Standards of Ethical Conduct

Baymeadows Baptist Day School

 

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 the achievement of these standards is the freedom to

learn and to teach and the guarantee of equal opportunity for all.

 

2. Our primary concern is the student and the development of the students’

potential. Employees will therefore 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/or to the student’s mental and/or physical health

and/or 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 students’ 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 conditions, sexual orientation, or social and family background

and shall make a 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 in the

course of professional service, unless disclosure serves professional

purposes or is required by law.

 

4. Aware of the importance of maintaining respect and confidence of

colleagues, students, parents, and of the community, employees of our school

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 based on race, color, religion, sex, age, national or ethnic

origin, political beliefs, marital status, handicapping conditions if otherwise

qualified, or social and family background deny to a colleague professional

benefits or advantages or participation 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 each

individual is protected from such harassment or discrimination.

e. Shall not make malicious or intentionally false statements about a

colleague.Training Requirement All instructional personnel, educational support employees, and

administrators are required as a condition of employment to complete training on

these standards of ethical conduct.

 

1. Reporting Misconduct by Instructional Personnel and Administrators All

employees, Educational support employees, and administrators have an

obligation to report misconduct by instructional personnel and school

administrators, which affects the health, safety, or welfare of a student.

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 Amy Nichols 904-401-0444.

Reports of misconduct committed by administrators should be made to Garry

Broward 904-733-5458. Legally sufficient allegations of misconduct by Florida

certified educators will be reported to the Office of Professional Practices

Services. Policies and procedures for reporting misconduct by instructional

personnel or school administrators which affect health, safety, or welfare of a

student is posted in the main office and on our Web site at www.bbcjx.org .

 

2. 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

a. b. c. 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 the genital area, or a sexually transmitted

disease. A child experiencing sexual abuse may be 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 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)