Ethics Policy

Standards of Ethical Conduct:

  1. As a Christian school, we value and treat every learner, family, and person we work with as a beloved child of God. 
  2. As a Christian school, our main goal is to help every learner grow into the person God created them to be and set them on the path of living a life that is honoring to God. To ensure this happens at our school, all staff will: 
    • Look out for and protect the student’s mental, physical and spiritual health
    • Make decisions with the child’s best interest in mind
    • Model and teach moral Biblical integrity in all situations
    • Continuously seek to grow professionally to ensure that they provide the best possible service to the learners and families that our school serves
    • Honor the relationships built with students by keeping in confidence personal information obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.
  3. Aware of the importance of maintaining the respect and confidence of colleagues, of learners, of parents, and of the community, employees of our school must display the highest degree of ethical conduct in alignment with Biblical standards. 

Training Requirement:  

All instructional personnel and administrators are required, as a condition of employment, to complete training on these standards of ethical conduct.

Reporting Misconduct by Instructional Personnel and Administrators:

All employees and administrators have an obligation to report misconduct by instructional personnel and school administrators which affects the health, safety, or welfare of a learner. 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 the school leader. Reports of misconduct committed by administrators should be made to the school board. 

Reporting Child Abuse, Abandonment or Neglect All employees and agents have an affirmative duty to report all actual or suspected cases of child abuse, abandonment, or neglect. Call 1-800-96-ABUSE or report online at: http://www.dcf.state.fl.us/abuse/report/.

Signs of Physical Abuse: The child may have unexplained bruises, welts, cuts, or other 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 A child experiencing physical abuse may seem withdrawn or depressed, seem afraid to go home or may run away, shy away from physical contact, be aggressive, or wear inappropriate clothing to hide injuries.

Signs of Sexual Abuse: The child may have torn, stained or bloody underwear, trouble walking or sitting, pain or itching in 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. 

Signs of Neglect: 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. 

Patterns of Abuse: Serious abuse usually involves a combination of factors. While a single sign may not be significant, a pattern of physical or behavioral signs is a serious indicator and should be reported. 

Liability Protections Any person, official, or institution participating in good faith in any act authorized or required by law, or reporting in good faith any instance of child abuse, abandonment, or neglect to the department or any law enforcement agency, shall be immune from any civil or criminal liability which might otherwise result by 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 of 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)