Consider Volunteering as a Way to Find Employment

Volunteering your time, services, talents, and energies is actually a multi-faceted endeavor with a great deal of benefits. In addition to helping others, it will help you as well. Have you just recently graduated? Are you seeking a change in your career path? Are you reentering the work force after a period of time? Do you seek new challenges? Finding employment nowadays can be a challenge, but you mustn’t become discouraged. Perusing the classified ads in the local newspapers, searching the jobs postings online, or contacting recruiters, all takes time, but will eventually yield potential prospects.


Also, since networking is an excellent way to discover that “hidden” job market, the source of unsolicited jobs, you might consider volunteering, which could be thought of as a non-networking way of networking. It is particularly appealing if you are somewhat introverted or simply aren’t comfortable trying the conventional ways to network.

Through volunteering, you expose yourself to other people with similar interests. Along the way, you are bound to learn new skills as you take on the duties and responsibilities for the activity you have committed yourself to. Your leadership potential, willingness to take initiative, desire to assist, ability to function as part of a team – all these assets will certainly be discovered. You could very likely be working next to well-connected people, even a senior executive of a company that you are considering targeting.

When deciding where to volunteer, one prospect to consider is trade shows, a highly targeted way of exposing yourself to people in your field. Another is civic activities. Many chambers of commerce plan and staff local events and are always looking for people to help. And be sure to search the internet – countless opportunities are available.

If you feel you are being held back from using this method of finding employment because you have a criminal record, you should definitely contact Pardon Services Canada to obtain a Pardon. A Client Specialist will ensure that your application will be processed expeditiously and you will be kept informed at each stage of the process.

Your Resume vs. the Job Application Form

When you prepare your resume, you try to design it to represent yourself in a way that will entice an employer to want to meet you. And some items might cause you to worry about how they will portray your work and education history. For example, should you say that you graduated from university, when in fact you are short two or three courses? Or, should you say that you resigned from a job last year, when you were actually laid off? And, should you fudge the dates of entries to obscure a period of time when you were not in school and not employed?


Such temptations are understandable, but are they worth using? The information that you provide on your resume, and how you express it, is entirely up to you. After all, the resume’s sole purpose is to get you the interview, during which you can elaborate on your skills and abilities.

If you are fortunate enough to get your foot in the door, the interview will undoubtedly expect you to expand on the details you’ve given in your resume as well as discuss many other related and unrelated aspects of your life history. Inevitably, any shortcomings that your resume has could easily be revealed. As well, you will quite likely be asked to complete a job application form.

Three major aspects of the application form are worth noting: Your resume is not a legal document, but the application form is; its design requires that you provide particular information, completing sections appropriately; and you are required to sign and date it to attest to the fact that everything you’ve supplied is the truth.

What you state on your application form must complement your resume; otherwise, your integrity will come into question. And the now-commonplace background check that employers undertake will verify your education, your work history, and your criminal background, should you have one. Recruiters might also run a credit check if you are applying for work in the financial field or a motor vehicle record check if you are required to drive for your job. In fact, many companies will run these checks regardless of the position for which you have applied.

Therefore, you need to be completely honest and truthful when completing the application form, being as specific as possible, because the details will be verified. And should anything that misrepresents you be discovered after you’ve being hired, the consequences could be dire.

If you want to leave a job off either your resume or the application form, do so; but do not adjust the dates of other entries to cover the time period. If the dates are not consistent with the resume’s data, both documents will come into question and cause the recruiter to question your sincerity and honesty.

The application form will likely ask if you have ever been convicted of a crime. This includes DUIs, which is the most common charge that will show up on background checks. If you have a criminal record, you could still quite possibly get hired; but if you do not disclose it, you will not likely get hired if this omission is revealed, simply because you lied. Your criminal record could be overlooked, depending upon what you did, how long ago it happened, and your explanation of the incident.

So be honest and forthright with all your details. Better still, if you have a charge that can be expunged, you should apply for a Pardon. This process will seal your record, removing it from federal databases so that it is no longer visible and cannot be accessed. Pardon Services Canada can assist you. A Client Specialist will ensure that all the required forms are created and compiled to support your application. Pardon Services Canada’s pro-active approach ensures that your case is processed expeditiously and you will be kept informed at each stage of the process. Your pardon is guaranteed.

