HomeMy WebLinkAbout1986-1115.Fu.94-01-05 s ONTARIO EMPLOYES DE LA COURONNE
GROWN EMPLOYEES DE L'ONTARlO
GRIEVANCE COMMISSION DE
SETTLEMENT REGLEMENT
BOARD DES GRIEFS
180 OUNDAS STREET WEST, SUfTE 2100, TORONTO, ONTARIO. M5G 1Z8 TELEPHONEITELE?HONE: (416) 326-1388
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1115/86
IN THE MATTER OF AN ARBITRATION
Under
THE CROWN EMPLOYEES COLLECTIVE BARGAINING ACT
Before
THE GRIEVANCE SETTLEMENT BOARD
BETWEEN
OPSEU (Fu)
Grievor
-- and -
The Crown in Right of Ontario
(Ministry 'of Citizenship)
Employer
BEFORE T. Wilson Vice-Chairperson
I. Freedman Member
W. Lobraico Member
FOR THE R. Stephenson
GRIEVOR Counsel
Gowling, Strathy & Henderson
Barristers & Solicitors
FOR THE L. McIntosh
EMPLOYER Law Officer
Crown Law Office - Civil
Ministry of the Attorney General
HEARING August 29, 1991
Septeinber 18, 1991
October 31, 1991
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DECISION
This is the third decision relating to this grievance. The first decision was issued
on the 29th day of September 1989 and the second on the 5th day of March, 1991 .
The grievance was filed in July 1986; it is a grievance against not being awarded the
position of a Race Relations consultant (Human Rights Commission Officer 2) with the
Anti-Racism Relations Directorate. In fact the Grievor had been refused an interview.
The first decision (Mr. W. Lobraico dissenting) found that properly marked the Grievor
was entitled to an interview. The competition was ordered reopened and the Grievor
to be given an interview. On August 21, 1990, the panel was reconvened and
informed that its order of 29 September, 1989, had not been carried out: the entire
competition file had been lost by the Ministry and that two of the three members of
the panel in the original competition had left the service of the Ministry. After a
resumed hearing, the Board issued yet another order (Mr. W. Lobraico dissenting) on
the 5th of March, 1991 , as follows:
1 . The Ministry is to advise the Board and the parties to these proceedings
whether it considers the Grievor qualified for a position of Race Relations
Officer 2 within. 30 days of the date of this Decision.
2. If the Winistry considers the Grievor qualified for the position, it is forthwith
to appoint the Grievor to the position.
3. If the Ministry does not consider the Grievor qualified for the position, it is to
show cause to this panel why it does.not consider him qualified, the onus of
persuasion resting on the Ministry.
4. If the Grievor is found qualified either by the Ministry or this Board, he is to
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be compensated for any losses which he has incurred as a'result of his earlier
denial of the position in 1986.
5. With respect to Ms Jeffers and Mr. Radford, this panel makes no finding at
this time as to whether they would be displaced in the event of the Grievor's
appointment to a position with the Directorate, but retains jurisdiction to
entertain any grievance by them that they may have with respect to lay-off or
dismissal as a result of this Decision.
6. This panel retains jurisdiction over the implementation of this Decision.
Ms Jeffers and Mr.' Radford were given notice of the resumed hearing in August
1991 , Mr. Radford attended at the hearing and gave testimony: The Board ruled that
they should retain their positions as parties to the proceedings.
After the previous decision, Counsel for the Ministry provided the,exhibits to
Counsel to the Union and when she requested a current resume for the Grievor from
Union Counsel this was provided (Exhibit 1 to this continuation; see Appendix "A").
The Ministry also did a reference check with the Grievor's current employer. The
Grievor declined to have a personal interview. There was there a comparison done
with the position criteria as set out in the original advertisement in Topical (Exhibit 8
Hearing 1) by the then Executive Co-ordinator, Race Relations Directorate, Earl Miller.
The same was also done by Raj Chopra; she is a supervisor with the Central Region,
being responsible for the consultants.
