ARTICLE 2.    EMPLOYMENT                                        EFFECTIVE DATE: 05/04/98
RULE 201.      CHAIN OF COMMAND/                         REVISED DATE:
                        EMPLOYMENT OF RELATIVES /
                        CHILD LABOR PROVISIONS

A.     CHAIN OF COMMAND:

        1.    The chain of command for the Superior Court is as follows:

                a.    Presiding Judge: Final level of chain of command. The Presiding Judge has final authority
                       over personnel matters, including but not limited to disciplinary actions and management
                        policies within the Superior Court.

                b.    Court Administrator: Second highest level in chain of command (for personnel matters) prior
                        to reaching the level of the Presiding Judge. The Court Administrator has responsibility for
                        daily administration of the Merit System as provided for in these Rules and/or as otherwise
                        directed by the Presiding Judge.

                c.     Division Head: Intermediate level of the chain of command. Division Heads have primary
                        authority for personnel matters arising in the course of managing their assigned Divisions,
                        subject to the limitations established by these Rules including, but not limited to appraising
                        and evaluating employee performance, proposing and instituting disciplinary actions and
                        establishing divisional policies and procedures.

d. Designee of Division Head: Individuals under the supervision of a Division Head to whom
the Division Head has delegated authority including supervising authority.

e. Line Staff: Under direction of a Division Head, may be granted temporary supervising authority.

        2.    As a general guideline, employees are expected to follow the chain of command when seeking
                to bring work-related matters of concern to the attention of court management. The Court
                recognizes, however, that exceptional circumstances may exist which require an employee to
                skip one or more levels in the chain of command to seek assistance. These situations may include,
                but are not limited to the following:

a. Perceived, alleged or actual illegal, immoral, discriminatory, harassing or retaliatory behavior
by one individual occupying the applicable level in the chain of command; or

                b.    Situations in which the complaint or concern is directed specifically at the individual occupying
                       the applicable level in the chain of command and when communicating with said person would
                       cause undue distress on the employee, or where one or more previous communications with
                       such individual have not produced a desired result.

        3.    When an employee elects to skip one or more levels in the chain of command, and when, upon
                review by the person to whom the employee disclosed their concerns the decision is reached to
                do so, the employee may be referred back to a lower level in the chain of command with or
                without accompanyment by a higher level manager in an effort to resolve the matter(s) on an
                informal basis.

B. EMPLOYMENT OF RELATIVES:

1. Relatives of an employee shall not be employed where one employee supervises the other.

2. Relatives of an employee shall not be employed where decisions of compensation and approval
of work are made by an immediate family member.

3. Immediate family members shall not be employed in the same division without approval of the
Presiding Judge.

        4.    Work site or duty considerations of Court employees who subsequently become related by
               marriage or cohabitation may warrant transfer or layoff. Application of this provision will be limited
               to those circumstances where the employer's interests outweigh the adverse impact, if any, upon
               the affected employees.

C. CHILD LABOR PROVISIONS:

        1.    Minors between the ages of fourteen (14) and eighteen (18) may be employed by the Court as
                part of the regular workforce or in summer jobs for youth programs. Employment of minors shall
                be done in compliance with federal, state and local wage and hour laws. Occupational and age
                restrictions apply to certain jobs involving operation of equipment and hazardous materials.
                Divisions should contact the Court Administrator for clarification.

2. All employees under the age of 19 shall submit documentary proof of age.