Lockdown survival tips for New Zealand lawyers

Survival tips for New Zealand lawyers working through the COVID-19 lockdown

Fence in a field by Omar Lopez - omarlopez1
Photo by Omar Lopez on Unsplash

This post is not legal advice, but a collection of points that lawyers may find useful to consider while working during the COVID-19 lockdown. If you require legal advice you should instruct a lawyer.

Other posts in this series:

Witnessing affidavits/declarations remotely

  • On 16 April 2020 the Epidemic Preparedness (Oaths and Declarations Act 1957) Immediate Modification Order 2020 came into force which modifies the Oaths and Declarations Act. This came into force after the NZ Law Society opinion mentioned below was written.
  • If the client and independent lawyer both have a printer and scanner, see Paul Collins’ opinion on remote witnessing for the NZ Law Society here, and draft certificate here (docx), if not, see the below section Signing documents/unsworn affidavits.
  • If a deponent does not have access to a physical bible, can they affirm their affidavit instead of swearing, or bring up an online bible/bible app on their phone?

Signing documents electronically

Wills/Enduring Powers of Attorney

See also information from the Property Law Section from 16 April 2020 with guidance on drafting wills and enduring powers of attorney during the lockdown and executing them via AVL (pdf) however note this was drafted prior to the Wills Act immediate modification order which includes a modified attestation section.

  • [No longer relevant, see the immediate modification order] Consider whether the suggested clause iv. may place doubt over the document if the client does not have it witnessed in the traditional way when physically able to.
  • See the linked attachments including Paul Collins’ opinion, Theresa Donnelly of Perpetual Guardian’s document on validation applications, and checklists for drafting EPAs/wills during this time.

Family law

Resources for children/parents

Links collated by the Family Law Section (pdf):

Shared care

Witnessing relationship property agreements by video conference

See Ingrid Squire’s 2014 article in the New Zealand Law Society Family Law Section’s Family Advocate, To Skype or not to Skype: that is the question (pdf) on things to consider when witnessing a relationship property agreement by video conference.

Example of an audio-visual clause for inclusion in a relationship property agreement (republished with permission from Lady Deborah Chambers QC):

“Both [party one] and [party two] acknowledge and agree that both parties will execute this agreement before their lawyer using a Skype, FaceTime or WhatsApp connection and on that basis their lawyers will witness their signatures and give an explanation as to the effects and implications of this agreement.

The parties agree to this document being executed using that technology and agree that they will not attempt to set aside the agreement on the basis that execution and witness of signature occurred using internet connection. They also agree that it will be necessary for each party to send a scanned copy of their signed agreement to their lawyers in New Zealand for them to then complete the document. The fact that it is a scanned copy will also not invalidate the document.

The parties may sign separate copies of this agreement but once all parties have signed separate copies they will form a final binding agreement.”

Care and Protection

See Oranga Tamariki’s internal guidance on Family Group Conferences (PDF) and access (PDF).

Conveyancing

Deferring settlement

See the Property Law Section of the New Zealand Law Society Te Kāhui Ture o Aotearoa‘s suggested wording to defer settlement:

“The parties agree that settlement is hereby deferred to the 10th working day after the Government reduces the COVID-19 Level to Level 2 or below, or to such other date as may be mutually agreed. For the sake of clarity neither party shall have any claim against the other in relation to this deferral.”

But consider:

  • If the property, both lawyers, and the seller and purchaser are not in the same area, what if there are regional differences in the COVID-19 level?
  • Workload if all settlements are deferred to the 10th working day.

Accessing Landonline

  • Can you remote onto the computer your digital certificate is stored on?
  • Can you transfer your certificate to another computer? See the information on the LINZ website here or contact LINZ.
  • Is there another user (e.g. a colleague, your attorney) that would be able to access your workspace?

Authority & Instruction forms (A&Is)

KiwiSaver

If your clients’ are relying on KiwiSaver funds for a future settlement, are their funds at risk from market fluctuation, or are they in a cash fund?

Courts

Priority proceedings

  • See the list on the Ministry of Justice website.
  • If needing to travel for priority proceedings, print or save/screenshot to your phone the email from the Law Society sent to all lawyers on 8 April 2020, subject ‘Confirmation of being a practising lawyer’.

Filing documents electronically

Service

  • Court bailiffs may not be serving documents at all (check with the Court), so unless service will be undertaken by Police, address service in application/interlocutory application.
  • One option if electronic (email/social media) service is not available (from Wellington Family Law Section):
    • Ask the Court to direct the respondent to attend the registry to collect the documents as arranged by the registry. The case officer is to contact the respondent by telephone to advise the documents are ready to be collected. The notice period begins from the time the registry advise the respondent and they are to be advised that if they do not make arrangements with the registry to collect or otherwise obtain a copy of the documents, they will be deemed to have had notice of the proceedings and the court will continue to progress the application as directed.

