L I V E R P O O L A R C H D I O C E S A N C E N T R E F O R E V A N G E L I S A T I O N

LIVERPOOL ROMAN CATHOLIC ARCHDIOCESAN TRUSTEES INCORPORATED Registered Charity No. 232709

Private and confidential Date: August 2013 Applicant Dear Applicant,

Re: Assistant Chaplain – St Helens and Knowsley Hospital Trust Thank you for the interest you have shown in working for the Archdiocese of Liverpool. Enclosed you will find the following documents relating to the application process for the above position:

1) Application for Employment Form 2) Monitoring Form (Voluntary) 3) Job Description and Person Specification and additional information 4) Equal Opportunities Policy 5) Recruitment of Ex-Offenders Fact Sheet

Please provide a cover letter, confirming the number of hours you would ideally be available to work on a weekly basis up to a maximum of 15 per week. Please ensure that you complete the enclosed application form as fully as possible to maximise your chance of being selected for interview. You may, if you wish, attach a copy of your curriculum vitae as supporting or additional information. The monitoring form is entirely voluntary and should you choose not to provide the information requested your employment opportunities will not be affected.

The information you provide on the enclosed documents will be used only for the purpose of recruitment and selection and will be held in accordance with the Data Protection Act 1998. Thank you again for your interest in this post. Please return your completed form prior to the closing date as advertised to; Human Resources Department LACE Croxteth Drive Sefton Park Liverpool L17 1AA We look forward to receiving your application.

Archdiocese of Liverpool

Roman Catholic Chaplaincy Services

The Archdiocese of Liverpool is seeking to recruit two part time permanent Assistant Chaplain posts with the Roman Catholic Chaplaincy Services at Whiston and St Helens Hospitals.

Assistant Chaplain

Hourly rate £17.53 per hour X2 Part-time posts, a total of 18.75 hours

with a maximum of 10-15 hours for one of the posts

25 days holiday pro rata for part time, pension and salary exchange schemes

Reporting to and assisting the Roman Catholic Priest Chaplain, the Assistant Chaplain(s) will work within Diocesan, NHS and Department of Health guidelines as part of the wider Hospital Chaplaincy team. The role holder(s) will be required to provide for the religious and spiritual needs of Roman Catholic patients, relatives and staff in the provision of sacramental, pastoral, spiritual and religious care.

As part of the wider Chaplaincy team and working with two part time Assistant Catholic Chaplains, the post holder(s) will also liaise with NHS staff and other key personnel in the provision of on-going pastoral care as well as supporting in the recruitment, training and overseeing of the Catholic Chaplaincy volunteers to ensure they are able to undertake ministry on the wards across Whiston and St Helens hospital sites

Candidates must be a committed and practising Roman Catholic and have the ability to support the sick and dying and their relatives.

Candidates must have:

A flexible approach to work

Have been commissioned as an Extraordinary Minister of Holy Communion

Highly developed sensitive and sympathetic listening skills

Excellent oral and written skills

Additionally the following would be advantageous:

Experience of collaborative working in an ecumenical context

Held a position of trust in a faith-community

To hold a qualification in theology and/or Chaplaincy.

You can download a full application pack including job description and person specification from our website at; www.liverpoolcatholic.org.uk/jobs

All candidates are required to provide a cover letter, confirming the number of hours they would ideally be available to work on a weekly basis up to a maximum of 15 per week.

