Linda Facchin

Linda is a seasoned lawyer, manager, and accredited mediator with extensive expertise in labour and employment law. With over 30 years of experience, she has had the opportunity to work in a wide variety of settings, both in corporate environments and private practice, for parapublic and private organizations. She has developed a particular expertise in federal labour law, having overseen labour and employment litigation for a federally regulated employer for over 15 years.

Linda supports major clients in all their labour and employment law issues, including representation before all Quebec and Canadian courts and judicial bodies. She also provides strategic advice on, among other things, collective agreements, grievance arbitrations, and work stoppages. Her methodical and collaborative approach helps minimize legal and business risks for her clients while assisting them in maintaining a healthy work environment.

Linda held the position of Executive Director, Legal Affairs, Labour Relations, and Employment Law on a national level at a large Crown Corporation for over 15 years. In this role, she developed and built a litigation team focused on representing the employer in employment and labour relations disputes, including wrongful dismissal claims and constructive dismissal cases, wrongful dismissal complaints, administrative tribunals related to occupational health and safety, the Canada Industrial Relations Board, as well as the Canadian Human Rights Commission. She was also responsible for the Health, Safety, and Environment group.

She began her career in labour and employment law at Fasken, where she practiced for over 15 years, including several years as a partner, notably in the role of Co-President of the Labour, Employment, and Human Rights department.

Linda collaborated with Delegatus before officially joining the Collective in 2024 as a lawyer-entrepreneur.

• Establishing and managing a specialized legal group in labour, employment, and human rights law across Canada. External legal expenses significantly decreased, and institutional knowledge was maintained within the organization.
• Undertaking various strategic initiatives with employers, such as merging bargaining units and collective agreements, developing and implementing a program for investigating and managing psychological harassment complaints, conducting complex workplace investigations, and training human resources groups in all aspects of labour, employment, and human rights law.