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Applications will only be accepted from candidates completing and signing the Application
Coversheet and the Application Form, and who provide all the information requested.
Candidates should be aware that all posts in the school involve some degree of responsibility
for safeguarding children, although the extent of that responsibility will vary according to the nature of
Candidates applying for a residential post should note that any accompanying adults resident at the
College would also be subject to a background check from the Criminal Records Bureau. (Support staff
applying for posts in boarding houses should be aware that many units of accommodation are suitable for
single occupancy only).
The School is committed to a policy of equal opportunities. As part of the equal opportunities
policy we treat job applicants and members of staff in the same way regardless of their sex,
marital status, age, race, colour, religion, ethnic or national origin or disability. All members of
staff are requested to co-operate to ensure that the policy is implemented in full.
All job applicants will be asked to complete a form giving details of their sex, age, ethnic origin
and any disabilities. The School guarantees that this form will be used for the purpose of
monitoring the effectiveness of its equal opportunities policy only.
Where a disabled person applies for a post or a member of staff becomes disabled the School
will make reasonable adjustments to remove the disadvantages faced by the disabled person.
Any member of staff who discriminates against or harasses any other members of staff on the
grounds of race, sex or disability will be subject to the School’s disciplinary procedures. Such
behaviour may well constitute gross misconduct and could result in summary dismissal.
Any employee who believes he or she has received less favourable treatment on grounds of
age, sex, race, disability is asked to use the grievance procedure.
Sexual, age, racial or disability harassment is unlawful discrimination and improper and
unacceptable behaviour. Any employee who feels that they have suffered harassment should
raise the matter with the Headmaster for teaching staff, or with the Bursar for non-teaching
staff. All complaints will be dealt with promptly, confidentially and impartially.
Llandovery College is an equal opportunities institution. The aim of the policy is to ensure that
no job applicant, student or employee receives less favourable treatment on grounds of sex,
race, age, colour, nationality, ethnic or national origins, marital status, sexual orientation,
family responsibility, and trade union activity, and disability, political or religious belief.
Selection criteria and procedure will be kept under review to ensure that individuals are
selected, promoted and treated on the basis of their relevant merits and abilities. Applications
from persons with disabilities who have the necessary attributes are welcomed. All employees
will be given equal opportunity and, where appropriate, training to progress within the
organisation. The School is committed to a programme of action to make this policy fully
effective for all who study and work in the institution.
In order to achieve this, Llandovery College is continuously monitoring the implementation and
effectiveness of its Equal Opportunity Policy. The information requested is for statistical
purposes only and will not be used for the purpose of short listing.
Llandovery College is committed to pursuing a policy of equal opportunities for people with
disabilities. We are working towards better employment practices to ensure applicants with
disabilities receive full and fair consideration for all types of vacancies as well as for training,
career development and promotion.
Section 1 of the Disability Discrimination Act 1995 defines a person as having a disability if he
or she ‘has a physical or mental impairment which has a substantial and long term adverse
effect on his or her ability to carry out normal day to day activities’. Long term means an
impairment which has lasted or is likely to last for 12 months or more.
The law requires us to make reasonable adjustments where a disabled person applies for a job.
You may wish to let us know if there are any reasonable adjustments you would like us to
make to assist you in your application.
This will depend on the nature of the position and the circumstances and background of your offences.
This document is to be completed by all applicants whose potential employer is Llandovery
The location of the position for which you are applying is exempt from the provisions of
Section 4(2) of the above Act by virtue of the Rehabilitation of Offenders Act 1974
(Exceptions) Order of 1975.
Applicants are therefore not entitled to withhold information about convictions/cautions,
reprimands or warnings which for other purposes are ‘spent’ under the provisions of the
Act. In the event of employment, any failure to disclose such information will lead to
disciplinary action which could result in dismissal.