Standards of Ethical Conduct

Please find below the Standards of Ethical Conduct for Miami Baptist Church and School, stated in the Employee Handbook and found on page 7, Section I, Paragraph D:

  1. EMPLOYEE STANDARDS OF ETHICAL CONDUCT

All church and school personnel of MBCS will receive training each year at the annual Employee Orientation Week in August regarding the following ethical standards of conduct.

  1. 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. 
  2. Our primary concern is the student and the development of the student’s potential. Employees will therefore strive for professional growth and will seek to exercise the best professional judgement and integrity. 
  3. Concern for the student requires that our instructional personnel:
    1. 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.
    2. Shall not unreasonably restrain a student from independent action in pursuit of learning.
    3. Shall not unreasonably deny a student access to diverse points of view.
    4. Shall not intentionally suppress or distort subject matter relevant to a student’s academic program.
    5. Shall not intentionally expose a student to unnecessary embarrassment or disparagement.
    6. Shall not intentionally violate or deny a student’s legal rights.
    7. Shall not harass or discriminate against any student based on the basis of race, color, sex, age, national or ethnic origin, political beliefs, handicapping condition, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination.
    8. Shall not exploit a relationship with a student for personal gain or advantage.
    9. Shall keep in confidence personal identifiable information obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.
    10. Shall sign an Affidavit of Good Moral Character as outlined by the State of Florida and the Department of Children and Families.
    11. Shall be properly fingerprinted by local and state authorities for a level 2 screening prior to employment; if disqualified at any time, the employee will be immediately terminated.
    12. Shall be born-again, baptized believers in Jesus Christ and active members of an evangelical, Bible teaching church.
    13. Shall give evidence of good moral character, on and off campus, as outlined in the Bible, and be held accountable for such behavior.
  4. 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 that our employees:
    1. Shall maintain honesty in all professional dealings.
    2. Shall not on the basis of race, color, 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.
    3. Shall not interfere with a colleague’s exercise of political or civil rights and responsibilities.
    4. 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.
    5. Shall not make malicious or intentionally false statements about a colleague.
    6. Shall be in agreement with the stated purposes of the school, our Faith Statement, the ACSI Statement of Faith, as well as the doctrines outlined in the Baptist Faith and Message.
    7. Shall be given the right of to our Grievance Procedure, should they feel they have been mis-treated in any way.

Training Requirement

All instructional personnel and administrators are required as a condition of employment to complete training on these standards of ethical conduct.

Report Misconduct by Instructional Personnel and Administrators

All 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.  Examples of misconduct include obscene language, drug and alcohol use, disparaging comments, prejudice or bigotry, sexual innuendo, cheating or testing violations, physical aggression, and accepting or offering favors.  Reports of misconduct of employees should be made to Estelle Myers, (305) 388-8059 or [email protected]

Reports of misconduct committed by administrators should be made to Estelle Myers, (305) 388-8059 or [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 and on our website at:  http://miamibaptistschool.com/standards-of-ethical-conduct

Reporting Child 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.  Call 1-800-96-ABUSE or report online at:

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 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.

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 civil or criminal liability which might otherwise result by reason of such action. (F. S. 39.203)

No employees will be permitted to enter into any type of confidential agreement regarding any staff that has been terminated or dismissed or resigns in lieu of termination which was based in whole or in part on misconduct that affected the health, safety, or welfare of a student; nor will references be given for such employees without the complete disclosure to a prospective employer from another educational setting, for doing otherwise would violate current public policy for complete disclosure. 

Any employer who discloses information about a former or current employee to a prospective employer of the former 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 employer protected under F. S. Chapter 760. (F. S. 768.095)