Ethics Policy - Reporting Procedures
Sexual Misconduct Policy
EL Bethel Temple/Christian Academy Sexual Misconduct Policy EL Bethel has adopted this as a policy to ensure that employees and students can come to this facility and be free from any type of sexual harassment or misconduct by all parties involved.
***All employees and volunteers will undergo background checks before they will be cleared to work.
In keeping with this employees and volunteers will not:
Reporting Sexual 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 students or employees health, safety, or welfare. Examples of misconduct include but are not limited to obscene gestures and/or language, drug and alcohol use, touching inappropriately, lude or lascivious behavior, sharing of inappropriate drawings or pictures, sexual comments, sexual communications by e-mail, text, phone, hand-written, or any other way communicated, , sexual innuendo, cheating or testing violations, disparaging comments, prejudice or bigotry, physical aggression, and accepting or offering favors.
All such reports should be made to:
Immediate Supervisor
Or
Allison Riley-Moore
[email protected]
Phone: 407-648-1978
Reports of misconduct committed by administrators of EBCA should be made to:
David Thomas – Senior Pastor / Chief Administrator
or
Board of Bishops Representative - Edward M. Thomas, Sr.
Phone: 407 - 648-1975
[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 in:
The School Office on the Employee Information Board
and our website at www.ebcaonline.org
Reporting Child Abuse, Abandonment or Neglect
All employees and agents have an affirmative duty to report all actual or suspected child abuse, abandonment, or neglect. Call 1-800-96-ABUSE or report online at https://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 A child experiencing physical abuse may seem withdrawn, shy away from physical contact, be aggressive, or wear inappropriate clothing to hide. A child experiencing physical abuse may seem withdrawn, depressed, seem afraid to go home or may run away.
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 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 runaway 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. The child may also be late or absent from school excessively.
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 in 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)
***All employees and volunteers will undergo background checks before they will be cleared to work.
- 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.
- Our primary concern is the student and the development of the student’s potential. Therefore, employees will strive for professional growth and will seek and exercise the best professional judgment and integrity.
- 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.
- 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 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.
- All employees and volunteers will fill out applications in their entirety that will include information such as name, address, valid phone, references and any other necessary information that is relevant to the position. This application will be kept by EL Bethel.
- Employees and or volunteers shall not exploit a relationship with a student for personal gain or advantage.
- EL Bethel requires that two or more adults be present at all times during any church/ school sponsored program, event or ministry involving children and/or youth.
- 8. EL Bethel maintains a high standard of moral action, conduct and motive for all of its employees. These values include the characteristics and values that the general public would expect from a Christian organization.Examples are being honest, treating other employees and students with respect, using appropriate language, being fair, being accountable for
- actions, and being committed to Christian values.
In keeping with this employees and volunteers will not:
- a. Accept gifts that impair their judgment or appear to favor one organization or person over another.
- b. Use position with the organization to secure privileges or exemptions.
- c. Be involved in a sexual relationship with minors or children that frequent the facility, or are a part of any of our outreach programs.
- d. Use the position of authority to secure favors sexual or otherwise from students or co-workers at any point in time.
- e. Engage in any activity whether it is verbal, physical, or otherwise that makes any student or co-worker feel harassed sexually or otherwise.
- f. Volunteers will be restricted from eligibility for any position involving the custody or supervision of minors unless they have been a member in good standing of the church and school for a minimum period of six months.
Reporting Sexual 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 students or employees health, safety, or welfare. Examples of misconduct include but are not limited to obscene gestures and/or language, drug and alcohol use, touching inappropriately, lude or lascivious behavior, sharing of inappropriate drawings or pictures, sexual comments, sexual communications by e-mail, text, phone, hand-written, or any other way communicated, , sexual innuendo, cheating or testing violations, disparaging comments, prejudice or bigotry, physical aggression, and accepting or offering favors.
All such reports should be made to:
Immediate Supervisor
Or
Allison Riley-Moore
[email protected]
Phone: 407-648-1978
Reports of misconduct committed by administrators of EBCA should be made to:
David Thomas – Senior Pastor / Chief Administrator
or
Board of Bishops Representative - Edward M. Thomas, Sr.
Phone: 407 - 648-1975
[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 in:
The School Office on the Employee Information Board
and our website at www.ebcaonline.org
Reporting Child Abuse, Abandonment or Neglect
All employees and agents have an affirmative duty to report all actual or suspected child abuse, abandonment, or neglect. Call 1-800-96-ABUSE or report online at https://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, shy away from physical contact, be aggressive, or wear inappropriate clothing to hide. A child experiencing physical abuse may seem withdrawn, depressed, seem afraid to go home or may run away.
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 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 runaway 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. The child may also be late or absent from school excessively.
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 in 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)