Earl Miller was the Ministry's first.witness. At the time of this continuation, he
was the Director of Leadership and Education Programs at Management Board of
Cabinet which position he had held since June 1991 . The chain of authority in the
subject positions had been that the Race Relations Consultants reported to Ms
Chopra and then she reported to Earl Miller. In April 1991 , he reviewed the Grievor's
qualifications at the request of the Human Resources Department. Working with the
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advertisement for the position in Topical, the resume and the position specifications,
he prepared a -document entitled Wei Fu's Qualifications for Position of Race
Relations Consultant (Exhibit 3, Third Hearing). He testified that although the Grievor
may have merited an interview, he would not have chosen him for'the job. In the
opinion of this witness, the Grievor does not have the requisite skills and experience
for the job. The Grievor is only marginally qualified for an interview. If the Grievor
could not demonstrate in an interview, that he had the experience; skills and abilities
consistent with the duties, this Grievor would not be chosen. On his paper credentials
alone this witness s would not be hired.
Turning to Exhibit 3, with respect to the Selection Criteria set out, Miller was
asked to go through each by Ministry Counsel.
t,.Experience in community relations. He explained that the job requires that
the person has knowledge of and contact with a variety of community based advocacy
and service organizations representing racial minorities. These groups are considered
to be the primary clients of the race relations directorate. A person who does not have
experience with such organizations would not be able to adequately carry out the
extensive liaison, support, planning and program development responsibilities .
associated with being a consultant.
2. Medihtion of racial disputes. On the basis of the Grievor's documentation;
his experience in the labour relations field would have got him an interview, but it does
not appear to be related to race related conflicts. He was however a participant in
anti-racism lea dership training so has had exposure. An interview would have shown
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whether he could do that. The witness stated that there is a difference between
awareness of issues and ability to address them as a practitioner in a community
setting.
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3. Implementing Employment Equity Policy. The resume shows high awareness
of discrimination and participation on it in his Union. He knows a lot about employment
equity and discrimination but has no experience in implementing it or with people who
have been involved in implementing it. With respect to the Grievor's experience with
OPSEU as a Coordinator of the Human Rights Committee, the witness admitted that
that was very valuable. Consultants have to work with clients such as school boards,
social agencies, planning councils and businesses to help them develop employment
equity strategies and plans. The Grievor's resume.did not show experience or skills
in implementing employment equity policies.
4. Implementing Race Relations policies. Here again the witness saw no evidence of
implementation of race relationship policies. It is not clear from his resume that he has '
the necessary experience and skills to work with such clients. In this respect; the
witness explained,that this is a professional area of practice gained not just through
instruction and exposure but through training and work related experience. They must
have credibility among community leaders. In an interview, the witness would like to
have seen if the gap was bridged. He recognized that he had organizational ability
from his planning of work shops and is articulate as seen in his journalism experience.
He also stated that they traditionally wanted people who were job ready and able to
function immediately.
5• Implementing Race Relations Training Programs. The Grievor has taken
courses in race relations and experience in giving speeches. In this case, he felt he
would have to interview the Grievor to determine it he has the skills to transfer this
skill to someone else. The documentation does not show the experience.
6. Planning/organizational skills. Here the witness found the documentation
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showed that the Grievor was well qualified.
The conclusion Miller drew was that the Grievor is deficient in a majority of the
responsibility areas and therefore would not place him in this job, but he would have
interviewed him to find out more about him.
In cross-examination, he stated that when he did the evaluation of the Grievor,
he had before him, the new resume, the original resume from the first hearing and its
update from that hearing and the advertisement. He had not read the written awards
of the Board on the grievance. Much of this testimony concerned specific qualifications
such as being able to train in race relations. Although the Grievor had experience in
race relations, in training in the labour relations context and had even been a teacher,.
none of this satisfied the witness that the Grievor necessarily had the shills to train in
race relations.
Rai. Chopra was the Supervisor with Central Region of the Anti-Racism .
Secretariat. She was the other person who following the second decision in this
Grievance had evaluated whether the Grievor was qualified for the position, She
received a package including an old application resume from 1986, a letter from the
Grievor to Ministry Counsel Leslie McIntosh and an updated resume,. she compared
this with the select material which they used in the previous material including the
1986 job advertisement. She then met with the Human Resources people and
developed the criteria, showed it to them and they agreed. She was asked to critique
it in view of the selection criteria. She'then wrote Exhibit 3 and submitted it to Mr.
Miller. She testified that she went through the six categories sentence by sentence.
She also concluded that the Grievor was unable to perform the essential functions of
the position and did not meet the criteria of the job. The witness then testified as to
each of the items as set out in Exhibit 3. With respect to criteria numbers 4 and 5, she
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defined number 5 (implementing race relations programs) as training a group of clients
in the area of race relations with a two fold objective: 1 to change attitudes of
recipients of the training, and 2. behaviour. She distinguished it from teaching as "not
having a curriculum and is changing attitudes of people - of all sections of society".
