From: Justin Horn To: Sara Kane Cc: goldtexmgr@greystar.com, Ryan Siminske Date: October 7, 2025 12:47 PM Subject: Re: Resident Conduct and On-Site Interaction Expectations Ms. Kane, Thank you for your response dated October 7. After carefully reviewing both your message and the Community Rules and Regulations document currently in effect for Goldtex Apartments (October 2025), it appears that none of the behaviors you referenced in your correspondence violate any published lease term or community rule. Your email alleged that I "frequently linger in common areas," "engage staff for extended periods," and "make residents uncomfortable." I have now confirmed that the Community Rules contain no provisions limiting resident use of the lounge, lobby, or other shared spaces. There are no rules prohibiting time spent in common areas, turning off lights, or interacting with staff, and there is no language restricting recordings or requiring "appointments only" for communication with management. The only sections governing resident conduct concern noise, private events, pets, and trash disposal. Nothing in those provisions supports the claims or warnings made in your correspondence. As such, the statements in your letters were based on unverified reports, not written policy. I want to restate a key fact that continues to be ignored: my apartment has been without working air conditioning for nearly two weeks, with indoor temperatures around 80 F. That is a direct violation of management's maintenance obligations under both the lease and the implied warranty of habitability. My temporary presence in the lounge and lobby was a result of that failure -- in fact, I was explicitly told by Mr. Siminske that I could cool off under the lobby vent while awaiting repairs. It is therefore deeply concerning that management would reframe a situation created by its own lease violation as alleged misconduct on my part. That inversion -- turning a resident's justified response to negligence into a disciplinary accusation -- is precisely what antisemitic scapegoating looks like in practice. As someone who is Jewish and who was recently the victim of a hate crime in this same building, I have repeatedly experienced this dynamic: a few staff members and select residents exchange gossip, attribute vague "discomfort" to me, and use that narrative to avoid accountability for their own inappropriate behavior. The effect is to portray me as the source of the conflict rather than the person targeted by it. This is not about overt antisemitic statements -- it is about a recognizable behavioral pattern rooted in bias: - A Jewish resident raises legitimate concerns about mistreatment or safety. - Instead of addressing the concern, others privately coordinate to depict that person as "difficult," "the problem," or "making people uncomfortable." - Management, relying on those unverified accounts, formalizes the accusation in writing, while dismissing the underlying complaint. That is exactly what has occurred here. Your most recent email again sidestepped every factual issue I raised -- the harassment by staff, the gossip, and the maintenance failure -- and instead doubled down on unsubstantiated allegations about my "behavior." That is a textbook example of scapegoating. I respectfully request the following: 1. Written clarification identifying which specific rule or lease clause you believe I have violated, if any. 2. Written acknowledgment that there is no policy restricting residents from being in the lounge, lobby, or other shared spaces under the circumstances I described. 3. Confirmation that my original complaints about staff harassment and gossip have been logged and are being reviewed by a neutral party. 4. Assurance that no retaliatory or disciplinary action will be taken while this matter is under review. 5. An update on the repair timeline for my apartment's air conditioning or temporary accommodation options until that repair is complete. I continue to communicate professionally, in writing, and in full cooperation with your office. My only request is that management base all future statements on verifiable facts and written policy, not on rumor or subjective discomfort. The entire situation -- including the timing of your letters and the omission of key facts -- now reflects a pattern of bias-based retaliation that must be addressed transparently. I hope this can be resolved constructively and with fairness to all parties involved. Your most recent email also appears retaliatory under the Fair Housing Act. Retaliation occurs when a tenant engages in a protected activity -- such as reporting discrimination or unsafe conditions -- and management responds with an adverse or disciplinary action that would deter a reasonable person from continuing to assert their rights. The timing and substance of your correspondence satisfy that definition exactly: - I filed a complaint about staff harassment and gossip on October 6. - Within hours, I received your formal warning letter accusing me of inappropriate conduct. - The warning letter did not reference any specific incident, rule, or evidence -- only generalized claims derived from the same individuals I reported. That sequence shows clear causal connection and adverse action following a protected report, both of which constitute retaliation as defined by federal and state housing law. Moreover, by asserting that "management has a duty to maintain a professional environment for all residents" while omitting mention of the ongoing lease violation (lack of AC), the harassment I reported, and my prior victimization, your communication disproportionately focused on me -- the reporting party -- rather than the source of the problem. This again shifts accountability away from those responsible and directs it toward the person raising the issue. Lastly, until my AC is fully functional for 24 hours, I don't feel comfortable with any inspections. The heat has been so unmanageable I can't clean or exert energy inside the unit without again experiencing heat exhaustion. Sincerely, Justin Horn Goldtex Apartments JustinHornUSA@pm.me