Application For Employment

Section 1 - Job Details

Job Title: Food Service Assistant

Section 2 - Personal Details

Disability: Perfectly able.

Driving Licence: No driving licence till now.

Section 3 - Religious Beliefs

I am a Hinduism follower. As I came from hindu religious country. But my belief against other
religion is same as my own religion. I am strictly against religion discrimination. I believe all religion
are same its just the different way to looking into it.

Section 4 - Education, Training And Development

Currently, styuding computer engineering.

Had some training while working in restaurants about costumer service, customer handling about
health and safety rules and regulation and cleaning as well as preparing food.

Because of the previous employment had improved and gained lot of knowledge about customer
care and restaurants policy. Such as dealing with customer so that they may find our place as a
familiar place. Attracting customer policy. Not only customers but respecting and be friendly with
the work colleagues as well.

Section 5 - Current or previous employer

Currently, unemployed and looking for a job. I am on a student visa I can work 20hrs in term time
and as a full time on vacation period. And I have worked before so this will not be first job.

Section 6 – Previous employment and experience

1. EMPLOYEE LYCA MOBILE, Leicester

DURATION November 2009 to December 2009
DESIGNATION Sales and Management
EMPLOYER Mr. Haniff (Maneger)

For Lyca mobile, I undertook many different tasks required by the company,
primarily working on the sales, I soon developed my skills and was recognized as a
confident individual, I also assisted people with any complain queries they may have had,
during busy periods I often stayed behind to assist with the new ideas and technology for
problems.
 2. EMPLOYEE LA PARRILA, leicester
DESIGNATION Tilt assistance
DURATION March 2010 to july 2010
EMPLOYER Mr. Yayha sidhant (owner)
For LA PARRILA, I was a tilt assistance, it was basically a restaurant at the
Uppigham road in Leicester. I soon developed my skills even though it was totally
different from my previous job. I was able to handle the customers during its busy
time with calm and cool. I worked directly with the owner as he used to assist me with
his business. At LA PARRILA I had to make sandwiches, croissants, bagels,
baguette etc.

3. EMPLOYEE CARLUCCIO`S, Richmond

DESIGNATION Barista
DURATION November 2010 to January2011
EMPLOYER Mrs. Lorrine (general manager)
Carluccio`s was a renowed Italian restaurant which is all over the united kingdom. I
have worked there for almost three months as a barista(bar tender). At that period I
used to make drinks, cocktails, coffees etc. so I have some experienced as well in
bar tender.

Section 7 – References
1. Mrs. Lorrine (General manager)
Carluccio`s, Richmond
London
Phone no- 02089405037
2. Mr. Yahya sidhant (owner)
La parrila, uppingham road
Leicester
Phone no- 07879242227

Section 8 – Supporting Information

First of all, I have heard so much about the YMCA. It would be my honour and privilege to be part of
such reputed company. As YMCA helps to provide employment opportunities for many unemployed
personnels such as me. So I admire and respect the preposition you guys offer, So I want to be part
of the such a great company.

I have studied the job description and to be honest with you the responsibilities and duities are
the same as I used to do before. I am certain that I will be an experienced employee although you
said you will provide necessary training but I recommend not to, if you prefer then I will accept it
joyfully because it will improve my knowledge more.
 Talking about me, reading this application up to here I am sure you have got the idea about my
English. I will not its perfect but its acceptable I am sure of it. I can communicate well share a joke
can do everything a guest or customer wants. I will try to be as much familiar as I can with the
customers because I know the importance of the customer service. Customer service is the priority
and satisfaction that we give to the customer. Our main focus would be the satisfaction of the
customer as we believe customer must be treated as god. And cause of the my previous employed
which were both the restaurants my main objective would be customer. So working in their I learned
so much about the customer service. I would be happy to show my talents, my knowledge, my skills
to you.

Thus, I am a hardworking person, punctual, down to the earth kind of guy. I take my job very
seriously even it’s a small or big. I believe in action rather than words so until and unless you see me
I can only express myself to you.