Signing documents/unsworn affidavits

  • If the deponent has a printer, can they print and sign the document and scan it to you or take a photo of it (or at least the jurat page) using a scanning app like Microsoft Office Lens?
  • If the client does not have access to video chat/a printer/a scanner can they extend their bubble to include someone who does?
  • Can they sign the document electronically? See options in this post.
  • Can you amend the lawyer’s certificate to explain why the document is unsigned/signed in a different way, or file a memorandum of counsel?
    • See the Principal Family Court Judge Jackie Moran’s Guidelines for Family Law Practitioners during period of epidemic notice (pdf)
      • An adaption of the without notice certificate statement in those guidelines: “The affidavit filed in support of this application was prepared in accordance with the deponent’s specific instructions. [It was read/An electronic version was provided] to them. The deponent confirmed that they fully understood the affidavit and that the contents of it were true and correct to the best of their knowledge and belief.”
      • Note the difficulties of providing an undertaking as worded in the guidelines that you will file an affidavit when 1) that is not solely under your control and 2) circumstances may have changed which makes filing an affidavit containing the same information misleading.

Information in without notice Family Court affidavits

From the Principal Family Court Judge Jackie Moran, reported in Family Law Section Bulletin 420 – 25 March 2020 (pdf):

“Judges on the e-duty platform have encountered a lack of specificity in some affidavits filed in support of without notice applications seeking orders for day-to-day care and/or the enforcement of day-to-day care orders due to [COVID-19].

It is imperative that affidavits contain all relevant information including, but not exclusive to, the following:
• the terms of the parenting order;
• the occupants of the property/properties;
• whether any occupants are engaged in an essential service;
• steps taken to ensure compliance with the lock down;
• comprehensive details of any health issues;
• the mode of travel between the respective homes and who will undertake that travel; and
• the distance between the homes.”

Appearing via AVL

Tips from the NZLS heads of bench webinar:

  • Robes are not necessary. Dress in formal business attire.
  • You do not need to stand up when speaking.
  • Raise your hand toward the screen to signal an interruption (instead of standing up in a courtroom to signal you would like to speak) but these should be rare.
  • Set up your workspace appropriately and consider your background.
  • Read the information that the Court has provided you.
  • Follow the other usual rules that apply during hearings.

Also, consider if participating remotely will be particularly difficult for your client for example: for linguistic reasons, developmental reasons or that there is no private space away from children.

See the protocols on the Courts of New Zealand website.

Criminal

Emailing documents to prisons

See this letter from the CEO of Department of Corrections (pdf) regarding emailing documents for prison staff to print.

List of prison email addresses (pdf) last updated 8 April 2020.

  • Consider a cover letter and/or stamp over the documents regarding legal privilege.

Note that family and friends can also email prisoners, see here, however prisoners cannot reply by email. Prisoners will be given a $5 phone card every week until visits recommence, see here.

Contacting clients in prison

See the information from the Department of Corrections to request phone or AVL meetings with clients (PDF, from around 15 April 2020) and the update from 20 April 2020 (PDF).

Bail

See the 7 April 2020 letter from Crown Law to Crown solicitors and public prosecutors (pdf); the 15 April 2020 letter from Crown Law for distribution to lawyers (pdf); and the 15 April 2020 letter from Crown Law to Crown solicitors and public prosecutors (pdf) regarding the approach to bail.

See the 16 April 2020 letter from barrister Douglas A. Ewen in reply (pdf).

Legal aid

  • Application forms do not need to be signed, see update here (emailed out on 25 March 2020 and updated online 7 April 2020).

Family Legal Advice Service (FLAS)

  • Family Legal Advice Service (FLAS) funding forms do not need to be signed by the client, see update here (9 April 2020).

Leases

Health Act orders

Other resources

Updated 19 April 2020: Added information on contacting clients in prison; updated wills section and added information on enduring powers of attorney; added information on appearing by AVL.

Updated 20 April 2020: Explained where the Family Advocate article is from; added information about the Wills Act and Oaths and Declarations Act immediate modification orders; added information about bail.

Updated 30 April 2020: Updated conveyancing, A&I, affidavits/declarations, wills/EPAs, shared care, leases, appearing via AVL, contacting clients in prison, Health Act orders, signing documents, and other resources sections. Added care and protection section.

Remote Working Resources For NZ Lawyers and Small Businesses

Laptop, glasses, book, and pen.
Photo by Trent Erwin on Unsplash

New Zealand is currently in a four-week+ lockdown due to COVID-19 with the majority of the country’s workers working remotely.

Here are some resources and tools lawyers and small businesses might find useful after being pushed into working remotely.

Some of the links in this post are affiliate links, but these are tools I would recommend anyway.

If you’re an employee you should check with your IT policy/manager before using new tools for work.

Other posts in this series:

Video conferencing

Zoom

Zoom logo

What: “Zoom is the leader in modern enterprise video communications, with an easy, reliable cloud platform for video and audio conferencing, collaboration, chat, and webinars across mobile devices, desktops, telephones, and room systems.”

