Brandon Classical Christian School
Abuse and Misconduct Reporting Policy and Procedure



Any time you observe any of the above behaviors, please contact:
Sheryl Eggert, director of Westminster Academy and Brandon Classical Christian school @ 813-684-3118
or
Jeremy Fuller, Headmaster of Brandon Classical Christian School @ 813-689-6541
Reporting Abuse or Misconduct Policy:
Employees are required by law to read and sign the “Child Abuse and Neglect Reporting Requirements” (CF-FSP 5337). All child care personnel are mandated by law to report their suspicions of child abuse, neglect, or abandonment to the Florida Abuse Hotline in accordance with s. 39.201 of the Florida Statutes (F.S.). Reports must be made immediately to the Florida Abuse Hotline Information System at 1-800-96-ABUSE (1-800-96-2873).
Procedure to follow if child abuse is suspected:
*In the case of an employee observing another employee abusing a child, it is the employee’s responsibility to report observed incidents to the director immediately.
39.203 Immunity from liability in cases of child abuse, abandonment, or neglect.—
(1)(a) 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.
(b) 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.
(2)(a) 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.
(b) 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 rebuttable presumption that such action was retaliatory.
768.095 Employer immunity from liability; disclosure of information regarding former or current employees.— 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 chapter 760.
Sheryl Eggert, director of Westminster Academy and Brandon Classical Christian school @ 813-684-3118
or
Jeremy Fuller, Headmaster of Brandon Classical Christian School @ 813-689-6541
Reporting Abuse or Misconduct Policy:
Employees are required by law to read and sign the “Child Abuse and Neglect Reporting Requirements” (CF-FSP 5337). All child care personnel are mandated by law to report their suspicions of child abuse, neglect, or abandonment to the Florida Abuse Hotline in accordance with s. 39.201 of the Florida Statutes (F.S.). Reports must be made immediately to the Florida Abuse Hotline Information System at 1-800-96-ABUSE (1-800-96-2873).
Procedure to follow if child abuse is suspected:
- Document evidence (Documentation is to be kept in the child’s folder in the director or headmaster’s office.).
- Report to Sheryl Eggert, the director, or Jeremy Fuller the Headmaster (see numbers above)
- Contact the abuse hotline: 1-800-96-ABUSE (1-800-96-2873).
*In the case of an employee observing another employee abusing a child, it is the employee’s responsibility to report observed incidents to the director immediately.
39.203 Immunity from liability in cases of child abuse, abandonment, or neglect.—
(1)(a) 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.
(b) 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.
(2)(a) 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.
(b) 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 rebuttable presumption that such action was retaliatory.
768.095 Employer immunity from liability; disclosure of information regarding former or current employees.— 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 chapter 760.