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Gospel Rescue Mission logo
Phone: (520) 740-1501
Address: 4550 S. Palo Verde Rd., Tucson, AZ 85714
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Employment Application

  • Qualifications for Employment

  • Every position in the Mission requires qualifications specific to that area of service and staff members of Gospel Rescue Mission choose to:

    1. Be a born-again believer in the Lord Jesus Christ as expressed by a personal testimony, Christian conduct, and solid Spiritual Life.

      Spiritual Life

      ​It is impossible over-emphasize the important of your fellowship with the Lord. In fact, this fellowship is vital if the work is to be carried on harmoniously and successfully. Each person on the staff contributes to the spiritual tone and success of this ministry. A regular devotional time will help to insure that the individual will stay in close fellowship with the Savor. We need to remember that we are ambassadors for Christ and we cannot sincerely represent Him to our guests, clients, or supporters if our communication with Him is lacking.

      Staff are expected to be a part of any Mission-sponsored spiritual program such as prayer times, retreats, seminars, etc. unless job responsibilities interfere.

      Because we are a ministry of the churches, staff are expected to maintain a good Christian testimony at church, in the community, and at GRM. Remember once again that it is Jesus Christ who you are representing. Each staff member is expected to take part in a local church. We require this of men and women in our program, and therefore also expect this is each staff member. Our testimony as representatives of His ministry and Jesus Christ is important.

    2. Attend a recognized Bible teaching Christian church on a regular basis. ​
    3. Express a genuine concern for the salvation and spiritual welfare of all guests and clients who come to the Mission.
    4. Agree with our Statement of Faith.

      Statement of Faith

      1. We believe the Bible to be God’s Holy Word in it’s entirely and inspired in every part by the Holy Spirit (2 Timothy 3:16; 2 Peter 1:21).
      2. We believe that man was created in the image of God, holy and innocent; that of his own choice, he sinned and as result, brought death upon all humanity (Romans 3:23, 5:12, and 6:23). Those who are not saved from sin are eternally separated from God (John 3:18).
      3. We believe that Jesus Christ is God, born of a virgin. That He gave His life on the cross where He, who knew no sin, was made sin for us. Also, that He was buried and arose from the dead, afterward He ascended into heaven, from whence He will come again (John 5:39; 2 Corinthians 5:21; 1 Corinthians 15:4; Acts 2:9-11).
      4. We believe that we are saved by grace through faith, apart from works, that all sinners who repent and personally accept the finished work of Christ on the cross become children of God. That they are new creatures in Christ and have the indwelling presence of the Holy Spirit (Ephesians 2:8, 9; John 1:12; 2 Corinthians 5:17; John 14:17).
      5. We believe that Jesus Christ is coming again for His church, to establish His kingdom on earth, to judge the wicked and the lost, cast death and hell into the Lake of Fire and dwell with the saints for ever and ever (John 14:3; Titus 1:13; I Thessalonians 5:16,17; Revelation 20:6; 20:14,15; 22:1-5)
      6. We believe that through preaching, teaching and ministering the Word of God, the Rescue Ministry must use all of its resources and activities to bring men, women and children under the power of the Gospel. That these individuals may have victory over sin and come into fellowship with God and live a Spirit-filled, fruitful life in Christ.
    5. Abstain from the use of illegal drugs or prescription drugs in an unlawful manner. The Mission strongly discourages the use of tobacco and alcoholic beverages. (Ephesians 5:15, 1 Corinthians 6:9-11, 1 Corinthians 6:18-20)
    6. Live a lifestyle that is free from sexual sin (1 Corinthians 6:9-20).
    7. Maintain a standard of personal hygiene and housekeeping relative to appearance, clothing and office area.
    8. Demonstrate the ability to work in harmony with other staff members, regardless of position or levels of responsibility. ​
    9. Willingly participate in drug testing, as per our Drug and Alcohol Use Policy.

      Drug and Alcohol Use Policy

      ​It is the policy of Gospel Rescue Mission (hereafter: GRM) to prohibit personnel from the possession, sale, conveyance, distribution, use, manufacture, or the attempt to possess, use or manufacture illegal drugs, intoxicants, or controlled substances in any amount or in any manner that is a violation of law or this provision. The use of alcohol while performing job related duties on or off GRM premises is prohibited. Violation of this policy is grounds for immediate termination.

      GRM will conduct its drug-free workplace policy and drug-testing program in accordance with Arizona law as well as other Federal, State and local laws and regulations, as they may apply. This will assure the fairness, accuracy, and confidentiality of the program.

      Refusal to participate in any of GRM’s drug and alcohol testing programs will constitute grounds for immediate termination. Tampering, substitution, and/or adulteration of specimens will also constitute grounds for immediate termination.

      GRM reserves the right to test its employees through saliva, urine, blood, hair, or any other matrix. Breath will be used for testing of alcohol levels during Reasonable Suspicion and Post Accident situations.