Social Media Background Screening - What Impact Will It Have on the Job Seeker?

Prior to making a hiring decision, companies now commonly undertake criminal background checks and credit checks to verify the information gleaned from resumes and during interviews. Understandably, they want to ensure a safe working environment for their staff, service providers, and clients.


This verification process is often outsourced to companies that provide these services. Interestingly, another similar service is being offered – social media background screening, which investigates social and professional networking sites, blogs, and wikis, along with video and picture sharing websites. Social Intelligence is one such company that checks sites like Facebook, Myspace, Flickr, LinkedIn, and Craigslist for employers.

Social Intelligence doesn’t store social data. Rather it looks at up to seven years of a person’s history, but stores nothing. As well, it doesn’t pass on identifiable photos. In fact, it screens for only a few things: aggressive or violent acts or assertions, unlawful activity, discriminatory activity (for example, making racist statements), and sexually explicit activity. Also, it uses only the data an employer provides to run a search. This tends to be standard issue information from an applicant’s resume: a person’s name, university, email address, and physical location. Thus, ultimately, the applicant is the one supplying all the data for a background check.

These kinds of services actually make a lot of sense. Employers would have to be unwise not to Google job candidates; yet, it seems better for both the employer and the candidate to have a disinterested third party perform such background checks. If the prospect of having social media screening seems discomforting, job candidates should realize that most employers are already conducting such reviews. In surveys, most employers admit that they check out applicants’ Facebook pages, blogs, and Google footprints. One might well wonder whether this could be a violation of the law if the employer sees something that shouldn’t be seen (like religion or sexuality) or decides not to hire someone based on something that’s been found.

When employers work with companies that perform social media background screening, applicants are presented with reports on the information found. Then applicants can challenge the legitimacy of the information (just as they can with a credit check) or know what might be hurting their employment prospects. The process seems to be providing a service not just for employers, but also for job applicants.

Pardon Services Canada can assist with Criminal Background Checks, as well as Removing a Criminal Record through obtaining a Canadian Pardon and acquiring a US Entry Waiver. A Client Specialist will provide a complimentary private consultation to answer any questions, keeping all information strictly confidential.

How Will Your Facebook Page Measure Up?

Job seekers are now, for the most part, aware that corporate human resource departments undertake traditional background checks and credit checks as part of the assessment of an applicant’s eligibility. Understandably, when considering candidates for hiring or promotion, companies have an obligation to assess employment risks. But a new dimension is surfacing: Social network screening and monitoring is now becoming part of the process.

It is undeniable that companies will search the web to investigate prospective employees, using Google on an ad hoc basis for quick online searches. And another aspect is monitoring of online habits of potential and existing employees. A company is exposed to risk if it’s not conducting due diligence on an employee who is publicly behaving on the Internet in a way that indicates risk for the organization.

Social media networks, including Facebook, MySpace, Twitter, Flickr, Youtube, LinkedIn, and individual blogs are the target of such scrutiny. One might well feel that such investigation constitutes an invasion of privacy, whereas others say that accessing anything “published” is fair game. Regardless, people currently seeking employment are well advised to ensure that their online sources reflect as positively as possible on their judgment, remembering that a Facebook page can serve to boost a job seeker’s odds of landing a job. A professional presentation and the right affiliations can’t hurt!

Job seekers who have a criminal record can also benefit from obtaining a pardon, which will seal the record so that it is no longer visible. Contact a Client Specialist at Pardon Services Canada for a complimentary private consultation. All information related to the pardon process is handled discreetly and kept strictly confidential.

Now Is the Time to Prepare for the Future

The anticipated tough-on-crime legislation that the Conservative government has promised is expected to comprise approximately ten bills addressing justice and public-safety issues. Although specifically which bills would be included is unknown, one that is most disconcerting is Bill C-23B.


Bill C-23B, intended to eliminate pardons for serious crimes, would replace the term “pardon” with “record suspension” and make the process of removing one’s record more difficult, more time-consuming, and more costly, and would allow a record suspension in more limited circumstances. Therefore, anyone with a criminal record should begin the process of applying for a pardon as soon as possible.