Why: You can use it on almost any device (Mac, PC, iPhone, Android, phoning in by telephone), it’s easy to install, your guests don’t need to sign up for an account, you can share your computer screen, and you can easily schedule and send invitations for meetings.

Zoom has a page of resources for beginners and is running daily training as it is so popular because of the current situation.

Website: https://zoom.us/pricing

Price: One-on-one meetings of unlimited length are free. You’ll need a paid account for group meetings longer than 40 minutes at USD $14.99/month (or USD$149.90/year).

Editing PDFs/electronic signing documents/requesting signatures

Choose electronic signing services carefully regarding the intended use of the document. See the Contract and Commercial Law Act 2017. Some documents won’t be able to be signed electronically.

Nitro

Nitro logo

What: “Do more with PDFs

With a rich feature set, intuitive interface, and advanced security, Nitro Pro enables you to quickly and easily create, convert, edit, sign, review, and protect PDF documents—without the hassle.”

Why: No need to print and scan documents to turn them into PDFs, edit out pages or do bates numbering for bundles. You can email documents for signing electronically. A one off cost instead of AUD$234.48/year for Adobe Standard DC.

Website: https://www.gonitro.com/

Price: 14 day free trial then USD$159/person. Send unlimited signing requests.

Secured Signing

Secured Signing logo

What: “Invite other people to sign Docx, Doc, ODT, ODS, Xls, Xlsx, RTF & PDF documents

For many businesses signing contracts or obtaining customer signatures in order to close a deal often proves challenging. The traditional paper process is often time consuming and costly and may take a few days or several weeks to complete. With Secured Signing technology you will be able to close deals and sign contracts within minutes.

Simply create your document, add it to Secured Signing Service and invite your business associate, customers, suppliers, partners or others to sign.”

Why: A New Zealand company. This is the platform that ADLS WebForms signing service is based on. A more robust process than Nitro or HelloSign’s signature request functions. Free for a few documents a month. ID verification (Real Me/NZ passport/NZ driver licence) is extra.

Website: https://securedsigning.com

Price: 3 documents/month are free, then NZD $9.95 + GST month for 10 documents.

ADLS WebForms (based on Secured Signing)

ADLS WebForms logo

What: “WebForms™ is a web-based legal document creation service, creating efficiency for busy professionals seeking to draw on proven legal forms. WebForms protects the integrity of each document, while allowing users to tailor forms to meet the needs of individuals or specific transactions.

Digital Signing is included with WebForms subscriptions. A secure tool, enabling you to provide legal services to your clients remotely.”

Why: If you want to request signatures electronically, don’t mind paying per document, and want RealMe/driver licence verification of signatories.

Website: https://webforms.adls.org.nz/

Price: NZD $3+/document (pdf)

HelloSign

HelloSign logo

What: “HelloSign allows you to electronically request and add legally valid signatures to any document, from new hire agreements to loans, to NDAs. HelloSign is available in an intuitive web interface, a developer-friendly API, or as a Salesforce add-on.”

Why: Email documents for signing, powered by Dropbox. Not necessary if you opt for Nitro above which also includes electronic signing, but useful if you use a different PDF editor.

Website: https://www.hellosign.com/features

Price: 30 day free trial then USD$15/month (or USD$156/year)

Scanning documents without a scanner

Microsoft Office Lens

Microsoft Office Lens app icon

What: “Office Lens trims, enhances and makes pictures of whiteboards and documents readable. Office Lens can convert images to editable Word and PowerPoint files too.”

Why: Made by Microsoft so you can trust it, you can scan documents without a scanner or ask your clients to use it to return documents to you electronically instead of sending you photos.

Website: iPhone download | Android download (or search the App/Play Store)

Price: Free

Email/storage

G Suite by Google

G Suite logo

What: “Simplify how you work. Use G Suite for business email, video conferencing, cloud storage, and file sharing. Get all the tools your team needs to collaborate and get more done.”

Why: Powered by Google, global and resilient. Email, calendar, and file storage that doesn’t rely on your physical server. Google Hangouts is a Zoom alternative.

Website: https://gsuite.google.com/pricing.html

Price: 14 day free trial then USD$6/person/month (basic) or USD$12/person/month (business). Non-profits can use G Suite for free.

Password management

LastPass

LastPass logo

What: “The best way to manage passwords. Just remember your master password and LastPass remembers the rest. See for yourself how easy password management can be.”

Why: LastPass as in the last password you’ll have to remember. It sounds counterintuitive, but you and your team storing all your work passwords in an (encrypted) database online means you can use secure, long, and unique passwords for each service. Accounts are compromised in data breaches all the time (look up your email here – if you’re using the same password everywhere a domino analogy would apply). Web browser plugins and phone apps available.

Passwords can be securely shared using the team plan.

Website: https://lastpass.com

Price: Personal is free, teams is USD$4/person/month for 5-50 users.