Section 9 – Declaration

Please check your application thoroughly to ensure it is correct, before signing this section.

Any false or intentionally misleading statements made as this stage may affect any

future employment with Romford YMCA.

NOTES ON THE EQUAL OPPORTUNITY POLICY - MONITORING FORM

The YMCA is an Equal Opportunity Employer. To help us monitor our policy, we would

be grateful if you would complete the details on this monitoring form. The information

you give on this form does not form part of the selection procedure. The form is separated

from the application form and is only used to help us monitor effectively.

DATA PROTECTION

Personal data obtained from applicants during recruitment process will be held securely

by the YMCA identified in the job advertisement. Information provided will be used solely

for the purposes of election for the post advertised; unless express permission for

additional use is sought from the applicant [e.g. if the application might be considered

for other vacancies]. Other than the successful applicant, no personal data provided in

the course of the application other than that stored and processed as part of the YMCAs

monitoring of equal opportunities will be retained beyond four months from the date from

which applicants are informed of the outcome of their application.

Reg. Charity No: 113329

ADDITIONAL INFORMATION - DECLARATION OF CRIMINAL BACKGROUND

INFORMATION

The Rehabilitation of Offenders Act 1974 sets out to help people who have been convicted of a

criminal offence and have not been convicted again in a specified period. This period is known as

a rehabilitation period. Once a rehabilitation period has expired and no further offending has

taken place, a conviction is considered to be ’spent’. Once a conviction is spent, the convicted

person does not have to reveal it or admit its existence in most circumstances.

The Rehabilitation of Offenders Act 1974 [Exceptions Order] gives some exemptions from the

Act, whereby details of ’spent’ convictions have to be declared. One of these exemptions is

working with children, young people* and/or vulnerable adults. When recruiting people to work in

such positions of trust an employer is entitled to ask for details of all convictions, spent and

’unspent’.

If you are invited to interview you will be required to complete and bring with you a ‘Declaration of

Criminal Background Information’ form. This form will be sent to you with the interview invitation

and will require you to give details of any unspent convictions.

If the post for which you are applying involves working with children, young people* and/or

vulnerable adults, you will ALSO be required to give all details of any criminal record including

‘spent’ and ‘unspent’ convictions. Your application pack includes ‘Additional Guidelines for

Applicants for Positions which involve Working with Children, Young People* and/or Vulnerable

Adults’.

The information provided will only be seen by the interview panel if we are considering offering

you employment. Declaration of a conviction will not necessarily mean disqualification from

appointment. Criminal records will be taken into account only when they are relevant to the post

for which you are applying.

IF YOU ARE INTRESTED IN APPLYING

PLEASE RETURN THE APPLICATION FORM

• By the closing date shown in the advertisement or in the accompanying letter

• To the address as stated in the accompanying letter.

Following shortlisting you will be notified of the outcome of your application.

IF YOU ARE MADE AN OFFER OF EMPLOYMENT WITH THE YMCA

You will be required to:

• Consent to references being taken up

• Demonstrate, by producing approved documentation, that you are entitled to work in the

UK. This is because, as an employer, we will be committing a criminal offence if we

employ a person who is not entitled to work in the UK. We will advise you on which

documents are approved documentation.

• If the post for which you are applying involves working with Children, Young People* and/or

Vulnerable Adults, you will be required to apply for a higher level Disclosure. Please refer

to the ‘Additional Guidelines for Applicants for Positions which involve Working with Children,

Young People* and/ or Vulnerable Adults included in this application pack.

* Young people are those under 18 years of age.

ADDITIONAL GUIDELINES FOR APPLICATIONS

FOR POSITIONS WHICH INVOLVE WORKING

WITH CHILDREN, YOUNG PEOPLE* AND/OR

VULNERABLE ADULTS.

The post for which you are applying will bring you into direct contact with

children, young people* and/or vulnerable adults.