Since pardons in Canada are going to be more difficult to obtain due to the proposed eligibility requirements and increased submission fees, consulting a Client Specialist at Pardon Services Canada is the best method to achieving this goal. The complete application process will be handled professionally, efficiently, and discreetly. As well, Pardon Services Canada guarantees results. Anyone uncertain as to whether or not he qualifies for a pardon can request a complimentary private consultation.

Another consideration to keep in mind is the fact that United States border agents are turning people with a criminal record away much more frequently. Obtaining a US Entry Waiver is the only secure way to be allowed to enter the United States. A waiver is also required for individuals who have been deported, agreed to voluntary departure, overstayed a previous period of admission, or have been barred entry at any time. Since the requirements are different at each district Department of Homeland Security office, having Pardon Services Canada assist is the most prudent way to obtain a waiver.

Also, people charged with a criminal offence for which there is no conviction are affected. A criminal record results even if the charge is dismissed, withdrawn, or stayed. However, the police file for such cases can be deleted.

Pardon Services Canada offers a complimentary private consultation for anyone wanting to apply for a pardon, to have his police file deleted, or to obtain a US Entry Waiver. Speak to a Client Specialist toll free at 1-8-NOW-PARDON (1.866.972.7366).

Proactive Approach to Job Hunting via Background Checks

Companies are now routinely carrying out background verification of their new as well as existing employees, with human resource officials cross-checking every detail of job applicants before hiring them. The employee verification process includes determining the genuineness of work experience, educational documents, and existence of any criminal record.


Global recession, along with recent HR scams such as the fake pilot scam, has led to more comprehensive scrutinizing of employees. Now a niche industry has evolved: Companies are increasingly outsourcing the employee verification process to specialized third-party agencies to verify every detail of the applicant. This industry is growing at the rate of 30-40% annually. The focus has been more on newcomers rather than existing employees. However, more companies are undertaking reviews of current employees as well.


Many Canadians have realized the value associated with obtaining a Canadian criminal pardon, recognizing that it improves their employability and career advancement prospects – plus its relieving benefit of eliminating the shame, embarrassment, inconvenience, and fear that its disclosure could cause. Among the advantages in obtaining a pardon: The Canadian Human Rights Act protects individuals who have received pardons from discrimination, particularly from employers and landlords, and the Criminal Records Act eliminates the need for employees to reveal pardoned convictions on government employment forms.


Anyone who has a criminal record can apply for a pardon once his sentence is completed and a certain period of time has passed. Since a person’s criminal record background is readily available to the general public and can be easily accessed, and since companies are increasingly including background checks in the hiring as well as the promoting process, it stands to reason that a person seeking employment or advancement would benefit from securing a pardon with the assistance of Pardon Services Canada, the first and most trusted pardon company in Canada.


A prospective employee with a criminal record has less chance of being hired compared to an equally qualified person without a record. Even if an applicant’s charges are minor, they may cause employers to question the person’s character, honesty, and integrity. Many employers consider the existence of a record to be grounds for immediate rejection.


Most Canadian criminal records can be removed with a pardon, ensuring that all of a person’s criminal records and charges are separated from other personal records and rendered inaccessible. Pardon Services Canada’s role and familiarity with the pardon process will ensure that all documents required are obtained in a timely manner and that each applicant’s case is processed expeditiously.

Are You Bondable? The Implications for Canadians with a Criminal Record

Many job application forms come with a little tick box asking, “Are You Bondable”. Let’s start with the basics – what does it mean to be bondable before you check that box.

Bondable (as it relates to employment): Ones ability to be insured by the hiring company, so that in the event of theft or loss by the employee the company is insured for the value of the loss. The process requires several checks, namely background (criminal record) and credit checks

                

A company who is looking to hire in various departments will usually ask if the candidate is bondable. Jobs include:

• Positions where  there is  sensitive or valuable company information/data
• Employment that involves the direct handling of cash
• Jobs that involve the use of client financial information (credit card/banking information)
• Client Representative, Service Jobs requiring interaction with customers
• Work in the Vulnerable Sector
• Financial Services and Banking Institutions

This list shows the extreme diversity of employers that have an interest in asking the question ‘Are You Bondable?”