Protect your devices

Malwarebytes

Malwarebytes logo

What: “Crushes cyberthreats. Restores confidence. Traditional antivirus simply doesn’t cut it anymore. Malwarebytes crushes the latest threats before others even recognize they exist.”

Why: Protect your devices from malware. Ransomware will ruin your day and possibly your business especially if you don’t have up-to-date backups. Works with Windows Defender*. If you. have an IT provider they are probably taking care of this for you on work devices – ask.

Website: https://www.malwarebytes.com/pricing/

Price: Free version or Premium from USD$49.99/device/year after 14 day trial.

Caution on relying on the free version: “The free version of Malwarebytes for Windows is great for getting rid of existing infections, but some infections, like ransomware, only need a moment to wreak havoc on your PC. To stop infections before they happen, stay one step ahead with the Real-Time Protection of Malwarebytes Premium.”

*To get Malwarebytes Premium and Windows Defender working together, in Malwarebytes go to Settings -> Security -> untick ‘Always register Malwarebytes in the Windows Security Center’.

Set a passcode, encrypt your devices and all those other things CERT NZ recommends

CERT NZ logo

What: CERT NZ is “here to improve cyber security in New Zealand. We work alongside other government agencies and organisations — both locally and internationally — to help New Zealand better understand and stay resilient to cyber security threats.”.

See their information on COVID-19 and working from home quick reference guide (pdf).

Back up your data

Backblaze

Backblaze logo

What: “Backblaze helps you protect business data. Easily deployed across laptops and desktops. Centrally managed. Securing all your user data for just $60/year per computer for unlimited backup.”

Why: Automatically backup your data to the cloud and protect yourself from natural disasters, theft, ransomware etc. Not necessary if your files are on a server and your IT people take care of offsite backups.

Website: https://www.backblaze.com/business-backup.html

Price: 15 day free trial then USD$60/computer/year.

Secure communication

Signal

Signal app logo

What: “Millions of people use Signal every day for free and instantaneous communication anywhere in the world. Send and receive high-fidelity messages, participate in HD voice/video calls, and explore a growing set of new features that help you stay connected. Signal’s advanced privacy-preserving technology is always enabled, so you can focus on sharing the moments that matter with the people who matter to you.”

Why: Mobile networks are under strain with phone calls and texts and using an app like Signal over Wi-Fi or mobile data avoids this. Send texts/photos, call, and video chat. Encrypted (your telco almost certainly keeps a record of your text messages) and recommended by Edward Snowden. Clients can easily download it for free. Not WhatsApp (owned by Facebook).

Website: https://signal.org/ | iPhone download | Android download (or search Signal in the App/Play Store)

Price: Free

Phone plan

2degrees $19 monthly plan

2degrees mobile logo

What: 1.25 GB carryover data (hotspotting – using your phone’s data on your laptop – included), 200 carryover minutes, unlimited texts to New Zealand and Australia. Unlimited calling to 2degrees mobiles.

Why: Free calling to your team (if they’re also on 2degrees), no contracts, one hour of free data a day, and unused minutes/data rollover to the next month.

Website: https://www.2degreesmobile.co.nz/mobile/prepay/

Price: $19/month/phone. If you need more minutes the $40/month plan has unlimited minutes and 4GB carryover data.

Expense tracking

Expensify

Expensify logo

What: “Expensify is the world’s leading application for expense management, receipt scanning, and business travel. Snap a photo of your receipt using SmartScan and Expensify takes care of the rest.”

Why: Create expense reports by taking photos of receipts. The Expensify robots automatically grab the merchant, cost etc. from the photo. Apps for iPhone and Android and you can forward email receipts.

Website: https://expensify.com

Price: Free for 5 “smart scans” a month or a paid plan is NZD$8/person/month after a six week free trial.

Health and safety

ACC Habit at Work

ACC logo

What: “Use this tool to prevent and manage discomfort, pain and injury in the office environment”

Why: Home-based workers are still your workers. With a slightly old-school design this tool from ACC covers how to set up workstations properly and prevent injury.

Website: http://www.habitatwork.co.nz/index.html

Price: Free

Headspace

Headspace logo

What: “Live a healthier, happier, more well-rested life in just a few minutes a day with the Headspace app.”

“There are a lot of unknowns in the world right now. But one thing is certain — Headspace is here for you. To help support you through this time of crisis, we’re offering some meditations you can listen to anytime.

These are part of a larger collection in the Headspace app — free for everyone — called Weathering the storm. It includes meditations, sleep, and movement exercises to help you out, however you’re feeling. It’s our small way of helping you find some space and kindness for yourself and those around you.”

Why: Headspace brings mindfulness meditation, including specific COVID-19 resources, to your pocket in these uncertain times.

Website: https://www.headspace.com/

Price: There is a free version, or Headspace Plus is USD$12.99/month after a one week free trial.

