COVID-19 Updates

*If you or anyone in your household are experiencing COVID-19 symptoms, are currently positive for COVID-19, or are under a quarantine order or recommendation due to COVID-19, call the division prior to coming to court.*

For more information on Video Conferencing

Any member of the media or the public who wishes to hear/observe a remote proceeding may email their request to the Court in advance of the hearing. The person requesting access should provide their name, the hearing they wish to hear/observe, and their contact information. Every effort will be made to provide the requestor with information on how they may hear/observe the proceeding.

Domestic Self Help Desk – Self Represented Litigants
Hotline: 504-881-1171

You can access Forms by selecting Forms on the left menu and scrolling to Domestic Self Help Desk

Legal Referral Resources 2021 for more information on a Live Event for Self Represented Litigants

Access Information for Persons
with Disabilities

The Americans With Disabilities Act (ADA), a federal civil rights statute, requires all state and local governmental entities, including the courts, to accommodate the needs of persons with disabilities who have an interest in court activities, programs, and services. The 24th Judicial District Court is committed to providing equal access to all its services, programs, activities and employment.

The court will make reasonable efforts to meet the needs of litigants, attorneys, job applicants, employees and others with disabilities who request physical accommodations, who wish written materials converted to alternative formats, or who request auxiliary aids or services such as interpreters, assistive listening devices or other services when:

  • a member of the public needs an accommodation in order to visit, conduct business, or participate in any activity or program at the Court; or
  • an applicant with a disability needs an accommodation to be considered for a job; or
  • an applicant with a disability needs an accommodation to enable the employee to perform the essential functions of the job or to gain access to the workplace; or
  • an employee with a disability needs an accommodation to enjoy equal benefits and privileges of employment.

Individuals requiring assistance or special accommodations for activities, programs, visits, or employment at the court should follow the appropriate procedures outlined below. Accommodation requests must be in writing and submitted as far in advance as possible. Such requests may be made for the person with the disability by a family member, health professional, or other representative

Any person wishing to request an accommodation in order to participate in our employment process or court proceedings should utilize the ADA Accommodations Request Form by clicking on the following link: (Accommodation Request Form). Requests for reasonable accommodation shall be processed as promptly and efficiently as possible.

Potential Jurors and patrons conducting business with the Jefferson Parish Clerk of Court’s Office may address their requests for accommodation directly to the Clerk of Court or his designee in writing to Jefferson Parish Clerk of Court’s Office, P.O. Box 10, Gretna, LA, 70054-0010 or by calling (504) 364-2900.


1. Applications requesting accommodations pursuant to this rule may be presented ex parte (i.e., done on behalf of one party only and without notice to an opposing party) in writing, on the ADA Accommodation Request Form. This form can be obtained via this website (Accommodation Request Form).

2. All applications for accommodations shall include a description of the accommodation sought, along with a statement of the impairment that necessitates such accommodation. The court, in its discretion, may require the applicant to provide additional information about the qualifying impairment.

3. Applications should be made as far in advance of the requested implementation date as possible, and in any event should be made no less than five court days prior to the requested implementation date. The court may, in its discretion, waive this requirement.

4. Upon request, the court shall place under seal the identity of the applicant as designated on the application form and all other identifying information provided to the court pursuant to the application.

An applicant may make ex parte communications with the court. Such communications shall deal only with the accommodation(s) the applicant’s disability requires and shall not deal in any manner with the subject matter or merits of the proceedings before the court.

The applicant will be informed in writing of findings of fact and orders, as may be appropriate, that the request for accommodations is granted or denied, in whole or in part, and the nature of the accommodation(s) to be provided, if any.


1. Written requests/applications for accommodation pursuant to this section may be submitted to the Judicial Administrator’s Office.

2. Requests shall include a description of the accommodation sought, along with a statement of the impairment that necessitates such accommodation. The Court may require the applicant to provide additional information about the qualifying impairment.

3. The ADA Ombudsman and the employee’s manager will: provide the applicant with a copy of the ADA booklet, “Your Employment Rights as an Individual with a Disability” complete an essential functions job analysis and may request a clinician review to help determine whether/how applicant may perform essential functions with or without accommodation; assess whether the applicant is a qualified individual with a disability; recommend reasonable accommodation(s), if applicable, or alternate work if accommodation appears to be unduly burdensome, and summarize findings and forward recommendation to the Judicial Administrator.

4. Court representatives may consult with the applicant and his/her representative and/or rehabilitation counselor, if applicable.


1. Requests for accommodation in the testing or application process should be submitted to the Judicial Administrator’s Office as far in advance of the requested accommodations implementation date as possible, and in any event, should be made no less than five business days prior to the requested implementation date. Requests for accommodation with regard to the essential functions of a position applied for should be submitted following a conditional offer of employment. The ADA Ombudsman will make a recommendation on the requested accommodation to the Judicial Administrator.

2. In determining whether to grant an accommodation and what accommodation to grant, the Judicial Administrator shall consider, but is not limited by, the provisions of the Americans with Disabilities act of 1990 and related state and federal laws.

3. The applicant will be informed in writing of Judicial Administrator’s findings.

4. The Judicial Administrator’s decision to deny a request for accommodation is final.


Individuals with disabilities (non-employees) who believe they have been discriminated against with regard to access to employment, services, programs or other activities at the 24th Judicial District Court may file a complaint with the Court’s ADA Ombudsman at:

24th Judicial District Court
Parish of Jefferson, State of Louisiana
200 Derbigny St., Suite 2100
Gretna, LA 70053

Phone: 504-364-3991
Fax: 504-364-3840

Upon receipt of an objection, the ADA Ombudsman shall review the objection, notify the Judicial Administrator and propose a resolution. The approved resolution shall then be communicated to the complainant.

Employee objections shall be resolved by utilizing the applicable provisions for problem resolution contained in the Courts Personnel Manual.

Equal Employment Oppotunity (EEO) Policy

It is the Court’s policy to provide equal employment opportunity for all of its applicants and employees. The Court does not discriminate against any person on the basis of race, age, gender, color, physical or mental disability, medical condition (including pregnancy, childbirth, or related medical conditions), creed, national origin, ancestry, religion, union activity, organizational affiliation, political opinions, sexual orientation, family care status, veteran status, marital status, or any other basis protected by law. This policy applies to all areas of employment, including recruitment, selection, appointment, training, promotion, retention, performance evaluations, compensation, benefits, transfer, voluntary demotion, and discipline.