[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][cs_element_headline _id=”4″ ][cs_content_seo]Important notes relating to applications to for employment at Gorsley Baptist Church:\n\n[/cs_content_seo][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”5″ ][cs_element_layout_row _id=”6″ ][cs_element_layout_column _id=”7″ ][cs_element_text _id=”8″ ][cs_content_seo]Most roles may include working with children and vulnerable adults, and where this applies appointment will be subject to satisfactory completion of a safeguarding declaration and a DBS check. All employees are required to abide by Gorsley Baptist Church’s safeguarding policy including completing safeguarding training to the level required of the role.
All appointments will be subject to the provision of satisfactory references.
Under Section 8 of the Asylum and Immigration Act 1996 we are required to make enquiries of candidates to ensure that only those legally entitled to live and work in the United Kingdom are offered employment.  If you are invited to take up an employed position, you will be asked to produce evidence of your right to work in the UK. Such evidence could include an original copy of a P45, a pay slip, a P60, a card showing your National Insurance number or a passport.
The job description is not necessarily a comprehensive definition of the role. It will be reviewed regularly and it may be subject to reasonable modification or amendment at any time.
The job description does not form part of the contract for employment. A comprehensive contract of employment will be issued to the successful applicant, including details such as notice periods, procedures for sickness absence, grievance and disciplinary policies.\n\n[/cs_content_seo][/cs_element_layout_column][/cs_element_layout_row][/cs_element_section][/cs_content]

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