Yes. But those rules have to be adjusted to allow for the person’s
disability if it can be done without undue hardship.
15. Does the co-op have to go to special expense to fill the needs of
someone who is disabled?
Yes. The co-op has to provide equal housing to everyone, including any members who are disabled. In order to permit the disabled members to have equal housing, special measures may be needed, such as automatic door openers.
The co-op and anyone else providing accommodation has to take such
measures if it can be done without undue hardship.
16. What is undue hardship?
Undue hardship is not defined in any exact way. However, it would
include cost, outside sources of funding, if any, and health and safety
17. Doesn’t it cost a lot to accommodate people with disabilities?
No. The Human Rights Commission says that a great many examples of accommodation can be done very inexpensively.
For instance, some people are highly sensitive to certain chemicals such as cleaning fluids. Pricing out alternatives that are less offensive (and maybe better for the environment) shows that they only cost a co-op slightly more. The same is true of a great many other accommodations.
18. Is there a hard and fast dollar limit for an accommodation?
No. The Human Rights Code does not state a specific limit and the
explanations given in court and tribunal cases do not lead to any
specific limit. You should consult your local federation or lawyer when
this issue comes up.
19. What is indirect discrimination?
Indirect discrimination is also called “constructive” discrimination. It
exists if there is a requirement or factor that is not discrimination on a
prohibited ground but that results in the exclusion, restriction or
preference of a group of persons identified by a prohibited ground.
An example might be religious beliefs. Co-ops might be scheduling
meeting times for good reasons that have nothing to do with any human rights issues. But if a members’ meeting falls on a holiday that affects a lot of the members, that could be indirect discrimination.
20. Does the co-op have to go to expense or change its rules to avoid indirect discrimination?
Yes. But the co-op’s obligations are subject to the same test of undue
hardship as for accommodating disabilities.
EQUAL TREATMENT FOR ALL MEMBERS
21. Does accommodating disabilities and avoiding indirect discrimination
involve treating some members better than others?
No. This is the biggest issue that bothers co-op members. Co-ops are
founded on the basis that all members have equal worth. This is not like other kinds of corporations where worth depends on the number of
shares or the amount of investment.
But sometimes people have to be treated differently in order to receive
equal service. For instance, no one would suggest that there is anything wrong with giving a household of five a larger unit than a household of one. It is accepted that this better fits their needs.
In the same way co-op services need to be adjusted in a sensitive way to meet other specific needs of co-op members if it will not cause
22. Is the co-op entitled to proof of the needs?
Yes. The co-op is entitled to reasonable evidence if there is any need
However, the most important thing to remember is that the member
involved is entitled to be treated with dignity. People should get away
from the mindset that there is any kind of “special privilege”. Instead
recognize that whatever is being done is being done to give service that is effectively equal to others.
Therefore, any request should be treated with respect and dignity, and,
of course, complete confidentiality on a need-to-know basis.
23. Are there other legal issues related to the Human Rights Code and human rights at co-ops?
Yes. A lot of them. This paper only skims the surface. It is important to get legal advice when issues come up.
24. If a complaint is made against the co-op to the Human Rights
Tribunal, what should the co-op do?
First, the co-op should report it to the co-op’s insurance company. The
complaint might be covered by the co-op’s insurance.
It is important to do this whether or not the co-op thinks there is any
merit in the claim. That is because the legal or other costs can be very high, whether or not the co-op defeats any complaint. The insurance company may not provide coverage unless it is consulted from the beginning. It is a requirement of the insurance that the co-op consult it from the beginning.
Second, the co-op should not discuss the matter with the person
involved or their lawyer and no one acting on the co-op’s behalf should
Third, the co-op’s own lawyer should be notified in the case the
insurance company lawyer does not take over.
25. Will following the Human Rights By-Law mean that no claim can be made against the co-op?
No. The By-law is intended to be a way to enhance human rights at the co-op and to resolve problems. However, anyone who is dissatisfied or does not want to use the By-law can complain to the Human Rights
WOODSWORTH HOUSING CO-OPERATIVE INC.
