Hello CCA Members,
As another camping season has come to a close, we’d like to sincerely thank you for your business. We value our relationship and look forward to assisting you in new ways in the coming year.
In addition to our criminal record check (myBackCheck), we also offer other services:
As transporting campers can be a responsibility for some of your employees, appropriate Driver Screening would be recommended for those individuals:
Sterling Talent Solutions’ Driver Abstract (DA) allows clients that hire drivers to determine if their candidate has a clean driving record or if he or she has been caught speeding, neglecting the Highway Act, driving while under the influence of alcohol or drugs, or otherwise has any convictions, suspensions, or prohibitions on his or her license. Sterling Talent Solutions’ DA service does not provide clients with information pertaining to accidents, correspondence, plate history, or vehicle history. Turnaround time: 1 – 10 business days depending upon province (Quebec has a longer TAT).
Sterling Talent Solutions’ Driver’s License Verification (DLV) allows clients to verify that their candidate holds a valid driver’s license. Although similar to Sterling Talent Solutions’ Driver Abstract service, the DLV is less detailed and has a turnaround time of 24 hours.
For employees or volunteers that are new to Canada best practice would include a criminal record check in their country of origin. Sterling Talent Solutions offers criminal record checks in 196 different countries. The turnaround time and fee varies by country. Please contact your account manager for country specific details.
To set up a new account or request additional information please contact Linda Ferens:
In addition to processing camp employee background police checks efficiently and economically, Sterling Talent Solutions (BackCheck) also offers complimentary webinars:
Tuesday June 15, 2017 2:00 p.m.
Register online at sterlingtalentsolutions.com
All past webinars are archived and can be accessed at any time.
Should you have questions about any of Sterling Talent Solutions services or require assistance, please contact CCA’s account representative Linda Ferens at email@example.com.
After nearly three years of hard work and lobbying, our CCA government relations committee is excited to report the following, newly created Labour Market Impact Assessment (LMIA) exempt permit category for staff working at camps: http://www.cic.gc.ca/english/resources/tools/temp/work/unique/camp.asp
All foreign workers who wish to secure a temporary work permit as a camp counsellor should be processed under this recently created category.
You may also find it useful to review information on the web-pages listed below. These resources are included as links in the new camp counsellor work permit policy and they provide additional information regarding potential work permit fee exemptions for international camp staff and employers utilizing this new category:
The process of securing this policy has been a major undertaking and these new guidelines will pave the way for addressing our future needs for foreign camp staff. It will also support our ability to continue to create high-quality, diverse staffing teams as well as develop camp communities that encourage the exchange of cultures. We owe a tremendous amount of gratitude to the many government policy makers who listened to our case, believed in our cause and helped guide and support us through this hard fought endeavour. The following MP’s, Ministers and their respective office support teams went above and beyond to help with this initiative and advocate on our behalf:
Minister Ahmed D. Hussen and previous Minister John McCallum, MP Michael Levitt, MP Anthony Rota, Roland Parris – previous Senior Policy Advisor to Prime Minister Justin Trudeau, MP Marco Mendicino, MP David Graham, MP Anthony Housefather, MP Jamie Schmale, MP Ralph Goodale, MP Rodger Cuzner and Minister Patty Hajdu.
A heartfelt thank you goes out to Mark Diamond and Jonathan Nyquist who co-led this initiative, as well as the following members of our Association who dedicated a substantial amount of time on this matter: Barb Gray, Jonathan Pivnick, Adam Kronick, Sol Birenbaum, Leon Muszynski, Craig Perlmutter, Stephane Richard and Mike Sladden.
We also appreciate the efforts of our very competent lobbying company, Tactix, for their exceptionally skillful guidance and support throughout this process.
If you have any questions regarding the exemption then please feel free to reach out directly to Jonathan Nyquist: firstname.lastname@example.org
Take care and happy camping!
Canada Summer Jobs provides funding to help employers create summer job opportunities for students. It is designed to focus on local priorities, while helping both students and their communities.
Canada Summer Jobs:
Canada Summer Jobs provides funding to not-for-profit organizations, public-sector employers and small businesses with 50 or fewer employees to create summer job opportunities for young people aged 15 to 30 years who are full-time students intending to return to their studies in the next school year.
By way of five national priorities, CSJ also supports the following:
The deadline to apply is January 20, 2017.
Over the past years, camp directors across Canada have relied on SterlingBackcheck to process tens of thousands of police checks to assist them in recruiting and hiring the best camp staff. These criminal records checks are conveniently facilitated using an online landing page.
