FAQ
A police information check may contain certain categories of information the police could have on file pertaining to an individual. This includes, but is not limited to, a record of convictions for criminal offences across Canada, outstanding warrants, judicial orders in effect (such as peace bonds, prohibitions or probation orders), and certain documented contacts an individual may have had with the police in recent years. Our record checks also include any pending charges that are before the courts. Some people have absolutely no such information, while others may have some or all of these categories. The extent of information released depends on which level of police information check the employer requires, specific to the position.
In releasing information, the police take no position on the suitability of the applicant, and will not offer any comment or opinion It is entirely at the discretion of the employer as to whether or not the applicant may be considered for the position.
In releasing information, the police take no position on the suitability of the applicant, and will not offer any comment or opinion It is entirely at the discretion of the employer as to whether or not the applicant may be considered for the position.
Not necessarily. Although some employers do not require one, more and more are asking for police checks as part of the application process. We advise employers to use the police check as one of the last steps in the process, after they've reviewed your application, conducted interviews and checked references.
The police do not require people to get record checks. You are being asked to provide one by the agency/employer to which you are applying. Our role is limited to providing a report with any potentially relevant information held in police databanks.
The police do not require people to get record checks. You are being asked to provide one by the agency/employer to which you are applying. Our role is limited to providing a report with any potentially relevant information held in police databanks.
No, changes under Section 119(1) of the Youth Criminal Justice Act (YCJA) defines who has the authority to access the criminal records of youth under age 18.
Per section 119(1)(o) of the Act, youth criminal record checks are only allowed for the purposes of employment (with or without remuneration) with Federal, provincial, or municipal governments, this includes universities and colleges. Access to, and disclosure of, youth information for private employment, or other purposes not defined in the YCJA is prohibited.
Criminal record checks for the application type 26 ‘Canadian Citizenship’ for individuals under 18 years will be accepted.
Per section 119(1)(o) of the Act, youth criminal record checks are only allowed for the purposes of employment (with or without remuneration) with Federal, provincial, or municipal governments, this includes universities and colleges. Access to, and disclosure of, youth information for private employment, or other purposes not defined in the YCJA is prohibited.
Criminal record checks for the application type 26 ‘Canadian Citizenship’ for individuals under 18 years will be accepted.
We will accept your application if you are able to provide documents to prove you are registered as a student in a Saint John educational institution. This would include a current student card or letter of acceptance. Proof of Saint John address can be provided by showing a bank statement, a utilities bill or a lease agreement.
We do not recommend it. First, you might obtain the wrong type of check and then have to apply for a new one at additional cost. As well, most employers will want a recent police check; if you do one in advance, it might not be accepted depending on when it was originally completed.
Police information checks are only valid on the day they are issued, since information can change from day to day. They are a 'snapshot in time' only. The police do not determine an expiry date; this is up to the agency/employer. Some might accept a police check that is 3-6 months old, while others may want a new one.
Since a person can be clear of charges or criminal activity today but could be arrested and charged tomorrow, we offer no guarantees on the validity of a police check beyond the actual date on which the search was conducted. As well, not all criminal convictions are reported to the RCMP, and more recent dispositions may not be updated on their system at the time a check is conducted.
In our experience, most employers will ask for a new police information check if the current one is beyond 6 months, and almost certainly if it's older than one year. However, this is entirely at the discretion of the agency/employer.
Note that Vulnerable Sector checks are only valid for the specific employer/position for which it was conducted and are not likely to be accepted by another VS sector employer.
Since a person can be clear of charges or criminal activity today but could be arrested and charged tomorrow, we offer no guarantees on the validity of a police check beyond the actual date on which the search was conducted. As well, not all criminal convictions are reported to the RCMP, and more recent dispositions may not be updated on their system at the time a check is conducted.
In our experience, most employers will ask for a new police information check if the current one is beyond 6 months, and almost certainly if it's older than one year. However, this is entirely at the discretion of the agency/employer.
Note that Vulnerable Sector checks are only valid for the specific employer/position for which it was conducted and are not likely to be accepted by another VS sector employer.
We stress that you make your choice carefully as we do not provide refunds or exchanges. If you are in doubt, the agency/employer should be able to tell you which one they require for the position. If you accidentally pick the wrong application online, please call 506-648-3200 and advise us of the error, we will do the one requested. Do not apply again online, we are unable to do refunds for online.
The employer must find information from a police check relevant to the job they are offering. The Human Rights Code states that a person cannot be discriminated against based on, among other things, a 'record of offences'. Obviously, some jobs - such as Police or Corrections Officer - will require the person to be free of convictions and have nothing in their history that might call their integrity into question. A person seeking a job at a financial institution will not likely be successful if they have convictions for theft, fraud or other crimes of dishonesty. However, a criminal record may not necessarily bar a person from obtaining employment or a volunteer position - the employer must show how that record is relevant to the position being offered - a bona fide reason for refusal.
