Policy on Ethical Conduct of Instructional Personnel, Educational Support Employees,

and School Administrators of Knight's Christian Academy

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Workplace Standards and Policies of Ethical Conduct of Instructional Personnel,

Educational Support Employees, and School Administrators

To maintain the Christian witness of the school, all members of the board, administration, and faculty

(as well as all delegated representatives of the school) must conform to biblical ethical standards at all times.

All school personnel must also abide by the Code of Ethics of the Education Profession in Florida

(Rule 6B-1.001, F.A.C.), as stated below.

The educator 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.

The educator's primary professional concern will always be for the student and the development of the student's potential. Therefore, the educator will 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,

the educator strives to achieve and sustain the highest degree of ethical conduct.

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 Knight's Christian Academy Child Abuse Prevention Policy Purpose
Knight’s Christian Academy (KCA) prohibits and does not tolerate sexual abuse or misconduct. KCA expects its employees, volunteers, board members, clients, customers or victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct while serving in any capacity shall be terminated from their employment or position.

 

No employee, volunteer, board member or other person, regardless of his or her title or position

has the authority to condone, commit or allow sexual abuse or misconduct.

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For the purposes of this policy, "sexual abuse or misconduct" means any activity which is sexual in nature (whether permitted or not permitted) and includes, but is not limited to: sexual assault, sexual battery, sexual relations, sexual acts, sexual activity, sexual handling, sexual massage, sexual exploitation, sexual exhibition, sexual stimulation, fondling, intimacy, exposure of sexual organs, lewd or lascivious behavior

or indecent exposure, fornication, unauthorized touching, or the photographic, video

or other reproduction of sexual activity.

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Goals

Our goals are 1) to protect children from sexual abuse, child molestation or any type of inappropriate sexual behavior by employees or volunteers in this school, 2) to protect employees and volunteers from false accusations, and 3) to make the staff aware of signs that may indicate abuse by others.

EMPLOYEE DUTIES: All employees must report any actual or suspected child abuse, abandonment,

or neglect to the Head of School or another administrator.

 

This contact person will discuss the situation to ensure that the relevant reports, if necessary, are completed.

 

They will also call the statewide toll-free abuse hotline (1-800-96-ABUSE)

or report it online at http://www.dcf.state.fl.us/abuse/report if needed.

Employees will comply with child protection investigations.

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GUIDELINES AND PROCEDURES FOR REPORTING PROFESSIONAL MISCONDUCT
All employees have an obligation and legal responsibility to report misconduct by school employees

which affects a student’s health, safety, or welfare.

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Employee and volunteer screening
As part of our sexual abuse and misconduct prevention program, we are committed to maintaining a diligent screening program for prospective and existing employees, volunteers, and other individuals who may have interaction with those employed by, associating with or serviced by us. Our organization will require

the following for all prospective employees and volunteers:

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Written application

All persons seeking to work with children or vulnerable individuals will complete and sign a written application. The application will request basic information from the applicant and inquire into previous experience with children, previous affiliation with organizations, reference and employment information and disclosure of any previous criminal violations. The application form will be kept confidential and on file.

Personal interview

Upon completion of the application, a face-to face interview will be conducted with the applicant to discuss his or her suitability for the position. This interview should include questions designed to elicit responses regarding previous experience interacting with vulnerable populations.

Reference checks 

Before KCA permits an applicant to work with children or vulnerable individuals, at least two of the applicant’s references will be checked. There should be professional references as opposed to personal or family references, preferably from organizations where the applicant has worked with children or vulnerable individuals in the past. If possible, ask for a reference for any previous experience working with vulnerable populations.

Criminal background checks 

After securing the proper permissions, a check of the National Sex Offender Registry, as well as a criminal history for any county in which the applicant has lived for the previous seven years, should be conducted for all employees, regardless of position, and for multiple categories of employees and volunteers.

· Exclusion from service for individuals with a history of improper activity – KCA will exclude individuals with a criminal history of victimization crimes from contact with minors or vulnerable adults.

KCA will not hire or use the volunteer services of an applicant that has any prior history reflecting sexual misconduct or abuse. Applicants will be given the opportunity to clarify any information and should be given documentation of the reasons for exclusion subject to federal and state fair credit reporting statutes.