Closing Date: Friday 20 September 2013

This post is subject to a disclosure check by the Disclosure & Barring Service

ARCHDIOCESE OF LIVERPOOL

Job Description

Job Title

Assistant Chaplain

Reports to Roman Catholic Chaplain (‘Priest Chaplain’)

Location Whiston Hospital

Hours of Work Maximum of 15 hours per week (including evenings and weekends) Hours as required, dependent upon the needs of the Chaplaincy Service

Terms Satisfactory completion of a six month probationary period

Salary- Hourly Rate £17.53

This post is subject to an enhanced Criminal Records check

Purpose of Job

To provide for the religious and spiritual needs of all Roman Catholic patients, relatives and staff in liaison with the Priest Chaplain and working within current Diocesan, NHS and Department of Health guidelines. To work as part of the wider Chaplaincy Team and to share concern for those of other Churches and faiths. To be accountable, through the Priest Chaplain, to the Archbishop of Liverpool and to the appointed person at the specific hospital trust. To support, as directed, the Priest Chaplain in all aspects of Chaplaincy service provision depending upon the full time, part time, hands on, hands off nature of the Priest Chaplain role at the allocated hospital or hospitals.

Principal Duties and Responsibilities

1 To provide religious and spiritual support on a personal visit basis to patients, ensuring a high level

of service in relation to; prayer, pastoral counselling, offering the sacraments, supporting the dying and their relatives, leaving prayer/information cards with patients, and informing them of the days on which volunteers will offer Holy Communion

2 To ensure that referrals of patients received and any aftercare work which may be required is dealt with and followed up in a timely manner, referring any individual cases of concern to the Priest Chaplain if appropriate.

3 To prepare duty rotas allowing sufficient notice to be given to chaplaincy volunteers.

4 To respond to phone calls from staff, family, patients, volunteers and parish priests in a sensitive and appropriate manner, ensuring that appropriate timescales are applied to any action required.

5 To ensure that wards are systematically visited on a regular basis to improve the effectiveness of the Chaplaincy service.

6 Respond to all aspects of Chaplaincy work which may not be directly linked to patients.

7 Be willing to act as an advocate for patients in conversations with other faith based representatives which may include NHS clinical and non-clinical staff.

8 Attend meetings, where appropriate, to represent the Roman Catholic Chaplaincy team.

9 Be committed to professional and spiritual growth by maintaining up-to-date skills and knowledge with evidence of learning.

10 Act in accordance with Archdiocesan policies and procedures ensuring that you also comply with any associated NHS Trust policies where applicable and NHS Chaplaincy guidance documents.

11 Assist in promoting health, safety and security in the workplace, reporting any incidents to the Roman Catholic Chaplain or other designated person.

Chaplaincy Service Developments

1 To ensure that the needs of all patients, in relation to Mass, are provided on days when Mass is celebrated, ensuring that a high standard of care is provided at these times.

2 To devise an attendee list for Mass and ensure it is produced and communicated to the appropriate people in sufficient time for the necessary arrangements to be made.

3 To be proactive and place orders in a timely manner for all the necessary items relating to Mass and required quantities (including bread, wine, candles, palms, and ashes).

4 To ensure that the necessary posters relating to Holy Days of Obligation and other special occasions are purchased and displayed appropriately.

5 To plan and fully prepare for Days of Recollection and the Volunteers’ Annual General Meeting, playing an important part in these events which may take place during unsociable hours including evenings and weekends.

Confidentiality:

During your employment you may gain knowledge of confidential matters, which may include personal and/or business related issues. Such information must be considered strictly confidential and must not be discussed or disclosed. Failure to observe this confidentiality could lead to disciplinary action being taken against you.

Data Protection:

Where it is a requirement of the job for the post holder to use computers or other information technology, he/she will be required to ensure that security procedures are followed as appropriate and that confidential information for example, passwords, are not communicated to unauthorised individuals.

Safeguarding:

The post holder, during the execution of this role, will come into regular contact with children and vulnerable adults and will adhere to all Diocesan safeguarding procedures.

Health and Safety:

All employees are required by Section 7 of the Health and Safety at Work Act to take reasonable care of their own health and safety and that of others who may be affected by their acts and omissions.

General Clause:

This job description is not intended to be exhaustive but to indicate the main responsibilities of the post and may be amended from time to time in liaison with the post holder and the Priest Chaplain. Signed by Employee: ………………………………………………………. Date:………………………. Print Name (Employee)……………………………………………………... Signed by Manager………………………………………………………….. Date:………………..……… Print Name (Manager)………………………………………………………..