She was asked how did she weigh, the criteria;.she replied that these are the general
skills; after about two or three weeks orientation, the person goes on the job.
In cross-examination, Ms Chopra identified herself as the same Chopra who in
the original contest was one of the three people who participated in the initial
screening. One difference since the original contest, the Secretariat does not any
longer administer subsections 28 (f) (g) and (h) of the Human Rights Code; they do
sometimes mediate in these situations. In drafting the criteria, she also reviewed the
position specification. Her comments in Exhibit 3 were based on Exhibit 1 . It was
through Mr. Miller that she was asked to assess the Grievor. She stated that she did
not have any knowledge of the Grievor's reputation in his community. She identified
Winnie Ng (one of the Grievor's references) as an aide to the Minister and as being
popular in the race relations community. However the witness did not agree with
Counsel that this added anything: they follow certain procedures and the package is
pretty comprehensive. She did state that they do contact the references if the
candidate is short listed. Exhibit 1 (Appendix) includes a letter dated June 23, 1987
from Alvin Curling, M.P.P. for Scarborough North, to the Minister of Correctional
Services recommending the Grievor to the Ontario Board of Parole. In the letter. Mr.
Curling states: "Mr. Fu has been extensively involved in his community and has the
qualifications that would be beneficial to the Ontario Board of Parole." The witness did
-not see that this reflected community experience needed to do the job of Race
Relations Consultant. The witness was shown from the current hearing Exhibits 2'
and 12' from the first hearing, but she said that she had not seen them before writing
Exhibit 3. She admitted that it might have been helpful. She was aware of a video
called "Facing Racism" produced by the Ontario Federation of Labour but not that it
was partially financed by the Race Relations Secretariat or that the Grievor had been
involved with it. She was aware of the Ad Hoc Committee or Wei Fu Committee.
Ms Chopra agreed with Union Counsel that the reference to "mediating conflict
situations" in the advertisement in Topical (Exhibit 8 in first hearing) was not
specifically restricted to mediation in any specific context. But she felt that to some
degree it must be tied to race relations. Turning to Criteria #4, and again referring it
to Exhibit 8 of the first hearing, the implementation of race relations policy was not
specified in Exhibit 8, though the over all thrust/impression is in race relations. She
did not consider "advantageous" in Exhibit 8 to mean less than "essential". She
testified that Exhibit 1 does not show that the Grievor could go out and assist
organizations. She further testified that the courses set out in his resume did not show
skills or experience.
The Grievor testified with respect to his skills and qualifications for the position
on the basis of his resume which had been sent to Ms McIntosh on April 5, 1991 with
attachments (see: Appendix "A" Exhibit '1). With respect to his anti-racism instructor
' Wei Fu's supervisor's analysis.
z A letter dated April 24, 1986, from Mr. David Revel, M.P.P. Riverdale. This is a
letter addressed to Ms Moan Finnie at the Ontario Human Rights Commission urging
the need for persons of Chinese origin. It continues:
Mr. Fu has become well Known to me through his work in race relations.
He is an articulate, highly motivated person with superior academic
credentials. .....
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training through the Ontario Federation of Labour in 1986, he testified that he was
personally invited to attend that by the Human Rights Director of the O.F.L. It was an ,
intensified one week instructors training including both the knowledge of race relations,
and anti-racism and the skills of teaching as well as improvement of skills. This
involved a.part on different kinds' of formal knowledge, then work shops and group
studies. It was very small - about 15 people from eight major unions. The purpose
was to prepare you to teach anti-racist courses in the labour movement. Since then
he has been a guest speaker on a number of occasions including classes at the Metro
Labour Educational Centre. Outside the labour field, he was invited to a conference
on race relations organized by the Chinese Canadian National Conference. He has
also been invited to meetings with activists in other racial communities for discussions
about human rights issues. He played a role in getting the Chinese Community to
demonstrate solidarity for the release of Nelson Mandela.
With respect to his ability and experience in organizing groups to accomplish
public purposes, the Grievor testified extensively about his driving role in the Wei Fu
Committee which supported his complaint before the Human Rights Committee from
1983-87. Photographs of the public demonstrations attended by prominent persons
in the human rights field were entered in evidence. He also interviewed Premier Bob
Rae and Police Chief McCormack and published the interviews in the Wor dAngrr all
Ca_ nada which is a Chinese language newspaper where he has a column. In the
interview of Chief McCormack the questions related to the questions of crime in the
Chinese community and the numbers of Chinese officers on the force.. In the case of
Premier Rae, he was discussing reform of the O.H.R.C, the reform of pay equity,
streaming in secondary school with its attendant disadvantages to labour class and
immigrant children: The Grievor further testified as to his role in the resistence to a
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private member's bill on a Heritage Languages program (Bill 80) because of concerns
in the Chinese community.