 
Training
We will provide training on abuse identification and prevention policies to all new employees and volunteers.

This training will include information on signs that a child may have been sexually abused, signs that an adult may be hurting a child, identifying grooming behavior, and how to interact with children and vulnerable populations. Employees and volunteers will be trained in mandatory reporting requirements for the appropriate jurisdiction. Training will be conducted at hire and regularly thereafter utilizing the importance of being a Christ-like role model. Training will be documented through written attendance records. Completing the training is a condition of the person’s employment or volunteer position. Training will be conducted using the following tools:

1. Supervision - Detail appropriate ratios of children to adults to assure appropriate supervision.

2. Check In/Check Out Procedures – KCA has a procedure to account for every child or vulnerable individual.

3. Two Adult Rule - A minimum of two unrelated adult workers should be present at all times

when youth are being supervised during programs and activities. When only one adult is present, doors to the room should remain open. No adult should be alone with a child or vulnerable adult in any sponsored activity unless in a counseling situation.

4. Open Door Policy – Interior doors should remain open unless there is a window in the door or right beside it. Doors should never be locked while people are inside the room.

5. Discipline Policy – KCA supervisors will instruct new employees and volunteers

about disciplinary measures that specifically prohibit physical contact.

6. Bullying – Verbal, physical or emotional bullying is not acceptable and should be stopped immediately.

7. Playgrounds - On the playground, remember to circulate, watching children during play periods, giving particular attention to areas not easily seen from all viewpoints. (Example: under slides, in corners, behind structures). Any two children together in an unseen or less easily viewed area should be redirected to another (more open) area of the playground.

8. Teenage Workers - The following guidelines apply to teenage workers/volunteers:
a. Must be at least 14 years of age.
b. Must be screened as specified above.
c. Must be under the supervision of an adult and must never be left alone with children.

9. Restrooms and Diapering Guidelines - For the safety of the children and KCA, all employees and volunteers must follow standard guidelines when taking children to the restroom. Younger children should use a single stall bathroom if one is available. Workers will escort a group of children to the hallway bathroom. They should always go in a group – never take a child to the bathroom alone.

10. Transportation - The transportation of vulnerable individuals and children presents unique risks that

should be addressed. Unauthorized stops to a non-public place should be avoided. Staff members and volunteers should avoid transportation circumstances that leave only one child in transport.

11. One-to-One Interactions with Children - Staff members and volunteers should never conduct one-to-one, unobserved meetings or interaction with children. Another trained and screened adult should always be present.

12. Appropriate Physical Contact - High fives and fist bumps are types of appropriate physical contact. Inappropriate contact includes hugs, lap sitting, and back rubs.

13. Intoxicants, Drug and Tobacco Use - Any use of drugs, tobacco or alcohol is prohibited in KCA programs involving vulnerable individuals and any instance of these being offered to a child is grounds for immediate dismissal.

14. Sexual Oriented Material and Conversations - One of the grooming methods used by offenders is to normalize sexual behavior and stimulate a potential victim. Staff members and volunteers should be prohibited

from engaging in any discussion of inappropriate or explicit information about their own personal sexual activities with children. No sexual oriented material should be allowed in any program involving children

or vulnerable individuals unless previously approved as part of a supervised group academic lesson.

15. Nudity - Normalizing nudity is a key step in grooming behavior used by offenders.

Staff members and volunteers should never be nude in the presence of children in their care.

16. Electronic Communication and Social Media – KCA uses guidelines around how any employee or volunteer communicates online with program participants. Best practices suggest always including another adult

in text conversations, limiting social media posts to approved marketing material,

and using communication tools that catalog all communication to be reviewed as necessary.

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Liability Protections
In accordance with section 39.203, Florida Statutes, any person who reports in good faith any instance of child abuse, abandonment, or neglect to the Department of Children and Families or any law enforcement agency, shall be immune from any civil or criminal liability which might otherwise result by reason of such action. In accordance with section 768.095, Florida Statutes, any employer is protected 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. The former or current employer 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.

Reporting childhood 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 to THE FLORIDA DEPARTMENT OF CHILDREN AND FAMILIES TOLL-FREE HOTLINE (1-800-96-ABUSE) or report online at http://www.dcf.state.fl.us/abuse/report.

