There is a very strong case that existing New Zealand law does not preclude a doctor providing a mentally competent, terminally ill patient with the means to achieve a peaceful death, according to a University of Otago law professor and a US lawyer well known for advocacy for such patients.
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Kirkland & Ellis Justice Fellow
DRLC seeks a dynamic and motivated attorney with outstanding academic and professional credentials to hold the position of Kirkland & Ellis Justice Fellow. The Fellow will work with DRLC staff attorneys, law student interns, and pro bono attorneys in providing representation to persons with disabilities in legal matters, including impact litigation.
The fellow will also engage in outreach to legal organizations, service providers, and other attorneys in order to facilitate meaningful referrals for callers and educate the community about DRLC's services.
J.D., admitted to practice in California. 1-5 years litigation experience, which should include undertaking factual investigation into potential cases, conducting legal research to develop legal claims, propounding and responding to written discovery, taking and defending depositions, writing briefs, preparing for and participating in settlement negotiations, and implementing settlement agreements or consent decrees. Knowledge of Disability Rights Law strongly preferred. Demonstrated commitment to public interest advocacy. Excellent written and verbal communication skills. Ability to multitask, prioritize tasks, work independently and as a part of a team.
To apply please send a cover letter, resume, three references, and a list of major cases you have worked with a description of your role in each to Luis Gomez, Executive Assistant at Luis.Gomez@drlc.lls.edu.
Disability Rights Legal Center (DRLC) is an equal employment opportunity employer. DRLC seeks both to comply with all applicable federal, state and local laws prohibiting employment discrimination and to maintain a diversified staff at all levels of the organization.
It is the policy of DRLC to provide equality of opportunity in employment as required by all applicable laws. DRLC will not unlawfully discriminate against employees or applicants on the basis of age, race, color, ancestry, national origin, religious affiliation, medical condition, physical or mental disability, veteran status, sex (including gender identity and pregnancy, childbirth and related medical conditions), sexual orientation, marital status, parental status, or any other basis prohibited by law. Existing DRLC personnel policies require all staff members to perform their jobs competently, efficiently, and in a manner that is consistent with the needs of DRLC.
Consistent with DRLC's mission, DRLC will comply with its legal obligations to seek to reasonably accommodate employees and applicants with disabilities, unless the employee or applicant is otherwise not qualified to safely perform all of the essential functions of the position.
An employee needing a reasonable accommodation should request the accommodation from the Director of Administration, and, if possible, identifying the reasonable accommodation needed. DRLC will make every effort to achieve a reasonable accommodation. DRLC will also make every effort to keep information contained in reasonable accommodation requests confidential.
It is the responsibility of every employee to conscientiously follow this non-discrimination policy. Failure to do so may lead to disciplinary actions, including termination.
Employees of DRLC may at any time to raise the issue of equal employment opportunity or discrimination with Center management. If you believe that you may have been subjected to discrimination in violation of this non-discrimination policy, DRLC encourages you to initially seek to resolve the situation informally through the Executive Director, your supervisor or a member of the Board of Directors. If you prefer not to initially seek an informal resolution, or if for any reason the situation is not or cannot be resolved informally, you may file a formal complaint as provided in Section V of each Employee’s Handbook.