Training Requirement


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


Reporting 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 the Office Manager, Jennifer Hammonds. Reports of misconduct committed by administrators should be made to the Owners, Aureliz Camacho and Maria Gazca. 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 Staff Policy Manual.



ALL employees must report all actual or suspected child abuse of any child attending the center as soon as possible to the Directors.


Upon suspicion of neglect or abuse, staff will begin a log of suspected abuse. Florida law requires caregivers to report suspected child abuse or neglect to The Florida Abuse Hotline either by phone at 711 or 800-962-2873, or by faxing logs/reports to 800-914-0004. Failure to report suspected abuse or neglect will result in felony charges.


Note: Employers are prohibited from retaliating against caregivers who make reports in good faith.





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 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 F.S. Chapter 760. (F.S. 768.095)