By-law No. 78
CONFLICT OF INTEREST BY-LAW
Passed by the Board of Directors on March 30, 2016 Confirmed by the Members on May 17, 2016. Replacing By-Law 42 (October 5, 1995)
Conflict of Interest
1. Purpose of this Article
The rules in this Article are to help avoid conflicts of interest and to have fair ways to deal with them. They apply in addition to the requirements of the Co-op Act and other legal and government requirements. The first part of this Article explains conflict of interest. The second part of this Article states rules for different situations.
2. Understanding Conflict of Interest
People who make decisions on behalf of the co-op should make the decisions in the best interests of the co-op – not in their personal interests. This includes directors, officers, committee members and staff.
3. What is Conflict of Interest?
Two things create a conflict of interest:
• someone takes part in a decision on behalf of the co-op, and
• the decision benefits that person or a relative or friend in a way that is different from most co-op members.
(a) Taking part in a decision
People who take part in a decision on behalf of the co-op include:
– directors voting on a motion
– committee members making a decision or recommendation
– staff making a decision or giving advice to the board about a decision
(b) Benefits of a decision
Benefits of a decision include:
– direct or indirect benefits
– actual or potential benefits
– benefits to relatives and friends
– non-financial benefits
4. Conflict Situations
Two kinds of situations can become conflicts of interest:
· manageable situations
· prohibited situations
(a) Manageable situations
Manageable situations are part of the ordinary operation of the co-op. They could become conflicts of interest if the person getting the benefit takes part in the decision. Examples:
· A director puts in a work order for major renovations to their unit.
· A friend of a director is given a Notice to Appear.
· An employee requests a pay raise.
(b) Prohibited situations
Prohibited situations are things that do not happen in the ordinary
operation of co-ops. They are often illegal. Examples include:
· A director gets a reduced price on carpeting from the same company that is contracting for carpeting for the co-op.
· A property management company or an employee receives an incentive or commission in connection with a contract signed by the co-op.
· A director is a partner or shareholder in a company that is bidding on the co-op’s snow shovelling contract.
5. Rules for Directors
If a director has a conflict of interest or is involved in a situation that could become a conflict of interest, the director must declare it in writing before the next board meeting. If the director learns about it at a board meeting, the director must declare it at the meeting.
(b) If in doubt, declare
If a director is not sure whether something would be a conflict of interest, the director must report it to the board in the same way as stated in the previous paragraph. If other directors or members think a director could have a conflict of interest or is involved in a situation that could become a conflict of interest, they should also report it to the board.
The board has to decide if there is a conflict of interest and what to do about it. It should be considered at the first meeting after it is declared or reported or the next one after that.
The persons who might have a conflict cannot participate in the process of deciding. They cannot be present while the decision is being made.
The conflict declaration and the board decision must be recorded in the minutes of the meeting. This could be in the confidential minutes if appropriate.
(d) If there is a manageable situation
If there is a manageable situation, the person with the potential conflict cannot vote or participate in any decision-making relating to the item cannot be present at a meeting while the item is under discussion, cannot see any of the documents or materials relating to the item, either before or after the decision is made
(e) If there is a prohibited situation
If there is a prohibited situation, the circumstances have to be changed so the prohibited situation no longer exists. It may not be enough for the director to leave the board since the director may have learned something that would give an advantage to someone, such as a bidder on a contract.
Steps to be take could include one or more of the following:
The person involved can resign as a director.
The board can remove the person involved from the board. Despite Article IV, Section 6 (b) and Article V, section 1, Removal of a Director, removal under this section is effective as soon as the board passes the motion. There is no appeal to the members. If there is enough time, the director should be given written notice of the board meeting to discuss removal including the time and place of the meeting and the grounds for removal. The director can appear and speak at the meeting. The board decides and votes on the removal without the director present.
C. Deal with someone else
If the situation involved bidding on a contract with the co-op or selling something to the co-op, the co-op can reject the bidder or seller that is involved.
