Seals of the Court of Appeals and Superior Court
District of Columbia Courts
Employee Dispute Resolution Plan and Commitment to a Fair and Respectful Workplace
Options for Workplace Resolution Under the Employee Dispute Resolution Plan
Equal Employment Opportunity and Employment Dispute Resolution Matters
 
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Informal Advice

To request advice about a workplace concern, contact the Diversity, Equity, Inclusion and EEO Office. Our office will actively listen and explain:

  • Your rights, and
  • Office advice on addressing your concerns at step 1, step 2, or step 3
     

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Assisted Resolution

This interactive, flexible process may include:

  • Discussions with the source(s) of the conduct concern,
  • Preliminary inquiry,
  • Resolving the matter through mediation, or
  • Resolving the matter by agreement

     

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Formal Complaint

Contact the Diversity, Equity, Inclusion and EEO Office or the Committee on the Selection and Tenure of Magistrate Judges, if applicable, to file a formal complaint. The Complaint must be filed within 180 days of the alleged violation or the discovery of the violation, unless you are engaged in the assisted resolution process. The formal process includes:

  • A review by a presiding officer and possible hearing, and/or
  • Written decision
Background

In the interest of the District of Columbia Courts, the Joint Committee on Judicial Administration approved an Employee Dispute Resolution (EDR) Plan that demonstrates commitment to a workplace that is free from discrimination and harassment. All judges and employees are expected to treat each other with respect, civility, fairness, tolerance and dignity.

For decades, the District of Columbia Courts has cared about the workplace environment as demonstrated by the implementation of fair and active employment policies, such as Equal Employment Opportunity, Sexual Harassment, Anti-Bullying and Family Medical Leave. Through implementation of these policies, many employment issues have been resolved.

The District of Columbia Courts’ EDR Plan is another way of living the Courts’ values of Accountability, Excellence, Fairness, Integrity, Respect and Transparency. The EDR Plan implements flexible, informal and formal methods of raising concerns and serves as a timely complement to our comprehensive personnel policies.

Current and former staff can file complaints up until 180 days after their separation date unless there is participation in the assisted resolution phase.

EDR Process
  1. Informal Advice

    To request advice about a workplace concern, contact the DC Courts Diversity, Equity, Inclusion and EEO Office. Our office will actively listen and explain:

    • Your rights, and
    • Offer advice on addressing your concerns at step 1, step 2 or step 3
       
  2. Assisted Resolution

    This interactive, flexible process may include:

    • Discussions with the source(s) of the conduct concern,
    • Preliminary inquiry,
    • Resolving the matter through mediation, or
    • Resolving the matter by agreement
       
  3. Formal Complaint

    Contact the Diversity, Equity, Inclusion and EEO Office or the Committee on the Selection and Tenure of Magistrate Judges, if applicable, to file a formal complaint. The Complaint must be filed within 180 days of the alleged violation or the discovery of the violation unless you are engaged in the assisted resolution process. The formal process includes:

    • A review by a presiding officer and possible hearing, and/or
    • Written decision.
Mediation

Shared Neutrals (SN), also known as Sharing Neutrals, is an interagency mediation program in the National Capital Region including the Washington, DC area and Baltimore. Management of the program was transferred from the Department of Health and Human Services to the Federal Mediation and Conciliation Service in December 2018.

Every individual and agency participating in SN agrees to abide by principles of confidentiality, as outlined in Section 574 of the Administrative Dispute Resolution Act as amended in 1996 and the Shared Neutrals Standards of Practice.

During the COVID-19 pandemic, the SN Program is using telephonic mediation and conference calls for workplace conflict resolution. Contact the Diversity, Equity, Inclusion and EEO Office to schedule workplace mediation.

Contact Information
Informal Advice
For confidential advice and guidance
on workplace issues
  Ethics Advice
Sherri Evans Harris
General Counsel
DC Courts
 
Employee Relations
Dr. Charles Collins
Human Resources Division
  Equal Employment Opportunity Advice
Tiffany Adams-Moore
Diversity, Equity, Inclusion and EEO Officer
DC Courts
Tiffany.Adams-Moore [at] dccsystem.gov

Assisted Resolution
For an interactive, flexible process
that may include voluntary mediation
  Tiffany Adams-Moore
Diversity, Equity, Inclusion and EEO Officer
DC Courts
Tiffany.Adams-Moore [at] dccsystem.gov

EDR Plan or EEO Policies
(for a complaint against an employee, judicial officer or magistrate judge)
and/or     Code of Conduct (for a complaint against a Judicial Officer)
Commission on Judicial Disabilities and Tenure
Phone: 202-727-1363
Website: https://cjdt.dc.gov
 
Tiffany Adams-Moore
Diversity, Equity, Inclusion and EEO Officer
DC Courts
  For Magistrate Judges, Committee on Selection
and Tenure of Magistrate Judges
Committee.MagistrateJST [at] dcsc.gov

 

Past EEO Reports
Contact
DC Courts

Moultrie Courthouse
500 Indiana Avenue, NW
Washington, DC 20001

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Hours of Operation

Monday-Friday:
8:30 a.m. to 5:30 p.m.

Telephone Number

General Information:
(202) 879 - 1010