Person Specification

Job Title Assistant Chaplain

Attributes Essential Desirable

Qualifications To be nominated by the Roman Catholic Archbishop of Liverpool.

Commissioned as an Extraordinary Minister of Holy Communion or willing to be commissioned.

In good standing with the Catholic faith community.

To hold a qualification in theology and/or Chaplaincy.

Experience A practising Roman Catholic

Experience of collaborative working in a Catholic context.

Experience of managing and motivating others, individually and in a team.

Experience of recruiting, monitoring and managing volunteers.

Experience gained within a chaplaincy setting

Experience of collaborative working in an ecumenical context.

Having held positions of trust in a faith-community.

Working knowledge of NHS issues.

Skills and Knowledge

Proven skills in leadership, planning and organizing.

Ability to communicate clearly in a variety of settings, to achieve cooperation and to influence others.

Ability to assess a situation accurately and prioritize.

Ability to value the spiritual/faith journey of those of any faith or none.

Ability to relate well to priest-chaplains, paid workers and volunteers.

Ability to develop and promote effective interpersonal relationships with colleagues in the healthcare setting.

Intermediate word processing and IT skills.

Ability to analyse information and prepare written reports.

Personal Attributes

Commitment to personal prayer and ongoing formation.

Stable temperament.

Sensitive and sympathetic listening skills.

Open and approachable.

Discretion with regard to patient confidentiality.

Good attendance record in previous employment.

Receives regular spiritual direction.

Ability to cope with an unpredictable work pattern due to the demands of the service.

Date: Nov 2012

Job Description – Additional information

Job Title: Assistant Chaplain Salary: £17.53 per hour

Hospital sites covered: Whiston and St Helens Hours: Maximum of 15 hours per week

Hospital home location: Whiston Hospital Funded Post: Yes

NHS Trust: St Helens & Knowsley Teaching Hospitals NHS Trust Date of funding review: Annually

Priest Chaplain: Fr Peter Fox (works 3.75 hours per week in the Trust, plus on-call duties)

Funding and review:

This is a permanent role within the Archdiocese of Liverpool. However, the role is funded and as such is reviewed on an annual basis.

Hours of Work

The hours of this role are part time. These hours will be worked on a flexible basis for the needs of the Chaplaincy Department at St Helens & Knowsley Teaching Hospitals NHS Trust. It is part of the Assistant Chaplain's role to provide a Chaplaincy service on Christmas Day, Good Friday and Easter Sunday.

Additional Working Hours

There is no provision for additional paid hours of work, over the hours stated for this role. No premium payments will be paid for this post on Sundays, Holy Days or any other day.

Job Purpose:

As one of three Assistant Chaplains (all part-time) at the St Helens & Knowsley Trust you will be required to provide, in support of the Priest Chaplain, all the necessary functions required of the Roman Catholic Chaplaincy.

Priest Chaplain

The Priest Chaplain assigned to Whiston and St Helens Hospitals is currently Fr Peter Fox, parish priest of St Luke's, Whiston. The Assistant Chaplains (3) are responsible and accountable to the Priest Chaplain in all matters of Chaplaincy service provision.

‘On Call’ provisions

The Assistant Chaplains arrange a cross-site 24/7 on-call rota involving priests in the Trust catchment area. On occasions when no priest is available to be on call, one of the Assistant Chaplains may assume this responsibility for a 24-hour period. Payment for this is made by the diocese as part of the monthly pay, following a monthly submission by Sr Susan Molloy, Assistant Chaplain.

Expenses / Mileage:

The primary location for this Assistant Chaplain role is Whiston Hospital. In the event there is a requirement to travel to other locations during the undertaking of this role, mileage claims should be claimed in accordance with the diocesan expenses policy.

All resources to fulfil this role are provided by the employer or NHS Trust.

