Ann Sophie Del Vecchio

Ann Sophie Del Vecchio is a graduate of the Faculty of Law at the University of Montreal and joined Loranger Marcoux in 2007. Previously, she worked at the Human Rights Tribunal as an intern and a lawyer. 

As part of her practice, she assists employers in the various fields of employment law and labor relations. In this regard, she provides strategic advice on the management of their business and works with them to find solutions to the issues raised, both in unionized and non-unionized contexts. 

Given her expertise in human rights, she assists employers in the implementation of reasonable accommodation plans, particularly in matters of disability. She has in-depth knowledge of cases concerning excessive absenteeism, a subject for which she is frequently solicited. 

Ann Sophie also represents companies before arbitration tribunals, the Tribunal administratif du travail (formerly the Commission des relations du travail) and civil courts. 

Additionally, she acts as a conference speaker and trainer during workshops offered by the firm to her clients, in addition to writing articles in La Référence RH, a review addressed to professionals working in the human resources sector. She is also called upon to give conferences and webinars in collaboration with various partners. 

She sits on the Omega Community Resources Board of Directors, a non-profit community organization that helps adults with mental health issues.

Ann Sophie was named in the 2025 edition of The Best Lawyers in Canada, for her high-calibre work in labour relations and employment law.

The recent decisions rendered on the cases Ann Sophie has litigated are as follows:

Syndicat canadien de la fonction publique, section locale 3333 v. Réseau de transport de Longueuil 2024 QCCA 204: The Court of Appeal clarifies the law and dispels any ambiguity as to whether family or parental status is protected by section 10 of the Charter of Human Rights and Freedoms. It should be noted that the Syndicat has requested permission from the Supreme Court of Canada to hear the case. We are awaiting the Court’s decision.

Leroux v. Société des Casinos du Québec inc./ Casino de Montréal, 2024 QCTAT 2086 (CanLII) : The Tribunal rejected the complainant’s claim that he had been the victim of constructive dismissal. Rather, it was the complainant who decided to retire, without being forced to do so by the employer.

Dextraze v. Société des casinos du Québec inc, 2024 QCTAT 367 (CanLII), motion for internal review dismissed: An investigations supervisor was dismissed for, among other things, intimidating, by e-mail, an employee who was gradually returning from a disability leave. The Tribunal upheld the dismissal, notably because of the seriousness of the misconduct, but also because of the complainant’s lack of credibility.

Société des casinos du Québec v. Syndicat des croupiers du Casino du Lac Leamy section locale 3993 (SCFP), 2024 CanLII 35768 (QC SAT): A female croupier was dismissed for attempting to appropriate a customer’s purse during a Christmas party organized by the employer. The dismissal was upheld. In particular, the complainant’s defence that she had ​“mistaken” the satchel because of her advanced level of intoxication was not credible.

Syndicat des employées et employés professionnels-les et de bureau, section locale 573 v. Commission de la construction du Québec, 2023 CanLII 120958 (QC SAT) : The Tribunal found that the complainant, who had been administratively dismissed by the employer, had benefited from individualized accommodation over several years, up to the point of undue hardship. The Tribunal even considers that she benefited from a period that went well beyond undue hardship.

Hashem v. Meubles Léon ltée, 2023 QCTAT 4738 (CanLII), motion for internal review dismissed, 2024: The plaintiff failed to demonstrate that he was a victim of psychological harassment. Moreover, the employer had fulfilled its obligations in this regard. The employer cannot be criticized for failing to act when the complainant has not communicated any vexatious conduct whatsoever to the employer.