      Drug Cutoff Levels: Gospel Rescue Mission adheres to current, accepted industry levels.

      GRM is an “at will” employer and nothing in this Drug Free Workplace Policy will be construed as a contract for continued employment.

      All current and potential employees of GRM are subject to the drug free workplace policy under the following conditions:

      Post Offer: Applicants undergoing the hiring process will be given a drug test as a condition of employment. GRM will receive all results from the drug test. All newly hired employees testing positive as defined below will be terminated immediately. Should the results come back positive, GRM reserves the right to have the newly hired employee pay for the post offer drug test. All other testing expense will be the responsibility of GRM.

      Post Accident: All employees who are involved in an accident while performing job related activities on or off GRM premises will be subject to a drug test. An accident is defined as: any accident that results in a death or bodily injury requiring medical treatment of any kind or resulting in a workers’ compensation claim, or involving property damage valued at $500.00 or more. Employees found to be positive for a post accident drug test will be terminated.

      Employees found to be positive for a post accident drug test may be denied worker’s compensation benefits as allowed under the Arizona Revised Statute.

      Reasonable Suspicion: Reasonable Suspicion is a belief based on objective facts sufficient to lead a reasonably prudent person to suspect that another person is involved in the unlawful possession, use, or distribution of alcohol or federally controlled substances in violation of this policy.

      GRM reserves the right to search without consent all areas and property in which GRM maintains control or joint control, such as desks, file cabinets, equipment, etc.

      Drug Testing performed under Reasonable Suspicion will be documented. The need to perform a drug test based on Reasonable Suspicion requires review of the documented incidences of Reasonable Suspicion by a manager, supervisor, or director level staff member. In addition, two employees, one of which must be of supervisory level or higher, must also observe and concur on the aberrant behavior.

      Random Drug Testing: GRM will conduct a Random drug-testing program. Such a program will involve all employees of GRM. The selection is truly Random, which means that employees chosen for the test may be selected again in the next selection process. The Random selection will be conducted at a minimum annual rate of 50% of the Mission’s work force.

      Due to the nature of GRM business, all procedures regarding the Random testing will be conducted with the utmost regard to confidentiality and in a strict chain-of-custody manner.

      All specimen collection activities required as part of the Random program will be conducted during normally scheduled working hours, or immediately before or after normally scheduled working hours. Employees will be compensated at their normal wage for any time spent in completing such testing either just prior to or just after normally scheduled working hours.

      Follow–Up: An employee who has successfully completed substance abuse treatment will be subject to periodic unannounced testing up to (6) times during the first twelve (12) months. This follow-up testing plan is in accordance with the regulations established by The Department of Transportation Workplace Drug Testing Programs Regulations. In addition, GRM will take into consideration the Substance Abuse Professional’s Follow–Up testing plan.

      Returning to Duty: An employee returning to duty following a successful treatment program for substance abuse treatment will be subject to a drug and alcohol test prior to returning to work and at other times at the discretion of the Mission.

      GRM reserves the right to test for any of the following drugs: marijuana metabolites, cocaine metabolites, amphetamines, opiates, alcohol, LSD, barbiturates, benzodiazepines, propoxyphene, phencyclidine, methadone, methaqualone, meperidine, tranquilizers, inhalants, solvents, psychoactive mushrooms, peyote, mescaline, or other poisons.

      Drug Testing Procedures: All testing and handling of specimens and results will be in accordance with Arizona law. The urine, saliva or hair specimen will be collected, handled, transported, tested, and stored in a strict chain-of-custody manner. The collection and drug testing of specimens will be performed by a laboratory, certified or approved by the Department of Health and Human Services, the College or American Pathologist, and/or the Arizona Department of Health and Human Services.

      Alcohol testing will be conducted on saliva specimens with the exception of Reasonable Suspicion testing. When testing for Reasonable Suspicion the alcohol testing will be performed using breath testing equipment by a certified Breath Alcohol Technician (BAT) and will include a confirmatory 2nd test within a 15 minute period for any initial test > 0.02%.

      Confidentiality Protection: It is GRM policy that all drug test results shall remain confidential between GRM Administrators and the employee. All records and knowledge regarding details of the employee/applicant drug test results will be handled in a confidential manner such that only the designated Mission representative(s) and other Mission personnel involved in disciplinary action will have access to the results. GRM will not divulge the results to any party unless legally compelled to do so.

      Access to Test Results: All employees have a right to request test results in writing. Request should be made to GRM Human Resources Manager.

      ​

      Inability to Produce a Specimen: If a urine test is utilized and any potential applicant or employee is unable to produce a urine specimen, they will be given three (3) hours and up to approximately 40 ounces of water to drink during the three-hour period. If unable to produce a specimen after the three-hour period, test will be ruled as a refusal to test unless the potential applicant or employee can provide medical documentation of a condition that would cause an inability to produce a urine specimen.

