Sexual harassment and other discriminatory harassment, abusive conduct, discrimination, and retaliation for reporting misconduct are prohibited in every Judiciary workplace. Harassment is unwelcome conduct that is so severe or pervasive that a reasonable person would find it intimidating, hostile, or abusive and that unreasonably interferes with an employee’s work. Abusive conduct is a pattern of egregious and hostile conduct that unreasonably interferes with work.

Judiciary employees have informal and formal options to correct and remedy such wrongful conduct, or violations of other employment rights, under their court’s EDR Plan. Courts will soon adopt new EDR plans based on the 2019 Model EDR Plan. Judiciary employees are also encouraged to report such wrongful conduct – whether they are subjected to it or observe it – as soon as possible to whomever they are most comfortable: their supervisor or unit executive; their local employment dispute resolution (EDR) coordinator or circuit director of workplace relations (if applicable); the national Judicial Integrity Officer at the AO; or any judge.

Employees may confidentially report workplace harassment or abusive behavior to the Judicial Integrity Officer, Jill B. Langley, by calling 202-502-1603 or by using this form, which allows employees to remain anonymous. The Office of Judicial Integrity is available to all employees, managers, and judges for advice and guidance about workplace conduct matters.

The Judicial Integrity Officer can explain the resources available to employees to address their workplace conduct concerns, including available options for Informal Advice, Assisted Resolution, and how to file a complaint under their EDR plan or under the Judicial Conduct & Disability Act.

POLICY AND GUIDANCE

EDR Plan

Judicial Conduct and Disability Act  

Judicial Conduct and Disability Complaint form