 Another, more discreet reason for asking the question is a result of limits placed on the employer regarding asking questions in regards to criminal records. If you have any sort of criminal record, you must answer “No” to the question of “are you bondable”. This is because when the company who hires you tries to get you bonded the insuring company will complete a background check. If a criminal record comes back with any prior conviction you will be declined the bond and will probably face repercussions from the employer.

Companies are increasingly using the “bondability check” to screen applicants for criminal records. This follows on the increasing use of criminal record checks by employers in all industries throughout Canada.

The solution for Canadians who are faced with the difficulty of getting around the ‘are you bondable’ question is to apply for a Canadian Pardon. A Pardon from the Parole Board of Canada will effectively seal your criminal record. As a result, when those background checks are completed by the insurance company they will see a clear record. This result opens a huge area of possibility for the 13% of Canadians living with a criminal record. Take a step towards improving your future; apply for a Canadian Pardon today. 

Looking For a Job In Canada with a Canadian Criminal Record? What to Know, and How to Get That Dream Job!

Everyone knows, interviewing for a job is stressful. What can be even more stressful is going into an interview with a Canadian Criminal Record. This article addresses what your potential employer can legally ask about your criminal record, what you need to say and ultimately, how to get the job!

            The most important thing is location; different provinces have different restrictions and limitations on employers for what they can ask of prospective clients.

·         Employers in Ontario, British Columbia, Nunavut and the Northwest Territories cannot ask about conviction records nor can employers falling under federal jurisdiction. However, if information about a criminal record is legitimately needed for employment purposes the question can be phrased “Have you ever been convicted of a criminal offence for which a Pardon has not been granted?”

·         In Quebec, PEI and the Yukon, a criminal record is considered grounds for discrimination, making this question illegal. Again, unless the knowledge of the criminal conviction is relevant to the position (see below).

·         Alberta, Saskatchewan, Manitoba, New Brunswick, Newfoundland and Nova Scotia do not offer protection against discrimination based on criminal records, pardoned or otherwise. Once a Pardon is granted any previous criminal record WILL NOT be accessible to any employer.

It is illegal in all jurisdictions nationwide to ask applicants if they have ever been arrested.

Which employers can request a criminal record check?

Canadian Hiring Practices: all employers may ask for a criminal record check if they have established that it is a Bona Fide Occupational Requirement (BFOR). This is defined as a justifiable reason for discrimination based on a business necessity (being required for the safe and efficient operation of the organization) alternatively, as intrinsically required by the tasks an employee is expected to perform.

What Situations Would Lead to a BFOR

·         Requirement to be bonded

·         Required to work on a secured job-site

·         Employee theft prevention

·         Required to work with/for vulnerable persons

·         Required to travel internationally/cross borders.

What Options Are Available

If you are in the job market or looking for career opportunities and have a criminal record then a Canadian Pardon is the best option available. The Pardon can be attained quickly, confidentially and with financing available. A criminal background check can be done extremely fast and will show you what your potential will see. Then, apply for a Canadian Pardon with an accredited, reputable Pardon Service Company, and get that dream job. 

The Benefit of Time – The Crime Bill and Harper’s Priorities

While Stephen Harper is preparing to recall Parliament, the anticipated whirlwind session will see a fulfillment of the Conservative’s legislative priorities. The return to the Commons is going to be framed using four broad priorities: the budget’s “low-tax plan for jobs and economic growth” to aid the recovery and their “low-tax plan for families,” including the budget’s tax cuts; legislation to crack down on elder abuse; slaying the deficit; and the omnibus crime bill.

Tabling the omnibus crime bill containing a rewrite of justice laws will fulfill their tough-on-crime agenda. This crime bill will be a bundle of 11 pieces of law-and-order legislation wrapped into one bill that the Conservatives promised to pass within 100 days of taking power.

The 11 justice bills that will comprise the omnibus crime bill would:

•   Crack down on organized drug crime
•   End house arrest for serious and violent criminals
•  End house arrest for serious personal injury offences such as sexual assault
•  Eliminate pardons for serious criminals
•   Establish tougher sentences and mandatory jail time for sexual offences against children
•  Strengthen the handling of violent and repeat young offenders (Sébastien’s Law)
•  Give law enforcement and national security agencies up-to-date tools to fight crime in today’s high-tech telecommunications environment
• Give the government more discretion when considering requests to transfer Canadian prisoners to Canada from other countries
• Provide police and the courts more tools to investigate and prevent terrorism
• Allow victims of terrorism to sue perpetrators and supporters of terrorism in Canadian courts
• Streamline long and complex trials

This pledge has recently been clarified as being 100 sitting days in the Commons. Thus, the crime bill could take until the fall to be made into law. Time then seems to be on their side, so to speak, giving the Conservatives a chance to review all its components and consider the consequences.

