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  1. Liberty Baptist Academy 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 is the freedom to learn and 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 judgment and integrity.

  3. Concern for the student requires that our instructional personnel:

    • Shall make a 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.

    • Shall not unreasonably restrain a student from his/her pursuit of learning.

    • Shall not unreasonably deny a student access to diverse points of view.

    • Shall not seek to suppress or distort subject matter relevant to a student’s academic program.

    • Shall not intentionally expose a student to unnecessary embarrassment or disparagement.

    • Shall not intentionally violate or deny a student’s legal rights.

    • Shall not harass or discriminate against any student and shall make a reasonable effort to assure that each student is protected from the same in all areas of life.

    • Shall not exploit a relationship with a student for personal gain or advantage.

    • Shall keep in confidence personally identifiable information obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.

  4. In maintaining the respect and confidence of colleagues, students, parents, and the community, employees of LBA must           display the highest degree of ethical conduct. This commitment requires that our employees:

    • Shall maintain honesty in all professional dealings.

    • Shall not deny to a colleague professional benefits or advantages or participation in any professional organization 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.

    • Shall not interfere with a colleague’s exercise of political or civil rights and responsibilities.

    • 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 process of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment; and, further, shall make a reasonable effort to assure that each individual is protected from such Harassment or discrimination.

    • Shall not make malicious or intentionally false statements about a colleague.



All instructional personnel and administrators are required as a condition of employment to complete training on these standards of ethical conduct before the beginning of each school year and when deemed necessary by the administrator.


All LBA employees and the administrator have an obligation to report misconduct by instructional personnel and the school administrator 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 administrator of Liberty Baptist Academy, Daniel K Jackson, 941-371-8239,

Reports of misconduct committed by the administrator should be made to the Senior Pastor of Liberty Baptist Church, 941-371-8239. Legally sufficient allegations of misconduct by Florida certified educators will be reported to the office of Professional Practices Services. Failure to report misconduct may result in penalties up to termination of employment and revocation of an educator’s certificate.

                                                         PROCEDURES FOR REPORTING MISCONDUCT

Our policies and procedures for reporting misconduct by instructional personnel or the school administrator which affects the health, safety, or welfare of a student are posted in the school office and the foyer of the educational building.

REPORTING PROCEDURE:  Listen, Evaluate, Act immediately, Document, Encourage and Report


                                              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:


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 or may run away, shy away from physical contact, be aggressive, or wear appropriate clothing to hide injuries.


The child may have torn, stained or bloody underclothing, trouble walking or sitting, pain or itching in the private area, or std. 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.


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.


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.


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 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)

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