The Grievor testified with respect to his experience in racial mediation, that
when he was a foreman at the Royal York Hotel, he had 50-60 people under his
supervision Who were a small United Nations. Whenever there was a dispute, lines
tended to divide along racial lines. He would settle it. As an Ontario Police Constable
for seventeen years, he meets these problems and was a union steward for four
years. Conciliation was a part of his duty as a Co-ordinator of the Human Rights
Committee of his union local. That Committee is the advocate to management on
human relations. and employment equity. He was a member of the Human Rights
committee for OPSEU Region 5 and he drafted the very first human rights declaration
for Region 5 which it then put forward at the OPSEU convention.. In cross-
examination, he stated that others contributed ideas to it. in the 1987 election
campaign, the PC party nominated a Chinese man as its candidate in Scarborough
North where Alvin Curling was the incumbent. The Grievor pursuaded the Heritage
School and other groups to hold a reception for both candidates. This helped racial
harmony in the area.
With respect to the implementation of race relations policies, the Grievor was
a participant in an O.F.L. human rights think tank in January 1985. The object was to
prepare to go, back to union locals to organize human rights committees and to be
advocates in their own locals. He did this in his own local.With respect to employment
equity, as a co-ordinator of the Human Rights Committee of his own local and as shop
steward and as a member of the negotiating team; he worked for employment equity.
As a journalist, he asked M.P.P. Bob Wong about it and the status of the bill; he was
informed that it got-stuck in cabinet. Even now that he no longer carries an official title
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in the local, he has defended the hiring of handicapped people by the OGPS against
criticism. He has seen and dealt with the race relations consultants on a number of
Occasions and is confident that he can do the job and is willing to learn. From his own
knowledge, he does not believe that the Anti-racism Secretariat has a major role to
play in employment equity.
REASONS FOR DECISION
This.is the third time this panel has dealt with this grievance Specifically, the
Ministry is now before us to show why the Grievor in its view should not be appointed
to the position of Race Relations Consultant. its, handling of this whole matter has
shown a great deal to be desired. Exhibit 3 filed at this third hearing is its answer for
saying the Grievor is not qualified. This document was prepared according to Ms
Chopra by her; she was a supervisor who participated in the original process after the
competition in which this Grievor was denied an interview. We found that process so
flawed that in the first decision we directed that he be given an interview. Why Exhibit
3 had to specifically create six criteria for evaluating the capability of the Grievor to
perform the job was never explained. The criteria used in the first hearing which were
used to determine eligibility for an interview were not referred to in the testimony. No
testimony was offered on how the winners in the competition were chosen and no
evidence on how the selection of other previous candidates for the position were
chosen was offered. I must also agree with Mr. Stephenson's submission that Ms
Chopra in testimony demonstrated partiality. Whatever was contested was denied by
her and however much Counsel might suggest that Mr. Fu might have relevant
experience, the more specific and narrow the requirements became; finally to the point
that it appeared that only someone who had already done the work could meet the
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requirements. Ministry Counsel submitted.. in final argument that 1991 was now the
relevant time for evaluation, but no specific information was received in evidence of
what significant changes had occurred or if so how this affected the criteria.V
In his argument; Counsel for the Grievor stated that the various categories set
out in Exhibit 3 were in fact met by the Grievor while challenging the appropriateness
of those categories as defined by Ms Chopra. Counsel for the Ministry in reply turned
to the two position specifications that had been put in evidence; Exhibit 4 in Hearing
3 (18/01/85) and the draft Position Specification dated 9 April 15: 1987 (Exhibit 9,
Hearing 1) to argue that the Grievor did not have the requisite training and
experience.