D. Change the situation
The situation that created the prohibited conflict can be changed in
other ways so there will not be a prohibited conflict.
(f) Government requirements
Individual directors and the board as a whole must also follow government and funder reporting and procedural requirements about conflict of interest.
6. Rules for Officers
Officers have to follow the same rules as directors, including any officers who are not directors.
7. Rules for Committee Members
Committee members must declare conflicts of interest and situations that could become a conflict of interest to the committee in the same way as directors declare them to the board. In addition, a copy of all conflict declarations should be given to the board, including those made during a committee meeting. If other members think a committee member could have a conflict of interest or is involved in a situation that could become a conflict of interest, they should also report it to the committee or the board of directors.
A committee has to decide about conflict of interest in the same way as the board. In addition, the chair of the committee has to give the board a written report on the situation no later than three days after the committee meeting.
(c) Dealing with committee conflicts
A committee has to deal with conflict of interest in the same way as the board. In addition, the board can make a decision about a committee conflict. The committee has to follow the board decision.
8. Rules for Staff
(a) Declaration by property management company
If the co-op has a contract with a property management company, that company has to declare conflicts of interest and any situation that could become a conflict of interest by giving a written report to the president as soon as possible. This has to be presented to the board at the next meeting. This could be a conflict of interest or situation involving the property manager’s staff at the co-op or involving the company or its owners or personnel who do not work at the co-op. The written report should state proposed steps to deal with the situation.
(b) Service companies or others who are not employees
Service companies and others who are not employees have to follow the
same requirements as property management companies under (a).
(c) Declaration by manager
If the manager is an employee of the co-op and has a conflict of interest, or is involved in a situation that could become a conflict of interest, the manager has to give a written report and explanation to the president as soon as possible. This has to be presented to the board at the next meeting.
(d) Declaration by other staff
Other co-op employees who have a conflict of interest, or are involved in situations that could become conflicts of interest, have to report it to the manager immediately. The manager will give any immediate directions that are needed and give a written report and explanation to the president as soon as possible. This has to be presented to the board at the next meeting.
(e) Board action
The board will decide if there is a conflict of interest and what steps to take.
9. Members’ Conflict of Interest
At members’ meetings, all members can discuss and vote as they wish, even if they have a conflict of interest. Members are encouraged to declare the conflict of interest before taking part in the discussion. Members should try to act in the best interests of the co-op as a whole.
(a) When required
The board can ask someone for evidence to prove that there is no conflict of interest or that the conflict of interest rules have been followed. It does this when deciding if there is a conflict of interest or investigating compliance with conflict of interest requirements.
Members and staff must give complete proof and details in response to a request under this section. This may require showing documents and getting sworn statements from everyone involved. Failure to provide proof under this section is a breach of this By-law. Also, failure to provide proof can be evidence of non-compliance with conflict of interest requirements.
WOODSWORTH HOUSING CO-OPERATIVE
Presented and approved at GMM on April 1, 1993
1. Basic Principles
The intention of this policy is to create a culture and a climate which supports maintaining confidentiality and makes it explicitly unacceptable behaviour to violate a member’s right to confidentiality.
This climate is fostered by such things as:
Board and committees discouraging anyone from presenting them with confidential information which they do not need to possess to function.
Staff making a point of offering members privacy for discussions in the office.
Members of the Board and sensitive committees shall acknowledge that they have received a copy of the confidentiality policy and that they understand their obligation to protect members’ privacy and confidentiality.
The Board and Committee members should not discuss with any other person the details of confidential matters.
2. Content of a member’s file
2.1 There will be a file for each individual member, not just household files.
2.2 The minimum that each file will contain will be the signed Member Application, Occupancy Agreement, and some tracking of where in the Co-op the member has lived and when. In addition, information on grievance and arrears would be included, as well as copies of correspondence to and from the member.
2.3 There will be nothing in the file that the member has not seen.
2.4 Information about grievances or arrears which is more than 5 years old, unless it is part of an ongoing pattern, should be discarded. Staff will consult with the Arrears Committee and the Grievance Committee regarding what should be discarded.
