(Adapted from the Code of Ethics of the Education Profession in Florida and Principles of Professional Conduct for the Education Profession in Florida)

1. Life Academy is guided by the following ethical principles:

   • Life 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.

   • Our primary professional concern will always be for the student and for the development of the student’s potential. The educator will therefore strive for professional growth and will seek to exercise the best professional judgment and integrity.

   • Aware of the importance of maintaining the respect and confidence of one’s colleagues, of students, of parents, and of other members of the community, Life Academy strives to achieve and sustain the highest degree of ethical conduct.

 

1. Obligation to the student requires that the individual:

   • 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.

   • Shall not unreasonably restrain a student from independent action in pursuit of learning.

   • Shall not unreasonably deny a student access to diverse points of view.

   • 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 provide classroom instruction to students in kindergarten through grade 3 on sexual orientation or gender identity.

   • 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, 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. Discrimination on the basis of race, color, national origin, or sex includes subjecting any student to training or instruction that espouses, promotes, advances, inculcates, or compels such student to believe any of the concepts listed in Section 1000.05(4)(a), F.S.

   • 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 or is required by law.

 

1. Obligation to the public requires that the individual:

   • Shall take reasonable precautions to distinguish between personal views and those of any educational institution or organization with which the individual is affiliated.

   • Shall not intentionally distort or misrepresent facts concerning an educational matter in direct or indirect public expression.

   • Shall not use institutional privileges for personal gain or advantage.

   • Shall accept no gratuity, gift, or favor that might influence professional judgment.

   • Shall offer no gratuity, gift, or favor to obtain special advantages.

 

1. Obligation to the profession of education requires that the individual:

   • Shall maintain honesty in all professional dealings.

   • 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.

   • 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.

   • Shall not use coercive means or promise special treatment to influence professional judgments of colleagues.

   • Shall not misrepresent one’s own professional qualifications.

   • Shall not submit fraudulent information on any document in connection with professional activities.

   • Shall not make any fraudulent statement or fail to disclose a material fact in one’s own or another’s application for a professional position.

   • Shall not withhold information regarding a position from an applicant or misrepresent an assignment or conditions of employment.

   • Shall provide upon the request of the certificated individual a written statement of specific reason for recommendations that lead to the denial of increments, significant changes in employment, or termination of employment.

   • Shall not assist entry into or continuance in the profession of any person known to be unqualified in accordance with these Principles of Professional Conduct for the Education Profession in Florida and other applicable Florida Statutes and State Board of Education Rules.

   • Shall self-report within forty-eight (48) hours to appropriate authorities (as determined by district) any arrests/charges involving the abuse of a child or the sale and/or possession of a controlled substance. Such notice shall not be considered an admission of guilt nor shall such notice be admissible for any purpose in any proceeding, civil or criminal, administrative or judicial, investigatory or adjudicatory. In addition, shall self-report any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program, or entering of a plea of guilty or Nolo Contendere for any criminal offense other than a minor traffic violation within forty-eight (48) hours after the final judgment. When handling sealed and expunged records disclosed under this rule, school districts shall comply with the confidentiality provisions of Sections 943.0585(4)(c) and 943.059(4)(c), F.S.

   • Shall report to appropriate authorities any known allegation of a violation of the Florida School Code or State Board of Education Rules as defined in Section 1012.795(1), F.S.

   • Shall seek no reprisal against any individual who has reported any allegation of a violation of the Florida School Code or State Board of Education Rules as defined in Section 1012.795(1), F.S.

   • Shall comply with the conditions of an order of the Education Practices Commission imposing probation, imposing a fine, or restricting the authorized scope of practice.

   • Shall, as the supervising administrator, cooperate with the Education Practices Commission in monitoring the probation of a subordinate.

 

Life Academy Standards of Conduct for Staff

At Life Academy, we have a set of guiding principles that include our Vision, Core Values, and Code of Conduct. In order to have an effect on non-believers as well as believers, these are grounded on and backed by the Bible. Life Academy seeks to employ people who, by accepting employment, indicate their agreement to abide by these statements. Workplace development is a priority at Life Academy, and the school is committed to creating a setting in which all employees can advance in their careers, their lives, and their faith. The entire Life Academy team is responsible for incorporating these values into their daily routines. All employees at Life Academy are expected to comply with the following policies so that they may have the best possible environment in which to grow into fully devoted servants of Jesus Christ. Honesty, Security, and Proper Social Conduct.