Police contact information may speak to a person's character Although not necessarily a criminal record, and possibly not even involve criminal activity, there can be situations where a person has had contact with the police that might cause an employer to ask additional questions or seek further references. We may release contacts where a person may have been investigated for a crime but charges were never laid; where charges were laid but did not result in a conviction; or if the subject was involved in a dispute or disturbance. This kind of information may be helpful to an agency/employer in determining whether or not a person might be suitable for a specific position.
The disclosure of these types of contacts does not imply involvement in criminal activity, nor that the subject is guilty of any crime or even has a criminal record. This information may or may not be relevant to an employer for the position being offered. The determination on relevance is up to the employer, not the police. Our role is limited to creating and releasing a police information check report. We offer no opinion or comment on a person's suitability, and we do not undertake any discussions with an employer regarding specific individuals. All information in this process is released directly to the applicant; we do not disclose any information to employers or other persons.
The Saint John Police Force has a duty to include eligible accused and/or suspect contacts as it may be relevant, and employers rely on the police to provide complete and honest disclosure. If we withhold potentially relevant information, the Saint John Police Force leaves itself exposed to potential liability by virtue of the fact that we were aware of information but did not release it, particularly if the request to withhold this information was made by the applicant themselves. We must take into consideration all available data that might possibly help an agency determine the suitability of an applicant for the position for which they are applying. This is the core function of any police information check process.
Before releasing any contacts, be assured that we have carefully reviewed all information at hand and have determined that the disclosure of the contact(s) may be of relevance and may or may not be given consideration by an employer, organization or agency.
Release of contact information is based on Incidents where the alleged victim was a child or a vulnerable person and/or police have reasonable grounds to believe that the applicant has been engaged in a pattern of predation indicating that the individual presents a risk of harm to a child or a vulnerable person.
The disclosure of these types of contacts does not imply involvement in criminal activity, nor that the subject is guilty of any crime or even has a criminal record. This information may or may not be relevant to an employer for the position being offered. The determination on relevance is up to the employer, not the police. Our role is limited to creating and releasing a police information check report. We offer no opinion or comment on a person's suitability, and we do not undertake any discussions with an employer regarding specific individuals. All information in this process is released directly to the applicant; we do not disclose any information to employers or other persons.
The Saint John Police Force has a duty to include eligible accused and/or suspect contacts as it may be relevant, and employers rely on the police to provide complete and honest disclosure. If we withhold potentially relevant information, the Saint John Police Force leaves itself exposed to potential liability by virtue of the fact that we were aware of information but did not release it, particularly if the request to withhold this information was made by the applicant themselves. We must take into consideration all available data that might possibly help an agency determine the suitability of an applicant for the position for which they are applying. This is the core function of any police information check process.
Before releasing any contacts, be assured that we have carefully reviewed all information at hand and have determined that the disclosure of the contact(s) may be of relevance and may or may not be given consideration by an employer, organization or agency.
Release of contact information is based on Incidents where the alleged victim was a child or a vulnerable person and/or police have reasonable grounds to believe that the applicant has been engaged in a pattern of predation indicating that the individual presents a risk of harm to a child or a vulnerable person.
You do have an option of appealing the release of certain information through our Reconsideration process. This relates only to police contact information. Criminal convictions are always released and cannot be appealed.
You must submit your request in writing and provide the reasons why you feel the information should not be included.
You must submit your request in writing and provide the reasons why you feel the information should not be included.
We do not disclose any non-criminal driving offences. If the job you are applying for requires proof of a clear driving record, you can obtain your Driver's Abstract from Service New Brunswick. However, we will disclose any driving offences under the Criminal Code, such as Impaired Driving, Dangerous Driving, Criminal Negligence, etc., as well as the disposition.
We process many police information checks each year for various employers as well as school boards and minor sporting leagues. Each one must be queried, the results analyzed, and in the case of potential police contacts, reports must be reviewed individually. If you've resided at an address outside Saint John in recent years, we must also contact that police agency to conduct a query of their local records. All of this takes time and resources. While we can usually complete your police check well within the stated timeframes, there may be occasions when information is delayed or requires further confirmation.
We offer an expedited service for $100, where we will guarantee a check is ready in three business days. Regular letters are done in order of time of drop off/ date of online application by date and we strive to minimize the turnaround time as best we can. We guarantee letters will be ready in 10 business days.
The Saint John Police Force uses special security paper and to any criminal record attachment we apply security seals to certify documents as original, it’s also stamped and includes the number of pages to ensure all available information is properly released. If a person deliberately alters the results of their police check by changing the content, it is considered Uttering a Forged Document, which is an offence under the Criminal Code. If we become aware this has occurred, it will be investigated and charges could be laid. For online applications they are only delivered to the person in PDF format to the individual who completed the transaction. If the individual wishes to forward their letter to their employer, they can do so by logging into their Forrest Green account.
If an agency/employer has any questions about the validity of the document, they can contact us. Although we will not discuss the content of a person's police check due to privacy reasons, we will confirm the number of pages originally released and advise whether or not a document may have been altered.
