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12 verbatim requirements from 5th Jud. Cir., A-1994-21 — 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/2017/10/a1994-21.pdf, harvested 2026-07-25; whitespace normalised only. • The court administrator shall provide each current and new employee of the circuit and county courts a copy of this policy and procedure and issue that a receipt for such copy is placed in their personnel file. • General, it is the intention of the Supreme Court of Florida and the Circuit Court of the Fifth Judicial Circuit to create a Uniform Florida State Courts Personnel System which shall govern, regulate, and coordinate all personnel and employment practices and activities with respect to recruitment, examination, appointment, training, promotion, retention, separation, or any other employment practice. • All employees of the Florida State Courts System serve at the pleasure of the appointing authority and do not attain tenure. • It is the policy of the scs that all complaints of discrimination shall be treated seriously and acted upon promptly in accordance with procedures approved and adopted by the Supreme Court, or by local procedures approved and adopted by the Chief Judge of the circuit court. • No individual shall be discriminated against, harassed, threatened, or intimidated for filing a complaint under these policies. • The Trial Court Administrator is designated as intake officer and shall be responsible for receiving and documenting complaints of discrimination by and against court officers and employees. • The name, office· location, and phone number of the intake officer shall be posted in a prominent place with the Administrative Order and this procedure. • All complaints of discrimination shall be treated seriously and acted upon promptly. • The intake officer shall interview the officer or employee the complaint is against and report the details of the complaint to the Chief Judge within five (5) working days. • Disabilities Act shall also be referred to the Court's ADA coordinator. • (2) The Chief Judge shall make a determination of the complaints. • All records of complaints of discrimination and their resolution shall be documented and maintained by the intake officer.
The court administrator shall provide each current and new employee of the circuit and county courts a copy of this policy and procedure and issue that a receipt for such copy is placed in their personnel file.
Reviewer note: PDF sha256: 07a04e0d80bebd49b8a95aad545fcb6da85fe40f751fe9048a366ba59b121959. 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.