LCS is obligated by Tennessee law to report the reasonable suspicion of abuse. Any suspicion of child abuse must be reported to and discussed with the respective principal or the School Administrator. Each employee must view the child abuse educational course during the first two weeks of school every year.
One sign alone may not necessarily indicate abuse. However, if a number are present, it is prudent to consider the possibility of child abuse.

Definition of Abuse or molestation – any actual, threatened, or alleged acts of physical or mental abuse, neglect, sexual abuse, sexual molestation or sexual misconduct.

Definition of Neglect – failure to provide for a child's physical survival needs to the extent that there is harm, or risk of harm, to the child's health or safety.

Suspect abuse or neglect if a child:

• Is habitually away from school and constantly late; arrives at school very early and leaves very late.
• Is compliant, shy, withdrawn, passive, and uncommunicative (perhaps having internalized his problem of dealing with adults).
• Is nervous, hyperactive, aggressive, disruptive, or destructive (perhaps acting out his hurt to secure attention).
• Has an unexplained injury - a patch of hair missing, a burn, a limp, or bruises.
• Has an inordinate number of “explained” injuries such as bruises on his arms and legs over a period of time.
• Exhibits an injury that is not adequately explained.
• Complains about numerous beatings.
• Complains about the mother’s boyfriend “doing things” when the mother is not at home.
• Goes to the bathroom with difficulty.
• Is inadequately dressed for inclement weather with, for example, only a sweater in winter for outerwear.
• Wears a long-sleeved top or shirt during the summer months to cover bruises on the arms.
• Has clothing that is soiled, tattered, or too small.
• Is dirty and smells or have bad teeth, hair falling out, or lice.
• Is thin, emaciated and constantly tired, showing evidence of malnutrition and dehydration.
• Is unusually fearful of other children and adults.
• Has been given inappropriate food, drink, or drugs.

Educators should also suspect child abuse if the parents:

• Show little concern for their child’s problems.
• Take an unusual amount of time to seek health care for the child.
• Do not adequately explain an injury.
• Give different explanations for the same injury.
• Continue to complain about irrelevant problems unrelated to the injury.
• Suggest that the cause of an injury can be attributed to a third party.
• Are reluctant to share information about the child.
• Respond inappropriately to the seriousness of the problem.
• Cannot be found.
• Are using alcohol or drugs.
• Have no friends, neighbors, or relatives to turn to in a crisis.
• Have unrealistic expectations for the child.
• Are very strict disciplinarians.
• Were themselves abused, neglected, or deprived as children.
• Have taken the child to different doctors, clinics, or hospitals for past injuries (often called “doctor shopping” or “hospital shopping”).
• Are unusually antagonistic and hostile when talking about the child’s health problems.

Such clues can help you make an informed decision about reporting. You are not required or expected to make a unilateral investigation but only to report a suspected abuse.

Reporting Procedure to Identify and Respond to Allegations - Everyone in Tennessee is a mandated reporter under state law. Any person with reasonable cause to believe a child is being abused or neglected must, under the law, immediately report to the Tennessee Department of Children’s Services or to local law enforcement.

Crisis Plan to Deal with Employee, Victims, Family, Media
In the event that an incidence of abuse, molestation, or neglect is discovered or suspected, the following actions will be taken.

With Employees –  Administrators will deal with the employee in a clear, calm, straightforward manner informing them that an allegation has been made against them. The employee will immediately be placed on paid leave until an investigation is conducted and be escorted from the campus. Should the administration deem the allegations are reasonable and likely or in the case that formal charges are made, the employee will be dismissed immediately.

With Victims – The child who is the victim of the alleged abuse will be placed in a safe area with a member of the administration and/or faculty. The person discovering the potential abuse will contact the principal of the school, who will in turn contact the Executive Director of LCS. The Tennessee Department of Children’s Services or local law enforcement will be contacted by the Executive Director or the Principal.

With Families – The child’s parent or custodial guardian will be contacted by the Principal or designated administrator. It is important that the director report the facts in a neutral manner that acknowledges the parents' understandable distress. The parent will be informed of our legal obligation to report the matter to the appropriate authorities, who will now carry out the investigation. If the parent or guardian is the object of the allegation, then contact with the family will come only at the directives of the DCS.

