Employee Dispute Resolution Plan

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.

1. Informal Advice

   To request advice about a workplace concern, contact the Equal Employment Opportunity, Fairness, and Civility 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 Equal Employment Opportunity, Fairness, and Civility 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.

Past EEO Reports

EDR-Related Personnel Policies