EMPLOYEE ETHICS IN EDUCATION POLICIES AND PROCEDURES

 

1. The Lyman School values each student, teacher, and individual that comes through our doors. We strive daily for excellence, truth in words and actions, and to reach students by teaching them in a democratic citizenship. We will always guarantee the freedom to learn and teach with equal opportunity for all.

 

2. Our mission is to provide student growth and development so that each child reaches their highest potential. Employees therefore strive for professional development and exercise the best judgment and integrity.

 

3. Instructional personnel shall abide to the following for the safety and concern of our student population:

         a. Make reasonable effort to protect students from conditions that are harmful academically, mentally, or physically, or puts a child’s safety at

             risk.

        b. Shall not unreasonably restrain a student form independent actions in efforts of learning

        c. Shall encourage diverse points of view in a positive manner

        d. Shall not suppress or distort subject matters relevant to the academic program.

        e. Shall not intentionally expose a student to embarrassment or ridicule

        f. Shall not intentionally violate or deny a student’s legal rights

        g. There will be no discrimination against any student based on race, color, religion, sex, age, national or ethnic origin, political beliefs, handicap,               sexual orientation, or social and family background.

        h. Shall keep in confidence and personal information obtained in the course of services, unless disclosure is needed for professional reasons or                 by law.

 

4. Our employees must display the highest degree of ethical conduct. This requires:

        a. Honesty in all professional dealings

        b. That not on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicap, or social and family

             background deny a colleague professional benefits or advantages or participation in any professional organization.

        c. No interference with an employee’s exercise of political or civil rights and duties

        d. No engagement in harassment or discriminatory conduct which unreasonably interferes with professional performance or responsibilities, or               orderly process of education creating a hostile, intimidating, abusive, offensive, environment. We will make reasonable efforts to ensure that                 each individual is protected from harassment or discrimination.

        e. No employee will make malicious or intentionally false statements about a colleague.

 

Training Requirement

All instructional employees and administrators are required as a condition of employment to complete training on these standards of ethical conduct each year of employment. We will conduct a training seminar at the beginning of each school year during the teacher work week. Instructional employees that are hired throughout the school year will have a 1:1 training with the school director. 

 

Reporting Misconduct by Instructional Personnel and Administrators 

All employees and administrators have a duty to report misconduct by instructional personnel and school administrators which affect the health, safety, or welfare of a student.

       

        Reports of misconduct of employees should be made to:

        Ms. Laura Lukefahr

        School Director

        mslaura.thelymanschool@gmail.com

 

        Reports of misconduct of administrators should be made to:

        Ms. Laura Lukefahr                                        Ms. Jennifer Lyman

        School Director                                              School Owner

       407-898-7099                                                  407-898-7099

      mslaura.thelymanschool@gmail.com         Lymanlearning@gmail.co

 

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 administrators which affects the health, safety, or welfare of a student are posted in the hallways and on our website at www.thelymanschool.org

 

Reporting Child Abuse, Abandonment, or Neglect

All employees and staff have a 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, 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 a 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. (FS.768.095)