You are applying for the position of Respectful Workplace Legal Advocacy Officer with Aboriginal & Torres Strait Islander Legal Service .Please fill in your details below to submit an application for this position. Please note ATSILS utilises 3rd party background checking services. This position is located in: Cairns POSITION DESCRIPTION – PD068 (extract) Respectful Workplace Relations Legal Education & Advocacy Officer We are 50 years old, and have 280 staff including a specialist Through Care service to complement our legal services. We are fully government funded, and this Legal role is tied to ongoing funding, currently set to 30 June 2025. As a Legal Practitioner, you willhave a unique opportunity to provide Workplace Relations sexual harassmenteducation and advice to a client base identified by the Sex DiscriminationCommissioner as at higher risk of being denied access to justice. You willdevelop an Industrial Law profile across Queensland associated with the “RespectWork” framework and related legal matters. Work closely within a leadershipcontext with the Chief Executive Officer, Principal Legal Officer, the Directorof Civil Law, and our Community Legal Education and Human Resources teams toensure advocacy resources are designed, delivered and evaluated in CommunityLegal Education across Queensland. Subject to response, provide suitablecasework services to selected ATSILS clients. Selection Criteria: ESSENTIAL CRITERIA (6) 1. Values: Alignment to the values andvision of ATSILS and an appreciation of and sensitivity to the challenges ourclients have faced, and continue to face, in their fight for and their right tojustice and equity. 2. Qualifications and experience: beadmitted or be in a position to be immediately admitted as a Legal Practitionerwithin Queensland; and preferably two years’ experience in Strategic Developmentor Community Legal Education, and/or Workplace education, and/or associatedindustrial law system familiarity. 3. Specialist expertise: willideally include: anappreciation of how sexual harassment and sexually hostile workplaces intersectmore frequently for First Nations peoples due to intergenerational and other traumaand inequity; provisionof timely, related civil law legal services for a relatively new Aboriginaland/or Torres Strait Islander client base; a workingknowledge of current initiatives on the elimination of violence and harassment atwork, while improving Community Legal Education and access to justice locally,regionally, and potentially State-wide: ademonstrated ability to take a strategic, objective, and constructive approachto workplace legal questions managing both contemporary workplace andtraditional values. 4. Network development, education, and reporting : soundinterpersonal and communication skills such as an ability in empatheticallyconveying information or advice to individuals and Indigenous communities,networked groups, Work Health & Safety or Industrial Law specialists, andcapacity to promote access to justice is required. 5. Casework and confidence in and knowledge oflegislation re sexual harassment in the workplace: i. e. Work Health & Safety Act, Fair Work Act, SexDiscrimination Act , etc.; awareness of the rights of Children, the LGBTIQcommunity, and Race Discrimination is highly regarded. 6. Mobility, access, teamwork and communication: preparednessto work after hours if necessary; willingness to travel and present and gathereducational materials, research on project plans and other key materials to in-housestaff, various forums, groups and key external stakeholders is essential. Tothis end, a Driver Licence is required. awillingness to undergo a Criminal Record Check to achieve a National PoliceCertificate (Australia-wide Disclosable Criminal History); Candidates maybe required to disclose misconduct (criminal convictions, prosecutioninvestigations etc.,) that prevent an ATSILS Security clearance in relation toany conviction for fraud or other dishonesty related criminal offences. To this end, a preferred candidate must beprepared to consent to a criminal history check being conducted (if requested). Note : A criminal history does not automatically preclude selection forinterview, and a preliminary check can be discussed with the HR Manager after acandidate has been shortlisted for interview. DESIRABLE CRITERIA (2) 1. Expertise in project management, digital presentations, timely promotion, and report writing. 2. Litigation success with civil law casework relevant to accessing compensation, or Commission and Tribunal hearings. J-18808-Ljbffr