Privacy Policy

Effective May 30, 2026

This policy explains what limited information lmiacheck.ca (the “Site”) collects and why. We aim to collect as little personal information as possible. We do not sell your personal information.

1. Information we collect

Search queries. When you check an employer, the name you type (and any city/province you add) is processed to return a result and is logged in our database (hosted on Supabase) in aggregate to monitor usage, detect abuse, improve matching, and understand which employers people look up. We ask you not to enter personal information about yourself into the search box; the search box is intended for employer names only.

Email address (optional). If you choose to sign up for change alerts, we store the email address you provide together with the employer you asked us to watch, so we can notify you when the official record changes. You can unsubscribe at any time using the link in any email or our unsubscribe page.

Analytics & telemetry. We use basic website analytics (such as Google Analytics) to understand aggregate traffic — pages viewed, approximate region, device and browser type, and referring source. These tools may set cookies or use similar identifiers and may collect a truncated/anonymised IP address. We use this only in aggregate to improve the Site.

Server logs. Like most websites, our hosting providers automatically record standard technical request logs (IP address, timestamp, user agent) for security and reliability.

2. How we use information

We use the limited information above to: operate and secure the Site; return your search result; send the change alerts you requested; detect and prevent abuse, fraud, and technical problems; and analyse aggregate usage to improve the service. We do not use your information to make decisions about you, and we do not build advertising profiles.

3. Legal basis & consent

We rely on your consent and on our legitimate interest in operating a secure, useful public information service, consistent with Canada’s Personal Information Protection and Electronic Documents Act (PIPEDA). Providing an email for alerts is entirely optional and based on your express opt-in.

4. Sharing & service providers

We share information only with the service providers that help us run the Site — for example our database/hosting provider (Supabase), our web host/CDN (Vercel), our email-delivery provider, and our analytics provider (Google) — and only as needed to provide those services. Some of these providers may process or store data outside Canada (including in the United States); by using the Site you acknowledge this cross-border processing. We may also disclose information where required by law.

5. Retention

We keep aggregated search logs only as long as useful for the purposes above, then delete or de-identify them. Alert email addresses are kept until you unsubscribe or ask us to delete them.

6. Cookies

The Site uses a small number of cookies/identifiers for analytics and basic functionality. You can block or delete cookies in your browser settings; the core employer-check function works without them.

7. Your choices and rights

Under PIPEDA you may request access to, correction of, or deletion of the personal information we hold about you (which is generally limited to an alert email address). To make a request, unsubscribe, or ask a privacy question, email privacy@lmiacheck.ca. You also have the right to complain to the Office of the Privacy Commissioner of Canada.

8. Children

The Site is not directed to children and we do not knowingly collect their personal information.

9. Government data is not covered by this policy

Information about employers shown on the Site comes from public Government of Canada datasets and is not personal information that we collect about you. See our Terms of Use & Legal Disclaimer for how that data is handled.

10. Changes & contact

We may update this policy; the effective date above will change accordingly. Questions: privacy@lmiacheck.ca.

This document is a general template and not a substitute for advice from a licensed lawyer. Have it reviewed by Ontario/Canadian counsel, and confirm it matches your actual analytics, email, and hosting providers before publishing.