2.5 Content of the Unit (also called the Maintenance) file will be on the computer.
2.6 Member files are kept in the office in locked filing cabinets.
3. Member access to his/her own member file
3.1 It was agreed that members have the right to look at their own files. This may be done by making an appointment with the Co-ordinator to view the file during office hours.
3.2 The Co-ordinator must be present while the member is viewing the file in order to answer any questions and to make sure that nothing is removed from the file.
3.3 The file itself may not be removed from the office, although members have the right to make photocopies of anything in the file.
4. Other access to the member file
4.1 No member, even if part of an elected committee, has the right to access any other member’s file, except where specifically directed by the Board.
4.2 If the Board or a committee needs information from a file, that information will be obtained through the Co-ordinator or Admin. Assistant. Maintenance information may also be obtained through the Maintenance workers in the absence of the Co-ordinator.
5. Function of Committees to maintain confidentiality
(e.g., Board, Membership, Arrears, Grievance)
5.1 The Board
The Board will implement a mechanism for discussing issues at Board level without knowing the names of the people involved (e.g. President distribute copies of letters with names blacked out).
5.2 The Arrears Committee
The Arrears Committee does not need to know who is on subsidy, except when discussing a particular Arrears case. Duplicate lists of those in Arrears should be destroyed as soon as possible after the meeting.
5.3 Grievance Committee
Policy states that “All particulars and minutes of meetings shall be kept strictly confidential and shall be disclosed only to the Board of Directors at their request. At the end of each year, and after consultation with the Committee, the Secretary shall precis and record the premise and conclusion of each grievance, to be kept in the files of the Grievance Committee and the members involved. This is to facilitate the resolution of future complaints that might involve any of the parties. All related testimony, documents and notes will be destroyed.
All files of Grievance Committee will be kept in the office, except for active files which may be temporarily removed from the office by a member of the Grievance Committee while a complaint is being worked on.
The Board does not generally need to know the details of particular grievances unless Board action is required.
The Board (and other Committees) should be very conscious of procedures which ensure that positions taken by particular Board or committee members on an issue are not discussed outside the meeting.
6. When the Member breaches his/her own confidentiality
(e.g., a member appeal)
If a member chooses to reveal confidential information about her or himself in order to appeal a decision of the Board or Committee , he must understand that this means that the Board (or other committee being appealed against) has the right to reveal any information upon which they acted, even if it is information that would otherwise be kept confidential.
7. Destruction of files
Each member of committees and the Board who deal with confidential material is expected to ensure that they dispose of confidential material in an appropriate manner. The office has a shredding machine, which may be used to shred documents. No copies of confidential material will be left lying around, either in Committee boxes or in the Board room where members might see them.
At the end of a member’s term of office on the Board or a Committee, it is the member’s responsibility to make sure that confidential information obtained during the term is properly disposed of.
8. Process for implementation
The following implementation procedures will be developed by appropriate committees and staff.
8.1 Change filing system from Household files to Member files.
8.2 Procedures for removing old Arrears information.
8.3 Procedures for removing old Grievance information.
8.4 Process for regular reporting of Member in Good Standing Status to Membership Committee. [Section 5.2 re: definition of member in good standing was struck from approved version.]
Consolidated up to April 2010 and adopted September 30, 2010.
WOODSWORTH HOUSING CO-OPERATIVE, INC.
and By-elections Policy
Approved by the GMM on September 28, 2011
Woodsworth Housing Co-op members elect directors, members of some key committees, committee chairs for some committees and delegates / representatives for co-op and community organizations. This policy mandates how Woodsworth proceeds when a vacancy occurs on a committee between the normal election time (AGM’s)
Vacancies for directors will be filled following Bylaw 1 (Organizational Bylaw),
ARTICLE IV – DIRECTORS, section 4.