With Media – The Executive Director should deal with all news media. Instruct all other staff to refer any media requests for comments or information to the Executive Director.

One on One Interaction Policy
All faculty and administrators should refrain from meeting with students one on one behind closed doors. LCS has a zero-tolerance policy for personal interactions with students outside of scope of their employment.

Bullying Policy
Bullying means systematically and chronically inflicting physical hurt or psychological distress on one or more students or employees. It is further defined as unwanted, purposeful written, verbal, nonverbal, or physical dehumanizing gesture by an adult or student that has the potential to create an intimidating, hostile, or offensive educational environment or cause long-term damage; that causes discomfort or
humiliation; that unreasonably interferes with the individual’s school performance or participation; that is
carried out repeatedly and is often characterized by an imbalance of power.

Bullying may involve, but is not limited to: unwanted teasing, threatening, intimidating, stalking, cyber stalking, cyber bullying, physical violence, theft, sexual, religious, or racial harassment, public humiliation, destruction of school or personal property, social exclusion, fostering rumors or spreading of falsehoods, and relational aggression.

Such harassment may involve threats, insults, dehumanizing gestures, use of technology, computer software, or written, verbal or physical conduct directed against a student or school employee that:

1. Places a student or school employee in reasonable fear of harm to his or her person or damage to his or her property.
2. Has the effect of substantially interfering with a student’s educational performance, or employee’s work performance, or either’s opportunities, or benefits.
3. Has the effect of substantially impacting a student’s or employee’s emotional or mental well-being in a negative fashion.
4. Has the effect of substantially disrupting the orderly operation of school.

Cyber stalking means to engage in a course of conduct to communicate, or to cause to be communicated, words, images, or language by or through the use of electronic mail or electronic communication, directed at or about a specific person, causing substantial emotional distress to that person and serving no legitimate purpose.

Cyber bullying is defined as the willful and repeated harassment and intimidation of a person through the use of digital technologies, including, but not limited to, email, blogs, social websites (e.g., Instagram, Facebook), chat rooms, and instant messaging.

1. Expectations:
The board and administration of LCS declare that a safe and respectful environment is necessary for students to learn and achieve academic excellence. Harassment, intimidation, or bullying, like other disruptive or violent behavior, is conduct that disrupts a student's ability to learn and a school's ability to educate its students in a safe environment.
Students learn by example. School administrators, faculty, staff, students, and volunteers who demonstrate appropriate behavior (treating others with Christ-like love and respect and refusing to tolerate harassment, intimidation, or bullying) encourage others to do so as well. LCS prohibits the bullying of any student or school employee during any educational program or activity conducted by LCS.

2. Reporting an act of Bullying:
The principal is responsible for receiving oral or written complaints alleging violations of this policy, as with all infractions from the Student Code of Conduct. A school employee, student, or volunteer who witnesses or has reliable information that a student has been subjected to an act of harassment, intimidation, or bullying is expected to report the act to the principal.

3. Remedial Action:
The principal shall document in writing all complaints regarding bullying, as with all infractions of the Student Code of Conduct, to ensure that problems are appropriately addressed in a timely manner, whether the report is made verbally or in writing. The principal shall conduct a thorough investigation and interviews with the complainant(s), accused, and witnesses as soon as possible. Parents of both the victim and the alleged perpetrator of an act of bullying or harassment will be promptly notified of the situation and any actions being taken. Consequences and appropriate interventions for students who commit acts of bullying may range from positive behavioral interventions up to, but not limited to, suspension, as outlined in the Student Code of Conduct. No retaliation of any kind is permitted in connection with an individual having made a bullying complaint; and if it occurs, it shall be deemed an additional act of bullying.

In-service training and education will be conducted annually to inform and educate the faculty and staff in recognizing and taking action to prevent Abuse or Molestation.

All employees are required to annually sign a written acknowledgment of receipt, review & comprehension of the Abuse or Molestation policy.