It is important at this point to recall that our task in this hearing was not to
determine whether the Grievor was more or less qualified than other contestants. The
question is whether he has the necessary qualifications to eater the position. His
testimony in this hearing and in the first hearing have shown extensive experience in
community activity within the Chinese community and on behalf of the Chinese
community in the context of its status as a minority group. His experience as such and
in both a supervisory and in union labour relations have been quite extensively
involved in the issues of racism and indeed as he testified in mediating disputes on
his own uncontradicted evidence within the context of racial disputes. His role as a
journalist indicates communicative skills and combined with his educational
background would demonstrate capacity for analysis and report preparation'. His
'There was more specific evidence about Employment Equity at the third hearing
given by Mr. Radford, but it did not in my view enhance the Ministry's position that this
was a major area for the Anti-Race Relations Secretariat. The creation of other
branches and a specific office of Employment Equity Commissioner tended to supporl
the argument that its role was if anything declining in that area.
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testimony demonstrates that he has quite broad experience in negotiations both in
labour relations and indeed in a racial context, specifically with respect to gaining the
cooperation of groups within the Chinese community to defuse a potentially racially
disruptive situation in the 1987 election. Enough has been shown on the Employment
Equity issue to satisfy me that the Grievor is sufficiently qualified His teaching skills
are not in dispute except for the effort of the. Ministry witness, Mr. Miller to argue that
he does not show experience of training others to be trainers in race relations. The
evidence on his O.F.L. course would seem to contradict Mr. Miller's concern; but in
any event, there is no evidence that he does not have the skill, nor would I normally
expect such a specific technical skill to be required of someone entering the position.
He certainly has the necessary planning/organizational skills. With respect to
implementing race relations policies, the Grievor's testimony in terms of the Human
Rights Committee in his union local shows that he specifically had carried out that
function.
The Grievor by the time of the third hearing may not have been as active as
formerly or even at the beginning of the Board's hearing in the area of race relations.
He testified that he no longer had a title with the union. He was still involved with
Chinese community issues and race relation matters. I am satisfied that his effort not
to ally himself with any of the groups within the community is not a detriment and
indeed supports a mediating role. He has had reasonably up to date knowledge in
these areas. Mr. Miller testified that there is a three week orientation period on the job
for new entrants. I asked the Grievor if he could accept a situation where he might
become frustrated. He is, as I am sure he would be the first to admit, a man of
strongly held views. His response was that he would be happy to perform his own
assigned duties as a loyal public servant. On balance, I have concluded that he
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should be given that opportunity. Accordingly, since I am satisfied on all the evidence
that he has the ability, the skills and the experience to do the work of a Race
Relations. Consultant, he should be appointed to that position and givers a proper
orientation. Because of the frustration which this Board has encountered in this case,
it will continue to remain seised of the implementation of this decision. With respect
to any losses of the Grievor that may have resulted from the Ministry's failure to grant
the Grievor an interview, or to carry out properly the orders in the three decisions of
the Board, this panel will remain seised.
Dated at Toronto this 5trday of January, 1994
Thomas H. Wilson Vice Chair
I.,Freedman Member
"I ]Dissent" reasons to follow
W. Lobraico Member
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April 5, 1991 l
L. McIntosh
Law Officer
Crown Law Officer, Civil _
Ministry of the Attorney General
8th Floor, 720 Bay Street
Toronto, Ontario MSG 2K1
Dear Ms. McIntosh:
It is indeed a pleasure to state my related qualities for the position of Race Relations
Consultant. I do it in accordance with the criteria which was set by the Race Relations
Division on April 29, 1986:
1) Employment Equity:
A) This is the.trend of the society. Although there are different opinions on how it
is being done, three major parties appear to agree that it must be done. The
Liberal Government made a good effort to put forth voluntary programs. In 2990,
they imposed a mandatory program on police which, in my view, was a little
overdue. Rae introduced a Private Member's Bill (Bill 172, Exhibit #1) on
mandatory programs when he was the Opposition. Minister Ziemba appears
determined to fulfill the commitment. She says: "Voluntary programs have proven
to be ineffective, therefore a mandatory program is the only altemative.°
(Exhibit #2)
B) I have participated in, and helped organize, many related events in both the public
and private sectors. For instance, I was invited to Mr. Rae's reception at the
Legislature, when'he introduced Bill 172 to the House on May 29, 1991.
C) Being an officer of OPSEU Local 589 (Steward 1983-1987, Coordinator of Human
Rights Committee 1985-1987,Vice President 1986-1987), I have frequently advised
members on employment equity related issues.
Being a columnist (1985-present), I give advice to the community and governments.
When I interview politicians and leaders (e.g. Rae, September 2,.' 1990; Chief
McCormack,March 14, 1991--see Exhibits #3&4),I inform them of major concerns
of the community. in my view, this is consultation.