NHS Reporting

All Catholic Chaplaincy personnel are accountable to Bishop Thomas Williams (on behalf of the Archbishop of Liverpool) and to the Director of Nursing, Midwifery and Governance (on behalf of the Trust's Chief Executive), reporting to the Head of Spiritual Care and Chaplaincy Services on a day-to-day basis. However, if the Assistant Chaplain has any matters of concern relating to employment, these should be referred directly to the Priest Chaplain.

Specifics

The Assistant Chaplain will wear an identity badge (provided by the Trust) at all times when on site. The Assistant Chaplains share responsibility for ensuring that all volunteers also wear identity badges whilst undertaking their duties.

Position within the Chaplaincy Team

Priest Chaplain

| Assistant Chaplain (3)

Trust / Chaplaincy – specific responsibilities / tasks

Tasks specific to the hospital

1 2 3 4 5 6

The Assistant Chaplain may be invited to sit on any committees deemed appropriate by the Head of Spiritual Care and Chaplaincy Services, provided this is relevant to Catholic Chaplaincy principles and does not detract unduly from the core service provision. The Assistant Chaplain will collect and analyse data in agreement with the Trust as a means of targeting an optimum quality of service. These data will be available for inspection by the Director of Nursing, Midwifery and Governance. The Assistant Chaplain will provide a quarterly return detailing specific emergency call-outs. The Assistant Chaplain will contribute to the provision of Chaplaincy support to the Five Boroughs Partnership at Whiston and St Helens Hospitals whilst the Service Level Agreement with the Five Boroughs remains in force. The Assistant Chaplain will contribute to the training of students and staff in awareness of Chaplaincy matters, and, when require, will represent the Chaplaincy in multi-disciplinary meetings within the Trust. For all other duties and responsibilities, see the general Assistant Chaplain's job description.

This application form plays an important part in your selection for employment at the Archdiocese of Liverpool. It is essential that you complete all the sections as fully as possible. Incomplete forms may not be processed further.

The information provided by you on this form will only be used for processing your application of employment. By providing your personal information you are consenting to its use, for this purpose, in line with the Data Protection Act 1998.

Section 1 – Personal Details

Position applied for:

Location:

Surname:

First Name(s): Please state your name in full including any middle name(s)

Title (Mr, Mrs, Miss, Ms ….)

Home Address:

Tel No. (Home) Email

(Work) NI No

(Mobile) If under 18 please state age

I can confirm that I am currently, legally entitled to work in the UK. Yes No.

Have you ever been convicted of a criminal offence? Yes No.

If yes, please give details.

Please note that a criminal record may not necessarily exclude you from employment with the Archdiocese of Liverpool.

Do you have a current driving licence? Yes No.

If yes, give details, including any endorsements.

Please provide details of any special arrangements you may require to help you attend an interview. e.g. interpreter, signer, wheelchair access etc.

ARCHDIOCESE OF LIVERPOOL

APPLICATION FORM

Employment Application 2007

Section 2 – Education and Qualifications

Date From

Date To

School / College / University Exams & Grade Achieved/Awarding

Body

Please give details of relevant training attended in the last two years Dates Training

Section 3 – Employment History

Please provide full details of your employment history, accounting for all periods of time including employment, unemployment, and voluntary work, raising a family, part-time work or education. Please start with your present post and continue on an additional sheet if necessary, attached securely to this application form. Please note references will not be sought from your employment history prior to an offer being made. Dates of Employment

Name and Address of Employee Job title and duties undertaken

Final Salary Reasons for Leaving

Employment Application 2007

Section 4 – Experience and Relevant Skills Please assess yourself against each of the selection criteria on the job description and give specific examples of how your skills, knowledge and experience meet these criteria. Please continue on an additional sheet if necessary, attached securely to this application form.

Employment Application 2007

Section 5 – Character References

Please provide details below of two referees, not connected with your present or previous employer, who may provide additional information where necessary.

1. Name: Address: Tel No:

2. Name: Address: Tel No:

Section 6 – Additional Information

Please provide details of your leisure interests, sports, hobbies and other pastimes including positions of responsibility held, i.e. School Governor, Committee Member

Please provide any further information relevant to your application

If offered the post, when could you commence employment?

