Code of Ethics


All employees of Christian Academy are required to adhere to these standards of ethical conduct, in addition to our own.

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

Reporting Misconduct by Instructional Personnel and Administrators 
All employees and administrations have an obligation to report misconduct by instructional personnel and school administrators which effects 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 reported to the Director, Susan Toole, at 850-593-6699.  Reports of misconduct by the Director should be reported to the administrator, Dr. David Pipping, at 850-209-3015. Reports of misconduct by the Administer must be reported to both the Director and Deacon Raymond Hatcher (850-593-0311) of Victory Baptist Church. Legally sufficient allegations of misconduct by Florida certified educators will be reported to the Office of Professional Practices Services.  Policies and procedure for reporting misconduct by instructional personnel or school administrators which affects the health, safety, or welfare of a student are posted on the break room bulletin board.
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

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).