The Eighteenth Circuit Judicial Nominating Commission announces a vacancy in the Eighteenth Judicial Circuit that was created by the retirement of Judge Nancy Maloney. More Information
Eighteenth Judicial Circuit Courts
Serving the Citizens of Brevard and Seminole Counties

Employment Opportunities

The Eighteenth Judicial Circuit is an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, age, sex (including gender identity, sexual orientation, and pregnancy), national origin, language, marital status, socioeconomic status, genetic information, or disability which does not preclude the performance of essential job functions, and reasonable accommodation(s) is provided, as necessary and judicious.

Current Job Opportunities

Welcome to the Employment Opportunities section of the Eighteenth Judicial Circuit Court’s Web site. We appreciate your interest.

Working for the Florida State Courts System can be a unique and rewarding experience. Please explore other areas of this Web site to familiarize yourself with the many different court programs and services offered.

Current position vacancies with the Eighteenth Judicial Circuit Court are listed below. Simply click on the title of the position for information about the duties, responsibilities, minimum requirements and contact information. Funding for positions within Court Administration comes from various sources; therefore, the contact information and application process will vary depending on the position and location of each vacancy.

The Eighteenth Judicial Circuit is an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, age, sex (including gender identity, sexual orientation, and pregnancy), national origin, language, marital status, socioeconomic status, genetic information, or disability which does not preclude the performance of essential job functions, and reasonable accommodation(s) is provided, as necessary and judicious.

To apply for position openings, please review and comply with the stated instructions included in the specific job posting (job opportunity bulletin).

All applicants are required to submit a complete and current original application by 5:00 p.m. on the stated closing date, in order to be considered for the advertised vacancy. Please be advised that applying for a vacancy does not guarantee an interview or employment with the Eighteenth Judicial Circuit.

Additionally, prior to an offer of employment, an applicant will be subject to a criminal background investigation as well as verification of the information contained within the application including a minimum of two professional (past employment) reference checks.

Eighteenth Judicial Job Opportunities

View the latest Job Opportunities available below.

CIRCUIT COURTS - GENERAL COUNSEL

POSTING START DATE: July 8, 2024
CLOSING DATE: July 30, 2024
CLASS TITLE: General Counsel
POSITION # TBA
LOCATION: Brevard & Seminole Counties
(Position will have office space in both counties and travel within the circuit will be required.)

STARTING SALARY: $8,159.68 - $8,576.35 per month
FUNDING SOURCE: State of Florida
F.T.E. STATUS: 1.00 (Full-Time – 40 hrs/wk)

SEND APPLICATIONS TO: brevardjobapps@flcourts18.org or click the submit application button.

Eighteenth Judicial Circuit Courts

Drug-Free Workplace Policy

This drug-free workplace policy statement for the Eighteenth Judicial Circuit Court has been adopted in accordance with the provisions of Part 29 of Title 49, Code of Federal Regulations for required compliance with the Federal Drug-Free Workplace Act of 1988 (41 USC 701). This policy applies to all non-judicial Court personnel. Depending upon the funding source of each position, additional policies on this same subject may also apply within that agency.

It is hereby the policy of the Eighteenth Judicial Circuit Court to ensure a drug-free workplace. Maintaining a healthy and productive work force, safe working conditions free from the effects of drugs and quality work products and services is important to the Eighteenth Judicial Circuit Court, its employees and the general public of the state of Florida.

Drug and alcohol abuse creates a variety of workplace problems, including increased injury on the job, increased absenteeism, increased financial burden on health and benefit programs, increased workplace theft, decreased employee morale, decreased productivity and a decline in the quality of products and services. Therefore, the unlawful manufacture, distribution, dispensing, possession or use of alcohol or an illegal drug is prohibited in the workplace of the Eighteenth Judicial Circuit Court.

In carrying out this drug-free workplace policy, the Eighteenth Judicial Circuit Court encourages employees with drug or alcohol abuse problems to seek help through an alcohol and/or drug rehabilitation program prior to violation of this policy.

A. Employee Requirements in Complying with the Drug-Free Workplace Policy

To maintain a drug-free workplace, employees of the Eighteenth Judicial Circuit Court agree to abide by the following conditions:

  1. No employee of the Eighteenth Judicial Circuit Court may work, report or return to work under the influence of alcohol or any illegal drug as specified below (see subsection 4). This includes exhibiting signs of impairment such as slurred speech, odor of alcohol on one's breath, incoherentness, reduced mental faculties or other signs of physical impairment normally associated with substance or alcohol abuse to the extent that the employee presents an unacceptable image of the Eighteenth Judicial Circuit Court to the public, his or her colleagues, supervisors or subordinate employees. An employee exhibiting these signs in the workplace may be required to take annual leave. An employee also may be required to take leave if, as a result of taking prescribed medication, said employee is unable to satisfactorily perform his or her assigned duties.
  2. No employee of the Eighteenth Judicial Circuit Court may, while working, use or be in the possession of any illegal drug or alcoholic beverage.
  3. No employee of the Eighteenth Judicial Circuit Court may possess, with the intent to distribute, disburse or sell alcoholic beverages or non-prescribed drugs while working. This includes the manufacture of illegal drugs or controlled substances.
  4. For purposes of this policy, illegal drug means any drug:
    1. (a) which is not legally obtainable;
    2. (b) which may be legally obtainable but has not been legally obtained; or
    3. (c) which is being used in a manner or for a purpose other than as prescribed.

