Circuit Director of Workplace Relations
The Circuit Director of Workplace Relations provides confidential and impartial assistance to judges and judiciary employees on workplace conduct matters, serves as the primary expert on resolving internal employment disputes and related workplace conduct issues throughout the Sixth Circuit, and assists with the revision and implementation of all court EDR Plans and related policies.
An Exemplary Workplace
The Federal Judiciary is committed to a workplace of respect, civility, fairness, tolerance, and dignity, free of discrimination and harassment. These values are essential to the Judiciary, which holds its Judges and Employees to the highest standards. All Judges and Employees are expected to treat each other accordingly.
Anti-Discrimination and Anti-Harassment Notice
The United States Court of Appeals for the Sixth Circuit prohibits employment discrimination on the basis of race, color, sex, gender, gender identity, pregnancy, sexual orientation, religion, national origin, age (40 years and older1), or disability ("protected categories"). The Court also prohibits harassment based on any protected category, such as sexual or racial harassment, or any abusive conduct, regardless of motivation. The Court provides equal employment opportunities to all individuals, and employment considerations will be based solely on merit, qualifications, and abilities.
Employment Dispute Resolution (EDR)
On December 3, 2019, the United States Court of Appeals for the Sixth Circuit adopted its Employment Dispute Resolution (EDR) Plan based on the 2019 Model EDR Plan adopted by the Judicial Conference of the United States. The EDR Plan allows current and former employees, intern/externs, and applicants who have been interviewed to seek redress for wrongful discrimination and harassment in the workplace and provides other employment law protections.
The Sixth Circuit EDR Plan:
- Affirms the Judiciary's commitment to an exemplary workplace free from discrimination and harassment;
- Prohibits wrongful conduct, including discrimination or harassment, based on a covered individual’s race, color, sex, gender, gender identity, sexual orientation, religion, national origin, disability, pregnancy, or age (40 years and over);
- Prohibits abusive conduct regardless of motivation;
- Encourages early reporting of any suspected wrongful conduct;
- Provides covered individuals with certain employment rights and protections, and both formal and informal options for resolution to address any alleged violations of those rights;
- Prohibits retaliation for reporting or opposing wrongful conduct, or otherwise participating in any of the procedures under the EDR Plan.
Every Court in the Sixth Circuit has adopted, or is in the process of adopting, its own plan based on the Circuit’s EDR Plan.
- Sixth Circuit Employment Dispute Resolution (EDR) Plan
- Sixth Circuit EDR Request for Review of Decision (Appeal) Appendix 4
- Your Rights in a Federal Judiciary Workplace
- How to Address Wrongful Conduct in the Workplace
- EDR Options for Resolution
- The EDR Formal Complaint Process
- Key Things to Remember About EDR Rights
- Judicial Conduct and Disability Act Information
Reporting Wrongful Conduct
The Judiciary encourages early reporting and action on wrongful conduct. Employees who experience, observe, or learn of reliable evidence of sexual, racial, or other discriminatory harassment or abusive conduct are strongly encouraged to take appropriate action, including reporting it to a supervisor, human resources professional, Unit Executive, Employment Dispute Resolution ("EDR") Coordinator, Chief Judge, Chief Circuit Judge, Circuit Director of Workplace Relations, or to the national Office of Judicial Integrity. Employees are also encouraged to report wrongful conduct in the workplace by non-Employees. Court and chambers' confidentiality requirements do not prevent any Employee – including judicial law clerks – from reporting wrongful conduct by any person.
The Office of Workplace Relations is a resource for current and former employees of the federal courts and Federal Public Defender Offices in the Sixth Circuit, as well as applicants for employment who have been interviewed. The EDR Contacts listed below can answer any questions about your employment rights under the EDR Plan, or any other workplace conduct concerns, confidentially and anonymously.
Sixth Circuit Director of Workplace Relations
Local Employment Dispute Resolution Coordinator (EDR-C)
National Office of Judicial Integrity
Michael Henry, Judicial Integrity Officer