Union Uncovers Report Finding Superior Court Managers Are “Subpar”

Andrew Perry

AFSCME District Council 36 Vice President, District IV

Los Angeles County Superior Courts (LASC) is weathering a scandal after a report commissioned by LASC’s own consultant found that the management of LASC’s 4,600 employees is “subpar”.

AFSCME union employees submitted an information request for a document called “Diversity, Equity, and Inclusion (DEI) Assessment Report” on March 13. The report, conducted by Richard D. Harvey and R&K Harvey, LLC, found that court employees were working in a retaliatory and hostile work environment under former Executive Officer Sherri R. Carter.

When the union received the DEI, they noticed it was dated August 12, 2022. Carter had resigned a month after that date, in September 2022.

LASC’s Own Management Commissioned The Report

Almost like a plot twist, it was LASC’s management under Carter that had commissioned Harvey as a consultant to inspect the LASC. LASC didn’t like the findings, and it’s easy to understand why the findings weren’t widely publicized despite being public documents. The findings were abysmal, and its publishing coincided with Carter’s resignation a month later.

A court employee, wishing to stay anonymous, said, “I doubt it was because she (Carter) had concerns about her management, because this type of management seemed to be her style.” The abuses and retaliations discovered in the report happened under Carter’s administration.

After interviewing, surveying, and conducting focus groups with employees, Harvey discovered an atmosphere of retaliation towards any employee who advocated for themselves, even when bringing up legitimate concerns about diversity, inclusion, compensation, or the general work environment.

The report suggested that “The Court should continue to look for ways to connect its diversity, equity, and inclusion efforts to providing the residents of Los Angeles County access to justice” and it seems to have insinuated that a change of management was necessary. The speculation is that this report, possibly commissioned by the LASC’s Judicial Council, directly led to Carter’s resignation almost a month after it was published.

Another finding in the report was inadequate pay related to the workload of many employees.

According to the report, 60 percent of employees felt their compensation was unfair, and 60 percent also believed that the criteria used for promotion was unreasonable.

Court Employees Hope All Concerns Are Taken Seriously

New Executive Officer/Clerk of Court David W. Slayton has already implemented measures towards transparency and making LASC’s work environment and culture more welcoming, inclusive, and equitable for workers. Slayton’s actions have brought respect from LASC employees.

AFSCME employees are also appreciative of Slayton’s efforts, and hope his new administration will address all the concerns raised in Harvey’s report. Yes, inclusivity and equity is important, but there are some serious concerns about low wages, especially when taking into account the workload of many of these employees. 

The discovery and publicity of this report by employee unions is a perfect example of how unions not only protect employees, but also strengthen an organization’s integrity. The Eye On Pioneer has not been able to verify what led the LASC to commission the Harvey investigation, but in other agencies these efforts are usually a result of an outcry from brave union employees to the legislative body of an agency, i.e. a City Council. In this case, the policy making body of the LASC would be the Judicial Council.

If it was the Judicial Council who ordered that this investigation take place, the decision was likely made during a closed session.