Section 7 – Declaration

Disclosure of Criminal and Child Protection matters The Trustees of the Archdiocese of Liverpool are obliged to operate a checking procedure for employees where posts are subject to DBS checks. I confirm that I am not knowingly seeking work in regulated activity with a sector from which I am barred to work. I understand that if I am appointed, I will be subject to the appropriate level of DBS check the post for which I am applying requires. Signed..........................................................................................................Date..........................................................

I confirm the information stated in this application to be complete, accurate and true. Providing incorrect or untrue information may lead to the Archdiocese of Liverpool rejecting my application, or withdrawing any employment contract offered or, if employed, dismiss without notice.

Signed: Dated:

Thank you for taking the time to complete this application form.

Please return this document along with other documents provided in the application pack to:

Human Resources, LACE, Croxteth Drive, Sefton Park, Liverpool L17 1AA

Monitoring Form - Updated June 2012

The Archdiocese of Liverpool is committed to equal opportunities and all applicants will be considered solely on their knowledge, skills and ability to perform the job applied for.

To help us monitor this, we would be grateful if you could answer the questions below by ticking the boxes that most appropriately describe you.

1. Name 2. Gender Male Female 3. Date of Birth Age

4a Please tick the box that identifies your ethnic origin.

White Mixed Black Asian Chinese

British White/ Black Caribbean African Indian Chinese

Irish White/ Black African Caribbean Bangladeshi Other

Scottish White/ Asian Other Black Pakistani

Welsh Other Mixed Other Asian

Other

4b. Please state your nationality / Country of origin .....................................................................

4c. Please indicate where you saw the job advertisement? Job Centre ....... Diocese Website ....... Parish Newsletter ....... Cathedral ........

Other (please state) ....................................

5. Do you consider yourself to be disabled? Yes No

If yes, briefly tell us about any special arrangements required by you.

6. Religion

None Roman Catholic Buddhist Jewish

Anglican Muslim Hindu Sikh

Other

Any other Religion (please specify)

This form is entirely voluntary and should you choose not to provide the above information your employment opportunities will not be affected.

You may return this document with your application form or separately if you wish to: Human Resources, LACE, Sefton Park, Liverpool. L17 1AA The information provided on this document will be used only for the purpose it was intended and held in accordance with the Data Protection Act 1998. Thank you for taking the time to complete this form.

Archdiocese of Liverpool Monitoring Form

Equal Opportunities Policy June 2012

EQUAL OPPORTUNITIES POLICY 1. STATEMENT ON EQUAL OPPORTUNITIES

1.1 The Archdiocese of Liverpool is committed to the principle of equal opportunity in

employment and declares its opposition to any form of less favourable treatment because of a protected characteristic, whether through direct or indirect discrimination.

1.2 Accordingly, management will ensure that recruitment, selection, training, development and promotion procedures result in no job applicant or employee receiving less favourable treatment because of a protected characteristic i.e. on the grounds of race, colour, nationality, ethnic or national origin, religion or belief, disability, trade union membership or non-membership, sex, sexual orientation, age, pregnancy and maternity, gender reassignment, marital status/civil partnership, or on the basis of being a part-time or fixed-term worker. The Company’s objective is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.

2. EMPLOYMENT PRACTICES

2.1 The Archdiocese of Liverpool states its wholehearted support for the principles and

practices of equal opportunity and recognises that it is the duty of all employees to accept their personal responsibility for fostering a fully integrated community at work by adhering to the principles of equal opportunity and maintaining a harmonious working environment.

2.2 The Archdiocese of Liverpool will actively promote equal opportunities throughout the Archdiocese of Liverpool through the application of employment policies which will ensure that individuals receive treatment that is fair and equitable and consistent with their relevant aptitudes, potential, skills, experiences and abilities. All managers and supervisors will seek to ensure that all employees comply with these principles.