If an agency/employer has any questions about the validity of the document, they can contact us. Although we will not discuss the content of a person's police check due to privacy reasons, we will confirm the number of pages originally released and advise whether or not a document may have been altered.
Please note that Vulnerable Sector Checks can only be done for Canadian residents residing and employed in Canada. As per RCMP directives, police agencies cannot conduct Vulnerable Sector check for citizens living and working outside Canada, even if the employer is a Canadian firm.
If you reside outside Canada, you can obtain a certified criminal records check by submitting fingerprints directly to the RCMP. Best practice is to obtain ink prints in the country you are residing and mail prints to a third-party provider in Canada that can scan the prints and then submit them to the RCMP. Note that this only contains information relevant to criminal convictions. It does not include police contact information, nor a search of the pardoned database. More information is available on the RCMP website at:
https://www.rcmp-grc.gc.ca/cr-cj/fing-empr2-eng.htm
If you reside outside Canada, you can obtain a certified criminal records check by submitting fingerprints directly to the RCMP. Best practice is to obtain ink prints in the country you are residing and mail prints to a third-party provider in Canada that can scan the prints and then submit them to the RCMP. Note that this only contains information relevant to criminal convictions. It does not include police contact information, nor a search of the pardoned database. More information is available on the RCMP website at:
https://www.rcmp-grc.gc.ca/cr-cj/fing-empr2-eng.htm
VS check is for jobs/volunteering with kids or vulnerable adults where you're in a position of trust/authority; it includes criminal convictions, youth findings, pending charges, absolute/conditional discharges (with time limits), and authorized "non-conviction" info, but excludes certain mental health/restraining orders, requiring the organization to request it, with fees varying by role (volunteer vs. paid).
Criteria for Requiring a VS Check
Position of Trust/Authority: The role, not the person, must place you in authority over children (under 18) or vulnerable persons (due to age, disability, etc.). Examples: Teacher, daycare worker, nurse, personal support worker, coach, foster parent, bus/taxi driver, youth worker, scout leader, etc.
Request Origin: The hiring organization or volunteer agency must request the check; you cannot request it for yourself.
What's Not Disclosed (Exclusions)?
Mental health-related court orders (under Mental Health Act or Code).
Restraining orders under certain Acts (Family Law Act, etc.).
Orders related to withdrawn charges.
Youth records for non-government jobs (except for government-funded agencies like schools, where it goes directly to the agency).
How to Get One?
Apply in person with letter from organization or employer, or apply online and pick PVSC.
Provide personal details, address history (5 years), and the organization's name/reason for the check.
Fingerprinting may be requested
Per Royal Canadian Mounted Police (RCMP) policy, the requirement of providing your fingerprints is mandatory whenever the gender and date of birth of the applicant matches to an existing pardoned sexual offence record. This search is for date of Birth and Sex only and is not an accusation of criminality but is required to verify the person’s identity and to protect personal privacy.
The RCMP will require you to follow this process with every new Vulnerable Sector Check application you make. The Canadian Criminal Real Time Identification Service destroys fingerprint submissions when the search is completed, and verification is made. The results of your verification are never retained. Refusal of fingerprinting will result in incomplete application.
Criteria for Requiring a VS Check
Position of Trust/Authority: The role, not the person, must place you in authority over children (under 18) or vulnerable persons (due to age, disability, etc.). Examples: Teacher, daycare worker, nurse, personal support worker, coach, foster parent, bus/taxi driver, youth worker, scout leader, etc.
Request Origin: The hiring organization or volunteer agency must request the check; you cannot request it for yourself.
- What's Disclosed (Information Included)
- Criminal convictions (excluding pardoned ones).
- Guilty findings under the Youth Criminal Justice Act if access period is valid.
- Outstanding charges/warrants.
- Conditional Discharges (with 3 year time limits).
- Non-conviction data authorized for disclosure under the Police Record Checks Reform Act, 2015 (PRCRA) may be used for sexual based offences.
What's Not Disclosed (Exclusions)?
Mental health-related court orders (under Mental Health Act or Code).
Restraining orders under certain Acts (Family Law Act, etc.).
Orders related to withdrawn charges.
Youth records for non-government jobs (except for government-funded agencies like schools, where it goes directly to the agency).
How to Get One?
Apply in person with letter from organization or employer, or apply online and pick PVSC.
Provide personal details, address history (5 years), and the organization's name/reason for the check.
Fingerprinting may be requested
Per Royal Canadian Mounted Police (RCMP) policy, the requirement of providing your fingerprints is mandatory whenever the gender and date of birth of the applicant matches to an existing pardoned sexual offence record. This search is for date of Birth and Sex only and is not an accusation of criminality but is required to verify the person’s identity and to protect personal privacy.
The RCMP will require you to follow this process with every new Vulnerable Sector Check application you make. The Canadian Criminal Real Time Identification Service destroys fingerprint submissions when the search is completed, and verification is made. The results of your verification are never retained. Refusal of fingerprinting will result in incomplete application.