Position with Parliamentary Joint Committee on Human Rights – international human rights law – Principal Research Officer (Parliamentary Executive Level 1)

Job opportunity – Position with Parliamentary Joint Committee on Human Rights – international human rights law – Principal Research Officer (Parliamentary Executive Level 1)

The Commonwealth Parliamentary Joint Committee on Human Rights (the committee) is currently inviting applications from qualified and interested candidates for one position as a Principal Research Officer to the committee. Further information about the committee and its mandate is available here on the Parliament House of Australia’s website.

Principal Research Officers are responsible for major research and writing tasks supporting the work of the committee as well as providing advice in relation to international human rights law and the human rights compatibility of legislation.

This includes scrutiny of legislation, analysis and research, as well as preparing complex reports and briefs for consideration by the committee. The occupant of this position also manages preparatory work for meetings of the committee, other committee business and, as needed, assists with inquiries including the organisation of local and interstate public hearings. He/she is responsible for the supervision of lower level employees and may be required to act as secretary to the committee on occasion.

The successful applicant will possess a  demonstrated ability to analyse legislation against international human rights principles and prepare advice for a parliamentary committee; proven ability to plan and undertake complex research and report drafting tasks that require conceptual, analytical and writing skills of a high order; demonstrated negotiation and liaison skills; sound management and organisational abilities, applied in a small team situation; and an understanding of Australia’s system of government and its parliamentary framework, in particular the role and operation of the Senate and its committee system.

The deadline for submission of applications for the position is 5:00pm on 7 May 2017.

The full position description and further information about how to apply can be found on the Department of the Senate recruitment website at

Salary $106,886 – $119,727.

If you would like further information about the position please contact Zoe Hutchinson or Toni Dawes at the contact details below.

Parliamentary Joint Committee on Human Rights

PO Box 6100 |Parliament House |Canberra ACT 2600

P: 02 6277 3823  | F: 02 6277 5767 | E:



Men Engaging New Strategies Program

 RA (Tas) is running a new state wide program for low to moderate perpetrators of family violence

Relationships Australia Tasmania has been funded to provide a program for low to moderate perpetrators of family violence through the Department of Justice as part of the Safe Homes, Safe Families: Tasmania’s Family Violence Action Plan 2015-2020.  The program is called Men Engaging in New Strategies (MENS).  It is available for low to moderate perpetrators who accept responsibility for their behaviour.  The behaviour may fall within the broader definition of family violence as described in the Family Violence Act.

Briefly, the program is a Cognitive Behaviour Therapy approach to making perpetrators of family violence accountable for their behaviour and attitudes, and providing them with new ways of behaving and interacting. It will involve input from the victims of the family violence throughout the process. The safety of women and children remains central to the program.  The program is available for low to moderate perpetrators (first offenders essentially), and comprises a mixture of individual counselling and group co-facilitated sessions by practitioners. Numbers of perpetrators we are able to assist at any one time is limited (10-12 in a closed group setting). The MENS Program requires a significant commitment from participants of up to 24 weeks of intensive work.

We anticipate that perpetrators will either refer themselves or be referred to the program by Government agencies, community organisations, lawyers and/or by the courts. On referral they will be assessed for both eligibility and suitability for our program.

Potential participants need to call Relationships Australia, Tasmania on: 1300 364 277 and request that they be contacted by a counsellor concerning the Men Engaging New Strategies (MENS) program.


Worker Assist – Committee of Management Casual Vacancy


Worker Assist Tasmania Inc has been providing assistance to injured workers across Tasmania since 2011.  As an incorporated Community Legal Centre, administered by a committee of five (5) we are seeking one ordinary member to join the Committee of Management.

This is a casual vacancy that under the Worker Assist Constitution, the Committee of Management will appoint a member to fill the vacancy until the next annual general meeting which will be held in September, 2017.

The Committee of Management meets quarterly and occasionally other work will be involved depending on the skill of the individual and the needs of Worker Assist Inc.

Candidates with any of the following highly desirable attributes are encouraged to apply:

  • Knowledge or expertise in finance, accounting and general funding oversight;
  • Knowledge and experience of governance and risk management;
  • Knowledge or experience of the Workers Rehabilitation and Compensation Act;
  • Developing, reviewing and improving policies and procedures;
  • Prior Board experience an advantage.

