Non-Discrimination Policy

The Ember Academy admits students of any race, color, national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students at the school. It does not discriminate on the basis of race, color, national and ethnic origin in administration of its educational policies, admissions policies, scholarship and loan programs, and athletic and other school-administered programs.

Ember Academy is committed to providing an inclusive and equitable learning environment for all students, free from racial discrimination. This policy aims to promote diversity, respect, and cultural understanding within our school community.

Any questions regarding the compliance of Ember Academy with respect to the application and administration of the school’s nondiscrimination policies should be directed to:

Siegel Rogers

Operations Manager

School Compliance Officer

2176 Sarno Road Suites 113 &115

Melbourne, Florida 32935

Phone number: 321-290-0163

Email: emberaba@outlook.com

The compliance officer holds the duty of coordinating the school’s effort to meet its responsibilities under this policy. The Compliance Officer will receive and investigate any complaints filed under this policy and make recommendations to the Director for the prompt and equitable resolution of complaints. The school will provide its Compliance Officer and staff with appropriate training on this policy and their obligations hereunder. Retaliation against an individual for filing a complaint under this policy or participating in an informal or formal resolution is strongly prohibited.

Who may make a complaint?

Any concerns or allegations of racial discrimination, or denial of equal opportunity to access the school’s education programs, activities, or services can be reported by a student, parent, employee, or applicant.

Who can a complaint be made to?

To file a formal complaint, one can report to the compliance officer, an administrator, or staff member. If an administrator or staff receives a complaint, it must be immediately reported to the compliance officer.

How do you file a complaint?

Complaints may be filed in writing via a letter, email, or text message. While verbal complaints can also be filed, a written document is strongly encouraged.

Are complaints set to a timeline?

There is flexibility with the timeline for filing a complaint however, it at best to file a complaint within 45 days of an incident of discriminatory allegation.

How long will it take to have a complaint handled?

Ember Academy will address complaints speedily with the consideration that unforeseen circumstances may affect the timeframe thus resulting in a delay.

Informal Complaint Process

Ember Academy’s nondiscrimination policy allows an individual the choice of making an informal complaint verbally or in writing. The complainant has the option of pursuing an informal complaint procedure. During this process, the compliance officer is responsible for exploring various resolution options with the complainant. The resolution may be a suggestion offered to the complainant on how to resolve the concern or doing a policy review with those involved in the issue. In the event both the complainant and the other party in the case agree, a meeting may be organized to informally rectify the problem promptly. The complainant can request to stop the informal procedures to address the issue with a formal complaint process.

Formal Complaint Process

A formal complaint may be filed either verbally or in written form, in accordance with Ember Academy’s policy. There is certain detailed information required to be included in a formal complaint report such as: a statement made by the complainant that points out the issue, provides relevant facts, identifies all parties involved, and a summary of the solution being pursued. Upon receiving a formal complaint, the Compliance Officer is allotted three business days with which time an investigation must ensue. Interviews will be conducted by the compliance officer to gather information from the complainant, respondent, and witnesses if any, that may have pertinent information regarding the matter. Along with the interview, any documentation presented concerning the investigation will be considered. The respondent will be allowed 5 business days from the date of notice of the issue, to respond with a written statement. Once the investigation is concluded, the compliance officer must submit a full report to the Ember Academy’s school director with details on how the policy was violated and what a suitable outcome should be. The school director is then tasked with issuing a final decision or pending the complaint for further investigation. In the event of a pended complaint, the precise issues to address must be noted. Upon the completion of the investigation and receiving the approval of the school’s director, he or she will issue a final decision on the policy violation with corrective and preventative measures to be taken as applicable. The decided consequence must be appropriate to the age of the person and timely delivered. The final decision of the school director must be promptly communicated to the complainant and respondent in a manner based on the school director’s direction.

Reporting Misconduct Policy

Section 1006.061(1), Florida Statutes requires each district school, charter school, and private school that accepts scholarship students under section 220.187 or section 1002.39 to post in a prominent place a notice that pursuant to chapter 39 all employees and agents of the district school board, charter school or private school have an affirmative duty to report all actual or suspected cases of child abuse, abandonment, or neglect.

