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Application for Employment

Please complete the form using blue or black pen and return to SDC Trailers address detailed on the last page.

|Name: |Ref No: |

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|Position Applied for |

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|Where did you see the position advertised? |

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PERSONAL DETAILS

|Surname: |Forename: |Title: |

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|Address: |

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|Telephone number: |

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|National Insurance No: |

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|Current Driving Licence: |Yes / No |

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|Groups: |Expiry Date: |Details of Endorsements |

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EDUCATION HISTORY

|Schools (type only e.g. secondary, grammar) |Qualifications gained: |

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|Colleges / Universities: |Qualifications gained: |

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|Other training courses attended: |

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EMPLOYMENT HISTORY

|Length of Employment:|Name and Address of Employer: |Title and Duties: |Salary: |Reasons for leaving: |

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|Are you prepared to work overtime as required? |

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REFERENCES

(Please note name and contact details of two persons from whom we may obtain both character and work experience references)

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CRIMINAL RECORD

|Please note any criminal convictions except those ‘spent’ under the Rehabilitation of Offenders (Northern Ireland) Order 1978. If none please state. |

GENERAL COMMENTS

|Please detail here your specific reasons for this application, your main achievements to date and the strengths you would bring to this post. |

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HEALTH DETAILS

|Are you Disabled YES / NO. If YES please give details and specify any special needs in relation to your disability |

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|Please list any diseases, disorders, allergies, muscular or muscular skeletal injuries from which you have suffered or do suffer. |

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|Please detail any form of medicine, drugs or treatment you are currently and/or regularly receiving. |

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|Please list all absences from work in the past 12 months and the reasons for such absences. |

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DECLARATION (Please read this carefully before signing this application)

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|I confirm that the above information is complete and correct and that any untrue or misleading information will give my employer the right to terminate any |

|employment contract offered. |

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|Should we require further information and wish to contact your doctor with a view to obtaining a medical report, the law requires us to inform you of our |

|intention and obtain your permission prior to contacting your doctor. |

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|I agree that the organization reserves the right to require me to undergo a medical examination / pre-employment questionnaire. |

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|Signed Dated |

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Company Drug and Alcohol Policy Information for Job Applicants

SDC Trailers Limited is committed to providing a safe and productive work environment and to promoting the health, safety and wellbeing of its employees and comply with legislation e.g. Health & Safety at Work (Northern Ireland) Order 1978 and Misuse of Drugs Act 1971.

The Company has a Drugs and Alcohol policy which is designed to ensure that employees are aware of the health risks associated with alcohol/drug misuse, outline the help and support available for staff and managers on these issues, and set out the consequences for those who are found to be misusing drugs and / or alcohol at work.

The inappropriate use of alcohol or drugs can damage the health and wellbeing of employees and have far reaching effects on their personal and working lives. At work, alcohol or drug misuse can result in reduced levels of attendance, sub-standard work performance, increased health and safety risks, disciplinary problems and reduced efficiency. Furthermore, the effects of alcohol or drug misuse may be detrimental to the reputation and image of The Company and its ability to deliver high quality products and services.

I understand that I will be subject to Drug Testing on the first day of employment as part of the Induction Process if I am successful in obtaining a position with SDC Trailers Limited.

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|Signed: Dated: |

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Equal Opportunities Policy

STATEMENT OF POLICY

We recognise that discrimination is unacceptable and although equality of opportunity has been a long standing feature of our employment practices and procedure, we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action.

The aim of the policy is to ensure no job applicant, employee or worker is discriminated against either directly or indirectly on the grounds of race, colour, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age or Disability.

We will ensure that the policy is circulated to any agencies responsible for our recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment. The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity.

The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular and relevant Codes of Practice. We will maintain a natural working environment in which no employee or worker feels under threat or intimidated.

RECRUITMENT AND SELECTION

The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or subconsciously, in making these decisions. Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principle of this policy. Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications. We will adopt a consistent, non – discriminatory approach to the advertising of vacancies.

We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate. Short listing and interviewing will be carried out by More than one person where possible. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

We will not disqualify any applicant because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job.

TRAINING AND PROMOTION

Senior staff will receive training in the application of this policy to ensure that they are aware of its contents and provisions.

Monitoring may involve:-

A. the collection and classification of information regarding the race in terms of the ethnic/national origin and sex of all applicants and current employees.

B. the examination by ethnic/national origin and sex of the distribution of employees and the success rate of the applicants.

C. recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.

The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and staff.

Employee Monitoring Questionnaire Private and

Confidential Equality of Opportunity

|Ref No: |

|Position Applied for: |

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In accordance with the Fair Employment and Treatment (Northern Ireland) Order 1998, all applications for positions in our Toomebridge site only must complete the Monitoring Questionnaire below:

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|We are an Equal Opportunities Employer. We do not discriminate on grounds of religious belief or political opinion. We practice equality of opportunity in |

|employment and select the best person for the job. |

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|To demonstrate our commitment to equality of opportunity in employment we need to monitor the community background of our employees, as required by the Fair |

|Employment Act 1989. |

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|Regardless of whether we practice our religion, most of us in Northern Ireland are seen as either Catholic or Protestant. We are therefore asking you to indicate|

|your community background by ticking the appropriate box below. |

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|I am a member of the Protestant Community [pic] |

|I am a member of the Catholic Community [pic] |

|I am a member of neither the Protestant or Roman Catholic Community [pic] |

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|Could you please indicate whether you are: |

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|Female [pic] |

|Male [pic] |

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|If you do not complete this questionnaire, we are encouraged to use the “residuary” method, which means that we can make a determination on the basis of personal|

|information on file. |

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|NOTE It is not compulsory for you to answer the above questions. However we would stress that it is a criminal offence under the legislation for a person to |

|“give false information in connection with the preparation of a monitoring return”. |

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|Please indicate your nationality, e.g. Northern Irish, Polish, Lithuanian, etc: |

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|Signed: Dated: |

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Please return completed forms to

Jane Millar - Human Resources Manager SDC Trailers Ltd

116 Deerpark Rd, Toomebridge, Co. Antrim, N. Ireland BT41 3SS

Telephone: +44 (0)2879 650765 Fax: +44 (0)2879 650042

Email: info@ Website:

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