During our recruitment procedure we take steps to assess an applicant’s

suitability for such a position of trust. It is important that you understand the

nature of the checks that we will make and when we will make them.

The Rehabilitation of Offenders Act 1974 sets out to help people who have been convicted

of a criminal offence and have not been convicted again in a specified period.

This period is known as a rehabilitation period. Once a rehabilitation period has expired

and no further offending has taken place, a conviction is considered to be ’spent’. Once
a conviction is ‘spent’, the convicted person does not have to reveal it or admit its

existence in most circumstances.

The Rehabilitation of Offenders Act 1974 [Exceptions Order] gives some exemptions

from the Act, whereby details of ‘spent’ convictions have to be declared. One of these

exemptions is working with children, young people* and/or vulnerable adults. When

recruiting people to work in such positions of trust an employer is entitled to ask for details

of all convictions, ‘spent’ and ’unspent’.

If we ask you to come for an interview please bring the following with you

• A completed Declaration of Criminal Background Form

This form will be enclosed with the letter inviting you to interview. It asks for

details of ’spent’ and ’ unspent’ convictions, cautions, reprimands and final

warnings. You should complete the form and place it in an envelope marked

’Private and Confidential’, addressed to the Interview Panel. Your name should

be clearly stated on the front.

• Proof Of Identity

We require one form of photographic identification [e.g. a passport or new form of

driving licence] and two addressed items such as a recent utility bill, recent bank

statement, current Council Tax bill. If this is a problem please contact us.

The information relating to criminal convictions will only be seen by the interview panel if

we are considering offering you employment. If you wish to discuss the information that

you have given, please mention this to an interviewer. Having made its selection, the

panel may wish to discuss with you have any information you have given. Having a

conviction will not necessarily bar you from consideration for the post. Criminal records

will be taken into account only when they are relevant to the position for which you are

applying . Our policy on the recruitment of ex offenders is given overleaf.

If you are made a conditional offer you must apply for a high level Disclosure

statement from the Disclosure service. We will tell you how to go about this.
The Disclosure service offers organisations a means to check the background of job

applications to ensure that they do not have a history that would make them unsuitable

for the post. Disclosure statements are provided by the Criminal Records Bureau, an

executive agency of the Home Office. Higher level disclosure statements provide details

of a person’s criminal record including convictions, cautions, reprimands and warnings.

They also contain details from lists held by Government departments of those

considered unsuitable for this type of work. Organisations using the Disclosure system

must comply with a Code of Practice, a copy of which is available on request.

If you require further information about Disclosure you can visit the website

www.disclosure.gov.uk or telephone the Criminal Records Bureau information line

0870 90 90 811.

YMCA POLICY ON THE RECRUITMENT OF EX OFFENDERS

We actively promote equality of opportunity for all with the right mix of talent, skills and

potential and welcome applications from a wide range of candidates.

The YMCA undertakes not to discriminate unfairly against any applicant on the basis of

a criminal record or other information revealed. Criminal records and other information

will be taken into account for recruitment purposes only when they are relevant.

We select all candidates for interview based on their skills, qualifications and

experience.

We ask all applicants called for interview to provide details of their criminal record.

Depending on the nature of the position applied for, the YMCA may request details of

your entire criminal record or only of ’unspent’ convictions as defined in the

Rehabilitation of Offenders Act 1974.

We request that this information is sent under separate, confidential cover to a

designated person within the YMCA and we guarantee that this information is only seen

by those who need to see it as part of the recruitment process. We would point out that,

for successful candidates, this information will be verified by requesting a Disclosure

statement* from the Criminal Records Bureau before the appointment is confirmed.

Failure to reveal information that is relevant to the position sought could lead to

withdrawal of an offer of employment or subsequent dismissal.

We ensure that all those in the YMCA who are involved in the recruitment process have

been suitably trained to identify and assess the relevance and circumstances of

offences. We also ensure that they have received appropriate guidance and training in

the relevant legislation relating to the employment of ex offenders e.g. the Rehabilitation

of Offenders Act 1974.