2.3 The Archdiocese of Liverpool will ensure that individuals are recruited and selected, promoted and trained on objective criteria having regard to the relevant aptitudes, potential, skills, experiences and abilities. In particular, no applicant will be placed at a disadvantage by any practices which because of a protected characteristic constitute direct or indirect discrimination.

2.4 The Archdiocese of Liverpool recognises the problems that harassment may cause at work and is committed to ensure that such unacceptable behaviour does not take place. Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them having regard to all the circumstances including the perception of the victim. All forms of harassment are abhorrent and will not be tolerated by the Archdiocese. Harassment in any form is regarded as unlawful discrimination and additionally may also be subject to criminal proceedings. All such cases will be dealt with under the Disciplinary and Dismissal Procedure.

Equal Opportunities Policy June 2012

The Archdiocese of Liverpool recognises that the detriment a disabled person endures as a consequence of their disability can, in many instances, be removed by the adoption of reasonable adjustments. The Archdiocese of Liverpool is committed to ensure that such adjustments will be effected where reasonably practicable and where the detriment is substantial.

3. MONITORING AND REVIEW ARRANGEMENTS

3.1 The Archdiocese of Liverpool recognises that the regular monitoring of employees and job applicants is essential to the thorough review of the effectiveness of this Policy and to this end the Archdiocese of Liverpool will initiate equal opportunity monitoring.

3.2 The successful implementation of this Policy depends upon the regular examination and progress towards equal opportunity.

3.3 The Archdiocese of Liverpool will review the workplace and arrangements affecting any disabled employee and will take such steps as is reasonable to prevent substantial disadvantage.

4. GRIEVANCE, DISCIPLINARY AND DISMISSAL PROCEDURES

4.1 The Archdiocese of Liverpool will ensure that any individual or group of employees who believe that they have experienced direct or indirect discrimination are properly represented in any grievance proceedings. Any employee who feels that he or she has been treated unfairly in connection with their employment should raise their grievance through the Grievance Procedure when every effort will be made to secure a satisfactory resolution. In addition the Archdiocese of Liverpool will ensure that any employee making a complaint of unfair discrimination (or any employee assisting or representing) will be protected from any victimisation. Where the complaint relates to alleged harassment, the procedure outlined at Section 9, should be followed.

4.2 The Archdiocese of Liverpool will continue to treat unfair discriminatory conduct by any member of staff as a serious disciplinary offence.

5. TRAINING AND ADVERTISING

5.1 The Archdiocese of Liverpool will train, develop and promote on the basis of merit and ability only. The Archdiocese of Liverpool will seek to encourage employees and job applicants of under represented groups by using the positive action measures available to the Archdiocese of Liverpool through the relevant legislation.

5.2 When vacancies are advertised both internally and externally, the Archdiocese of Liverpool will continue to ensure that such advertising, both in placement and content, is compatible with the terms of this Policy. To this end, opportunities will be taken through language, images or declarations, as appropriate, to show that the Archdiocese of Liverpool is an equal opportunities employer. In practical terms this means that the wording of advertisements will be carefully scrutinised to ensure that any hidden discrimination is avoided or that discriminatory loaded wording is avoided. Every effort will be made to ensure that the advertisements are placed in newspapers and publications so that as wide a readership as possible has access to the vacancies. This may include the placing of advertisements in ethnic publications and women's magazines.

Equal Opportunities Policy June 2012

5.3 To this end, "word of mouth" advertising, personal contacts and family relationships will be discouraged as the only means of recruiting new staff or promoting existing staff.

6. COMMUNICATION

6.1 The principles in this Policy will be brought to the attention of all staff by means of publication in the Employee Handbook.

6.2 All employees are encouraged to bring to the attention of their Line Manager any act of

discrimination they observe. 6.3 Employees who are newly disabled are encouraged to bring this to the attention of their

Line Manager to enable a review of their treatment to be made. This review will include an assessment of the workplace and arrangements to ensure that these do not place the disabled person at a substantial disadvantage. Where they do, then adjustments will be effected where reasonable to do so.