      Reporting to Duty: No GRM employee may report to duty while having an alcohol concentration of 0.04% or greater. No employee may report to duty within 4-hours of having consumed alcohol.

      Prescription Medications: Personnel must report to the Human Resources Manager any prescription medications being taken in order to determine if the prescription may hinder work performance or jeopardize safety regulations.

      Positive Drug Test Results: An employee or applicant whose specimen tests positive will be given the opportunity to explain the positive result upon request of the employee/applicant. If the results are due to the use of prescription drugs, the employee/applicant will be given the opportunity to verify the prescription. If it is determined that the positive result is due to the legitimate use of a prescription drug, the final result will be reported as negative. If a prescription cannot be verified, the final result will be reported as positive.

      Initial drug tests will be performed by the EMIT method and initial saliva alcohol screening will be performed by kinetic enzyme as say. All confirmatory testing will be performed by gas chromatography-mass spectrometry (GC-MS). The tests will be reported as positive or negative relative to cutoff levels (refer to page 8). Only specimens which yield a positive result on both the EMIT test and the GC-MS test will be reported as positive.

      Non-compliance with Drug and Alcohol Abuse Policy: Any employee in violation of GRM policy will be immediately terminated. Employees notified to stay on site to perform drug tests are required to stay until they have completed the drug test, immediate employment terminations will result for employees who leave site before completing drug test. Refusal to test for drug and alcohol will be considered a positive test and will result in termination of employment.

      Possible Eligibility for Re-Hire: An employee who self discloses to the Human Resource Administrator the existence of a drug or alcohol problem prior to being selected for random drug testing and an employee who tests positive for drugs, may after successful completion of a treatment program and an evaluation of the employees work performance prior to leaving for treatment, be eligible for re-hire.

      The employee must provide the Mission’s Human Resources Manager with documentation of successful completion of treatment, including the treatment program’s recommendation of the employee’s readiness to return to work and follow-up testing plan. If the employee does not have mental health insurance coverage, the Human Resources Manager will provide the employee with a list of local Substance Abuse Professionals, treatment clinics, and support groups in order for the employee to seek assistance.

      A re-hired employee will be subject to a Return to Duty drug test immediately upon returning to work. The employee will be subject to a Follow-Up drug-testing program. Refusal to undergo any of these tests or testing positive will result in immediate termination. Any violations or non-compliance with any of the conditions mentioned above will result in immediate termination.

      Notification of Criminal Drug Statute Conviction: Employees involved in any criminal drug statute conviction for a violation occurring in the workplace must notify Human Resources Manager no later than 5 days after such conviction.

    10. Demonstrate a willingness to be taught, corrected, and change according to scriptural precepts. ​
  • *
  • Employment Information

    (Include any plea of "guilty" or "no contest." Exclude minor traffic violations.) Please note: a conviction will not necessarily disqualify an applicant for employment.
    (If you are hired, you may be required to submit proof of age.)
  • References

    (Not Relatives)
  • Please note: by submitting this application, you are also giving us consent to contact your references, who are validating your work ethic, job performance, and abilities. All information you are providing will be verified. 
  • Education

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  • List additional qualifications necessary to the job duties, such as special skill(s), professional license/certification, training, knowledge, experience, level of proficiency with computer software, programs or applications, professional memberships, honors/accomplishments, hobbies, volunteering, bi-lingual, typing proficiency, 10-key, etc.
  • Previous Employment

  • Max. file size: 100 MB.
  • Max. file size: 100 MB.
  • Testimony

  • ​Gospel Rescue Mission is a ministry that desires to hire Christian employees because we are the body of Christ. We serve Him by serving others in need and by sharing our testimonies with others that they may be saved by grace through faith in Him. Please briefly describe what God has done in your life.
  • Affidavit, Consent, and Release

  • I certify that all information provided in this employment application is true and complete. I understand that any false information or omission may disqualify me from further consideration for employment and may result in my dismissal if discovered at a later date. 

    I authorize the investigation of any or all statements contained in this application. I also authorize, whether listed or not, any person, school, current employer, past employers, and organizations to provide relevant information and opinions that may be useful in making a hiring decision. I release such persons and organizations from any legal liability in making such statements. 

    I understand I will required to successfully pass a drug screening examination. I hereby consent to a pre- and/or post-employment drug screen as a condition of employment. 

    I understand that this application, verbal statements by management, or subsequent employment does not create an express or implied contact of employment nor guarantee employment for any definite period of time. Only the Executive Director and/or Associate Executive Director of GRM has the authority to enter an agreement of employment for a specified period. If employed, I understand that I have been hired at the will of GRM and my employment may be terminated at any time, with or without reason and with or without notice.  
  • *

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(520) 740-1501

4550 S. Palo Verde Rd.
Tucson, AZ 85714

Copyright 2023 Gospel Rescue Mission (GRM) is a 501(c)(3) nonprofit organization (QCO#20311).

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