If you have a DUI conviction, you owe it to yourself and your loved ones to clear your record in order to move forward, rid yourself of the stigma, renew your self-respect.
Albert was last charged with impaired driving in 2004. His business had failed primarily due to increasing fuel prices, and alcohol numbed the pain. Declaring bankruptcy was the only solution. This might sound like an easy way out, but it is actually demoralizing. He found out quickly that it was extremely difficult to get work with a criminal record. He is going through rehabilitation with the Workers’ Compensation Board due to a back injury and will begin retraining soon.
He was raised in a hard-working logging and fishing town in Alberta. Hard drinking was the norm, and he began to drink at a very young age. It was so easy to be a part of that lifestyle, leading to destructive and harmful acts. Even now, it still hurts to think about how much better he could have been without alcohol ruling his life. It took a very long time to grow up and change his ways.
He has made significant improvements in his life, eating properly and exercising. He maintains a positive attitude, making his wife of 30 years proud of his efforts. He is focusing on the future, hoping to secure meaningful employment now that his Pardon has established a clean record.
If you have a DUI conviction, you will want to consider getting a Pardon, which will seal your record so that it is no longer visible. A criminal record can follow you for life, so a Pardon will provide relief from the stigma once and for all. Contact a Client Specialist at Pardon Services Canada who will answer all your questions and guide you through the pardon process.
Pardon Me, Canada, your source for information on criminal records and pardons in Canada. Stay up to date and informed on legislative changes and more with the Pardon Me, Canada Blog.
Showing posts with label record deletion. Show all posts
Showing posts with label record deletion. Show all posts
What You Need to Know About Social Media and Background Checks
Rather than having to rely on an applicant’s resume, references, or interviews to find information, the explosion of technology and social media websites like Facebook has made it easier than ever to learn details about potential hires – and recruiting managers have begun to take advantage. Significantly, though, there are privacy concerns as well as human rights concerns to be considered.
This practice, while becoming more common, does have some serious legal risks, in particular violating Canadian privacy legislation. The current feeling is that the Personal Information Protection and Electronic Documents Act (or PIPEDA) would prevent that kind of collection of personal information. PIPEDA, a federal law that protects the privacy of personal information in Canada, prohibits a federally regulated employer from using or collecting an employee or potential employee’s personal information without their knowledge and consent, subject to a number of exceptions. The viewing of an employee’s blog and the use of it for hiring purposes would seem to fall under these provisions.
However, PIPEDA does not apply where the personal information is “publically available,” including a publication in electronic form. It is arguable that a job applicant’s disclosure of personal information in a publically available blog post would qualify; however, it is difficult to predict exactly how the exceptions would be applied.
As well, PIPEDA applies only to federally regulated employers, a very small percentage of employers in Canada. While British Columbia, Quebec, and Alberta have enacted similar legislation, Ontario, for example, has not, leaving provincially regulated employers in that province facing fewer legislative barriers to the collection of personal information on the Internet.
In addition, even if the information is publically available on an applicant’s Facebook page, human rights legislation ensures that certain types of information cannot be used to make hiring decisions. While employers cannot ask job applicants about protected characteristics such as marital status, race, religion, and age, this information will often come up in an online search and can be difficult for employers to avoid.
Background checks are routinely performed, and if you have a criminal record it will be revealed. This criminal record can be removed, though, so if you want to “even out the playing field” when applying for employment or promotion, pursuing adoption, hoping to volunteer, become bonded, you should start the process right away by contacting a Client Specialist at Pardon Services Canada to apply for a pardon. Once it is obtained, that criminal record will be sealed so that it is no longer visible. You would also be well advised to review your Facebook, Twitter, myspace, or any other social media site to ensure it reflects you in the most positive light possible.
This practice, while becoming more common, does have some serious legal risks, in particular violating Canadian privacy legislation. The current feeling is that the Personal Information Protection and Electronic Documents Act (or PIPEDA) would prevent that kind of collection of personal information. PIPEDA, a federal law that protects the privacy of personal information in Canada, prohibits a federally regulated employer from using or collecting an employee or potential employee’s personal information without their knowledge and consent, subject to a number of exceptions. The viewing of an employee’s blog and the use of it for hiring purposes would seem to fall under these provisions.
However, PIPEDA does not apply where the personal information is “publically available,” including a publication in electronic form. It is arguable that a job applicant’s disclosure of personal information in a publically available blog post would qualify; however, it is difficult to predict exactly how the exceptions would be applied.
As well, PIPEDA applies only to federally regulated employers, a very small percentage of employers in Canada. While British Columbia, Quebec, and Alberta have enacted similar legislation, Ontario, for example, has not, leaving provincially regulated employers in that province facing fewer legislative barriers to the collection of personal information on the Internet.
In addition, even if the information is publically available on an applicant’s Facebook page, human rights legislation ensures that certain types of information cannot be used to make hiring decisions. While employers cannot ask job applicants about protected characteristics such as marital status, race, religion, and age, this information will often come up in an online search and can be difficult for employers to avoid.
Background checks are routinely performed, and if you have a criminal record it will be revealed. This criminal record can be removed, though, so if you want to “even out the playing field” when applying for employment or promotion, pursuing adoption, hoping to volunteer, become bonded, you should start the process right away by contacting a Client Specialist at Pardon Services Canada to apply for a pardon. Once it is obtained, that criminal record will be sealed so that it is no longer visible. You would also be well advised to review your Facebook, Twitter, myspace, or any other social media site to ensure it reflects you in the most positive light possible.
The Canadian Police Information Center – What’s In There and What You Should Know
The Canadian Police Information Center is the only law enforcement networking computer system in Canada. This system which has been operational since 1972 ensures that officers across Canada have access to the same information. The system is maintained by the Royal Canadian Mounted Police. Each year there are approximately 3 million files generated – it is the responsibility of the originating agency, not the CPIC, to ensure the data integrity of each file. For comparison, in 2006 the latest year for which there are statistics, there were 2.45 Million crimes reported. That leaves 550 thousand files unaccounted for.
Why is this database relevant for Canadians? The increase in criminal background checks by employers and volunteer organization is sourced directly from this database. The RCMP, at the request of an employer releases any information about a person directly to the employer. Importantly, the database is not purely for criminal reports. As seen above, there are a huge number of cases logged into the database above and beyond the number of criminal reports.
What does this mean for Canadians? This means, that despite feeling confident about not having a police file, the possibility remains that the file does exists. Encounters with the police that are not of a criminal nature are also logged. Persons who are deemed to be of ‘special interest’ to the police, for example, are logged. These persons may have committed no crimes, having purely been a witness of compliant.
What options do Canadians have? Every Canadian should check to see whether they have a criminal record. This can be done quickly and cheaply through accredited service providers. If the criminal record search reveals the existence of a file there are several options. A Canadian Pardon which will have the record hidden from all future searches. Alternatively, if a file exists but no criminal conviction, a Police File Purge is a logical option. This will petition the RCMP to remove the file from the database permanently.
Having a clear police file is imperative for Canadians. Having an existing file hampering future opportunities is an unnecessary risk. Look into your file; ensure that there is nothing holding you back from your potential.
For Information on Travelling with a Criminal Record try this blog
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