B. Actions for Violation of Policy

  1. For a violation of the Eighteenth Judicial Circuit Court's Drug-free Workplace Policy, an employee will be subject to appropriate disciplinary action as determined by the Eighteenth Judicial Circuit Court based on the severity of the offense. The range of disciplinary actions include written reprimand, suspension, demotion and dismissal from employment.
  2. In determining appropriate discipline, the Eighteenth Judicial Circuit Court may refer the employee to an alcohol or drug rehabilitation program. If an employee is referred to an alcohol or drug rehabilitation program, and the employee is unable to participate in outpatient rehabilitation, the employee may be placed on leave status while participating in such a program. If placed on leave status, the employee shall first be permitted to use any accumulated paid leave credits prior to being placed on leave without pay.

C. Reporting of Workplace Criminal Drug Statute Convictions

  1. Part 29 of Title 49 of the Code of Federal Regulations requires each employee of the Eighteenth Judicial Circuit Court, a recipient of federal funding, to notify the Court Administrator within five days of any personal criminal drug conviction for a violation occurring in the workplace.
  2. The Eighteenth Judicial Circuit Court must notify the Department of Justice of such workplace drug convictions within 10 days after receiving the employee's notice or otherwise receiving actual notice of such conviction. The Eighteenth Judicial Circuit Court must also, within 30 days of receiving notice of a workplace conviction, take appropriate personnel action against the employee (see Section B).

Eighteenth Judicial Circuit Courts

Employee Policy

The employees of the Florida State Courts System are exempt from the State of Florida Career Service System pursuant to 110.205(2)(c), Florida Statutes.

In accordance with recommendations of the Auditor General, it is the intention of the Supreme Court of Florida 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 are at-will employees and serve at the pleasure of the appointing authority. For the purposes of these regulations, the Chief Justice of the Supreme Court of Florida, the Chief Judges of the District Courts of Appeal, and the Chief Judges of the judicial circuits of Florida exercise administrative supervision over court personnel in their respective jurisdictions. Judicial assistants and appellate law clerks serve as personal staff to their individual judicial officers and are subject to their individual officer's plenary authority over the employment relationship -- including all hiring, supervisory, and firing decisions. (Determination of the appointment rates for personal staff will be made according to the provisions of Section 7 of these Personnel Regulations.)

It is the policy of the State Courts System (SCS) to provide a workplace free from any and all forms of illegal discrimination and to provide equal employment opportunity to every employee and applicant for employment-based solely on his or her qualifications to perform the job, and without discrimination on account of race, ethnicity, sex, religion, national origin, disability, marital status or age, except as provided by law, with respect to recruitment, appointment, training, promotion, retention, separation or any other employment practice.

In accordance with Title I of the ADA of 1990, the SCS will not discriminate in any employment practice against qualified individuals with a disability, individuals regarded as having a disability or individuals with an association with a person with a known disability. Furthermore, it is the policy of the SCS to provide a reasonable accommodation, if necessary, to all qualified individuals with a disability in order to assure equal opportunity in the application process, to enable a qualified individual with a disability to perform the essential functions of a job and to enable an employee with a disability to enjoy equal benefits and privileges of employment. Reasonable accommodation will be made, on a case by case basis, if it does not impose an undue hardship on court operations.

It is the policy of the SCS to make the workplace free of sexual harassment. Sexual harassment occurs if there are unwelcome sexual advances; unwelcome requests for sexual favors; or unwelcome verbal or physical conduct of a sexual nature from or involving an employee's supervisors, peers, subordinates, or other persons in contact with an employee during the course of the conduct of the employee's business when:

  1. Submission to such conduct is either explicitly or implicitly a term or condition of employment; or
  2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
  3. Such conduct has the purpose or effect of interfering with an individual's work performance or creates an intimidating, hostile, or offensive work environment.

It is the policy of the SCS that all complaints of discrimination shall be treated seriously and acted upon promptly. The Chief Justice will approve procedures adopted by the Court for all Supreme Court officers and employees. Each chief judge will approve procedures adopted for all court officers and employees under his or her jurisdiction.

Failure to comply with this policy may result in discipline up to and including dismissal. Allegations of judicial misconduct in violation of this policy will be referred to the appropriate enforcement and disciplinary body. No individual shall be discriminated against, harassed, threatened, or intimidated for filing a complaint under these policies. Any employee who knowingly files a false complaint may be subject to discipline up to and including dismissal.

Eighteenth Judicial Circuit Courts

Public Records Notice & Disclosures

Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this entity. Instead, contact this office by phone or in writing.

Brevard Court Administration
Harry T. and Harriette V. Moore Justice Center
2825 Judge Fran Jamieson Way
Viera, FL 32940-8006
321-633-2171

Seminole Court Administration
Seminole Civil Courthouse
301 N. Park Avenue
Sanford, FL 32771-1292
407-665-4200

Florida Courts Help available at the touch of a screen:

For constituents, customers, or callers seeking help with family law cases – divorce, adoption, name change, custody, order of protection, and much more – there is now a one-stop source for lots of information aimed at self-represented people. Florida Courts Help is available at app stores as well as online at help.flcourts.gov.

View Case Management Administrative Orders, video tutorial on how to properly complete and submit Case Management Plan/Orders, and more. Please ensure you are utilizing the most recent Case Management Plan and Case Management Order. Click here to view Civil Case Management Orders & Forms (Updated on 4/16/2024)
Case Management Plan/Orders