The Office of Workplace Relations leads the Ninth Circuit’s implementation of the Employment Dispute Resolution Policy (“EDR Policy”) and provides support for the Circuit’s diversity, equity, and inclusion efforts. In particular, the Office of Workplace Relations (“OWR”):

• Provides confidential, informal advice on workplace matters, including claims of discrimination, harassment, abusive conduct, and retaliation;
• Consults on workplace matters with employees, managers/supervisors, judges, Court Unit Executives (“CUEs”) and EDR Coordinators;
• Staffs the Ninth Circuit Workplace Environment Committee and the Ninth Circuit Fairness Committee;
• Assists with Requests for Assisted Resolution or Formal Complaints under the EDR process;
• Provides Diversity, Equity, and Inclusion (“DEI”) support to all 63 court units in the Circuit;
• Develops and facilitates trainings.

If you have a question about a workplace matter, contact the Office of Workplace Relations to discuss the issue and learn about your options and resources.

The Ninth Circuit EDR Policy applies to all Ninth Circuit employees. An “Employee” includes all judges* and judicial officers (district, bankruptcy, magistrate) and chambers staff, including law clerks; clerks of court (district and bankruptcy) and clerk’s office staff; probation and pretrial services officers and staff; all court unit executives and their staff; and interns, externs, and volunteers. Former Employees and applicants who have been interviewed are also covered.

*Judges can be the subject of a complaint under the EDR Policy but can’t file a Formal Complaint themselves.

Federal Public Defender employees are covered under a separate policy.

The EDR Policy provides Employees three options to help resolve workplace concerns:

• Informal Advice. An Employee may seek Informal Advice from OWR, any EDR Coordinator, or the Office of Judicial Integrity. This option provides for confidential conversations and guidance.

• Assisted Resolution. An Employee may submit a request for Assisted Resolution, which is a flexible process to resolve workplace issues.

• Formal Complaint. An Employee may file a Formal Complaint, which is a process overseen by a judge. Formal Complaints typically include an investigation, and possibly a hearing, and result in a written decision.

You can make a report to the Office of Workplace Relations at workplacedirector@ce9.uscourts.gov or at (415) 355-8914. More information about how you can contact the office and make a report can be found here.

Yes. You can make an anonymous report on our webpage. Our office uses a two-way anonymous reporting platform that anonymizes the identities of anyone who uses it to communicate with our office. It allows individuals to report and provide feedback anonymously, and our office is able reply to messages and have anonymous conversations with users.

Reports of judge misconduct can be filed either under the EDR Policy, the Judicial Conduct and Disability Rules, or both. If you are unsure how you wish to proceed, schedule a confidential call with the Office of Workplace Relations for informal advice. More information about how to contact the Office of Workplace Relations can be found here.

No. You do not have to use Informal Advice and/or Assisted Resolution before you file a Formal Complaint. However, the EDR Policy strongly encourages employees utilize Assisted Resolution first in cases involving abusive conduct. Additionally, Assisted Resolution can be a successful option in situations where the parties need facilitated help to communicate with one another.

Yes, you may choose to report or discuss workplace concerns with your local EDR Coordinator. The Office of Workplace Relations remains an option.

You can make a Formal Complaint within 180 days of the alleged incident(s) or when you became aware of the misconduct. Filing a Request for Assisted Resolution does not toll (extend) the time period to file a Formal Complaint.