Rod Piukkala has been a resource to camps and associations and is available to answer your questions. He can be reached at Rod.Piukkala@sterlingbackcheck.ca.
SterlingBackcheck’s website is: www.sterlingbackcheck.com.
Hi CCA Membership,
We wanted to get in touch with a short-term, significant change to the Temporary Foreign Worker Program.
The government has recently announced a new ’employer compliance fee’ of $230 and a new required pre-application process for any organization that hires staff through an LMIA exemption. This includes camps who hire foreign workers through the Religious or Charitable LMIA Exempt work permit. Please refer to the following notice for further details: http://www.cic.gc.ca/english/department/media/notices/2015-02-09.asp.
Despite our best efforts to connect with the government on this, we do not know if this fee will be per individual worker or just per employer. The fee does not come into effect until February 21st, 2015 and so your camp may want to submit your foreign worker applications before that time. The actual LMIA exempt work permit itself, that a foreign worker will pick up at the border/airport, is still fee-exempt.
By contacting the email addresses below (depending on where you are located), you will be able to receive the application information required to submit an assessment of your eligibility for the LMIA exemption.
Toronto (serving Ontario, British Columbia, Alberta, Saskatchewan, Manitoba, Yukon, Northwest Territories and Nunavut)
Toronto Temporary Foreign Worker Unit
Montreal (serving Quebec, Nova Scotia, Prince Edward Island, New Brunswick, and Newfoundland and Labrador)
Montreal Temporary Foreign Worker Unit
The CCA government lobbying team will be back in Ottawa on February 20th to address this issue as well as continue to develop short and long term solutions for our industry. In the mean time, if we hear any definitive news on the $230 fee that does not make this action so pressing, we will be sure to let you know!
We may need your support in contacting the government regarding this matter, but we recommend waiting until further information is provided following next week’s meeting.
In 2014, SterlingBackcheck processed a record 3,354 Criminal Record Checks for the many Canadian camps that trust SterlingBackcheck to provide the most accurate and complete pre-employment screening available.
Selecting a great staff for the 2014 camping season is a time-consuming process from posting the job to signing the contract. BackCheck is ready to help!
During the 2013 season, BackCheck processed over 2300 police checks for camps across Canada with a “clear” result reported in all but seven applications. Your documented due diligence with onboarding staff and volunteers is significantly enhanced by the best practice of completing background checks.
For questions please contact Rod Piukkala (BackCheck’s CCA representative) at email@example.com.
Please note that by request, we will post full-time camping positions in the Camp Careers section of the CCA website. This is a great resource for camps seeking qualified full-time camp employees, AND for individuals interested in a career in camping.
Criminal Record Checks (CRC) are part of the hiring / screening process in the camping industry.
To better understand the types of CRC services available, and which one to use for the hiring / screening process, presently the most common Canadian Criminal Record Check (CRC) being performed in the camping industry is either a CRC through the CPIC database, or a CRC that includes a Vulnerable Sector Search (VSS):
Name Based CRC: – A search (through the CPIC database) for all non-pardoned convictions, including those of a sexual nature. As per the recently released RCMP Policy, a name based CRC can be performed through an accredited third party company (such as BackCheck) or the local police service where the applicant resides. BackCheck queries the same data base as police services, using Canadian POLICE SERVICES operating within terms of an MOU signed by the police service, BackCheck and the RCMP.
Name Based CRC with VSS – consists of the following:
– Name Based CRC – A search for all non-pardoned convictions, including those of a sexual nature
– Pardoned Sex Offence Query – A search for any pardoned convictions of a sexual nature
– Local Police Indices – Search of local police notes
Presently, BackCheck can do:
– A CRC that covers all non pardoned convictions, including those of a sexual nature
– Local Police Information of non charges or convictions (Through the FIP database)
– Confirmation of details of convictions as listed by the applicant on our consent form
The question needed answered is ““What type of CRC should be performed on a prospective volunteer / paid staff applicant?”
The answer is: either, depending on the age of the applicant, or if a renewal CRC is being performed. In other words, not all applicants will require a CRC with a VSS.
Some Insurance providers (including Nancy Brown Insurance) have made concessions to their clients requiring a Criminal Record Check with a VSS.
