Frequently Asked Questions

Any employee, or third-party company’s employee, entering a customer's residence on behalf of Allied Van Lines or North American Van Lines must have successfully passed a criminal record background screen. This includes, but is not limited to, sales personnel, estimators, packers and loaders. As our primary function is to protect and safely transport customer’s goods, we must maintain a level of trust and security. The van line has chosen HireRight as their screening vendor for this program.

Agents who currently have a program in place have two options; they can use the services of our preferred vendor, HireRight, or if they have used a van line approved vendor, and have a current criminal record background screen dated on or after January 1, 2009, they can complete and submit the Agent Labour Certification document available on the agent web-portal. As a criminal record background screen will need to be renewed every 3 years all agents will need to migrate to HireRight for new employees and renewals.

Yes. A criminal record may be ordered on an existing or prospective employee when a consent form is signed. In the case of a prospective employee, a criminal record search may be conducted ONLY when a conditional offer of employment is made. An employer MAY NOT AT ANY TIME ask an employee or prospective employee if they have a criminal record. An employer may pose the question in a manner which does not invite information on pardoned offences. Here is the recommended wording: “Have you ever been convicted of a crime for which you have not been pardoned?” Here is suggested wording for a conditional offer of employment, “This job offer is conditional on your consent to authorize (Company Name) to perform a criminal record background screen. (Company Name) retains the right to terminate employment without notice if any criminal record produces a criminal conviction that does not meet our company’s documented standards.” Suggested wording to be added to your current application for employment form, “I hereby authorize (company name) to thoroughly investigate my references, employment record, perform a criminal record background screen, and any other matters related to my suitability for employment.” The suggestions above are not meant to replace legal advice or Provincial or Federal Labour and Human Rights laws.

Yes. Before entering any information in the HireRight system, you should verify the identity of the employee by checking their picture Identification and Social Insurance Number. A consent form must also be signed by the employee for which the criminal screen is being performed.

Not necessarily. The candidate’s information will be forwarded to the Adjudication Committee for review.

Certifications are valid for three (3) years. Prior to expiry, employees must pass a new criminal record background screen. If, within the three year time span, an employee is convicted of a criminal offence the labour certification can be voided.

Yes. All labour used on any registered shipment must be screened. Drivers should work with their agent to screen these individuals prior to using as labour on a van line registered shipment.

A Labour Certification Card indicating the person's eligibility, and containing a current photograph of the employee, will be printed and forwarded to the agent; this card is to be carried by the approved labour and shown to the customer upon arrival at residence.

Yes, according to the Human Rights Commission, you may investigate a current employee. The employee must sign a consent form. The van line recommends giving the employee written notice that a criminal record background screen will be performed. Please check your provincial or federal labour standards for more detailed information on notification timeframes.

The agent ordering the criminal record background screen will be able to see the status of the record through the HireRight web-site. In accordance with the Canadian Privacy Act we are limited to either a Yes or No response through background screening vendors. If the search reveals the existence of a criminal record the employee must visit the local police department and ask for a detailed criminal record check. This detailed report must be forwarded to the van line, with the employees consent, to see if the conviction meets our company standards.

For information on clearing your record, please visit the Parole Board of Canada at http://www.pbc-clcc.gc.ca/prdons/servic-eng.shtml

A letter from the van line will be sent to the agent who requested the background screen, advising that the candidate did not meet our company standards and is not certified to be employed on a van line registered move.cc

Any marketing or promotional material must be approved by the van line. Misleading claims about certified labour could lead to serious fines under the Canadian Competition Act which the agent would be liable for.