Being a respected member of the community, I have been approached by
individuals and groups from different ethnic backgrounds for advice.
2) Research and Report Writing:
In academic and race relations training, I !rave learned research and analytical skills
and I have also written many essays. As a columnist who writes weekly commentary,
I have published hundreds of research articles on political, social, and race relations
issues.
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3) Institutional Experience:
A) When I was the Guard Commander of the Taipei Military Police Barrack and a
lieutenant of the force, Taiwan was under military rule. I was put in charge of
many civil.and military operations. Being reasonable was the key to success.
Investigation and conflict resolution were part of the daily job. Sound judgement
was always required.
B) When I was a foreman of the Royal York Hotel laundry (Exhibit #5), the
manager, myself and the night shift foreman formed the management team which
administered the department of about 100 employees. I was the acting Laundry
Manager, when the manager was away.
C) Ontario Government Protective Service is administered by the Ontario Provincial
Police. Being a Special Constable for seventeen years, I saw the operation of this
powerful institution.
D) My experiences in' teaching (1963-1965) and union leadership (1963-1967) have
given me the insight of two other types of institutions.
4) Community Experience
I have established contacts among the ethnic and the mainstream communities. It was
my great honour to take part in Facing Racism -- Ontario Federation of Labour's
human rights video. As a journalist, I maintain a neutral status. I do not occupy any
particular leadership position in community groups, but I do take leadership in
organizing events (Exhibits #6&7)
5) Mediation, Conciliation Experience and Skill:
As a steward of.OPSEU Local 589 (1983-1987), I presented members' concerns to the
supervisory staff. As a delegate of the Local's negotiation team, I spoke on behalf of
the Local in negotiation meetings. Settlements on working conditions and job
requirements were sometimes reached Some disputes were solved without going
through the grievance procedure.
In addition to dealing with the authority, I have also been in the positions of authority
(e.g. lieutenant, foreman, teacher, special constable). These positions also need
mediation and conciliation skills. Besides, being a respected member of the community,
I have often been called upon to mediate group, family, or individual disputes.
6) Organizing Skills:
Since my days on campus, I have been a skillful organizer. Over the years, I have
organized numerous educational, social, and political events.
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7) Presentation/Training Experience:
• After teaching social studies at Chi Nan High School for two years (1963-1965), I have
developed excellent presentation and training skills. it was a refreshing experience to
attend the 1986 Anti-Racism Instructor Training of the Ontario Federation of Labour.
Often, I have been a guest speaker. Tuesday, January 22, 1991, I spoke to a human
rights forum of law students at Osgoode Hall law School, York University. March 26,
1991, I spoke to an. adult journalism class on ethnic newspaper at Southern Ontario
Newspaper Guild. And on April 7, 1991, I will go to the University of Toronto to
speak at the Democracy in China Conference on the subject of Media and the
Democractic Movement.
8) PlanningRolicy Experience:
Having earned two degrees in political science (Exhibit #8), I have spent a great deal
of time in the study of policy planning and decision making. Being a lieutenant, a
foreman, an acting manager, and a vice president of OPSEU Local, I have gained some
first hand experience in this area.
9) Investigation Skills:
Having graduated from two law enforcement academies--Military Police Academy,
Taipei, Taiwan (1965) and Police Academy, Ontario Provincial Police, Brampton,
Ontario (1974), I have learned investigation skills. These skills help me to make a good
military police lieutenant, a better Special Constable, and a faithful journalist. ,
10) Education:
Two university degrees, graduated from two law enforcement academies, completed
several race relations courses, participated in many human rights and employment equity
workshops. See page 1 of the Resume for details.
I would also like to tell you that I am a balanced person, happily married, and financially
secure. I have two lovely daughters: the younger one in grade ten; the older one, a fourth
year medical student at the University of Ottawa. I am humble and always willing to learn.
Thank you.
Yours Truly,
(�
Wei Fu
127 Finch Avenue East
Willowdale, Ontario
M2N 4116
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RESUME
Name: Wei Fu
Address: 127 Finch Avenue East, Willowdale, Ontario M2N 4R6
Telephone: Home: (416) 225-0189 Office: (416) 327-5115
Description: Seat: Male. Status: Married.