What does this mean? A check of the Pardoned Sexual Offender Database (VSS) is not necessary on any individual under the age of 25, or , on people 25 years and older who have previously had a VSS done in the last 5 years for that position and is having another CRC done. Only people 25 years and older who are a) having a CRC done for the first time, or b) their last one done is older than 5 years, will need to go to their local police department to have a CRC with a VSS done. (As per the RCMP CPIC Policy, a CRC with VSS is to only be performed by the local police service that is located in the same jurisdiction in which the applicant presently resides.) The youngest person within the Pardoned Sex Offender data base is 26 years of age so there is no reason to experience the delays and potential fingerprinting associated to a VSS when the CRC and a FIP search returns those components. They are not a pardoned sex offender.
We suggest the following recommendations regarding performing Criminal Record Checks on applicants going forward:
– For all applicants between the ages of 18 and 25 years of age, you can order a CRC (includes local police information search) via BackCheck – BackCheck’s local police information search queries all police service local records systems for serious offences.
Alternatively, you could have the applicant attend their local police service.
– For applicants 25 years old or older that have had a VSS performed in that position and on file at your organization in the past 5 years, you can use the CRC and local police information search via BackCheck.
Alternatively, you could have the applicant attend their local police service.
– The above option is due to the fact that if a previous CRC with a VSS has been done in the last 5 years and the results were “clear” a check of the Pardoned Sexual Offender Database is not necessary. Even if the applicant has any convictions since the last CRC/VSS was performed, the person in this instance would have to wait a minimum number of years from the date of conviction to the date of receiving a pardon, if in fact granted.
For applicants 25 years old or older that have not had a criminal record check or VSS done by your organization in the past 5 years – please have the applicant attend their local police service, where they presently reside to receive a CRC that includes a VSS.
Please Note: When using BackCheck, an accredited and authorized Canadian Police Service contracted by BackCheck will complete the actual record checks.
In summary, you can have a name based CRC done by either a third party (such as BackCheck – which also will perform a local police information search) or, the applicant’s local police service.
To have a CRC with VSS performed, the applicant needs to attend the local police service where the applicant resides presently .
Please check with your insurance company if they will accept a CRC without a VSS under the above recommendations.
The above recommendations are similarly being used and recommended by Insurance providers , such as Nancy Brown Insurance, Robertson Hall Insurance, companies and organizations, such as Ontario Education Services Corporation, and Winning Kids Inc. (the company behind Plan To Protect).
The benefits of using BackCheck’s paperless online Criminal Record Check process is:
– Paperless online format
– Both the organization and the candidate receive the results via a secure, online account
– The candidate may conveniently complete ID Verification online or via Canada Post at one of 5000 participating locations
– The candidate maintains a copy of their Criminal Record Check, which they may share free of charge with other organizations.
– Guaranteed next business day turnaround time in viewing results.
– Forgery-proof online delivery system prevents digital manipulation of records.
– Flexible payment options allow payment by the candidate or organization.
– Results determined by our police partners using the RCMP CPIC database.
– Compliant with Canadian privacy and Human Rights legislation.
– Donation by BackCheck to the Canadian Camping Association for every CRC performed
– Recommended by and a member of CCA since 2006
– Submitted by Brian Ward-Hall, BackCheck
By Catherine Ross, Communications Officer
In 2012, BackCheck processed a total of 3,072 criminal record checks (CRC) for 128 camps and camping associations across the country. This volume represents an increase of 485 checks over 2011. Of the total, 4.5% were deemed “not clear”, which speaks to the gravity of this important step in a camp’s hiring process.
Not only does BackCheck provide a necessary, efficient, paperless, economical service to our camps, BackCheck also contributes $2.00 for every CRC submitted back to CCA/ACC to help us do our work. In turn CCA/ACC contributes $1.00 back to the provincial camping associations for each check originating in their province. Everybody gains!
This year, we have even more to celebrate. Thanks to the efforts of Brian Ward-Hall, the CCA/ACC Account Executive at BackCheck, BackCheck forged a partnership with TELUS. TELUS contributes $5.00 to each provincial camping association for every BackCheck CRC originating in their province. The total amount is designated to send children with disabilities or financial need to camp. TELUS’s generous contribution of $15,360 from 2012 will send hundreds of campers to Canadian camps in 2013. We are grateful to BackCheck and TELUS for their generous support in 2012 totaling $21,504 in providing the means for many more children to benefit from a great Canadian camp experience.
Giving a child the gift of a camp experience begins with a camp choosing to use the services of BackCheck. Contact Brian Ward-Hall as you begin the 2013 staff hiring process. You will be well served and a new camper will be smiling!