NZLS Legal Community Counselling Service

Vitae logo

What: “Anyone who works in a legal workplace can contact Vitae if they want to access the Legal Community Counselling Service.

The Law Society has engaged Vitae to provide short-term, solution-focussed counselling by trained and accredited clinicians (counsellors, psychologists or psychotherapists). The service is individual and confidential.”

Why: Free, professional, independent counselling. Your practising certificate fees fund this. Available to lawyers and law firm staff.

Website: https://www.lawsociety.org.nz/practice-resources/practising-well/legal-community-counselling-service

Price: Free (two to three sessions).

Get extra technology

Noel Leeming, JB Hi-Fi, The Warehouse and other retailers can now sell essential items online, like phones, computers, headsets and printers. PB Tech is selling monitors.

Destroy confidential documents

DIY

If you don’t have a shredder, save up documents until you’re back into the office.

If there’s no safe place to store them, and you’re not collecting your mail you could mail them to your PO Box.

Manage your mail

NZ Post business mail redirection

You can’t do it now as PostShops are closed, but if there’s another lockdown, redirect your business mail to where you will be. For personal mail you can set up a redirection online.

Price: $130 for two months (business).

Forward your faxes

Your multifunction device/photocopier probably has an option to forward your faxes to an email address automatically (but you may not be able to activate this remotely). Google the model number and a phrase like ‘fax to email’.

Hide your phone number

Man holding phone
Photo by NordWood Themes on Unsplash

Using your personal phone? See the Privacy Commissioner’s page on hiding your phone number (e.g. from clients) when making calls. Doesn’t work for text messages.

Updated 19 April 2020: Added Secured Signing.

The New Zealand Law Society and the Super-injunction

High Court of New Zealand Wellington court papers - Matt Taylor

The New Zealand Law Society has had a bad run lately. They claimed they were surprised that sexual harassment at scale was occurring in law firms and was underreported to them; they were unable to say what the public needs to hear – that the ‘Russell McVeagh lawyers’ are under investigation; and their National Standards Committee decided to expend time and resources investigating a family violence lawyer’s legitimate criticism of a judge.

Adding to that list, four months ago the Law Society obtained a “super-injunction”, a special type of gag order, against me. On Thursday that order was modified by the High Court, which means I can disclose its existence for the first time.

Injunctions and super-injunctions

An injunction is a court order. Usually they prohibit someone from doing something, like disclosing information. A super-injunction is an injunction about the injunction. In other words, a court order prohibiting disclosing that an injunction or the related court proceedings even exist. They’re rare. In the United Kingdom, the Guardian is aware of and able to report on only 40 cases. And they’re rarer here, in humble, less litigious Aotearoa New Zealand.

Super-injunctions challenge the principle of open justice; that cases should be determined in open, not secret courts, to prevent overreach of judicial power. Super-injunctions are uncommon, they are onerous, and they are costly to apply for and to defend against. The group of people who a respondent can safely discuss a super-injunction with is tiny: their lawyer.

Super-injunctions have been the subject of considerable controversy in the UK. Lord Neuberger’s committee published a 112 page report in 2011 that was highly critical of super and other similar injunctions. The most controversial super-injunctions usually involve a powerful person or organisation trying to suppress unfavourable but true information.

The Law Society’s super-injunction

The super-injunction was served on me on 5 April 2018, but had been granted several days earlier by Justice Churchman at the Wellington High Court, without notice and under urgency.

The injunction prohibited the publication or disclosure of information accidentally emailed to me by NZLS on 21 March. The contents of that email is still subject to suppression, except for the fact that it “attached a complaint made to the plaintiff [NZLS] by a legal practitioner about his own conduct; and such conduct was alleged to amount to sexual harassment or bullying”.

The super part of the injunction was that the fact that the High Court proceedings, New Zealand Law Society v Taylor, even existed could not be published, and that the Court file could not be searched. One effect of this has been that for several weeks NZLS has been able to avoid public scrutiny of their mistake of emailing confidential information to the wrong person.

The court was persuaded by the lukewarm argument that I have “a blog (in addition to being active on other social media such as Twitter)”, and because I had not replied to emails, a text message, and voicemail from the Law Society (I was seeking legal advice). In fact, the night before the injunction was granted I sent an email to NZLS’ barrister and a senior staff member. The injunction was stated to be interim, but the case had no next appearance timetabled, so it was effectively permanent.

Related posts:

How did the Law Society get here?

The Law Society is a surprising applicant for a super-injunction. Not a celebrity trying to cover up an affair or someone trying to neutralise a blackmail attempt, they are the regulatory body responsible for policing the conduct of New Zealand lawyers. The Law Society submits on legislation before Select Committees calling out overreach. They even have their own Rule Of Law Committee. And ironically, during the time the super-injunction was in force, in response to criticism of their Committee’s investigation of Catriona MacLennan, they publicly denied that they suppress free speech. But they, via a partner at top-tier law firm Meredith Connell, applied for a super-injunction. Their application was urgent without notice to any other party. That means I had no knowledge that the proceedings had been commenced against me, and no one provided the judge with arguments against the super-injunction being granted before the decision was made.

