Having just finished training my last class with the new Ontario legislation that went into law dealing with the Ontario Accessibility Act, in retail and hotels, (As I am sure everyone out there had to) there is NO law on the books that requires a background check that I can find anywhere. Just mandatory training and clearly making sure its accessible and you bend over backwards.
BackCheck, ahhh. The one that has on a few times reported people not eligible for hire due to a criminal background they actually didn't have. Tried to find the links.
Again, a CPIC check is not some uber super computer. Its a DOS looking text format thing that goes ***bing*** on a hit. Its older than I am I think. Think telephone book entry with a list of what you have been convicted of. There are also many levels to CPIC, and the most detailed, only members of a police service can access. The star has a great article describing CPIC. »
www.thestar.com/specials ··· ic-worksDon't fool yourself. Its a basic name check. If the person has lied about their information, even in the smallest way, the results of the check would be skewed. Only a certified check can confirm, and that involves fingerprints via AFIS through one of a few companies out there.
Even how they do these checks in this company has raised the eyes of some from my understanding. This company doesn't have any formal access to CPIC, as I understand it, but that's a whole other topic.
Honestly, I can understand why Rogers might want their retail people to have a police clearance check, which is all that is being done, due to the high internal theft going on. Telephone operators do not. However, if Rogers wants to pay to screen all employee's like this, go nuts.
A somewhat deep background check to me is running my fingerprints through both AFIS in Canada and IAFIS in the US, accessing local police and provincial contact databases for every place I have lived for the last 10 years, CPIC check, credit checks, MTO pull, and a few other ones.
Please note, I was WRONG on the credit record, I had attributed to something else in my brain. An employer can demand one for pre employment, but after your hired, its apparently debateable. ---How is beyond me, if you said OK, I didn't think you could take it back.