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151 Dairy Avenue, Napanee, ON, K7R 4B2| Office: 613-354-2255| Toll free: 1-800-581-1116 |Career Opportunities Staff Links

​Criminal Background Checks​

In accordance with Ontario Regulation 521/01 and Board Policy, all new employees/volunteers are required to provide an original Criminal Record Check with Vulnerable Sector Screen that is satisfactory to the board prior to the commencement of any employment. The Criminal Record Check must have been completed within six months of receipt and meet all of the conditions outlined below. Any cost related to obtaining the Criminal Record Check is the sole responsibility of the applicant.

A Criminal Background Check with Vulnerable Sector Screening contains information resulting from a criminal record search of data maintained by the Royal Canadian Mounted Police for sexual offences for which a pardon has been granted or issued. It is the responsibility of the applicant to ensure that this condition is met by the police service conducting the search. The search must be completed by a police service.

The original copy of the Criminal Record Check must be provided. If the applicant wishes to keep the original copy, it must be photocopied by an employee of the Board and signed by the employee "Original seen and copied" and their signature.

The Board's offer of employment is conditional upon the receipt and review of an original Criminal Record Check including the Vulnerable Sector Screening. An applicant must obtain a Criminal Record Check Report through their local police service headquarters or regional police services. Police Services however, may restrict their services to applicants who live in their jurisdictions. Police Services usually require applicants to complete a form and provide one or two pieces of photo identification before they access the CPIC (Canadian Police Information Centre) database electronically.

Should an applicant submit a Criminal Record Check showing evidence of a criminal offence, confirmation of their placement will be postponed pending a review of the information. A criminal record will not necessarily disqualify an applicant. In accordance with Board policy, an adjudication process will be used to determine if an applicant's previous criminal history disqualifies them from employment with the Board.



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