Pardons / Record Suspension Services in Winnipeg
If you want to live in the provincial capital of Winnipeg, you’re opening yourself up to a lot of personal and professional opportunities in Manitoba. If you have an interest in politics or even independent game development, there’s a place for you in Winnipeg. But there’s one thing that can get in the way of your ambitions, and that’s your past, specifically a criminal conviction. In these situations, a record suspension, formerly known as a pardon can make all the difference.
Criminal Convictions: The Facts
A Canadian that has been charged, arrested, and convicted of a criminal violation in a Canadian court of law will serve time in jail or probation, pay a fine, or possibly do both. In addition to this, however, a criminal conviction will now appear on their “file,” and this data will be stored in the Canadian Police Information Centre database, which is accessible by both law enforcement groups, as well as the public. This record will stay forever until an application for a pardon is granted.
This means that any Canadian willing to pay the fees required can conduct what is called a background check to see if a person has a “clean” background. This background check will only display criminal convictions, no other personal details, but this can have a big impact on a person’s life. Record suspensions, however, remove this data from normal CPIC inquiries.
One of the areas where a criminal record can have very serious repercussions is career opportunities. Many jobs legally require employees to not have a criminal conviction. Someone working in education or nursing or personal support work (PSW) or even UBER, for example, will have a required background check to see if there is a criminal record. If there is one, that’s an automatic rejection for the job.
And while some jobs don’t legally require a clean record, there’s no law that says an employer can’t make a hiring decision based on the presence of a criminal record. If two people are equally qualified, but one has a conviction and the other doesn’t, the employer can choose to go with the “clean” individual rather than the person with a conviction, and the basis of this decision is perfectly legal.