NZLS continued to escalate court proceedings while I was corresponding with their lawyers, filing a statement of claim in the proceedings in response to me declining an invitation to meet with the Law Society’s president. They did this even though I had told them I had no intention of publishing the information; had deleted the information; and had been extremely careful not to disclose identifying details, even to my own lawyers. By the time we settled proceedings they had involved a barrister, a partner, a solicitor, a Queen’s Counsel, and a junior barrister.

In contrast to not being prepared to pay the lawyers who volunteer on their “workplace culture” group, the NZLS has spent several thousand dollars on this case, including reimbursing my legal costs as part of our settlement.

Secrecy

Lawyers subject to sexual misconduct are afraid of speaking out, fearing their careers, more likely to leave a firm than be the “squeaky wheel”. Perhaps Human Resources find out about an “incident”, but they’re conflicted as their staff are employed by the partnership of which the harasser is commonly a member of. The wider partnership might find out too, but they’re conflicted as well if their business partner is the person at the centre of serious allegations, more content to accept assurances that “it won’t happen again”. Rarely, it seems, is that the case.

If a complaint makes it to the Law Society, although many lawyers seem intent on ignoring their compulsory reporting obligations under their rules, that is secret too. There is no visibility that complaints are even being made or investigated. There is no default opportunity for other victims to become aware of a complaint or investigation and indicate that a practitioner is a serial abuser. The Law Society appears to be fine with this secrecy, confident that it was Parliament’s intention. They don’t think anything substantive needs to change.

Even for a complaint that ends up being upheld, the only time proceedings are public by default is if the matter is so serious that it is referred to the Disciplinary Tribunal by a Standards Committee. If a Standards Committee finds unsatisfactory conduct they can order the publication of the practitioner’s name, but this is after the interests of wide group of people are considered, and publication is signed off by the NZLS board. The interests considered include those of: the complainant; clients of the practitioner; relatives of the practitioner; partners, employees and associates of the practitioner; and the practitioner.

By 30 June all lawyers in New Zealand intending to continue practising law needed to have renewed their practising certificate. It’s an annual task, and probably one most lawyers do on autopilot, declaring they are of good enough character to remain a lawyer.

Several lawyers who are facing credible allegations of sexual harassment still retain their practising certificates.

Will anything change in the legal profession? Sunlight is said to be the best of disinfectants, but at the moment it seems the Law Society is content with sexual misconduct reported to them staying behind closed doors.

Five Things Wrong With The Russell McVeagh Report and the Law Society Complaint Process

Wellington, New Zealand - Supreme Court building - inside the court room by Buffy May

This post refers to sexual harassment and bullying. Need help? In New Zealand, you can call Lifeline on 0800 543 354, Youthline on 0800 37 66 33 or find out about other crisis services here. Rape Prevention Education has a list of sexual assault support centers on their website. The Human Rights Commission provides confidential advice and support, and you can complain about sexual harassment to them.

Dame Margaret Bazley’s independent review of Russell McVeagh’s response to sexual misconduct allegations, embedded below, was published yesterday. It’s highly critical of Russell McVeagh’s culture and policies that led to sexual misconduct against employees and the poor handling of subsequent complaints.

Similar events that occurred at Russell McVeagh have also occurred at other New Zealand law firms without attracting media attention, and there are several recommendations in the Russell McVeagh report and aspects of the Law Society’s complaint processes that could be improved.

 

Other New Zealand law firms

The series of alleged events disclosed in the Russell McVeagh report are similar to those that have occurred in multiple law firms around New Zealand.

A senior lawyer, often a partner, sexually harasses a junior employee. Often the sexual harassment happens outside of the office, but in a work-related context at a bar, hotel, or staff member’s home. It’s unlikely sexual harassment is the only problematic conduct occurring at the firm, or that this is the first incident of sexual harassment the senior lawyer has been involved in.

At this stage, often prompt and effective action could be taken by the law firm to resolve the issue to the junior employee’s satisfaction, however it rarely occurs. Although the firm often has human resources staff, they are not equipped to deal with complaints of sexual harassment.

After some time, the offending lawyer, who is often respected in the profession, is quietly exited from the firm, often retaining their practising certificate and going on to practise as a barrister sole. A formal investigation is rarely conducted by the firm. In any case the firm is unlikely to have the resources, and it’s unlikely to be appropriate, for the firm to conduct the investigation itself. If a public statement is made by the firm it doesn’t mention that the lawyer exited “under a cloud”.

By this time the junior employee has often resigned from the firm. If they have taken action under employment law and signed a settlement agreement they are often bound by a confidentiality clause.

