1. Our school values the worth and dignity of every person, the pursuit of truth, devotion to excellence, acquisition of knowledge, and the nurture of democratic citizenship. Essential to achieving these standards are the freedom to learn and teach and the guarantee of equal opportunity for all.
2. Our primary concern is the student and developing the student’s potential. Therefore, employees will strive for professional growth and will seek to exercise the best professional judgment and integrity.
3. Concern for the student requires that our instructional personnel:
a. Shall make a reasonable effort to protect the student from conditions harmful to learning and the student’s mental and physical health and safety.
b. Shall not unreasonably restrain a student from independent action in pursuit of learning.
c. Shall not unreasonably deny a student access to diverse points of view.
d. Shall not intentionally suppress or distort subject matter relevant to a student’s academic program.
e. Shall not intentionally expose a student to unnecessary embarrassment or disparagement.
f. Shall not intentionally violate or deny a student’s legal rights.
g. Shall not harass or discriminate against any student based on race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition, sexual orientation, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination.
h. Shall not exploit a relationship with a student for personal gain or advantage.
i. Shall keep in confidence personally identifiable information obtained during professional service unless disclosure serves professional purposes or is required by law.
4. Aware of maintaining the respect and confidence of colleagues, students, parents, and the community, our school employees must display the highest degree of ethical conduct. This commitment requires that our employees:
a. Shall maintain honesty in all professional dealings.
b. Shall not deny a colleague professional benefits or advantages, or participation based on race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition if otherwise qualified, or social and family background in any professional organization.
c. Shall not interfere with a colleague’s exercise of political or civil rights and responsibilities.
d. Shall not engage in harassment or discriminatory conduct which unreasonably interferes with an individual’s performance of professional or work responsibilities or with the orderly processes of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment; and, further, shall make reasonable effort to assure that everyone is protected from such harassment or discrimination.
e. Shall not make malicious or intentionally false statements about a colleague.
All instructional personnel, educational support employees, and school administrators must complete training on these standards of ethical conduct as a condition of employment. This is achieved at the time of hire, in which all FLDOE compliance forms are reviewed and signed by new staff. It is also referenced in the staff handbook and studied during all staff training in the summer and teacher planning days.
All employees, educational support employees, and administrators must report misconduct by
instructional personnel, educational support employees, and school administrators which affects the health, safety, or welfare. Examples of misconduct include obscene language, drug and alcohol use, disparaging comments, prejudice or bigotry, sexual innuendo, cheating or testing violations, physical aggression, and accepting or offering favors. Reports of misconduct of employees should be made to Mrs. Alice Boone.
The Policies and procedures for reporting misconduct by instructional personnel or school
Administrators which affect the health, safety, or welfare of a student are posted at each school in
a visible area in the main entrance and teachers’ area. It is also in the master binder for each
campus located with the Dean or on Google Drive, which can be accessed online. Legally sufficient allegations of misconduct by Florida certified educators would be reported to the Office of Professional Practices Services.
All employees and agents have an affirmative duty to report all actual or suspected child abuse, abandonment, or neglect. Call 1-800-96-ABUSE or report online at:http://www.dcf.state.fl.us/abuse/report/.
The child may have unexplained bruises, welts, cuts, injuries; broken bones; or burns. A child experiencing physical abuse may seem withdrawn or depressed, seem afraid to go home, or may run away, shy away from physical contact, be aggressive, or wear inappropriate clothing to hide injuries.
The child may have torn, stained, or bloody underwear, trouble walking or sitting, pain or itching in the genital area, or a sexually transmitted disease. A child experiencing sexual abuse may have unusual knowledge of sex or act seductively, fear a particular person, seem withdrawn or depressed, gain or lose weight suddenly, shy away from physical contact, or run away from home.
The child may have unattended medical needs, little or no supervision at home, poor hygiene, or appear underweight. A child experiencing neglect may be frequently tired or hungry, steal food, or appear overly needy for adult attention.
Severe abuse usually involves a combination of factors. While a single sign may not be significant, a pattern of physical or behavioral symptoms is a serious indicator and should be reported.
Any person, official, or institution participating in good faith in any activity authorized or required by law or reporting in good faith any instance of child abuse, abandonment, or neglect to the department
law enforcement agency shall be immune from any civil or criminal liability which might otherwiseresult from the reason of such action. (F.S. 39.203)
An employer who discloses information about a former or current employee to a prospective employer of the former or current employee upon request of the prospective employer or the former or current employee is immune from civil liability for such disclosure or its consequences unless it is shown by clear and convincing evidence that the information disclosed by the former or current employer was knowingly false or violated any civil right of the former or current employee protected under F.S. Chapter 760. (F.S. 768.095)