The Tories’ “Here for Canada” plan focuses on five key priorities:

• Creating jobs through training, trade and low taxes.
• Supporting families through our Family Tax Cut and more support for seniors and caregivers.
• Eliminating the deficit by 2014-2015 by controlling spending and cutting waste.
• Making our streets safe through new laws to protect children and the elderly.
• Standing on guard for Canada by investing in the development of Canada’s North, cracking down on human smuggling and strengthening the Canadian Armed Forces.

Will Mr. Harper be able to achieve his justice bill pledge, see the crime bill reach fruition in 100 sitting days? Or will the Conservatives, given the benefit of time to consider its ramifications, take a more gradual approach that allows Canadians to understand its impact more fully and to provide input.

Canadian Criminal Records – The Stumbling Block for would-be Volunteers

Canadians love to volunteer. Each and every day, Canadians devote their time to worthy causes. In fact, over a third of Canadians over the age of 15 have volunteered! The benefits of volunteering are tremendous, both on a community level, as well as personally. Volunteering gives Canadians the opportunity to give back to their great communities, or to contribute to a worthy cause. Furthermore, the personal benefits gained from great team environments, involvement in event planning, coordinating, and multiple other business operations are invaluable to Canadians looking to gain experience to supplement their resumes and CVs.

            

The opportunity for volunteering is drying up in Canada, however, as a result of recent criminal legislation. This legislation stipulates that an increasing number of volunteer organizations, including many large and well known non-profits, require criminal back ground checks on prospective volunteers. This legislation is not limited to any province in specific; it has a nation-wide effect.

            

The results have had an impact on the organizations as well as the prospective volunteers. Firstly, the organizations that are now required to get the criminal background checks face increasing waits with the Royal Canadian Mounted Police (RCMP) for their results as more and more requests pile up. Secondly, these organizations, due to the long processing time, lose out on valuable volunteers which many rely on for their day-to-day operations and special events. Finally, the would-be volunteers lose out on the opportunity to give back to their community or cause, as well as the valuable experience that volunteering provides.

           

13% of Canadians have a criminal record. This is a large number of Canadians that are being excluded from the ability to volunteer. It is important that checks be done in some circumstances for safety and diligence; however, the broad and often misrepresentative criminal record checks provided by the RCMP’s database which logs all encounters, not just offenses, can be seriously harmful to great volunteer candidates.

            

A criminal record check can be done quickly and affordably. It is in the best interest of these good Canadian samaritans to get a fast, cheap, background check to expedite volunteering and to get back to doing good for the community, environment, Canada, and themselves. 

Dusting for Prints – Increased Fingerprinting and Criminal Record Checks Delays Hiring

 The prospect of having one’s fingerprints taken as part of the job application process can seem intimidating, to say the least. Not only could a person be taken aback to learn that all information provided on a resume and during an interview would not be sufficient to make a hiring decision, but he could also be somewhat unsettled to learn that a criminal record check, and sometimes a credit check as well, must be undertaken.

The RCMP’s Canadian Police Information Centre (CPIC), a national database, contains a range of useful information maintained primarily for law enforcement. Increasingly, though, it is also an important source of information for employers screening new hires and prospective promotions because it is the only national database of criminal records.

Alternatively, through a “local indices check,” a check of police files and occurrence reports within a region, a broad range of information can be provided. However, the RCMP has issued an interim policy directing what local police forces can say in response to basic searches based on a name and date of birth search alone. If an individual is found to have a record based on such a search, the response is to be:

Based solely on the name(s) and date of birth provided, a search of the National Criminal Records repository maintained by the RCMP could not be completed. In order to complete the request, the applicant is required to have fingerprints submitted to the National Criminal Records repository by an authorized police service or accredited private fingerprinting company. Positive identification that a criminal record may or may not exist at the National Criminal Records repository can only be confirmed by fingerprint comparison. Not all offences are reported to the National Criminal Records repository. A local indices check may or may not reveal criminal record convictions that have not been reported to the National Criminal Records repository.

