If offered the position it will be a requirement of your employment for you to provide copies of the following documentation that you may hold: Passport, Birth certificate, Marriage certificate, change of name certificate, visa, work permit, driving licence, qualifications obtained and any other documentation that may be requested. A recent photograph will also be required.
I confirm that the information I have provided is correct and understand that misleading statements may be sufficient grounds for cancelling any agreements made. I also understand that questions left unanswered may be discussed at interview(s) arising from this application. I also agree to the Criminal Record Bureau checks being carried out and to pay for the charges in doing so. I understand that, if offered a position, my employment is subject to satisfactory Criminal Record Bureau & Disclosure & Barring Service checks and references.
Current Care Shift Patterns:
||7.00 a.m. – 10.00 a.m.
||7.00 a.m. – 2.00 p.m.
||¼ hr break
||1.45 p.m. – 8.00 p.m.
||¼ hr break
||7.45 a.m. – 8.00 p.m.
||¼ hr break am & pm
½ hr lunch break
||7.45 p.m. – 8.00 a.m.
||¾ hr break
Current Housekeeper Shift Patterns:
Five days per week from 9.00am to 6.00pm and working alternate weekends.
Current Kitchen Shift Patterns:
Five days per week from 7.45am to 6.00pm and working alternate weekends with 1 hr break.
Attendance Bonus paid per hour to all staff subject to scheme rules.
The Company will provide uniforms, 5.6 weeks pro rata paid annual leave and statutory sick pay.
All posts include weekend & bank holiday working.
Policy Statement on the Recruitment of Ex-offenders
As an organisation using the Criminal Records Bureau (CRB) Disclosure Service to assess applicants’ suitability for positions of trust, Glenside Care home Ltd trading as Glenside Residential Care Home (Glenside) complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
Glenside is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
This written policy on the recruitment of ex-offenders is made available to all Disclosure applicants at the outset of the recruitment process.
We actively promote equality of opportunity for all with the right mix of talents, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates based on their skills, qualifications and experience.
A Disclosure is required for all positions and all applications, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
As the Disclosure is to form part of the recruitment process, we encourage all applicants called for an interview to provide details of their criminal record and any possible convictions at an early stage in the application process. We request that this information is sent in an envelope marked private and confidential for the attention of the manager at Glenside and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process. You can also, if you wish, provide details at an interview if you are called to one.
The nature of positions at Glenside allows us to ask questions about your entire criminal record and also about unspent convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those at Glenside who are involved in the recruitment process have been suitability trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received the appropriate guidance in the relevant legislation relating to the employment of ex-offenders.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matters that may be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.