- On August 5, 2024, I filed my complaint for discrimination.
- On August 9, 2024, an Intake Specialist interviewed me.
- On August 16, 2024, my complaint was dual-filed with HUD for federal oversight.
I’m not including a copy of the complaint because it contains too much personal information.
I want to take a moment to explain what discrimination means in this context, because even I struggled with reconciling it.
Discrimination isn’t always overt or obvious. It often looks like treating someone differently or less favorably because of something easily seen — like race, gender, or a visible disability.
But under the Americans with Disabilities Act (ADA), disability also includes less visible differences. The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities. It also protects people who have a record of an impairment or are perceived as having a disability — and even those associated with someone who does.
That definition uses the word “impairment,” which is part of why I hesitated so long to take this route. “Impairment” implies damage, but that’s not what this is. I don’t have something wrong with me. I experience, process, and react to the world differently than what society deems “standard.”
Having a gifted mind is a blessing, but it also comes with challenges — challenges I usually manage through a safe environment, supportive people, and my two furry sidekicks.
I function just fine until someone’s mistreatment triggers the very challenges that interfere with my daily life and work. That’s where discrimination tends to happen — when personal bias gets in the way of professionalism.
In my case, one aspect of my disability is a heightened empathy toward animals. Hearing or seeing an animal in distress causes extreme anxiety — something I can’t turn off — and it was the initial reason I had to leave.
I don’t know why Anna chose to treat me the way she did. But just as I have a duty to disclose my disability, she had a duty to accommodate it.
That’s what being a business owner means. If you choose to operate a business that directly impacts people’s everyday lives and their sense of security, you have to do it fairly, ethically, and responsibly.
That’s why the Fair Housing Act was created. If you don’t want to follow the rules, then you shouldn’t be in business.
The investigation process:
- Submit your complaint by downloading the official form and emailing it to the Commission.
- The Commission will review the complaint to determine if it is actionable under the law.
- If accepted, you will be mailed a formal copy of your complaint that you must notarize and mail back.
- Once the notarized complaint is received, that date becomes the official start date of your case.
- An investigator must be assigned to your case within 30 days of the official start date.
- The investigation must be completed within 90 days under North Carolina law, or within 100 days under HUD guidelines.
- If the investigation is not completed within that timeframe, the agency is required to send you a written notice explaining the reason for the delay.
- Once the investigation is complete, the Commission will issue a Determination, finding either “Reasonable Cause” or “No Reasonable Cause” to believe discrimination occurred.
- If “Reasonable Cause” is found, the case typically proceeds to conciliation efforts or administrative hearing.
- If “No Reasonable Cause” is found, you will receive a Dismissal and Notice of Rights, and you may have the right to file your case in court independently.
- Throughout the process, you have the right to submit additional evidence, request updates, and raise concerns about procedural violations if they occur. If you feel they failed at properly investigating you can petition for a contested case or submit for judicial review by the superior court.