Brito Miami Private School

NON-SEXUAL /WORK PLACE HARASSMENT

Under no circumstance will sexual harassment or any other type of harassment such as actions, comments or jokes based on sex, race, disability will be tolerated.  Any type harassment or unwelcome sexual advances, nonverbal or verbal sexual suggestions and physical conduct of any sexual nature must be reported immediately to a supervisor or department head, capable of handling the matter.  All complaints will be investigated thoroughly, confidentially, and without bias.  We take pride in providing a comfortable and safe working environment for our employees, free of any type of discrimination, regardless if it takes place on school grounds or at any sponsored event.  The law prohibits retaliation against an employee who makes a sexual harassment charge or assists in the investigation of such accusation. 

NOTICE OF NON-DISCRIMINATORY POLICY

Brito Miami Private School collaborates in an open social setting that allows authentic integration, regardless of race, color, nationality or religion with all rights and privileges afforded by the activities and programs of the school.  We believe in avoiding racial and class prejudice and develop the capacity to interrelate with all social levels in a fraternal spirit.  Brito Miami Private School hiring polices also adhere to the same nondiscriminatory policies.

NON-AGGRESSION POLICY

The use of aggression with the intent of hurting others emotionally, physically or verbally will not be tolerated. Such behavior should be reported immediately to a staff member and will be investigated. Disciplinary action will be taken according to the seriousness of the incident. 

ETHICAL RESPONSIBILITIES TO COLLEAGUES

In a caring, cooperative work place, human dignity is respected, professional satisfaction is promoted, and positive relationships are modeled.  Based upon our core values, our primary is to establish and maintain settings and relationships that support productive work and meet professional needs. The same ideals that apply to students are inherent in our responsibilities to adults.

ANTI BULLYING / HARASSMENT POLICY                                                                       

This section may be cited as the "Jeffrey Johnston Stand Up for All Students Act."  Bullying or harassment of any student or school employee in this educational institution is prohibited during any education program, school-related or school-sponsored activity.   In addition, through the use of data or computer software that is accessed through a computer, computer system, or computer network of our educational institution.

"Bullying" means systematically and chronically inflicting physical hurt or psychological distress on one or more students.  “Harassment" means any threatening, insulting, or dehumanizing gesture, use of data or computer software, or written, verbal, or physical conduct directed against a student or school employee. Behavior that includes bullying or harassment should be reported immediately to an Administrator if the Principal is not available.  Teachers and other school staff, who witness acts of harassment, intimidation or bullying, as defined above, shall promptly notify the Principal and/or his/her designee of the event observed, and shall promptly file a written, incident report concerning the events witnessed.

The Principal and or his/her designee shall be promptly notified of any complaint of suspected harassment, intimidation or bullying. Under the direction of the Principal or his/her designee, all such complaints shall be investigated promptly.
 

CODE OF ETHICS – EDUCATION PROFESSION                                                   

• 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 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.
• 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 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. 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.

• All instructional personnel and school Administrators in a position that requires direct contact with a student are subject to all background screenings as mandated by the FL. Department of Education.
• All instructional personnel and administrators are required as a condition of employment to complete training on these standards of ethical conduct.
• Employee or Administrator misconduct that affects the health, safety or welfare of the student must be reported.  Employees or Administrators have the duty to report actual or suspected cases of child abuse, abandonment or neglect and have immunity from liability if they report such cases in good faith; and have a duty to comply with child protective investigations and all other provisions of law relating to child abuse, abandonment, and neglect. The statewide toll-free telephone number of the central abuse hotline is 1-800-96ABUSE.

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.

ETHICAL RESPONSIBILITIES TO CHILDREN

Our paramount responsibility is to provide safe, healthy, nurturing, and responsible settings for our youth.  We are committed to support the child’s development, respect individual differences, and help them to learn to live and work cooperatively, and promote health, self-awareness, competency, self-worth and resiliency.

ETHICAL RESPONSIBILITIES TO FAMILIES

In accordance with the FACCM (Florida Association for Child Care Management) organization families are of primary importance in children’s development.  (The term family may include others, besides parents, who responsibly involved with the child).  Because the family and the early childhood practitioner have a common interest in the child’s welfare, we acknowledge a primary responsibility to bring about collaboration between the home and school in ways that enhance the child’s development. 

INCLUSION POLICY

Our school understands the philosophy that all students have the right to be included.  This service helps insure that students with and without disabilities experience the benefits of living and growing together.  Inclusion practices help create an atmosphere in which students are better able to accept and understand differences among themselves.  Students, families, educators, and the community all benefit by supporting inclusion. 

DEFAMATION

Defamation will not be tolerated under any circumstances.  Any false statements tending to harm the reputation of any individual such as a faculty

member, staff, children, and parent as well as the school, whether it is by written or oral form may cause termination of employment.

GRIEVANCES

Any problem or complaint of a staff member, colleague or administrator may be communicated verbally to a Department Head, Administrator, or Principal.  In addition, a written complaint must be submitted in order to formally take action. It will be addressed, resolved, documented and followed-up. Meetings will be held between the principal, the employee, and a witness to settle the matter at hand. Also, non-compliance with school policy or regulations will be dealt with in the same manner.

PROCEDURES FOR REPORTING ABUSE/ MISCONDUCT

All employees are required to immediately inform the principal (or administrator if the principal is not available) of a suspected misconduct by another student, instructional personnel or school personnel.All employees are required to write down all details witnessed regarding the incident (time, date, and occurrence occurred).  In addition, you must also document the name of the person that you reported the incident to, as well as the time and date reported.

All employees must follow-up each reported incident with the school the principal and authorities when pertinent.

There will consequences for personnel and administrators who fail to report abuse or misconduct.

AMERICAN DISABILITY ACT

ADA is a federal law that prohibits discrimination based upon mental or physical disability. Title III of the ADA prohibits discrimination in public accommodations.  Schools may be required to provide a reasonable accommodation for children or members of the public to provide accessibility or to allow them to participate in the school’s programs.  Employees are required to make “reasonable accommodations” for disabled persons who are otherwise qualified to work unless doing so would cause “undue hardship” to the employer.

FAMILY EDUCATIONAL RIGHTS PRIVACY ACT

This Act (FERPA) (20.U.S.C. & 1232g; 34 CFR Part 99) is a Federal Law that protects the privacy of student education records. However, FERPA allows schools to disclose those records, without consent, to the following parties or under the following conditions (34 & 99.31). 

• School officials with legitimate educational interest.
• Other schools to which a student is transferring.
• Specified officials for audit or evaluation purposes.
• Appropriate parties in connection with financial aid to a student.
• Organizations conducting studies for or on behalf of the school.
• Accrediting organizations.
• For compliance of a judicial order or lawfully issued subpoena.
• Appropriate officials in cases of health and safety emergencies.
• State and local authorities, within a juvenile system, pursuant to specific state law.