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 might be

relevant to the position.

For those positions where a Disclosure* is required, application forms and guide notes

will contain a statement that a Disclosure will be requested in the event of the candidate

being made a conditional offer of employment.

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 any

offences. However, we should make it clear that as the nature of the YMCA’s work

brings its workers into contact with children, young people** and/or vulnerable adults, a

criminal record or other information which makes the application unacceptable for a

position of trust will render the application unsuitable.

As an organisation using the Criminal Records Bureau [CRB] Disclosure service* to

assess applicants’ suitability for positions of trust, this policy complies with the CRB

Code Of Practice.

* Successful applicants will be subject to an enhanced criminal record check -

known as Disclosure - from the Criminal Records Bureau before the appointment is confirmed.
This will include details of cautions, reprimands or final warnings, as well as

convictions.

** Young people are those under 18 years of age.

DECLARATION OF CRIMINAL BACKGROUND

INFORMATION

You must complete this form if you

• are applying for a YMCA post which will bring you into contact with children, young people

and/or vulnerable adults

AND

• are attending for interview

Please read the guidelines for ‘Additional Guidelines for Applicants for Posts which involve

Working with Children, Young People and/or Vulnerable Adults’ before completing this form.

The completed form should be placed in an envelope marked Private and Confidential, addressed

to the Interview Panel with your name clearly stated on the front and brought with you to the

interview together with forms of official identification. Ideally we require one form of photographic

evidence [e.g. passport or the new form of driving licence] and two addressed items such as a

recent utility bill, recent bank statement or current Council Tax bill. If you have difficulty in

providing such means of identification please contact us for further guidance.

The information you provide will remain confidential

Name- Gauarv rayamajhi……………………………….

Post Applied For- Food service assistant……………

Please give details, including date, offence and where appropriate sentence of all criminal

convictions, cautions, reprimands and final warnings [spent and unspent] below

-None. I have no such criminal record.

If none, please write ‘NONE’.

I have read the ‘Additional Guidelines for Applicants for Posts which involve Working with

Children, Young People and/or Vulnerable Adults’ and understand that if my application is
successful I will apply for a higher level Disclosure.

Signed – Gaurav Rayamajhi…………………

Date- 10 Mar. 11………………………………….

If you wish to discuss the information you have given above at your interview, please

ensure that you mention this to the interviewer.

EQUAL OPPORTUNITIES POLICY

It is a Romford YMCA policy to oppose all forms of unlawful or unfair discrimination on the

grounds of race, gender, nationality, marital status, disability, age, religion/ belief, responsibility

to dependants or sexual orientation. Romford YMCA ensures that there is a continuing review

of all its procedures and practices so that no individual or group is put at a disadvantage either

directly or indirectly by applying unjustified conditions or requirements.

Here at the YMCA, we recognise the value of a diverse workforce; in which people from differing

backgrounds, with different skills and abilities can bring new ideas to enable us to deliver

high quality services.

In addition to its moral responsibilities putting equal opportunities into action, it also makes business

sense because it is about ensuring the best people are appointed. Our Equality and Diversity

policy will help us to:

• provide equality of opportunity for everyone

• attract and retain skilled staff

• make the best use of the skills and knowledge of the entire workforce

• strengthen and improve our reputation as a good employer

• ensure that our employment and business practices are in accordance with the law

• provide staff with information in accessible formats where possible.

We are committed to making equality of opportunity a reality for all people in both employment

and service delivery.

In particular we recognise the following as key target groups for us to focus on:

Gender
We understand that men and women can be discriminated against due to care responsibilities,

however the Romford YMCA oppose this.

We are committed to ensuring men and women are encouraged to apply for all jobs equally and

therefore ensure that access to employment; promotion and development opportunities does

not unfairly discriminate against either sex. We are also committed to continuing to develop and

implement family friendly employment policies and work life balance initiatives.