7. HARASSMENT

7.1 Preamble

Harassment in the employment situation is unlawful under discrimination legislation and as a consequence is unlawful behaviour. It is also improper and inappropriate behaviour which lowers morale and interferes with the effectiveness of people at work.

It is the policy of this Archdiocese of Liverpool to make every effort to provide a working environment free from all forms of harassment and intimidation.

All employees are expected to comply with the policy and to ensure that such conduct does not occur. Appropriate disciplinary action including summary dismissal for serious offences will be taken against any employee who violates this policy.

7.2 Definition

Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them having regard to all the circumstances including the perception of the victim.

7.3 Examples

The following are examples of inappropriate behaviour covered by this Policy:-

Physical conduct of a sexual nature: unwanted physical contact including unnecessary touching, patting, pinching or brushing up against another employee's body, assault.

Verbal conduct by nature of a sexual, racial, age, sexually oriented, or on the grounds of religion or belief: unwelcome sexual advances, propositions or pressure for sexual activity, continued suggestions for social activity outside the workplace after it has been made clear that such suggestions are unwelcome, offensive comments on religious grounds, suggestive remarks, innuendoes or comments on sexual orientation.

Non-verbal conduct of an offensive nature: the display of pornographic or sexually suggestive pictures, objects or written materials, leering, whistling or making sexually suggestive gestures.

Equal Opportunities Policy June 2012

Conduct which denigrates or ridicules or is intimidatory or physically abusive to an employee because of his or her sex, race, sexual orientation, age, religion or belief such as derogatory or degrading abuse or insults which are so motivated and offensive comments about dress or appearance or physique, hygiene etc.

8. DUTY OF MANAGERS AND SUPERVISORS

All supervisors and managers are responsible for eliminating any forms of harassment or intimidation of which they are aware. Failure to do so will be treated as a failure to fulfil all the responsibilities of their position. Similarly, all supervisors and managers are responsible for eliminating less favourable treatment of disabled persons for a reason or reasons which relate to their disability. Again, failure to do so will be treated as a failure to fulfil all the responsibilities of their position.

No supervisor or manager shall threaten or insinuate, either explicitly or implicitly, that an employee's rejection of sexual advances or resistance to any racial abuse or abuse on the grounds of sexual orientation, age, religion or belief will be used as a basis for an employment decision affecting that employee. Such conduct shall be treated by the Archdiocese of Liverpool as a serious disciplinary offence by the supervisor or manager.

9. HARASSMENT COMPLAINTS PROCEDURE

It is clearly inappropriate for the normal grievance procedure to be used for complaints of harassment particularly where the manager is the alleged harasser.

9.1 Wherever possible the person who believes that they are the subject of harassment should ask the person responsible to stop the harassing behaviour. Where this does not stop or some employment consequences result then a complaint under 9.2. below should be made.

9.2 An employee who believes that they have been the subject of harassment should report the alleged act to the appropriate line manager, Director or a nominated officer of the employee’s choice.

9.3 A timely investigation will be conducted into the complaint in a confidential manner. All parties will be guaranteed a fair and impartial hearing.

In any serious case of alleged harassment either or both of the parties may be suspended on full pay pending the completion of the investigation. The victim will be interviewed preferably by a person of the same sex/race where appropriate. Confidentiality will be assured. A diary should be kept by the victim detailing the allegations and dates when they occurred.

9.4 If the investigation reveals that the complaint is valid, senior management will give it its prompt attention and disciplinary action will be taken to stop the harassment immediately and prevent its recurrence. In such circumstances if relocation proves necessary, every effort will be made to relocate the harasser and not the victim.

9.5 Employees shall also be protected from intimidation, victimisation or discrimination for filing a complaint or assisting in an investigation. Retaliation against an employee for complaining about harassment is a disciplinary offence and is also actionable through the Employment Tribunals.