Related posts:

The report’s recommendations

Dame Margaret Bazley’s report is overall quite good, but the recommendations fall short in at least two areas.
  1. There is no recommendation regarding each member of the partnership’s ethical and legal obligation to report suspected misconduct to the Law Society. Even if the lawyer allegations have been made against leaves the firm, if a complaint or disclosure to the Law Society is not made there is no barrier to the lawyer obtaining another legal job without having to address their conduct.
  2. The report assumes that raising a family and having a career is an issue that is only relevant to, and that should be addressed by women.

Law Society’s processes

The report also illustrates shortcomings with the Law Society’s complaint processes, disclosing publicly for the first time that there are complaints before the Law Society in relation to the employment reference provided by Russell McVeagh, and Russell McVeagh lawyers’ failure to make a report to the Law Society.
It’s time for an independent review of the Law Society to address issues with the complaints process, for example:
  1. The Law Society doesn’t accept complaints about conduct without the complainant knowing the names of the practitioner allegations have been made against, even if the allegations themselves are public. Even though the complaint regulations state that the Law Society should provide reasonable assistance, the Law Society’s position is that this does not extend to a preliminary investigation to request information, for example the lawyer’s name, from the law firm involved.
  2. Complaints, when they are made, are shrouded by intense secrecy. Other potential complainants have no indication that a person’s conduct is being investigated, even though being part of a group of complainants may make them more comfortable to come forward. The Russell McVeagh report highlighted this when the group of summer clerks “told each other about their experiences with the same partner” and felt comfortable making a disclosure as a group.
  3. The Law Society has a conflict of interest in deciding whether to publish details about upheld complaints.

Image credit: Buffy May, Wellington Supreme Court building, CC BY-SA 2.0.

Questions for the Law Society about sexual harassment in law firms

Wellington, New Zealand - Supreme Court building - inside the court room by Buffy May

This post refers to sexual harassment and bullying. Need help? In New Zealand, you can call Lifeline on 0800 543 354, Youthline on 0800 37 66 33 or find out about other crisis services here. Rape Prevention Education has a list of sexual assault support centers on their website. The Human Rights Commission provides confidential advice and support, and you can complain about sexual harassment to them.

It’s possible the last time the legal profession was under an intense spotlight was in the 1990s due to a string of fraud cases. The most memorable involved two partners of law firm Renshaw Edwards who were both, separately and unknown to each other, stealing money from the firm’s clients. The New Zealand Law Society had a fund to reimburse theft by lawyers but not on that scale. So the Law Society intervened and raised a levy from around 2,800 principals of law firms, mainly law firm partners, of $10,000 each. This contribution reflected and reminded senior lawyers of their obligation to conduct themselves with integrity, ensure their colleagues act with integrity, and to self-regulate. Recent stories of sexual misconduct at law firms gives the impression that those lessons, and integrity in general, have been left at the law firm door.

The lessons that need to be relearned now are similar, although obviously the impact on the people involved is wildly different between fraud and sexual misconduct. Graeme Hunt, in a book about fraud in New Zealand wrote that at first there was a lack of understanding about fraud, difficulty of obtaining sufficient evidence to lead to a conviction, and that “many companies were unwilling to do more than sack offending employees”. Hunt “argued that ‘sheltered’ professions (medicine and law in particular) are less likely to identify wrongdoing among their members than those professions that have to compete fiercely in the marketplace.” NBR’s Jock Anderson similarly identified the lack of fraud prosecutions before the 1970s as due to the “closed nature of the legal profession rather than the [good] behaviour of practitioners” saying matters “were kept in-house and charges were very rarely put”. But if the lessons are the same, there’s hope. Anderson says things “changed in the 1970s. It was a more open period for investigative journalism and for people to challenge authority”.

The Law Society and sexual misconduct

The reports by Newsroom of incidents at Russell McVeagh weren’t the first time sexual harassment in law firms had been recently brought to the Law Society’s attention. In November 2017 a lawyer wrote an anonymous article for LawTalk, the New Zealand Law Society’s magazine, describing two incidents of sexual harassment she experienced as a young lawyer. The Law Society responded with a statement titled “Law Society targets sexual harassment in the workplace” but it was empty of any concrete actions being taken to target sexual harassment, and ended stating “as a profession we must also look at ourselves and agree that any harassment in our workplaces is absolutely unacceptable”.

The latest issue of LawTalk contained a number of articles about sexual harassment in the legal profession. Tim Jones, Auckland Vice-President of the New Zealand Law Society, wrote in the issue’s ‘from the Law Society’ editorial that the “Society receives very few complaints of harassment in the workplace”. Notably missing from the list of conduct the New Zealand Lawyers & Conveyancers Disciplinary Tribunal has typically found to be misconduct is “discrimination, sexual harassment and assault”.

The issue of LawTalk also notably publicly names John Revans Eichelbaum for “failing to treat another lawyer [opposing counsel] with courtesy and respect” by, among other things, asking her to bend over. Former lawyer Olivia Wensley told the NZ Herald that she has knowledge of the complaint and the report published by the Law Society had been “sanitised”.