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In accordance with section 39.201, Florida Statutes, any person who knows, or has reasonable cause to suspect, that a child is abused, abandoned or neglected by a parent, legal custodian, caregiver, or another person responsible for the child's welfare; or that a child is in need of supervision and care and has no parent, legal custodian, or responsible adult relative immediately known and available to provide supervision and care shall report such knowledge or suspicion to the Department of Children and Families (DCF) Central Abuse Hotline. Instructional personnel and school administrators may report such information to DCF in unison but

reporting to another school employee does not fulfill the legal obligation to report to DCF.

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A person who is required by statute to report known or suspected abuse or neglect and fails to do so is subject to disciplinary action by the employer, by the State Department of Education and/or through criminal prosecution.

In section 39.01(2), Florida Statutes, the term "Abuse" means any willful act or threatening act that results in any physical, mental, or sexual injury or harm that causes or is likely to cause the child's physical, mental, or emotional health to be significantly impaired. Abuse of a child includes acts or omissions. Corporal discipline of a child by a parent or legal custodian for disciplinary purposes does not in itself constitute abuse when it does not result in harm to the child.​In section 39.01(44), Florida Statutes, an act of "Neglect" occurs when a child is deprived of or is allowed to be deprived of, necessary food, clothing, shelter, or medical treatment or a child is permitted to live in an environment when such deprivation or environment causes the child's physical, mental, or emotional health to be significantly impaired or to be in danger of being significantly impaired.

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In section 39.01(47), Florida Statutes, "Other person responsible for a child's welfare" includes the child's legal guardian or foster parent; an employee of any school, public or private child daycare center, residential home, institution, facility, or agency; a law enforcement officer employed in any facility, service, or program for children that is operated or contracted by the Department of Juvenile Justice; or any other person legally responsible for the child's welfare in a residential setting; and also includes an adult sitter or relative entrusted with a child's care.

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Child abuse- what to look for:

Child Abuse manifests itself in several ways, including physical, emotional, sexual, and neglect issues.

Signs of Physical Abuse

The child may have unexplained:
· bruises, welts, cuts, or other injuries
· broken bones
· burns

A child experiencing physical abuse may:
· seem withdrawn or depressed
· seem afraid to go home, may run away, or show anxiety when approaching the school campus or classroom
· shy away from physical contact
· be nervous or show hostile behavior toward adults
· wear inappropriate clothing to hide injuries

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Signs of Neglect

The child may have:
· unattended medical needs
· little or no supervision at home
· poor hygiene
· appear underweight

A child experiencing neglect may:
· be frequently tired or hungry
· steal food
· appear overly needy for adult attention

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What is child sexual abuse?
1. Child Sexual Abuse is a Crime: “Child sexual abuse is a criminal behavior that involves children in sexual behavior for which they are not personally, socially, and developmentally ready.” (Church Law & Tax Report, Reducing the Risk of Child Sexual Abuse in Your Church, 1993, p. 13)
2. General Definition: A general definition of child sexual abuse consists of “any form of sexual contact or exploitation in which a minor is being used for the sexual stimulation of the perpetrator.” (Church Law & Tax Report, Reducing the Risk of Child Sexual Abuse in Your Church, 1993, p. 13)
3. Common Definition: “Any sexual activity with a child—whether in the home by a caretaker, in a daycare situation, a foster/residential setting, or in any other setting, including on the street by a person unknown to the child. The abuser may be an adult, an adolescent, or another child, provided the child is four (4) years older than the victim.” (National Resource Center on Child Abuse, 1992)

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Signs of sexual abuse
 

The child may have:

· torn, stained or bloody underwear
· trouble walking or sitting
· pain or itching in the genital area
· 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
· run away from home

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Look for the Patterns 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.

If a child tells YOU about abuse:
· Be a good listener. Show that you understand and believe what the child tells you.

Encourage, but don’t pressure them to talk. Ask open-ended questions.
· Be supportive. Tell the child they did the right thing by coming to you.

Stress that they are not to blame. Let the child know that you want to help.
· Don’t overreact. This can frighten the child or prevent them from telling you more.

Do not talk negatively about the suspected abuser in front of the child.
· Document and report it. Document your conversation as soon as you can.

If possible, write down the child’s exact words.
· Don’t delay. Never assume someone else will report the abuse.

