A growing number of residents at Channel Point Apartments in Long Beach, California, have raised serious concerns regarding a potential conflict of interest between Greystar Property Management and California State University, Long Beach (CSULB)—specifically involving the relationship between an on-site property manager and a CSULB employee.

Channel Point Apartments, a Greystar-managed property located near the university’s campus, houses students, faculty, and community residents. It is also listed as an off-campus housing partner for CSULB students. This connection, while not inherently problematic, becomes complicated when university-affiliated employees hold personal ties to on-site Greystar staff.

One example has drawn particular scrutiny: Property Manager Kathy Scheiwe, who manages daily operations at Channel Point, is married to Brent Scheiwe, a Science Lab Supervisor at CSULB and an affiliate of the university’s SEA Lab program. According to resident testimony, video evidence, and formal complaints filed with the California Civil Rights Department (CRD), Mr. Scheiwe allegedly became involved in at least one resident dispute at the property—despite having no role in property management, security, or enforcement.

Residents state that Mr. Scheiwe gained access to the private residential area and confronted a disabled African-American tenant following communication from his wife, the property manager. Witnesses report that Mr. Scheiwe recorded the resident, made intimidating gestures and vocalizations, and allegedly made racially charged comments during the interaction. The encounter later escalated to physical contact and a 911 call.

This incident raises a broader issue that affects not only the resident involved, but the integrity of both organizations:

1. Blurred Boundaries Between Personal and Professional Roles

Property managers and university employees serve different constituencies and must adhere to different sets of regulations. When these roles intersect through family ties, there is an inherent risk that one party’s authority—real or perceived—may improperly influence the other’s actions or decisions.
Residents have questioned why a university employee with no property-related duties was involved in a tenant dispute at a private apartment community.

2. Risk to CSULB’s Reputation and Student Housing Partnerships

Universities are expected to maintain high standards of safety, professionalism, and ethical conduct. If CSULB employees engage in confrontational or discriminatory behavior in residential communities associated with the university, it can undermine public trust and expose the institution to reputational harm.
Residents argue that CSULB has a duty to ensure employees do not misuse their affiliation to intimidate or intervene in matters outside their official scope.

3. Tenant Concerns About Retaliation and Unequal Treatment

Multiple African-American residents have reported issues ranging from alleged harassment to differential access rules for amenities such as the building’s mailroom. The involvement of a CSULB employee—married to the property manager—creates an environment where tenants may fear retaliation not just from the management company, but from an individual tied to a major public institution.

4. Legal and Ethical Obligations Under Housing and Civil Rights Laws

Both Greystar and CSULB have legal obligations related to discrimination, anti-harassment, and accessibility. When personal relationships intersect with professional responsibilities, the risk of violating the Fair Housing Act, the Civil Rights Act of 1964, and California’s FEHA increases dramatically.
The ongoing CRD investigation into these concerns highlights the seriousness of the allegations.

5. Lack of Transparency and Oversight

A key concern raised by residents is the absence of clear boundaries or supervisory oversight that would prevent a university employee from becoming involved in a property manager’s tenant disputes.
Residents have questioned:

• Why was a CSULB employee permitted to confront tenants at a private Greystar property?
• Was the university aware of the employee’s actions?
• What safeguards exist to prevent similar situations?

Conclusion

While universities and residential property managers often collaborate on student housing arrangements, such partnerships require transparency, professionalism, and strict boundaries. The relationship between Greystar’s on-site management and a CSULB employee has raised legitimate questions about whether those boundaries were crossed and whether tenants’ rights were compromised as a result.

As investigations continue, residents are calling for:

• Independent oversight
• Clear separation of roles
• Accountability for misconduct
• Formal review by CSULB administration
• Stronger protections against discrimination and retaliation

These concerns underscore the importance of ethical governance in both housing management and higher education institutions—especially when vulnerable residents, including disabled and minority tenants, may be affected.

CSULB Employee Brent Scheiwe Makes Racial Comments, Assaults Disabled African-American Resident – 9/11/2025