Education: 1) University:
A) M.A. in Political Science
Dalhousie University,
.Halifax, Nova Scotia. (1972)
B) B,A. in Political Science
Chengchi University,
Taipei, Taiwan. (1963)
2) Law Enforcement Academy:
A) Military Police Academy,
Taipei, Taiwan. (1%5)
B) Police Academy,
Ontario Provincial Police,
Brampton, Ontario. (1974)
3) Metro Labour Education Center,
Labour Council of Metropolitan Toronto.
Two Courses: (1984-1985)
A) Labour Law.
B) Work, Racism, and Labour.
4) Anti-Racism instructor Training,
Ontario Federation of Labour. (1986)
5) Many human rights and employment equity
workshops.
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Work Experience:
1) Special Constable (1974-Present), ,
Ministry of the Solicitor General,
Government of Ontario.
Front line public relations representative of the Ontario Government.
Serve the public in a pleasant manner.
Handle disgruntled individuals on the premise of defusing the crisis.
Investigate crimes.
2) Foreman and Acting Laundry Manager (1470-1974),
Royal York Hotel,
100 Front Street West, Toronto, Ontario
- Supervised about 60 employees of different nationalities.
- Interpersonal skill and conciliation technique are the necessary qualities of a good
foreman.
3) Lieutenant (1965-1966),
Military Police,
Taipei, Taiwan.
Taiwan was under military rule at that time. A lieutenant of the Taipei Military
Police had high authority as well as responsibility. Being reasonable was the key to
success. Investigation and conflict resolution were part of the daily job. Sound
judgement was always required.
4) Teacher (1963-1965),
Chi Nan High Scbool,
Taipei, Taiwan.
After teaching social studies for two years, I have developed excellent analytical,
writing, and presentation skills.
- I also looked after a class of so-called "problem students." It was a great feeling to
see many of them become "straight!
Voluntary Experience:
1) Columnist, World Journal Chinese Daily News, 415 Eastern Avenue, Toronto, Ontario.
(1985-present)
A) Publish a weekly commentary on social and political issues. ' In addition to doing
research and investigation,I interview individuals;community leaders, and politicians
frequently.
B) Also publish a regular non-partisanship "Provincial Political Affairs" column. Three
MPPs, one from each major party, participate in this public education. At this
moment, Rosario Marchese,Alvin Curling, and Donald Cousens are the participants.
2) A) Coordinator, Human Rights Committee, Local 589, Ontario Public Service
Employees Union. (1935-1987)
B) Delegate, Negotiation Team, Local 589, OPSEU. (1985-1987)
C) Vice President, Local 589, OPSEU. (1986-1987)
D) Secretary, Local 589, OPSEU. (1985-1987)
E) Steward, Local 589, OPSEU. (1983-1987)
- Attended negotiation meetings, spoke on behalf of the Local, reached some
settlements on working conditions and job requirements.
- Presented members' concern to the supervisory staff, tried to solve the problem
without going through the grievance procedure.
Educated the members on their rights of the related legislations and the
Collective Agreement.
3) Delegate, Labour Council of Metropolitan Toronto. (1985-1987)
Active in many events, especially those of the Human Rights Committee.
4) Organizer:
Organized many workshops and public meetings in the labour movement and minority
communities.
5) Reporter, Young Lion News Agency, Taipei, Taiwan. (1960-1961)
6) Youth Delegate, International Mara]-Rearmament. (1962)
After organizing a 2,000 person conference for the Taipei Association, I earned a place
in the youth delegation to the international movement. We travelled through Europe
and the USA, put on a play at night, and met people during the day.
Exhibits of Wei Fu's April 5, 1991 letter to Ms. L McIntosh:
1) Bill 172. 1st reading, May 29, 1990.
2) Honourable Ziemba's article for World Journal's fifteenth anniversary publication.
February 15, 1991.
3) Photocopy of World Journal's coverage on Rae. The exclusive interview was held on
September 2, 1990. The article was published on September 4, 1994.
4) Photocopy of World Journal's coverage on Chief McCormack. The exclusive interview
was held on February 26, 1991. The article was published the next day.
5) Royal York Hotel's May 9, 1974 letter of reference.
6) The June 23, 1987 letter of Mr. Curling to Mr. K Keyes.
7) The February 20, 1990 letter of Mr. Curling to Wei Fu.
8) Photocopy of Wei Fu's MA degree certificate.
Thank you for allowing me to be a contributor to this special
Anniversary edition, and I wish you continued success and growth
in the years to come.
