Regulatory working group lawyer applications close on 23 March
Expressions of interest from lawyers who want to participate in a regulatory working group on harassment and inappropriate workplace behaviour close at noon on Friday, 23 March.
The working group is being established by the New Zealand Law Society to consider what improvements can be made to enable better reporting of harassment to the Law Society.
The Law Society is inviting expressions of interest to fill two vacant lawyer positions on the five-member working group.
Executive Director Mary Ollivier says these are voluntary roles.
"Preferred applicants are likely to have experience in employment/health and safety, or criminal law (sexual violence) cases. Some knowledge of professional regulatory issues would be an advantage."
Expressions of interest should be emailed before noon on Friday 23 March to email@example.com. Applicants should give details of any experience that is relevant to this work and also include their CVs.
Mrs Ollivier says the working group will look at whether the existing legislation is appropriate and how to provide better support for those making reports of sensitive issues.
The terms of reference are still being finalised, but the working group will look at:
- Whether the regulatory framework, practices and processes enable adequate reporting of harassment or inappropriate workplace behaviour within the legal profession;
- Whether the regulatory framework, practices and processes provide adequate support for those affected by harassment or inappropriate workplace behaviour; and
- The adequacy of the regulatory framework, practices and processes to enable effective action to be taken where such conduct is alleged.
The Law Society is also meeting with representatives from key legal interest groups to discuss the prevention of bullying and harassment in the legal profession and how everyone can work together to achieve safer legal workplaces.
After those meetings the Law Society will establish a group which consists of representatives of some of those organisations, to address matters such as culture change, particularly in relation to harassment and bullying.
Last updated on the 22nd March 2018