Sexual misconduct in law firms

Recent media and online reports have confirmed that serious sexual harassment (including harassment involving physical contact), bullying of employees and colleagues, and alcohol abuse is occurring in law firms across the country and remains underreported. This should be the subject of deep reflection and action by all law firms.

In many cases the law firm partners became aware of the conduct, but failed to protect their employees. There’s a hesitation to report misconduct of fellow business partners to the Law Society, in spite of their legal and ethical obligations as lawyers to do so. When faced with the prospect of protecting a partner who might be earning the firm $1 million of fees annually and protecting a solicitor who might be earning the firm $200,000 of fees annually the partner is often shielded from meaningful consequences for their actions. Sometimes human resources staff are aware of the conduct, but they are conflicted working for the partnership and managing a partner’s misconduct. Often there is a severe gender imbalance in these partnerships.

There is sometimes crossover between law firms this type of conduct occurs in and firms nominated for “Employer of Choice” awards, which raises the question of what policies and procedures should be in place and what culture should exist for a law firm to be nominated as a “good employer”.

Partners that eventually leave firms because of this sort of conduct often go on to work at other firms, perhaps due to inadequate reference information being sought or provided, or as independent barristers in New Zealand.

What’s the price of silence?

Complainants who leave the firm and pursue a claim under employment or human rights law often have their claims settled, with settlement amounts ranging from $25,000 to $100,000, including costs. Those agreements are generally subject to strict confidentiality clauses that largely protect the law firm and person or people accused of sexual misconduct, even explicitly prohibiting contact with the media and including prewritten media statements to give if the former employee is approached for comment.

The Law Society’s (lack of) response

Last Wednesday I emailed the Law Society several written questions about their approach to sexual and other harassment. They have not responded to those questions, although they had previously instructed a lawyer to send me a warning letter.

Those questions, in an edited form, are listed below.

Questions for the Law Society

Law Society training on sexual misconduct and bullying

1. Have the staff/tribunal/committee members involved in considering sexual misconduct complaints received any special training? If not, why not?

2. Does the Law Society collect statistics on sexual misconduct and workplace bullying complaints? If not, why not?

3. Does the Law Society survey the profession on sexual misconduct and workplace bullying? If not, why not? [The Law Society wrote in their latest issue of LawTalk that they are preparing a national survey on the workplace culture of the New Zealand legal profession. Will that survey be statistically robust?]

Help for practitioners

4. Does the Law Society assist practitioners to access professional mental health support and advice in relation to their wellbeing, alcohol use, inappropriate behaviours (for example sexual harassment and bullying), and when they are facing serious Law Society complaints? If not, why not?

5. What support does the Law Society provide to law firm employees, especially junior practitioners, who are being bullied including being turned down for promotion because they challenge an unsafe working environment?

Criminal conduct

6. Is conduct that could be considered as criminal conduct referred to the Police for investigation when it comes to the Law Society’s attention? If not, why not?

Harm reduction

7. If a practitioner has employees and is accused of serious sexual misconduct or bullying, does the Law Society consider suspending that practitioner pending the completion of their investigation?

8. How often does the Law Society use supervision and law firm management professional development to address misconduct like this?

9. What is the Law Society doing to stop predatory behaviours (often from partners or senior employees) at the source, for example compulsory programmes on appropriate relationships and conduct, rather than placing the onus on employees to report or otherwise manage other people’s misconduct?

Other employees

9. Are other employees involved in conduct complained about offered appropriate support (for example access to Employee Assistance Programme-type support and independent legal advice, and are they given the opportunity to engage in the Law Society complaints process? If not, why not?

10. Does the Law Society look at the whole firm when addressing complaints, including whether human resources staff and partners have appropriate training and direction, especially to deal with the misconduct of a partner?

11. Will the Law Society, of its own motion, pursue practitioners, including partners, who know of but fail to report matters constituting misconduct to the Law Society?

Career and family

12. What is the Law Society doing to support lawyers wanting to have a career and raise children?

Confidentiality clauses in settlement agreements

13. Does the Law Society support the inclusion of confidentiality clauses for the benefit of the law firm into law firm employees’ settlement agreements when the settlement relates to sexual harassment and/or assault by practitioners?

14. Are the use of these clauses for the benefit of the law firm appropriate conduct from the partnership, especially when a practitioner is the perpetrator?

Stopping misconduct

15. What does the Law Society do to prevent similar conduct from recurring when addressing consequences for practitioners, for example publication of names or completion of sexual misconduct programmes?

[On 29 March 2018, a day after these questions were sent, the Law Society published details of an upheld complaint regarding sexual harassment of opposing counsel.]

16. Does the Law Society monitor law firms and practitioners involved in complaints to ensure action is taken to prevent misconduct occurring again?

Image credit: Buffy May, Wellington Supreme Court building, CC BY-SA 2.0.