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Inquest Pre employment screening offers a breadth of employee screening services in Canada. Conducting employee background checks in Canada is not as easily accomplished as in the United States. The Data Protection Act in Canada limits access to personal information by third parties. As in the United States, Canada maintains criminal records on a National, Provincial, and local level. The Information Data Bank attainable through the Canadian Police Information Centre (CPIC) contains a majority of the records of criminal activity. It is very similar to the NCIC in the United States. Access to this information by third parties is prohibited without the express written consent of the individual. Requests must be made in person at the local Royal Canadian Mounted Police division. With an official Consent for Disclosure of Criminal Record Information (RCMP form GRC 3584 eng.) form signed by the applicant, and a copy of two pieces of photo identification from the applicant, a third party upon providing proper identification can obtain a criminal background check from any RCMP unit.

Another method of obtaining criminal history information is through the Security Clearance Unit of the Provincial Police Departments. These searches generally require a fingerprint card. Again, an individual may request that the information is released to a third party. Companies (direct employers) may also obtain a certification from the Security Clearance Unit. This certification allows an employer to obtain the necessary information from the job applicant, and then submit the requests on behalf of the applicant. These requests don’t necessarily need to be accompanied by fingerprints, however if a possible match is found, fingerprints must be submitted to obtain a positive identification. Companies who have the certification must assign a designated agent. The designated agent is responsible for confirming that the applicant provides two pieces of photo identification. They must also certify that they have physically viewed the applicant signing the release. Because of these requirements, it is virtually impossible for a third party verifying agency (i.e. a consumer reporting agency) to obtain this kind of authorization from the security clearance unit.

It is also possible to search local court records. There is generally some sort of public access at the local courthouses. It is helpful to have a blanket release, as some courts may require this for access. Courthouse searches only cover cases filed in the jurisdiction that is being searched. From court to court, policies vary as to the how long records are retained, and the level of access provided. There are also some municipal police departments that will provide employee background checks with, or at times even without, a release from the individual. This kind of access is spotty, as generally speaking it is not in compliance with the Data Protection Act. An employer must consider how long they are willing to wait for results, and how in depth the information that they need is. They must also consider whether they want the applicant to go to the trouble of obtaining a fingerprint card. All of the factors must be taken into consideration when determining which pre employment screening method best suits a particular employer.