Liverpool Roman Catholic Archdiocesan Trustees Incorporated

Recruitment of Ex-Offenders FACTSHEET

Issue Date July 2012

Archdiocesan Approach - The aim of this factsheet is to state the Archdiocesan approach towards employing people who have criminal convictions. The Archdiocese is committed to equality of opportunity for all job applicants and aims to select people for employment on the basis of their individual skills, abilities, experience, knowledge and, where appropriate, qualifications and training.

The Archdiocese will therefore consider ex-offenders for employment on their individual merits. Our approach towards employing ex-offenders differs, however, depending on whether the job is or is not exempt from the provisions of the Rehabilitation of Offenders Act 1974.

Jobs covered by the Rehabilitation of Offenders Act 1974

The Archdiocese will not automatically refuse to employ a particular individual just because he/she has a previous criminal conviction.

As part of our recruitment process at application and job interview stage, job applicants will be asked to disclose any unspent convictions, however, we will not ask job applicants questions about spent convictions, nor expect them to disclose any spent convictions.

If an applicant has a conviction that is not spent and if the nature of the offence is relevant to the job for which he/she has applied, the Archdiocese will review the individual circumstances of the case and may, at its discretion, decline to select the individual for employment.

Jobs that are exempt from the Rehabilitation of Offenders Act 1974

If the job into which the Archdiocese is seeking to recruit is one of the excluded jobs listed in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 or the Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2003, the Archdiocese will require the applicant to disclose all convictions, whether spent or unspent. Even in these circumstances, however, we will not refuse to employ a particular individual unless the nature of the conviction has some relevance to the job for which the individual has applied.

Furthermore, if the job is exempt, the Archdiocese will, once it has selected the person to whom it wishes to offer employment, seek documentary evidence about that person's criminal convictions. The Archdiocese will seek the applicant's agreement to make a joint application to the Criminal Records Bureau or the Scottish Criminal Record Office for a standard or enhanced disclosure (as appropriate). The Archdiocese will pay the fee for obtaining the appropriate criminal records certificate.

The Archdiocese is committed to ensuring that all information provided about an individual's criminal convictions, including any information released in disclosures, is used fairly and stored and handled appropriately and in accordance with the provisions of the Data Protection Act 1998. Data held on file about an individual's criminal convictions will be held only as long as it is required for employment purposes and will not be disclosed to any unauthorised person.

The Rehabilitation of Offenders Act 1974

The Rehabilitation of Offenders Act 1974 was designed to prevent individuals being rejected for employment on account of a criminal offence committed in their past, provided that they have not subsequently re-offended. Under the Act, a conviction becomes 'spent' after the elapse of a defined period of time with the result that the individual becomes 'rehabilitated'. The relevant periods of time are set out in the Act and depend on the type of offence committed. An individual whose sentence exceeded 30 months can never become rehabilitated under the Act.

The effect of these provisions is that people whose convictions are 'spent' and who are therefore 'rehabilitated' must (with some exceptions - see below) be treated for all purposes as if their conviction had never occurred. Job applicants are therefore entitled to conceal details relating to spent convictions from a prospective employer. If the employer nevertheless finds out about a job applicant's spent conviction, the employer must disregard it when making the decision as to whom to employ. A refusal to employ a rehabilitated person on the grounds of a spent conviction is unlawful. There is, however, a long list of excluded jobs and professions, ie. jobs where the fact that a conviction is spent does not entitle the individual to decline to disclose it to a prospective employer. Where the job is exempt, the employer may lawfully decide to reject the individual for employment on the grounds of a conviction, whether spent or unspent.

Data Protection

Under the Data Protection Act 1998, information about an individual's actual or alleged criminal offences is regarded as 'sensitive data'. This means that any recorded data about the individual's criminal offences are held on file only if the individual has expressly consented, or if one of a restricted number of conditions is fulfilled. One of these conditions is where the data is necessary in order that the employer can comply with a legal obligation in connection with employment.

An individual has the right to request access to any personal information held about him or her.