Ontario security guards must notify the registrar of a conviction within five days under Regulation 360/07

If you’re working as a security guard in Ontario, there’s a simple, non-negotiable rule you’ll want to keep in your back pocket. When something changes in your record—specifically, if you’re convicted of a crime—the clock starts ticking. The regulator wants to hear from you quickly. Here’s the straight talk you need.

What the rule says, plain and clear

Under Ontario Regulation 360/07, a security guard must notify the registrar within five days of a conviction. Yes, five days. It’s not a suggestion or a loose guideline; it’s a concrete deadline designed to protect the public and keep the industry accountable. Think of it as a quick health-check for your professional status: one line in five days, and you’re keeping your file up to date.

Why a short deadline matters

Public safety and trust sit at the core of this requirement. When a guard faces a conviction, it can raise questions about suitability to perform duties like patrolling, monitoring premises, or handling sensitive information. The registrar needs timely information to assess whether the guard can continue to work safely and effectively. It isn’t about punishment alone; it’s about transparency, responsibility, and ensuring that the people entrusted with protection meet the standards the public expects.

What counts as a conviction

To avoid confusion, here’s a quick starter: a conviction means a formal finding by a court that you committed a crime, even if the offense is minor or a conditional discharge was imposed. It isn’t about petty traffic tickets or administrative penalties; it’s about criminal findings. When in doubt, document the official court outcome and the date it was entered. The goal is to give the registrar a truthful snapshot of your record so they can make a sound judgment about your eligibility to carry on with security duties.

How to notify the registrar (the practical part)

Five days isn’t a long window, but it’s enough to handle the important steps without drama. Here’s a practical way to approach it:

• Gather key details: your full name, license number, contact information, the date of the conviction, the offence listed, the court, and the disposition.

• Prepare a concise notice: state that you’ve been convicted of [offense], provide the court name and date, and indicate that you’re notifying per Regulation 360/07.

• Submit it through the official channel: send the notice to the registrar (usually through the regulator’s designated method—whether online portal, email, or mail—depending on current procedures). Don’t skip the signature and date.

• Keep a copy for your records: that way, you have proof of when you notified, and you won’t need to hunt it down later.

• Set a reminder for future incidents: a simple calendar alert can save you stress. Better to be proactive than scrambling to locate numbers when it’s already tight on time.

If you’re working with a human resources team or a site supervisor, loop them in too. They’ll appreciate the clarity and the fact that you’re handling it promptly. And if you’re unsure about the exact submission method, most regulators publish clear contact points and steps on their site. A quick call can spare a lot of confusion.

What happens after you notify

The registrar will review the information and determine whether your conviction affects your ability to perform security duties. Depending on the facts, you might see a range of outcomes:

• No change to your status: in some cases, a conviction doesn’t impact your license, and you can continue working as usual after disclosure.

• Conditions or restrictions: the registrar might impose conditions designed to mitigate risk, such as reporting requirements or limitations on certain duties.

• Suspension or review: in more serious cases, your license could be suspended or you could be subjected to a formal review process to re-affirm or revise your suitability.

• In rare instances, non-disclosure or late reporting can trigger penalties or disciplinary action.

The key idea is timely disclosure helps the regulator make a fair, informed decision. It also helps you, because you’re dealing with the issue head-on rather than letting misunderstandings fester.

Keeping the bigger picture in view

Criminal history checks and ongoing suitability are part of a broader picture in Ontario’s security landscape. Employers rely on accurate, current information to assign shifts, grant access to sensitive areas, or determine whether a guard should carry certain equipment. The five-day rule is one of those practical, everyday controls that keep the system honest without dragging things down in red tape.

A few tangents that matter (but circle back to the main point)

• Background checks aren’t just a one-time hurdle. Many employers require periodic updates, so a guard’s record should stay current beyond that initial disclosure. Staying organized helps you present a clean, responsible profile.

• Ethics and accountability aren’t flashy, but they’re essential. A single conviction doesn’t automatically end a career, but how you handle disclosure does affect perceptions of professionalism.

• Data privacy matters, too. When you report a conviction, you’re sharing sensitive information. Use official channels, protect copies, and avoid broadcasting details publicly. Respect for privacy supports trust in the industry as a whole.

• Real-world consequences aren’t purely regulatory. Convictions can influence job opportunities, training opportunities, and even the types of assignments you’re considered for. Proactive communication keeps doors open.

A quick note on tone and language

You’ll notice we keep the language straightforward and human. The goal isn’t to stir fear but to make the rule clear and actionable. When we talk about these requirements, we use plain terms—no legalese fluff. It’s about empowerment: you having the information you need to act confidently and responsibly.

What this means for you as a learner or professional

If you’re part of the security field in Ontario, this five-day window is a practical anchor for your daily workflow. Treat it as a standing reminder rather than a one-off task. Build a small routine around it:

• Review your record annually or after any legal development.

• Maintain up-to-date contact details with the registrar and your employer.

• Keep a personal log of all correspondence related to disclosures.

• When in doubt, reach out to a supervisor or the registrar for guidance.

The big takeaway

Five days. That’s the clock you respect when a conviction touches your record. It’s not about shame or punishment; it’s about safeguarding the people you protect and maintaining the integrity of the security profession in Ontario. When you notify promptly, you demonstrate accountability, protect your livelihood, and support a safer community overall.

If this topic sparks questions or you want to unpack related regulatory nuances—like how different offenses might influence assessment or what constitutes “suitability” in specific roles—feel free to reach out. Understanding these rules isn’t just about ticking boxes; it’s about building a career you can be proud of and a public safety standard that communities can rely on.

Final thought

Regulatory clarity isn’t a hurdle; it’s a helpful compass. Five days is a short window, but it carries a lot of weight. By staying informed, organized, and timely in your disclosures, you’re not just complying—you’re contributing to a trustworthy, professional security landscape in Ontario. And that makes all the difference when the badge is on your chest and you’re on the front lines keeping places safe.