2. Elected Committees – when the entire committee is elected by members (e.g. membership and arrears committees)
a) If there is a quorum remaining on the committee, the committee can vote to carry the vacancy until the next annual co-op elections.
b) If there is no quorum or if the committee wishes to fill the vacancy, the vacancy is filled by by-election or by committee vote, depending on the time left before the next AGM.
(i) To fill a vacancy in the first eight (8) months of an election year, a by-election will be held at the next regularly scheduled General Members’ Meeting for the membership to elect a replacement to complete the remainder of the full term.
(ii) To fill a vacancy in the last four (4) months of an election year, the committee can appoint a replacement to fill the position until the next annual co-op elections. The appointment takes effect immediately, but the election of the committee member must be put on the agenda for the next members’ meeting. The appointment will be considered confirmed unless the members elect someone else.
3. Elected Committee Chairs: when the chair of the committee is the only elected member (e.g. Editorial Committee):
The committee must inform the Board of Directors committee liaison and the membership that a vacancy has occurred and that a vote on replacement will take place.
Any Woodsworth member who has attended any two of the last three meetings of the committee can vote at the meeting. However, any member is eligible to be appointed or elected.
a) The committee can vote to fill the vacancy until the next AGM by appointment without a by-election. The replacement can come from the committee or be another volunteer member. The term for the replacement member will be until the next elections at the annual general meeting.
(b) If the committee votes to fill the vacancy through by-election, a by-election will take place at the next regularly scheduled General Members’ Meeting for the membership to elect a replacement to complete the remainder of the full term.
4. Delegates (SLNA, CHFC, CHFT and alternates)
As the delegates are not part of a committee, the Board of Directors must advertise the vacancy to the membership. If there are more candidates than positions, a by-election will take place. If there is a match between the number of candidates and positions, the Board of Directors should appoint the candidate and report to the members.
5. Candidates and Appointments:
Committees may solicit candidates from unsuccessful candidates at the last AGM, member surveys, from requests for volunteers in the Weekly, from members who have served on that committee in the past and members at large.
– The decision about who will fill the vacancy must be made at a committee meeting.
– The successful candidate’s name must be published as soon as possible.
WOODSWORTH HOUSING CO-OPERATIVE, INC.
THE RULES BY-LAW (No. 19)
Adopted August 27, 1979; Passed 23 August 1980;
Renamed Schedule A of Original Occupancy By-law No.2
to The Rules By-law No. 19 – Passed 22 March 1990; Consolidated up to April 2010 and adopted by the members on September 30, 2010. Amended on September 23, 2013 by By-law 75.
ARTICLE I — GENERAL RULES
Residents may not negotiate any cable television service from any source other than the Co-op's authorized supplier.
ARTICLE II — PET RULES
Members are allowed to keep pets in the Co-op. Pets must not interfere with another member's use or enjoyment of his/her unit or common areas.
Pets that are normally contained in a cage, tank or other container may be kept in reasonable quantities and do not have to be registered with the Co-op. Examples of contained pets are birds, fish and small rodents.
No exotic pet may be kept by any member in the co-operative. The definition of an "exotic pet" will be left to the discretion of the Board.
No household may have more than two adult pets (eight months or older), except as provided in paragraph 2.
Except as provided in paragraph 2, all pets must be registered with the Co-op.
Each member wishing to register a pet must sign an agreement to abide by this Policy and any decision made by the Board regarding his/her pet. Before signing the agreement, the member must provide, for each pet, the following information to be appended to the agreement: type of animal, name (if any), month and year of birth, description and a picture, plus such other information as the Co-op may require.
Condition of Animals
Pet owners must protect their pets against parasites (including fleas) and diseases. A certificate of inoculation against rabies and distemper for all mammals, plus F.E.R. for cats and hepatitis for dogs, must be filed with the Co-op at the time the pet is registered or when it has reached three months of age, and annually thereafter.
All pets six months of age or older must be spayed or neutered, unless they are being used for authorized breeding purposes, according to sub-paragraph (e). A certificate indicating that the spaying or neutering has taken place, issued by the Humane Society or a licensed veterinarian, must be filed with the Co-op when a pet is registered or within one month of the pet turning six months of age.
