Standards of Ethical Conduct

 

(a)   will make reasonable effort to protect the student from conditions harmful to learning and/or the student’s mental and/or physical health and/or safety.

(b)  Within reason, allow a student independent action in pursuit of learning and access to diverse points of view.

(c)   Will not intentionally suppress or distort subject matter relevant to a student’s academic program.

(d)  Will avoid intentionally exposing a student to unnecessary embarrassment or disparagement and/or violating or denying a student’s legal rights.

(e)   Will make reasonable effort to assure that each student is protected from harassment or discrimination on the basis of race, color, religion, gender, age, national or ethnic origin, political beliefs, marital status, handicapping condition, sexual orientation, or social and family background.

(f)   Will not exploit a relationship with a student for personal gain or advantage.

(g)  Will keep personally identifiable information obtained in the course of professional service confidential unless disclosure serves professional purposes or is required by law.

(a)   Will maintain honesty in all professional dealings.

(b)  Will ensure that colleagues have the opportunity to participate in any professional benefits or professional organizations regardless of their race, color, religion, gender, age, national or ethnic origin, political beliefs, marital status, handicapping condition of otherwise qualified, or social or family background .

(c)   Will not interfere with a colleagues’ exercise of political or civil rights and responsibilities.

(d)  Will make reasonable effort to assure that each individual is protected from harassment or discrimination and will not engage in harassment or discriminatory conduct which creates a hostile, intimidating, abusive, offensive, or oppressive environment.

(e)   Will abstain from making malicious or intentionally false statements about a colleague.

(f)   Will take reasonable precautions to distinguish between personal views and those of Hillel.

(g)  Will not use institutional privileges for personal gain or advantage and will not accept any gratuity, gift, or favor that might influence professional judgment or offer a gratuity, gift, or favor to obtain special advantages.

(h)  Will self report within 48 hour to appropriate authorities and Human Resources any arrests/charges involving the abuse of a child or the sale and/or possession of a controlled substance. Such notice shall not be an admission of guilt nor shall such notice be admissible for any purpose in any proceeding, civil, or criminal, administrative or judicial, investigatory, or adjudicatory.

(i)    Will report to appropriate authorities any known allegation of a violation of the Florida School Code or State Board of Education Rules.

(j)    Will not retaliate against any individual who has reported any allegation of a violation of the Florida School Code or State Board of Education.

 

 

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 http://www.dcf.state.fl.us/abuse/report/.

 

Any person, official, or institution participating in good faith in any act authorized or required by this chapter, 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.

Except as provided in this chapter, nothing contained in this section shall be deemed to grant immunity, civil or criminal, to any person suspected of having abused, abandoned, or neglected a child, or committed any illegal act upon or against a child.

No resident or employee of a facility serving children may be subjected to reprisal or discharge because of his or her actions in reporting abuse, abandonment, or neglect pursuant to the requirements of this section.

Any person making a report under this section shall have a civil cause of action for appropriate compensatory and punitive damages against any person who causes detrimental changes in the employment status of such reporting party by reason of his or her making such report. Any detrimental change made in the residency or employment status of such person, including, but not limited to, discharge, termination, demotion, transfer, or reduction in pay or benefits or work privileges, or negative evaluations within a prescribed period of time shall establish a rebuttable presumption that such action was retaliatory.

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 chapter 760.

  

 

All employees are required as a condition of employment to complete training on Hillel’s standards of ethical conduct. Training will be conducted during the employee’s new hire orientation.

 

The Policy and procedures for reporting misconduct by employees which affects the health, safety, or welfare of a student are posted on the Faculty Lounges, the School website under Human Resources, and the Employee Handbook. It is also reviewed and trained on during new hire orientation at which time the new employee is required to complete a receipt and training acknowledgment form.

 

All employees have an obligation to report misconduct by other employees which affects the health, safety, or welfare of a student. Examples of misconduct include obscene language, drug and alcohol usage, disparaging comments, prejudice or bigotry, sexual innuendo, cheating or testing violations, physical aggression, and accepting or offering favors. Reports of misconduct should be made to:

 

Division Principals

Human Resources

Rabbinic Head

Head of School

 

Reports of misconduct committed by administrators should be made to: Human Resources, Rabbinic Head, or Board President.

 

Legally sufficient allegations of misconduct by Florida certified educators will be reported to the Office of Professional Practices Services by the Human Resources Department. Legally sufficient allegations of misconduct by CAJE licensed educators will be reported to CAJE by the Human Resources Department.

 

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 http://www.dcf.state.fl.us/abuse/report/.

 

Any person, official, or institution participating in good faith in any act authorized or required by this chapter, 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.

Except as provided in this chapter, nothing contained in this section shall be deemed to grant immunity, civil or criminal, to any person suspected of having abused, abandoned, or neglected a child, or committed any illegal act upon or against a child.

No resident or employee of a facility serving children may be subjected to reprisal or discharge because of his or her actions in reporting abuse, abandonment, or neglect pursuant to the requirements of this section.

Any person making a report under this section shall have a civil cause of action for appropriate compensatory and punitive damages against any person who causes detrimental changes in the employment status of such reporting party by reason of his or her making such report. Any detrimental change made in the residency or employment status of such person, including, but not limited to, discharge, termination, demotion, transfer, or reduction in pay or benefits or work privileges, or negative evaluations within a prescribed period of time shall establish a rebuttable presumption that such action was retaliatory.

Statute 768.095                   

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 chapter 760.