Privacy Policy

KSBJ respects your privacy and recognizes the importance of protecting all personal information. The personal information you submit will be used for internal, professional purposes to help evaluate your suitability for job opportunities with KSBJ. All data collected is stored in a secure database and will not be made available to a third party, except as required for generally accepted employment-related purposes such as background checks, verification, and any legal or regulatory requirements.

KSBJ Hiring Policy

KSBJ affords an equal opportunity to all employees and applicants for employment without regard to age, race, color, gender, national origin, marital status, , or pregnancy, and to afford equal opportunities to active service members,  military and/or disabled veterans, individuals with disabilities, and any other characteristic protected by law applicable to KSBJ.  KSBJ is a faith-based religious corporation and under applicable law, KSBJ is permitted and reserves the right to employ persons who have a religious background, beliefs, and philosophy that is consistent with KSBJ’s religious and faith-based principles. All KSBJ employees must affirm and actively believe KSBJ’s Statement of Faith reprinted below. If you do not agree with KSBJ’s Statement of Faith, please do not apply. This policy applies to all terms, conditions, and privileges of employment.

KSBJ requires that all job applicants and all personnel placed with KSBJ are subject to a background check, including a criminal history report.  A job applicant or employee's prior criminal conviction(s) (felony or misdemeanor) does not necessarily bar him or her from employment.  KSBJ will conduct an individual assessment of the job position and the criminal record history to determine if the prior felony conviction(s) disqualifies the person for the position.  Applicants with a history of criminal conviction(s) are encouraged to share any information which they believe demonstrates their qualifications for a position despite any prior criminal conviction(s).  Applicants may consider providing references or other information about their post-conviction education or rehabilitation efforts.  Failure to disclose a conviction(s), however, is considered a dishonest act and can bar a person from employment or result in termination upon discovering the undisclosed conviction(s).