Shop Assistant Manager – Kingston Park Furniture Warehouse – 22.5 to 37.5 hours per week

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Disability Confident Leader

As a Disability Confident Leader, if you consider yourself disabled and meet the minimum requirements in the person specification of the role you are applying for, then St Oswald's Hospice will offer you an interview under the disability confident scheme. Please note in situations where we experience high-volume/peak times, we will endeavour to meet this commitment but may have to limit the overall number of interviews offered to both disabled and non-disabled people.

Experience

Education & Training

Statement

Declarations

St Oswald's aims to promote equality of opportunity for all with the right mix of talent, skills, and potential and welcomes applications from diverse candidates. Criminal records will be taken into account for recruitment purposes only when the conviction is relevant. Having a conviction will not necessarily bar you from employment. This will depend on the circumstances and background to your offence(s). St Oswald's meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974 for many of the posts for which it recruits. Under the Act applicants who are offered employment will be subject to an enhanced Disclosure & Barring Service (DBS) check from the Disclosure & Barring Service before the appointment is confirmed. The check will include details of convictions(current or spent), cautions, reprimands, final warnings and any other information that might have a bearing on your suitability for the post. I understand that because of the sensitive nature of the duties of some posts successful candidates may be expected to undertake an enhanced Disclosure & Barring Service Check that will highlight details of any criminal convictions (current or spent), cautions, reprimands and final warnings and any other information that might have a bearing on my suitability for the post.

Should it transpire that any of the information you have provided is false, incorrect, or that any answer to a direct question is omitted, your employment may be terminated. Any offer of employment is made subject to references, Occupational Health clearance and where applicable an acceptable DBS Disclosure. The information you provide on this form will only be held in a manual system and used for the purposes of assessing your application for the post. Applications from unsuccessful candidates are held with us for one year.

St Oswald’s Hospice accepts its responsibility as an equal opportunities employer and has adopted an equal opportunities policy. Our aim is to ensure fair and equal treatment of all job applications and to meet the relevant requirements of equal opportunities legislation. St Oswald’s is committed to treating all prospective employees, volunteers and trustees equally, regardless of marital status, sex, sexual orientation, colour, race, ethnic or national origin, religion or disability. In order to monitor the effectiveness of our policy we would be grateful if you would complete the following section. You are under no obligation to do so, and your application will not be prejudiced if you do not complete it. This form will not be used in any way as part of the selection process. The ethnic origin classifications are those recommended by the Commission for Racial Equality for the 2001 census. The following assurances are given in relation to the information you provide.

• The monitoring form will be filed separately from your application for employment.
• The data from this form is for statistical purposes only to help us monitor the effectiveness of our equal opportunities policy and will not be used for the purposes of short listing.
• The information you provide will be treated in confidence.