Ethics-Ethical-Conduct-2023-1-1-1 (3).doc

Standards of Ethical Conduct
Brevard Private Academy
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 are 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 student's 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 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 student's legal rights.
g. Shall not harass or discriminate against any student on the basis of 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 in the course of
professional service, unless disclosure serves professional purposes or is required by
law.
4. 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:
a. Shall maintain honesty in all professional dealings.
b. Shall not on the basis of race, color, religion, sex, age, national or ethnic origin,
political beliefs, marital status, handicapping condition 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.
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 Cathie Dunaj (321) 459-3466 or [email protected].
Reports of misconduct committed by administrators should be made to Cheree Shaykhian
(321) 459-3466 or [email protected]. 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 affects the health, safety, or welfare of a student are posted on (i.e.
bulletin board, front office, break room, etc.?) and on our Web site at SCHOOL’S
WEBSITE (DIRECT LINK TO POSTING).
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)