Copyright © Wellington 2019

Nondiscrimination & Ethics Training and Reporting Policies

Nondiscrimination

Wellington Preparatory School, LLC (also known as Planet Kids at Wellington) does not discriminate in employment or the provision of educational services on the basis of race, color, religion, age, gender, gender identity, gender expression, sexual orientation, national origin, disability, citizenship status, veteran status or any other characteristic protected by federal, state or local law.

 

Discrimination Policy

Our School has updated its policy related to nondiscrimination and bullying this school year. No person shall be subjected to discrimination or bullying on the basis of actual or perceived race, color, religion, age, sex gender, gender identity, gender expression, sexual orientation, national origin, disability, citizenship status, or any other characteristic protected by federal, state, or local law.

 

Any student who feels that they are being harassed, bullied, or discriminated against, or who observes an incident of harassment, bullying, or discrimination, should immediately contact the Principal. Student or parent complaints will be investigated in a manner that protects the confidentiality of the parties. The School will maintain a record of all reported cases of unlawful discrimination, including discriminatory harassment, intimidation, or bullying.

 

Wellington Preparatory School Student Disability Non-Discrimination Policy

1) Wellington Preparatory School (also known as Planet Kids at Wellington) (“WPS”) is committed to providing a fine education to all of its students. As part of that commitment, WPS makes its programs and services available on a non-discriminatory basis, including to students with disabilities as defined under Title III of the Americans with Disabilities Act (“ADA”).

 

2) WPS has designated an ADA Compliance Officer who reviews all decisions not to enroll a student with a disability, or to disenroll a student with a disability. The ADA Compliance Officer also prepares modification plans in consultation with the applicable WPS school and notifies the parent/guardian about decisions to deny a modification or to disenroll for ADA related reasons.

 

3) WPS may make necessary inquiries into the existence of a disability. WPS imposes or applies only those eligibility criteria that are necessary for the provision of WPS programs and services.

 

4) In accordance with the ADA, WPS makes reasonable modifications as necessary to afford WPS programs and services to students with disabilities. Modifications are not reasonable if they would result in a fundamental alteration, impose undue burdens on the School, its students or its staff or present a direct threat to health or safety. 

 

5) WPS will make reasonable modifications to programs and services at the request of a disabled student’s parent/guardian. A request for modification made by a parent/guardian must be made to any WPS Principal, Assistant Principal and/or WPS’s ADA Compliance Officer. Such request may be made orally or in writing. If a parent/guardian discusses a proposed reasonable modification with a teacher or assistant teacher, the teacher or assistant teacher is obligated to report the request to the Assistant Principal, Principal or WPS’s ADA Compliance Officer, who will respond to the modification request. Parents are expected to cooperate in the modification process by promptly providing information reasonably requested by WPS about the child’s condition, the condition’s duration and severity, the modifications necessary to permit the child to participate in WPS’s programs and services, and a description of the circumstances in which WPS should notify the parent/guardian of changes in a student’s condition or seek emergency medical attention.

 

6) Nothing in the Policy is intended to cause WPS to violate any provision of any state, local or municipal law. WPS is entitled to refuse to enroll or disenroll a student in accordance with the provisions of the ADA, state, local or municipal law and the Policy as well as for reasons not related to the child’s abilities.

Ethics Training and Reporting

Reporting of Ethical Misconduct is required by law and is our duty as professionals entrusted with the safety and welfare of students every day. Florida Statute section 39.203 and section 768.095 protect the person reporting ethical misconduct from reprisal by the individual reported or the employer if the report was made in good faith without malicious intent. Center Academy requires that every employee report any issue that could currently or potentially impact the health, safety, or welfare of its students and Center Academy employees.

The process for reporting is as follows. Any incident that an employee believes is potentially harmful to a student or another employee should be immediately reported to their immediate supervisor, the Regional Director, or in the absence of those persons, to the Corporate Office and President of Center Academy. Any employee who knowingly fails to report misconduct or abuse will be subject to discipline, up to and including termination.

Parents, students, and employees should regularly visit the public registry to review it for individuals who may have prior criminal records and sex offenses. Information concerning registered sex offenders and predators in Florida may be obtained by visiting http://www.fdle.state.fl.us, the Florida Department of Law Enforcement Sexual Offenders database. Information may also be obtained by contacting the FDLE’s toll free telephone number: 1-888-FL-PREDATOR (1-888-357-7332).

The school performs criminal-background checks on its employees and volunteers with unsupervised access to children, but cannot attest to the background of the various parents with whom their child may associate away from school.

In cases of suspected Physical Abuse, Sexual abuse or Neglect the employee should report those issues immediately to the 1-800-96Abuse hotline.

Notice: All employees will be required to complete ethics training on an annual basis as a condition of their employment with LLL Licensing Inc.