The sooner it’s reported, the sooner the child and their family can be helped.

REPORTING MISCONDUCT BY INSTRUCTIONAL

PERSONNEL AND ADMINISTRATORS
In accordance with section 1012.795(1)(b) Florida Statutes, 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.

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INVESTIGATION PROCEDURES FOR REPORTING ALLEGED INCIDENTS
Knight’s Christian Academy investigation will be conducted by either the police or a neutral third party

and will include interviews with all relevant persons including the complainant, the accused and other potential witnesses. The privacy of the complainant and the person accused of Sexual Abuse and Molestation

will be kept strictly confidential. If the complaint involves Sexual Abuse and Molestation of a minor and/or vulnerable individual, all child abuse reporting procedures will be followed including

an incident report filed at the state level.

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The alleged offender will be removed from campus until the investigation is complete.

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When the investigation reveals that the complaint appears to be valid, immediate and appropriate corrective action will be taken to stop Sexual Abuse and Molestation and prevent its recurrence. Actions may include disciplinary action or termination of employment when an employee is involved.

 

When the validity of the complaint cannot be determined, immediate and appropriate action will be taken to assure that all parties are informed about this Sexual Abuse and Molestation policy

and advised to avoid perceptions of Sexual Abuse and Molestation in the future.

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​Upon notification of any allegation of inappropriate behavior by any volunteer, employee, vendor,

or program participant, KCA will assure the following:

 

1. Notify either the parent or guardian of the child or vulnerable individual and

authorities in compliance with all federal, state, and local statutes.

2. Cooperate with all investigating authorities.

3. Place the individual alleged to have committed the abuse or misconduct immediately on leave from

working with children or vulnerable individuals pending an investigation

and instruct them to remain away from the premises during the investigation.

4. Notify the insurance company and complete any required reports.

Forward all documents received relating to the incident or allegations to the insurer.

5. Designate one individual as a spokesperson to respond to media inquiries. Seek advice from legal counsel

before responding to media inquiries or releasing information to members of your organization or the general public. (Consider designating a lawyer or media firm in advance to handle communication.)

All other employees and volunteers of the organization should refrain from speaking to the media.

6. Remove from their position any person either who admits to the allegations or is found guilty.

Reports of misconduct by employees should be made to Head of School, Kellie Conley, via phone at 386-426-0800 or email at kca-admin@kcafl.org.

Reports of misconduct committed by administrators should be made to the KCA Board  Secretary,

Josh Peoples via phone at 386.481.8416 or email at pastor@citylightpo.org

 

The Head of School or Board will be responsible for completing the Educator Misconduct Reporting Form

and submitting it to the

 

Florida Department of Education

Office of Professional Practices Services

3256 West Gaines St., Suite 224-E

Tallahassee, FL 32399-0400

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For all legally sufficient allegations of misconduct. Policies and procedures for reporting misconduct by instructional personnel or school administrators which affect a student’s health, safety, or welfare are posted in the teacher resource room and on our website at www.kcafl.org.

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Instructional personnel or school administrators who fail to report misconduct of other instructional personnel or school administrators that affect students’ health, safety or welfare shall be subject

to disciplinary action up to and including termination of employment.

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Possible penalties for failure to report may include written reprimand, suspension with or without pay, termination of employment or sanctions on an educator’s certificate.

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The following behavior may be indicative of misconduct that should be reported:
· Being alone with a student in a dark or closed room or secluded area
· Behaving in an overly friendly or familiar way or failing to maintain an appropriate

professional boundary with a student
· Displaying verbal or non-verbal sexual behavior with a student
· Dating any of the students
· Using forceful or unnecessary physical contact with a student
· Administering discipline not compliant with school policy
· Accepting or offering gifts in return for favor or privilege from students or colleagues
· Badgering or habitually teasing a student
· Mocking, belittling, or chronically embarrassing a student
· Displaying prejudice or bigotry against a student
· Suspicion of being under the influence of drugs or alcohol
· Failing to supervise students properly or to ensure student safety
· Cheating, falsifying information, or testing violations
· Retaliating against a student or colleague for reporting misconduct
· Bantering or engaging in colloquial or slang communications with a student
· Directing or using profane, offensive, or explosive language in the presence of students
· Making lewd or suggestive comments or overtures toward a student or colleague