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11 verbatim requirements from 5th Jud. Cir., A-2004-14-B — sha256-hashed 2026-07-25.
Fifth Judicial Circuit (Citrus, Hernando, Lake, Marion, Sumter). Procedural information only; not legal advice.
Verbatim from https://www.circuit5.org/wp-content/uploads/2018/02/a-2004-14-b.pdf, harvested 2026-07-25; whitespace normalised only. • Anyone authorized to investigate or pursue a complaint of sexual harassment or sexual misconduct hereunder must always maintain an open-door policy that fosters the free expression of any complaint. • If any person has difficulty writing out the complaint and the person requests assistance in reducing the complaint to writing or if the person prefers to submit the complaint orally, the chief judge shall designate a person, who will not be involved in the investigation or adjudication of the complaint, to aid the person in reducing the complaint to writing. • If a designee -- 3 of 6 -- 4 determines the complaint is unfounded or insufficient to constitute sexual harassment, he or she shall consult with general counsel for legal review. • If general counsel is acting as the designee, he or she shall consult with the chief judge for final determination to decline to pursue any action on the complaint. • The chief judge, or administrative judge if the chief judge is the subject of a complaint, shall determine the course of action for internal resolution of the complaint, and may appoint another person, other than the subject of the complaint, to recommend the course of action for internal resolution. • If the complaint concerns an employee who is not a judge, and investigation reasonably indicates that the subject employee engaged in activity that constitutes sexual harassment, sexual misconduct, or otherwise raises a substantial question as to the employee’s fitness for continued employment, that employee shall immediately be terminated from employment. -- 4 of 6 -- 5 • If the complaint concerns a judge, and investigation reasonably indicates that the subject judge engaged in activity that constitutes sexual harassment, sexual misconduct, or otherwise raises a substantial question as to a judge’s fitness for office, the chief judge shall refer the complaint and all written documentation pertaining to the complaint to the Judicial • All information pertaining to a complaint of sexual harassment must be documented and maintained by the chief judge, the administrative judge if the chief judge is the subject of the complaint, the trial court administrator, or general counsel. • These procedures do not preclude the referral of a complaint against a judge at any time by any person to the Judicial Qualifications • If a complaint has been referred to the Judicial Qualifications Commission, no further action by the chief judge is required. -- 5 of 6 -- 6 • These procedures do not preclude the filing of a charge of employment discrimination with the Florida Commission on Human Relations or the United States Equal Employment
Anyone authorized to investigate or pursue a complaint of sexual harassment or sexual misconduct hereunder must always maintain an open-door policy that fosters the free expression of any complaint.
Reviewer note: PDF sha256: ac8641763e9a5390fb01204592e2c7f40dae0beeec02490f97b9e372dab2e6f0. Extracted from the document's own text layer.
Judge Bell caps motions and responses at 5 pages for UMC hearings and 12 pages for special-set hearings.
Judge Alijewicz requires every motion for attorney's fees and/or costs to attach a document detailing time records — no records, no fee award.
Judge Corlew bars informal contact: every communication with the Court must be in writing, filed with the Clerk, with copies furnished to all parties — and no calls to the JA to schedule or cancel UMC.