Section 1006.061(2), Florida Statutes requires each district school, charter school, and private school that accepts scholarship students to post at the school site and on the schools’ internet site the policies and procedures for reporting alleged misconduct by instructional personnel or school administrators which affects the health, safety, or welfare of a student. The notices must include the contact person to whom the report is made, and the penalties imposed on those instructional personnel or school administrators who fail to report suspected child abuse or misconduct by other instructional personnel or school administrators.

How to report misconduct:

Report allegations or suspicion of misconduct by an instructional personnel member to your school administrator or district contact.
Report allegations or suspicion of misconduct by your school administrator to your district contact.
Document the activities or details of the event.
Secure evidence (if applicable)

Who should report misconduct?

All employees and agents of a district school board, charter school, or private school must report misconduct. If you are aware of or observe misconduct REPORT IT IMMEDIATELY!

Who should you report?

Classroom teachers
Paraprofessionals
Substitute teachers.
Librarians, guidance counselors, and social workers
Career specialists and school psychologists
Principals, Assistant Principals and Deans

Florida Statutes s. 1006.061 states all employees and agents of the district school board, charter schools, and private schools that accept scholarship students, have an obligation to report misconduct by an instructional personnel member or school administrator.

Florida Statutes s. 1012.33 outlines disciplinary procedures regarding district employment contracts with instructional personnel staff, supervisors, and school principals.

Florida Statutes s. 1012.795 provides the Education Practices Commission the authority to issue disciplinary action against an individual’s Florida Educator certificate.

Florida Statutes s. 1012.796 provides authority for the Department of Education to investigate and prosecute allegations of educator misconduct.

Florida Statute s. 1012.01 defines public school instructional personnel, administrative personnel, school volunteers, education support employees, and managers.

State Board of Education Rule 6B-1.001 defines the Code of Ethics of the Education Profession in Florida.

State Board of Education Rule 6B-1.006 defines the Principals of Professional Conduct of the Education Profession in Florida.

Failure to Report Misconduct – Possible penalties for instructional personnel or site administrators who fail to report misconduct may include:

Written Reprimand
Suspension with or without pay.
Termination of employment
Discipline/Sanctions on an educator’s certificate.

Standards of Ethical Conduct

(Adapted from the Code of Ethics of the Education Profession in Florida and Principles of Professional Conduct for the Education Profession in Florida)

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.
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.

Concern for the student requires that our instructional personnel: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.
Shall not unreasonably restrain a student from independent action in pursuit of learning
Shall not unreasonably deny a student access to diverse points of view.
Shall not intentionally 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 based on race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition, sexual orientation, or social and family background and shall make a reasonable effort to assure that each student is protected from harassment or discrimination.
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. Aware of the importance of maintaining the respect and confidence of colleagues, students, parents, and the community, employees of our school must display the highest degree of ethical conduct. This commitment requires that our employees:

Shall maintain honesty in all professional dealings.
Shall not be based on race, color, religion, 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.
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 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.
Shall not make malicious or intentionally false statements about a colleague.

Training Requirement All instructional personnel, educational support employees, 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, educational support employees, and administrators must report misconduct by instructional personnel and school administrators, that 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 Siegel Allen, School Compliance Officer, phone number is 321-425-2418, emberaba@outlook.com. Reports of misconduct committed by administrators should be made to Nicole Santamore, Director of Education, 321-425-2418, emberteachers@outlook.com. 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 that affects the health, safety, or welfare of a student are posted on the bulletin board on the left side of the wall when entering the facility and on our Website at https://www.ember-academy-inc.com/discrimination-policy.

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: http://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 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 the 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 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 because 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)

Reports of misconduct of employees should be made to

Siegel Allen

School Compliance Officer

phone number is 321-425-2418

emberaba@outlook.com

Reports of misconduct committed by administrators should be made to

Nicole Santamore

Director of Education

321-425-2418

emberteachers@outlook.com