The expressions of interest close on the 24thFebruary 2016 and should be forwarded to:

Secretary of Unions Tasmania

379 Elizabeth Street

North Hobart

Tasmania 7000

Please include your CV and a brief outline of the skills and experience you would bring to the Committee.

For more information about Worker Assist and its services, please visit our or contact Mylinda Purtell on 0436 001 161.


Cyber Precedent – Resources to help firms with their cyber security and to deal with cyber threats

Cybercrime and cyberespionage are not new problems for the Australian legal sector. They are, however, problems that are growing exponentially.

Lawyers are an attractive target, because of the sensitive information we hold. We are also a sensitive target, because any breach of security will likely affect client confidentiality.

We know many Australian firms and practices have invested serious time into cybersecurity measures and protocols. But we also know how daunting it can be, especially for smaller practices, to find the time and resources to defend against cybercrime.

That’s why the Law Council of Australia has launched a new information campaign to help lawyers protect themselves against cyber threats.

Cyber Precedent has been custom-built for Australian legal professionals and is based on expert advice. It also includes valuable input from a number of Law Societies and Bar Associations.

The easy to navigate resources include:

  • A list of the essential cybersecurity precautions law firms should take;
  • Advice on how to protect against ransomware;
  • A response checklist in the case of a cyber attack; and
  • A cybersecurity toolkit for the education of staff.

It is every Australian lawyer’s responsibility to take cybersecurity seriously. We hope these new resources, which will be updated regularly, will help you do just that.

We strongly urge you to bookmark this page today and start exploring what’s available.



Rohan Foon
Law Society of Tasmania

Being Well in the Law – A Guide For Lawyers

The Law Society of NSW has launched the Being Well in the Law Guide

Being Well in the Law is a toolkit for lawyers. It draws on expert and multidisciplinary knowledge about the breadth of mental health problems and offers ideas to help everybody, young and old, deal with depression, anxiety and stress and learn to better manage the business and pressures of work and life. We all share a responsibility to continue the conversation about mental health. In the legal profession this is especially important as lawyers have a heightened pre disposition to depression and mental illness.

This small but important book, with its varied suggestions and personal stories from people who have been touched by mental illness, is a solid first step towards a happier and healthier world.

Three ways to access the guide:

  • Pick up a free copy from the Law Society Library, Level 1, 170 Phillip Street, between 9am and 5pm
  • Order a free copy online (postage not included)
  • View the guide online



State Revenue Office, Tasmania

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A new Landholder Duty model (effective 6 December 2016) has replaced the former ‘land rich’ provisions in Chapter 3 of the Duties Act 2001.


The Workplace Gender Equality Agency

The Workplace Gender Equality Agency ( WGEA) has just released Australia’s 2016 Gender Equality Scorecard

 The new data shows some encouraging signs – a continued downward trajectory of the gender pay gap, increased women’s representation in leadership and that more employers are taking action to address gender inequality.  

 But progress is modest at best. The data shows that women are still undervalued in the workplace. The average full-time female employee took home $26,853 less than the average male employee in 2015-16, with the salary difference rising to $93,884 at the top level of management. Women are also under-represented in leadership roles: holding just 16.3 per cent of CEO and 37.4 per cent of all manager roles.

 Among the key findings included in the scorecard (with percentage point movement since 2013-14):

  • Gender pay gap (full-time total remuneration): 23.1% (down 1.6 pp) 
  • Largest industry gender pay gap: Financial and Insurance Services: 33.5% (down 2.6 pp) 
  • Key Management Personnel who are women: 28.5% (up 2.4 pp)
  • Employers with policies to support gender equality: 70.7% (up 4.5 pp) 
  • Employers who have conducted a gender pay gap analysis: 27.0% (up 3.0 pp)
  • Appointments of women to manager roles: 42.6% (new data point)

Industry specific data can also be found in the Scorecard and on the WGEA Data Explorer website.

 For organisation specific data, organisations that report to WGEA now have access to Competitor Analysis Benchmark Reports. These confidential, customised reports compare an organisation’s relative performance against a selected comparison peer group on a number of benchmarks, including pay gaps and management representation. These reports can be accessed through each organisation’s secure online portal.

WGEA has also announced the Employer of Choice for Gender Equality recipients for 2015 -16. See the list of leading practice employers on the WGEA website.