Elaine Ziemba
Minister of Citizenship
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Ontario
Minister Ministry Of Minist6re des 5th Floor. 5e stage
Ministee Citizenship Affajivi ueS 77 Bloor Street west 77 oust,rue Bloor
p res c Toronto, Ontario Toronto, Ontario
M7A 2R9 WA 2A9
(416)965-6202 (416)965-6202
A MESSAGE FROM THE HONOURABLE ELAINE ZIEMBA,
MINISTER OF CITIZENSHIP WITH RESPONSIBILITY FOR
HUMAN RIGHTS# PERSONS WITH DISABILI'T'IES, SENIOR
CITIZENS AND RACE RELATIONS
Please accept my heartiest congratulations on the fifteenth
anniversary of the publication of WORLD JOURNAL.
As a Government we have to rely heavily on the media to deliver our
message to the people. We also look to the media for feedback on
programs and policies. As Minister of Citizenship, the
multicultural media is of specific importance tome in fulfilling
our mandate. The value of WORLD JOURNAL therefore in keeping the
Chinese Community of Ontario, and indeed of North America informed
of what we are doing, and getting feedback in the same manner is
not something we take lightly.
When the new government initiated the current session of the
Legislature, back in November, in the Speech from the Throne, we
reaffirmed our committment to multiculturalism, We also stated that
we were determined to eliminate the barriers to access faced by
Ontarians who have been, and have felt, excluded from all facets
of life in the province.
In fulfilling that mandate, one promise which we have made is on
the way to becoming a reality - mandatory employment equity. The
recently appointed Commissioner for Employment Equity will begin
consultation on implementation, leading to legislation. It is of
crucial importance that the people of Ontario understand the intent
of this legislation which is to ensure that everyone has the "right
to fair employment opportunities, without discrimination on the
basis of race, sex, or disability". Voluntary programs have proven
to be ineffective, therefore a mandatory program is the only
alternative.
People from all over the world have chosen to make Canada, and
specifically Ontario, their home. They have a right to enjoy all
that this province has to offer, free of barriers caused by racism
and ignorance. This is the belief of -the new government, and it is
a right that we intend to uphold.
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KOYA L YORK
TELEPHONE 368-2511
TELEX .NO.'2-2288
May 9, 1974
File P-57
TO WHOM IT MAY CONCERNS
i
This letter is to advise that Mr. Wei Fu of 24 Cavell
Avenue, Toronto, has been employed at this Hotel since
April 7, 1970 and will be resigning effective May 11, 1974.
Mr. Fu was employed as Laundry Foreman and earning
a weekly wage of $130.00. He was making regular
contributions through payroll for Canada Pension,
Income Tax, O.H.I.P. and Unemployment Insurance. His
Social Insurance Number is 108-812-264.
While.in our employ Mr. Fu proved to be a loyal
and capable worker and we wish him the best
in his future employment.
Per el I�das�ger
�® CP
Hotels
Ontario
LEGISLATNE ASSEMBLY
HON. ALVIN CURLING M.P.P.
SCARBOROUGH NORTH
June 23, 1987
Honourable Ken Keyes
Minister of Correctional Services
and Solicitor General of Ontario
25 Grosvenor Street
11th Floor/
Dear Mr . eyes: ��-ej ...
I am pleased to forward to your office the resume of Wei
Fu. I am recommending Mir. Fu to the Ontario Board of
Parole.
Mr . Fu has been extensively involved in his community
and has the qualifications that would be beneficial to
the Ontario Board of Parole. .
I know that you will give Mr . Fu every consideration for
this appointment .
If you could keep me informed of the status of this
appointment , it would be greatly appreciated.
Sincerely,
s
Alvin Curling,
MPP for Scarborough North
Encl.
/FM: res
cc: Wei Fu
ALVIN CURLING, M.P / 5200 Finch Avenue East
Unit 114
sc.::t, Scarborough,Ontario
cYrt�rro M 1S 4Z4
(416)297.5040
February 20, 1990
Wei Fu
World Journal
127 Finch Avenue East
Willowdale, Ontario
M2N 4R6
Dear Mr. Fu:
Just a short note to express my sincere appreciation
for your efforts in forming a committee of Chinese
Canadians concerned about South Africa.
After speaking of your actions to some other
individuals involved in the struggle for democracy in
South Africa, I can assure you that this show of
solidarity is welcomed and encouraged.
It is important for all of Canada' s communities to
reach out and try to understand each other; the kind
of initiative that you have taken is an invaluable
part o this process.
SinC ely,
Aiv' Curls MPP
S rboro rth
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