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Employee Disciplinary Policy

Progressive Disciple / Gross Misconduct

 

There are some infractions that are so severe that they warrant immediate dismissal without any prior warnings. These illustrations are provided for everyone's benefit. Do not take this as an exhaustive list of everything that is forbidden. Immediate dismissal may be possible for the following reasons:

• Mistreatment of one's parents. (At all times, employees should behave in a manner that reflects well on the company.

• Abuse or neglect of a child.

• Removal of a child's basic needs, such as food, sleep, or comfort, from them.

• Compromise of facility records (i.e. employment application, time management clock, and your records).

• The commission of any felony while employed by the Academy constitutes automatic termination of employment.

• Altercations, threats of violence, or other disruptive behavior in the workplace.

• Negligently abandoning a child (inside or outside).

• Absence from work or school without permission, or tardiness on a regular basis without explanation.

• Harassment of any sort is unacceptable, especially if it is sexual or illegal.

• Acts of flagrant disrespect towards the Director, such as threatening, using foul language, or yelling, constitute insubordination.

• The misuse of company resources, including but not limited to phones, postal services, electronic mail, computers, and other office machinery.

• Use of alcohol or illegal drugs in the workplace, while on duty, or while driving company cars or equipment is strictly forbidden.

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Neglect and Abuse

We take every measure to ensure that your child is safe at Life Academy; nonetheless, accidents and other forms of injury can still occur. Namely, child abuse and neglect are of the utmost importance.

This is why it's crucial for all employees to review and sign off on the organization's policy on how to spot and report instances of child abuse. All employees are expected to attend mandatory training on the topic.

 

Mandated Reporting of Suspected Child Abuse and Neglect

The Child Protective Services Act requires mandated reporters to report any suspicions of child abuse or neglect to the proper authorities. Florida Child Protection Services, 1 (800) 962-2323.

At the time of hire, each Life Academy employee must also sign the Licensed Child Care Discipline Policy and acknowledge receipt of the Identifying and Reporting Professional Misconduct Document.

 

Reporting Misconduct by Instructional Personnel and Administrators

All staff and administrators are required to report wrongdoing by instructional personnel and school officials that endangers a student's health, safety, or welfare. Incoherent language, drug, and alcohol usage, derogatory remarks, prejudice or bigotry, sexual innuendo, cheating or testing infractions, physical aggressiveness, and taking or offering favors are examples of misbehavior. Complaints of employee misbehavior should be submitted to:

Director:

Carl Foster

1278 S. John Young Pkwy

Kissimmee FL 34741

cfoster@thebolacademy.org | 407.777.9285

 

Reporting Child Abuse, Abandonment, or Neglect

All personnel and agents are obligated to report actual or suspected instances of child abuse, abandonment, or neglect. Call 1-800-96-ABUSE or submit an online report at http://www.dcf.state.fl.us/abuse/report/.

Physical Abuse Indicators: The child may have inexplicable bruises, welts, or other injuries; fractured bones; or burns. A child who has been subjected to physical abuse may appear withdrawn or despondent, fear going home or running away, avoid physical contact, be hostile, or wear improper clothing to conceal injuries.

Indicators of sexual abuse: include torn, stained, or bloody underwear, difficulty walking or sitting, pain or itching in the genital region, or a sexually transmitted disease. A child who has experienced sexual abuse may have an uncommon understanding of sex or behave attractively, dread a certain person, appear distant or unhappy, gain or lose weight rapidly, avoid physical contact, or run away.

Indicators of Neglect: The child may have unmet medical needs, little or no supervision at home, poor cleanliness, or appear underweight. A youngster that is neglected may frequently be tired or hungry, may steal food, or may appear unduly dependent on adult attention.

Abuse Patterns: Severe abuse typically involves a combination of variables. Although a single warning may not be noteworthy, a pattern of physical or behavioral signs is a major indicator that must be reported.

 

Liability Safeguards Any person, official, or institution who participates in good faith in any act authorized or required by law, or who reports in good faith any instance of child abuse, abandonment, or neglect to the department or any law enforcement agency, is immune from any civil or criminal liability that might otherwise result from 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 at the 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 was knowingly false or violated any civil right of the former or current employee. (F.S. 768.095).