This qualified statement is deemed necessary to ensure accurate identification. But there is no expeditious process to verify a criminal record. The RCMP’s current verification process can take more than 120 days to complete. The process requires the individual to go to a police station or other certified fingerprinting service. Furthermore, the results of this drawn out process are delivered to the employer – not the prospective employee – not allowing for a chance to explain or justify any erroneous circumstances.

This time factor has significant impact on employers to be sure. The potential delays in making hiring decisions will prove problematic: Will employers risk waiting to hire verified candidates, only to possibly lose them to other employers? Will they bear the risk of hiring non-verified applicants on an interim basis?

Employer reliance on local indices checks is concerning, to be sure. They take time, as we know, but they also leave questions about coverage and human rights compliance – the process needs to be fair and justifiable, both ethically and legally.

Avoid the issue before it becomes detrimental. Get a criminal record check and if there is a need and the situation allows apply for a Canadian Pardon – it is a right of every Canadian. With a pardon no employer will be able to see previous convictions on the search mentioned above. 

4.5 Million Need Not Apply – Criminal Records Catching Up With Canadians

           The myriad of job seekers in the post-recession economy was dealt another blow as revealed by a new report by the National Employment Law Project (NELP). The Report shows that 90% of companies use criminal background checks at some point in their hiring policies. The rise in the use of criminal record checks is now being coupled with stringent and unfair hiring policies in regards to previous criminal records. Companies such as Domino’s Pizza, Lowe’s and RadioShack have implemented policies that require applicants for positions to have “no criminal record. Period.” These employers alone comprise 415,400 jobs in Canada, the United States and abroad. Over 1 in 10 Canadians and 1 in 4 Americans have a criminal record. Many applicants have a record for minor offences that occurred years before and hold no bearing on the current position even so, they are not even considered.

               

             Labour advocacy groups have been arguing against the blanket restrictions on criminal records being imposed. Despite these calls to action the number of companies conducting background checks on applicants continues to grow. The argument that is put forward by advocates of the blanket restrictions is those corporations have a duty to provide a safe work environment for employees and customers. While this is true, a blanket restriction eliminates suitable candidates for discretions that are long since passed and currently have no bearing on the job or workplace security. The overall effect is detrimental to all parties as the possible pool of suitable employees is drastically reduced and the risk of recidivism and future crime is increased by unemployment.

               

             The recommendations that are made by labour advocates are sound. The restrictions on people with criminal records should be lessened to allow all suitable applicants the chance to apply for the betterment of the applicants and the corporations. There is an apparent need to protect job seekers from arbitrary, discriminatory and potentially illegal hiring practices.

             

             In Canada, the recourse against the wave of companies using background check lies in the realm of Pardon Services. Any Canadian can apply for a pardon if they have met the conditions and sentencing of the offence. Once obtained, a pardon can seal a criminal record from a corporation performing a background check. Through a pardon Canadians have the ability to leave their past behind them and continue towards a new job, career advancement, volunteer positions and a wealth of opportunities previously shut out because of a criminal record.

              

            For more information on changing Criminal Record Legislation, Pardons and Record Suspension in Canada visit this informative Blog – Pardon Me, Canada. 

Don’t Get Hit by the Omnibus: Pardon Regulation Set to Change

The brigade of campaign buses have been rolled out and the partisan trumpets are blasting party platform from coast to coast. Election time again in Canada. What does this mean for the Canadian Criminal Code and importantly, the issue of Pardons and the Pardoning Process?

The Conservative Party of Canada, under Stephen Harper, has announced that if elected with enough of the vote, they will pass an all-encompassing crime bill. These are generally known as omnibus bills – bills that contain multiple pieces of legislation that affect various segments of the legal code. This is not a footnote of Conservative Party platform. The Harper government wants to pass this bill within 100 days of the election on May 2^nd.

             

Inside the bus is Bill-C23B. This bill has the purpose of giving the National Parole Board of Canada more discretion and power. The bill states “National Parole Board has...exclusive jurisdiction to grant or refuse to grant or to revoke a pardon”. Regardless of the merits of implementing this amendment and others to the Canadian Criminal Code the implication for Canadians remains clear. The process for applying for a pardon – soon to be known as “record suspension” – will become more difficult. Between 2009 and 2010, 7,000 applications to the NPB were rejected because they were incomplete or ineligible. With these amendments that number is bound to rise.

