Toronto Employment Law Lawyer Marty  Rabinovitch
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YEAR OF CALL: 2010
EDUCATION: Queen’s University (B.A.H. in Political Studies) and University of Windsor (LL.B.)

Marty Rabinovitch

B.A.H., LL.B.


TORONTO EMPLOYMENT LAWYER

Français

Marty Rabinovitch heads the employment law group at Devry Smith Frank LLP (“DSF”). Marty’s practice focuses on representing employers with respect to issues which arise in the workplace.

He regularly advises employers with respect to drafting employment contracts, discrimination, harassment and workplace violence policies, termination of employees, severance package negotiations, human rights issues, workplace bullying and harassment, disability and employment insurance matters.

Marty has extensive employment litigation experience. He regularly attends at the Superior Court, the Human Rights Tribunal of Ontario and the Ontario Ministry of Labour. He has also represented clients at the Canadian Human Rights Commission.

Marty has attended at examinations for discovery, mediations, pre-trial conferences and trials. He has appeared before masters and Superior Court judges on various motions and a wide variety of other matters.

He speaks regularly about employment law issues, and has written extensively on employment law.

Marty is a graduate of Queen’s University (B.A.H. in Political Studies) and the University of Windsor (LL.B.), where he volunteered at Community Legal Aid and Pro Bono Students Canada. Marty received multiple academic awards from Queen’s University and was the recipient of the 2008 Gavel Award from the University of Windsor for the best written judgment of a student judge presiding over the Law 1 moots. He also participated in the Laskin Moot competition, where he presented his arguments in French.

Marty is fluent in French and provides legal services to both English and French-speaking employers.

He is an avid tennis player, enjoys watching and umpiring baseball, and has traveled extensively in Europe. He is certified to teach baseball umpiring clinics through the Ontario Baseball Association.

For further information or assistance with employment law or human rights, please contact employment lawyer Marty Rabinovitch.



Publications

Marty recently acted as counsel in the following reported decisions: Chatoor v. Xerox Global Services, 2011 HRTO 2232 (CanLII), which addressed an employer's objection to the Human Rights Tribunal of Ontario's jurisdiction to adjudicate a complaint; Ruremesha v. Travelers Guarantee Company of Canada et al, 2012 HRTO 1044 (CanLii) in which the Tribunal decided that a full hearing would be required to address all issues raised in the Application, and Koenig v. University of Toronto, 2012 HRTO 1098 (CanLII), which was a reconsideration decision of the Tribunal with respect to allegations of discrimination based on citizenship.


News and Media

Doug Ford V. Bill Blair Defamation Interview With Marty Rabinovitch


In this video, Marty Rabinovitch a lawyer and litigator with Devry Smith Frank LLP discusses the defamation matter between Toronto councilor Doug Ford and Police Chief Bill Blair on Global News with Leslie Roberts. The matter came up when Doug Ford suggested that Bill Blair leaked information about Toronto Mayor Rob Ford. Bill Blair called that defamation and was considering taking the councilor to court or defamation. In this interview Marty talk about how most defamation cases are handled and talks about the root causes of most defamation claims. He also provides his opinion on how he thinks this case will settle. For more information, please watch the video.

Employees with Disabilities: Employee Rights in the Workplace


In this video, Toronto employment lawyer Marty Rabinovitch talks about employees with disabilities and their rights in the workplace during his interview with Joe Terceira at the Real Estate 101 Show in Toronto. Marty discusses what the rights are of an employee that has a disability. An employee with a disability has the right to have that disability accommodated by their employer. An employer is not permitted to discriminate or treat that employee differently because of that disability. Examples are: A disability could be physical such as a back injury which prevents the employee from doing heavy lifting. A disability could also be a mental or developmental disorder and that could also include a learning disability. He reviews what an employee should reveal to the employer and the obligations of the employer once revealed. Watch the video to learn more.

Human Rights Claims and Discrimination in the Workplace


In A Human rights claim is an action brought by someone who believes that they have been discriminated against on the basis of one or more of the grounds that has been set out by the human rights legislation, according to Toronto employment lawyer Marty Rabinovitch in this Real Estate 101 episode with real estate agent Joe Terceira. In this video, Marty defines and establishes an understanding of human rights claims and the laws that exist to protect those who are discriminated against in the work place based on personal characteristics like age, gender, religion, ethnicity and disability. Marty also breaks down steps that one must take in order to make a claim in Ontario and on a Federal level.


Seminars

HR/Employment Seminar - October 13, 2016

Update on the Enforceability of Termination Clauses: Oudin v. Centre Francophone de Toronto

HR/Employment Seminar - June 2, 2016

Case Law Update: Key 2015 Cases

Sex, Drugs and Employment law

At Devry Smith Frank LLP's Human Resource Seminar, Toronto employment lawyer Marty Rabinovitch covers topics related to sex, drugs and employment law. Marty takes a look at recent cases involving drug and alcohol testing in the workplace, along with sexual misconduct.

Recent Case Law of Mental Illness Accommodation In The Workplace



At Devry Smith Frank LLP's Human Resource Seminar, Toronto employment lawyer Marty Rabinovitch covers recent case law of mental illness accommodation in the workplace. Rabinovitch covers all of these important cases and more regarding accommodation of mental illness in the workplace highlighting disability, duties of employees and employers, dangerous employees as well as termination.

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