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Selina Habib

Associate Toronto, T: 416.869.2759 F: 416.862.8247 shabib@mathewsdinsdale.com vCard

Hafssa Mahmood Assistant 416.862.8280 X268 hmahmood@mathewsdinsdale.com

Biography

Bar admission

Law Society of Ontario

Education

Queen’s University, J.D.
Western University, B.A.

Practice areas

Employment law
Labour relations
Human rights
Litigation and advocacy
Workplace investigations

Profile

Selina is an Associate in the firm’s Toronto office. Selina advises and represents clients on a wide range of labour and employment issues. This includes employment contracts and policies, discipline and termination, human rights and labour relations.

Selina previously worked at the firm as a Summer and Articling Student before returning as an Associate. She obtained her Juris Doctor from Queen’s University. Throughout her time in law school, Selina dedicated herself to becoming an effective advocate by participating in a labour and employment moot and working as a student caseworker for the Queen’s Legal Aid Clinic, where she assisted residents of Kingston with a variety of litigation matters.

In her spare time, Selina enjoys participating in fitness classes, travelling and trying out new restaurants in Toronto.

News

Announcement

Mathews Dinsdale is delighted to announce the addition of its new Associate, Selina Habib to the Firm’s Toronto office. Welcome to the team!

Insights

In A Flash

Court of Appeal Rules Bill 124 Unconstitutional for Represented Employees Only

In June of 2019, the Ontario Government introduced the Protecting a Sustainable Public Sector for Future Generations Act, 2019, commonly known as Bill 124 (“Bill 124” or “the Act”). The Act limited salary and compensation increases for approximately 780,000 workers in the public and broader public sector to 1.0% per year during a three-year moderation period.

In A Flash

NAV CANADA permitted to establish multiple pay equity plans

On December 13, 2023, the federal Pay Equity Commissioner (the “Commissioner”) authorized NAV CANADA to establish two pay equity plans, despite unanimous opposition from the affected unions. Establishing multiple plans is an exception to the presumption under section 12 of the Pay Equity Act (the “Act”) in favour of an employer creating a single pay equity plan for its entire workforce. This decision is significant as it is one of the first decisions approving, in part, an application for multiple pay equity plans.

Employers' Advisor

Employers’ Advisor September 2023

In this issue: 1) Court Upholds “With Cause” Termination of an Employee Who Worked a Secondary Job During Business Hours, 2) Attention Federally Regulated Employers: Recent Amendments to the Canada Labour Code Now in Effect, 3) Temporary Help Agency Licensing: What Employers Need to Know