The large number of Canadians who are living with a criminal record, 13% and climbing, should be aware of the changes that will be coming down the legislative pipeline. There are options, Pardon Services exists to help Canadians successfully navigate the pardon process and arrive ultimately with a granted pardon. This enables Canadians to move forward, travel, receive due promotions and get employed. Pardon Services enables the growth of Canada and Canadians and will continue to do so as criminal legislation changes and moves forward.

            

If you are keen to get your pardon before the enactment of these legislations visit the most trusted pardon service provider to get the process started today.  

HIRING PRACTICES EXPOSED - Red Carded Before the Game

Increasingly, companies are using criminal record checks in their hiring process before even talking to the applicant. The criminal record check industry has provided a readily available, popular, and inexpensive tool for pre-screening hopeful applicants. This use, now widespread, eliminates all job candidates with criminal records. People with criminal records are routinely being denied any opportunity to establish their job qualifications. Such a “blanket” approach is clearly flawed if not plain wrong; it seems not only unreasonable but also potentially illegal under civil rights laws.

Criminal background checks serve to determine the safety and security risk of candidates for employment or promotion. However, to assume that the existence of a criminal record accurately predicts such risk is illogical. Employers are using these checks as a way of determining character rather than qualification. The best qualified or even well-qualified individuals are being swept aside irrationally. These blanket exclusions provide no opportunity for employers to consider critical information, such as the nature and age of an offence plus its relationship to the job.

Another emerging aspect is the potential for covert discrimination – using criminal records to screen applicants serves as a facially neutral selection process that invites consideration and review. As such, the National Employment Law Project’s March 2011 report urges employers to reconsider their current hiring policies. An individualized assessment should take into account the nature and gravity of the offense(s), the time that has passed since the conviction and/or completion of the sentence, and the nature of the job held or sought. This approach would ensure that people with criminal records are not eliminated for youthful indiscretions, minor run-ins with the law, or more serious offenses from long ago.

Supporting this approach is the fact that a criminal record is difficult to interpret, making it a misleading tool to determine risk on the job. The BC Civil Liberties Association has raised concerns about employers using the PRIME (Police Records Information Management Environment) database for pre-employment checks. In the past, this database was considered a highly confidential tool for law enforcement. One of the problems inherent in using this database now for employment screening is that some information is being recorded as “negative contact,” a concept far too broad in scope for employers to base life-defining decisions upon. If it is going to be used increasingly for background checks, people will be demanding greater access to ensure information provided is accurate. 

This is another example of what you don’t know can hurt you. How many people can tell you with 100% certainty what is in their file? How many of these hiring managers even know what their file says about them? If you are serious about your employment search or career advancement – do your best to have ALL the answers before you become excited about an application submission. Your past experiences, hard work, education and qualifications may be worth absolutely nothing to a potential employer if you set off a red flag. 

Weeding Out the Criminal Record with a Pardon

“Maturity,” “sophistication,” “wisdom”: The adage youth is wasted on the young comes to mind when one realizes that maturity makes a person less innocent, after sophistication results from education, when wisdom yields good judgment and insight.

Here is the story of one Canadian having realized more fully the effect of using marijuana and the benefits of discontinuing the habit.

He was charged with his offence when he was just 19 years of age, in his first year of university. He was apprehended coming off the train with an amount of marijuana and some cookies. At the time, he used marijuana as a stress reducer but has since stopped.

Since his conviction, he has gone on to get his degree in computer science. After graduation, he started working as a technical support representative for a consulting company and was promoted to a technical lead position after just one year. About two years later, he moved to the Maritimes where he currently works as a software support representative.

A pardon has helped him to be able to apply to a broader scope of employment opportunities that previously were out of reach due to his criminal record. The background checks that potential employers might perform will now provide a clean slate with which he can move forward. His U.S. entry waiver will also allow him to travel freely to the U.S., which is required on occasion at his current job.

If you are in similar circumstances yourself, Contact Pardon Services Canada for help. You too can gain the wisdom that he most certainly has.