RTM Academy

Our Code of Ethics

Code of Ethics

1. The teacher values the worth and dignity of every person, maintains a commitment to excellence, acquisition of knowledge, and integrity.  Essential to the achievement of these standards is the freedom to learn and teach while guaranteeing an equal learning opportunity for every student. 
2. The teacher's primary professional concern will always be for the student and for the development of the student's potential.  The teacher will therefore obtain continued professional development, and will seek to employ the best professional decision with wisdom and integrity.
3. The teacher is mindful of the importance of maintaining the confidence, and respect of their colleagues, students, parents, and other members of the community.  The teacher strives to achieve and sustain the highest measure of ethical conduct at all times.

Principles of Professional Conduct for Teachers & Administrators

1. The following disciplinary rules shall be established in the Priciples of Professional Conduct for teachers and administrators.
2. Violation of any of these principles shall be grounds for termination of the employee's contract and employment or suspension of employment, or other penalties as provided by the law.
3. A Professional obligation to the student requires that the instructor or adminstrator:
   1. Make a reasonable effort to protect the student from conditions harmful to learning, or to their mental and physical health and safety.
   2. Shall not display inappropriate physical affection or contact with a student in an effort to protect the instructor or administrators own professional reputation and the trust and well being of the student and their parents.  
   3. Shall not unfairly restrain a student from independent action in pursuit of learning.
   4. Shall not unreasonably deny a student access to various points of view.
   5. Shall not purposefully suppress or distort subject matter relevant to a student's academic program.
   6. Shall not purposefully expose a student to unnecessary embarrassment or ridicule.
   7. Shall not intentionally violate or deny a student's legal rights.
   8. 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, physical or mental disability, social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination.
   9. Shall not exploit a relationship with a student for personal gain or advantage of any kind. 
   10. Shall keep in confidence personal information obtained during professional service, unless disclosure of that information serves professional purposes or is required by law.
4. Obligation to the academy requires that the instructor or administrator:
   1. Shall take reasonable precautions to distinguish between secular views and those of our Christian faith with which the teacher is affiliated.
   2. Shall not intentionally distort or misrepresent facts concerning an educational matter in direct or indirect public expression.
   3. Shall not use academy privileges for personal gain or advantage.
   4. Shall not accept gratuity, gifts, or favors that might influence professional judgement.
   5. Shall offer no gratuity, gift, or favor to obtain special advantages.    
5. As a mandatory reporter the instructor or administrator must abide by the duty to report as described in Florida Statutes Chapters 39 and 415:
   1. By immediately contacting the Florida Child Abuse Hotline or submitting an online report on the internet.
   2. By immediately contacting the school administrator or principal by phone or in person to report alleged employee misconduct that affects the health, safety, or welfare of a student.
   3. By immediately contacting the Revealing Truth Ministries church administrator by phone or in person to report if the school principal or school administrator allegedly commits misconduct that affects the health, safety, or welfare of a student. 
6. Obligation to the profession of education requires that the instructor or administrator:
   1. Shall maintain honesty in all professional dealings.
   2. Shall not on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, physical handicap 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 during non-working hours.
   4. Shall not engage in harassment or discriminatory conduct which unfairly interferes with an instructor or administrators 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 a 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 not use coercive means or promise special treatment to influence professional judgement of colleagues.
   7. Shall not submit any fraudulent statement or fail to disclose a material fact in one's own or another's application for an instructional or administrative position.  
   8. Shall provide upon the request of the instructor or administrator a written statement of specific reasons for recommendations that lead to the denial of contract renewal, termination of employment, or significant changes in employment.
   9. Shall self-report within forty-eight (48) hours to appropriate authorities (child abuse hotline; church administrator; school administrator or principal) any arrests/charges involving the abuse of a child or the sale and/or possession of a controlled substance. 
   10. Shall report to the appropriate authorities any known allegation of working while under the influence of alcohol; an illegal controlled substance or inappropriate use of any controlled substance.
   11. Shall seek no retaliation or act of vengeance against any individual who has reported any allegation of a violation of child abuse.

Employee Liability Protections

7. An explanation regarding employer immunity from liability and disclosure of information regarding former or current employees under ss. 768.095, F.S.
   1. 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 rights of the former or current employee protected under chapter 760

       

8. An explanation regarding employer immunity from liability in cases of child abuse, abandonment, or neglect under ss. 39.203, F.S.
   1. 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.
   2. 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.
   3. 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.
   4. 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 presumption that such action was retaliatory.
9. All instructional and administrative staff members will be required to complete training of the R.T.M. Standards of Ethical Conduct for instructional and administrative staff members annually.