- Affirms the Judiciary’s commitment to an exemplary workplace, free of discrimination and harassment;
- Prohibits certain conduct in the Judiciary, called “wrongful conduct,” including discrimination or harassment based on race, color, sex, gender, gender identity, pregnancy, sexual orientation, religion, national origin, age (40 years and over), or disability, and abusive conduct regardless of motivation;
- Provides covered individuals with certain employment protections and rights and both informal and formal ways to resolve disputes with their Employing Office about whether those rights were violated; and
- Prohibits retaliation for reporting or opposing wrongful conduct, or otherwise participating in any of the resolution procedures under the EDR Plan, and retaliation against whistleblowers.
The Judiciary’s goal is to address wrongful conduct as soon as possible and to provide multiple, flexible options for doing so. An Employee is always free to address a conduct issue directly with the person who allegedly committed wrongful conduct or to contact a colleague, supervisor, Unit Executive, Judge, Chief Judge, EDR Contact, human resources professional, or other individual to discuss or address the situation. The EDR Contacts listed below can also provide more information regarding the EDR Plan and available options.
Local EDR Coordinators
Jeffrey Sample, U.S. District Court- Primary EDR Coordinator;
Maurice Bryson, U. S. District Court- Alternate EDR Coordinator;
Loretta Fleming, U.S. Probation Officer- Alternate EDR Coordinator.
Circuit Director of Workplace Relations
Kelly Roseberry (Sixth Circuit Director of Workplace Relations)
National Office of Judicial Integrity
Michael Henry (Judicial Integrity Officer)