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.
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.