COMMUNITY CHRISTIAN ACADEMY
Faculty and Staff
(Adapted from the Code of Ethics of the Education Profession in Florida and Principles of Professional Conduct for the Education Profession in Florida)
- Community Christian Academy 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 are the freedom to learn and to teach and the guarantee of equal opportunity for all.
- Community Christian Academy’s primary concern will always be for the student and for the development of the student’s potential, both from and educational perspective and a spiritual perspective. Employees will therefore strive for professional and spiritual growth and seek to exercise the best professional judgment and integrity while maintaining a proper Christian testimony. Aware of the importance of maintaining the respect and confidence of one’s colleagues, of students, of parents, and other members of the community, Community Christian Academy therefore strives to achieve and sustain the highest degree of ethical conduct.
- Concern for the student requires that our instructional personnel:
- Shall make reasonable effort to protect the student from conditions harmful to learning and/or to the student’s mental and physical health and/or safety
- Shall not unreasonably restrain a student from independent action in pursuit of learning.
- Shall not intentionally suppress or distort subject matter relevant to a student’s academic program.
- Shall not intentionally expose a student to unnecessary embarrassment or disparagement.
- Shall not intentionally violate or deny a student’s legal rights.
- Shall not harass or discriminate against any student on the basis of race, color, sex, age, national or ethnic origin, political beliefs, handicapping condition, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination.
- Shall not exploit a relationship with a student for personal gain or advantage.
- Shall keep in confidence personally identifiable information obtained in the course of professional service, unless disclosure serves professional purposes of is required by law.
- Aware of the importance of maintaining the respect and confidence of colleagues, of students, of parents, and of the community, employees of our school must display the highest degree of ethical conduct. This commitment requires that our employees:
- Shall maintain honesty in all professional dealing.
- Shall not, on the basis of race, color, sex, age, national or ethnic origin, political beliefs, handicapping condition if otherwise qualified, or social and family background, deny to a colleague professional benefits or advantages or participation in any professional organization.
- Shall not interfere with a colleague’s exercise of political or civil rights and responsibilities.
- 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.
- Shall not make malicious or intentionally false statements about a colleague.
All instructional personnel and administrators are required, as a condition of employment, to complete training on these standards of ethical conduct. This training will take place after the background check has been completed and after professional references are completed.
Trainings include (but not limited to):
- Online training for recognizing and reporting child abuse through fldoe.org website- Professional Development Resources and Technology. This one-hour course satisfies the FS 102.98 (12) statute.
- Additionally, a thorough review of the current Employee Handbook by the prospective employee and the Administrator is required to assure complete understanding of Community Christian Academy’s and the Florida State 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 affect the health, safety, or welfare of a student. Examples of misconduct include obscene language, drug and alcohol use, disparaging comments, prejudice or bigotry, sexual innuendos, cheating or testing violations, physical aggression, and accepting or offering favors. Reports of misconduct of employees should be made the Administrator: JOSHUA ZECHMAN at email@example.com or by phone-school- 772-288-7227 ext. 2304; cell- 772-932-1578.
Reports of misconduct committed by administrators should be made to Pastor/Teaching Elder: PHILLIP SMITH of Community Baptist Church at firstname.lastname@example.org or by phone-church- 772-288-0777 ext. 2103; cell- 772-924-8535.
Legally sufficient allegations of misconduct by Florida certified educators will be reported to the Office of Professional Practices Services at Bureau of Educator Recruitment, Development and Retention at email@example.com or 850-245-0435.
Policies and procedures for reporting misconduct by instructional personnel or school administrators which affect the health, safety, or welfare of a student are posted on the wall in the Teacher Mail/Copy Room; in the CCA timeclock room; and in the Employee Handbook. They are also posted on the Community Christian Academy website: ccacougars.net. You can find a direct link to these policies by opening the website, click on Faculty, then click on Standards of Ethical Conduct.
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 1-800-962-2873 or report online at: http://www.def.state.fl.us/abuse/report.
Signs of Physical Abuse: The child may have unexplained bruised, 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.
Immunity From Liability:
1 (a) 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 department or any law enforcement agency, shall be immune from any civil or criminal liability which might otherwise result by reason of such action (per FS 39.203)
(b)Except as provided in this chapter, nothing contained in this section shall be deemed to grant immunity, civil or criminal, to any person suspected of having abused, abandoned, or neglected a child, or committed any illegal act upon or against a child.
2 (a) No resident or employee of a facility serving children may be subjected to reprisal or discharge because of his or her actions in reporting abuse, abandonment, or neglect pursuant to the requirements of this section
(b) Any person making a report under this section shall have a civil cause of action for appropriate compensatory and punitive damages against any person who causes detrimental changes in the employment status of reporting party by reason of his or her making such report. Any detrimental change made in the residency or employment status of such person, including, but not limited to discharge, termination, demotion, transfer, or reduction in pay or benefits or work privileges, or negative evaluations within a prescribed period of transfer, or reduction in pay or benefits or work privileges, or negative evaluations within a prescribed period of time shall establish a rebuttable presumption that such action was retaliatory.
Employer Immunity from Liability:
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 FS Chapter 760. (FS 768.095)