The requirement for inoculation, spaying or neutering of a pet may be waived or postponed, as appropriate, if the desirability of such waiver or postponement is confirmed in writing by the Humane Society or a licensed veterinarian. In such case, the pet must be kept inside the owner's unit, or under strict control when outside the unit.
If a certificate referred to in sub-paragraph (a) or (b) is not available because a member has owned a pet for a considerable length of time, then the certificate may be replaced by a written declaration that the pet has been inoculated, spayed or neutered, as appropriate.
Pets may remain unneutered or unspayed for breeding purposes, but only with the express permission in writing of the Co-op. Permission will only be granted to the owners of purebred pets and operators of licensed catteries. Breeding papers and proof of cattery registration must be filed with the Co-op before such an exemption will be granted.
STOOP AND SCOOP! A member must clean up any mess created by his/her pet through natural body functions or otherwise.
A member must repair any damage to the property of the Co-op or another member caused by his/her pet.
A member must control his/her pet to prevent any unnecessary noise, or noise that disturbs other members.
Dogs are only allowed in the common areas of the Co-op attended and on a leash. Dogs are allowed in the backyards of the units only if properly secured and there is a responsible person in the unit.
Cats may run loose, but if a cat creates a nuisance, it must be kept in the owner's unit.
Complaints and Penalties (amended April 23, 1980)
A complaint may be made by either a member or by an employee of the Co-op. Such complaints should be put in writing and submitted to the Co-op.
For the first complaint, the Co-op will send a written warning;
for the second complaint, a fine will be levied as set by the members of the Co-op;
for any subsequent complaint, the member will be served with a Notice to Appear (NTA) at a specific meeting of the Board to explain why s/he should not have his/her occupancy terminated; and
A member may appeal a warning or a fine directly to the Board of Directors.
ARTICLE III — HEALTH AND SAFETY RULES
Residents must not store gasoline, oil, large quantities of paint or other highly flammable or dangerous materials in their units. Residents shall not do or permit anything to be done in their premises which will significantly increase the risk of fire.
Residents must not obstruct or permit anything to obstruct the fire exits, stairwells, corridors, entry passages, and public thoroughfares.
Smoke detectors must not be disconnected or painted.
Garbage (amended April 23, 1980)
Townhouse residents and street access residents must place garbage on the street only on collection days.
Apartment residents must place garbage in the chutes provided. All garbage must be in securely tied bags which are small enough to fit down the chute. No garbage may be left in the hallways or garbage chute rooms.
Newspapers and magazines must be bundled securely with string. Apartment residents must place bundled newspapers, magazines, bottles and cans in the collection depot designated by the Co-op. Do not put newspapers, magazines, bottles and cans in the garbage chutes. Street access units should place bundled newspapers on the street for Wednesday newspaper pick up.
Large items (e.g. unwanted furniture): Apartment residents must be disposed of these items in the area designated by the Co-op. Street units should phone the City Garbage Collection for pick up.
No trash, garbage or unsightly debris should be stored on balconies, porches, patios, backyards, under porch steps or in doorways. Members with street access units should keep their front area clean. Members with yards or patios should keep them clean and free of trash, and those with pets must keep yards clean and free of animal feces.
No resident, including children, shall litter any common area of the Co-op: halls, stairs, sidewalks, roads, parking garage, etc. No resident shall throw garbage or shake rugs or mops from windows or balconies, or in hallways.
Garbage put anywhere except in designated areas is contrary to Co-op rules and City ordinances.
In the event of a serious bug problem in a building, the Co-op will have the right to order extermination services carried out in the whole building.
If members are incapable of preparing for extermination services, the Co-op will provide assistance.
Vehicle engines must not be left running in the underground garage.
Vehicle maintenance must not be done in the underground garage. This includes washing, oil changes, repairs, etc.
Children are not to play in the underground garage, on the ramp or on the retaining wall around the ramp.
Consolidated up to April 2010 and adopted by the members on September 30, 2010.