Romford YMCA is committed to its obligations under the Sex Discrimination Acts 1975 and

1986 which cover employment matters as described above and also covers unlawful discrimination,

the provision of goods, facilities and services to the public. The Council also recognises its

obligations under the Sex Discrimination (Gender Reassignment) Regulations 1999.

Race

The association recognises that people can be discriminated against because of their race, ethnicity,

colour or nationality.

We want our workforce to accurately reflect the make-up of the population of the boroughs. We

are committed to monitoring the ethnic origin of applicants for employment and those short

listed/appointed in order that we can take further action to encourage more ethnic minorities to

apply for posts and to be proportionately represented across all grades and salary levels.

Romford YMCA is committed to its obligations under the Race Relations (Amendment) Act 2000

to promote racial equality and establish a Race Equality Scheme.

Age

The association recognises that discrimination can take place based on assumptions and stereotypes

bases on an individual’s age. Age related criteria will not be used in recruitment and selection

or development and training decisions. Subject to the normal retirement age of 65 the Council

will ensure that job applicants are selected solely on the basis of their skills, qualifications,
competencies

and experience.

Two Ticks Pledge

The Romford YCMA has been awarded the ‘Two Ticks’ symbol as we have made
the commitments to employ, keep and develop the abilities of disabled staff. The

5 commitments are as follows:

• To interview all applicants with a disability who meet the minimum criteria for a job vacancy

and consider them on ability.

• To ensure there is a mechanism in place to discuss at any time, but at least once a year,

with disabled employees what can be done to make sure that they can develop and use

their abilities.

• To make every effort when employees become disabled to make sure they stay in employment

• To take action to ensure that all employees develop the appropriate level of disability

awareness needed to make the commitments work.

• To review the commitments and what has been achieved each year, to plan ways to improve

on them and to let employees and the Jobcentre know about progress and future

plans.

To help us monitor our equal opportunity policy in recruitment and selection procedures, you are

requested to complete the following questionnaire.

The information you provide does not form part of the selection procedure, it is used only for

monitoring purposes. This sheet will be separated from your application form before shortlisting.

Post applied for- Food service assistant…………………………………………………..

Please tick the appropriate box

Gender

Male [X ] Female [ ]

Age Range

Up to 25 [X ]

26 - 35 [ ]

36 - 45 [ ]

46 - 55 [ ]

56 and over [ ]
Marital Status- Unmarried ………………………………………………….

Number Of Dependants - None………………………………………………….

Would you describe yourself as having a disability?

- NO, I don’t have any disabilities that could effect my work.

What is your ethnic group?

Please choose ONE section from A to E, then tick the appropriate box to indicate your

background.

A White

British [ ]

English [ ]

Scottish [ ]

Welsh [ ]

Other, please write in …………………………………

Irish [ ]

Any other White background, please write in ………………………………...

B Mixed

White and Black Caribbean [ ]

White and Black African [ ]

White and Asian [ ]

Any other Mixed background, please write in …………………………………

Reg. Charity No: 113329

EQUAL OPPORTUNITIES POLICY

MONITORING FORM

B Mixed

White and Black Caribbean [ ]

White and Black African [ ]

White and Asian [ ]

Any other Mixed background, please write in …………………………………

C Asian, Asian British, Asian English, Asian Scottish or Asian Welsh

Indian [ ]

Pakistani [ ]

Bangladeshi [ ]

Any other Asian background, please write In - Asian (Nepalese)……………………………..

D Black, Black British, Black English, Black Scottish or Black Welsh

Caribbean [ ]

African [ ]

Any other Black background, please write in ………………………………..

E Chinese, Chinese British, Chinese English, Chinese Scottish, Chinese Welsh or

Other Ethnic group

Chinese [ ]

Any other background, please write in ………………………………..

I understand that this information may be stored and processed as part of the YMCA’s monitoring

of equal opportunities and as part of the recruitment procedure and give my consent

for my details to be used for this purpose.

Signature- Gaurav rayamajhi……………………………………… Date- 10march 11…………………………………