Institutional Policies

Harassment and Discrimination

The Colburn School is committed to providing an environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. The Colburn School will not tolerate any actions, words, jokes, or comments based on a person’s sex, race, color, national origin, ancestry, age, religion, disability, perceived disability, sexual orientation, gender expression, or any other legally protected classification under applicable law. This protection extends to all students, relatives of students, employees, applicants, unpaid interns, volunteers and persons providing services pursuant to a contract with the School, including independent contractors (collectively “employees” or “employee” for purposes of this policy only) by managers, supervisors, coworkers and nonemployees. The School will not tolerate harassment by Colburn employees of individuals outside the School with whom the School’s employees have a business, service, or professional relationship.

The Colburn School also does not tolerate retaliation against any employee or student who reports harassing, discriminatory or retaliatory conduct in good faith, participates in any investigation, or engages in any other protected activity, including, but not limited to, requesting a reasonable accommodation or requesting a family or medical leave.

Harassment and Discrimination Defined

Harassment is unwelcome verbal, visual, or physical conduct that creates an intimidating, offensive, or hostile working environment or that interferes with work or academic performance. Such conduct constitutes harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment or academic progress; (2) submission or rejection of the conduct is used as a basis for making employment or academic decisions; or (3) the conduct has the purpose or effect of interfering with work or academic performance, or creating an intimidating, hostile, or offensive environment.

Sexual harassment includes verbal, physical, and visual harassment, as well as unwanted sexual advances, requests for sexual favors, and conversation containing sexual comments. Sexually harassing conduct may be either quid pro quo or hostile work environment sexual harassment and can be by a person of either the same or opposite sex. It need not be motivated by sexual desire to be a violation of this policy. This definition includes many forms of offensive behavior, and includes gender-based harassment of a person of the same sex as the harasser.

Quid pro quo sexual harassment occurs when there is explicit or implicit conditioning of a job, promotion or other term of employment on an employee, applicant, unpaid intern or volunteer’s submission to sexual advances or other conduct based on sex.

Hostile work environment harassment occurs when unwelcome comments or conduct based on sex unreasonably interferers with a student, employee, applicant, unpaid intern or volunteer’s work performance or creates an intimidating, hostile, or offensive work environment. Sexually harassing conduct can be by a person of either the same or opposite sex, and it need not be motivated by sexual desire to be a violation of this policy.

The following is a partial list of sexual harassment examples:

  • Unwanted sexual advances.
  • Offering employment or academic benefits in exchange for sexual favors.
  • Making or threatening reprisals after a negative response to sexual advances.
  • Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons, or posters.
  • Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
  • Verbal sexual advances, propositions, or sexual innuendo.
  • Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.
  • Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Discrimination includes adverse treatment or actions against an employee based on an employee’s protected classification in regards to any area of employment including, but not limited to, recruitment, hiring, training, promotion, compensation, benefits, transfer, and disciplinary action, as proscribed by applicable law including, but not limited to, California Government Code section 12940, et seq.

Any student, faculty, or administrator who becomes aware of possible sexual or other unlawful harassment must immediately advise the President, Dean, or any member of the administration so the allegation can be investigated in a timely and confidential manner. Any person who engages in sexual or other unlawful harassment will be subject to disciplinary action, up to and including dismissal from the school or termination of employment.

The Colburn School encourages anyone who experiences or witnesses unlawful harassment, discrimination, or retaliation to report the incident for investigation and prevention of further incidents.

Every complaint of harassment, discrimination, and retaliation will be investigated thoroughly and promptly, and the School will attempt to keep the investigation confidential to the extent possible.

There are several ways you can report:

Reach out to the Dean of your unit or an administrator. You may report an incident to your Dean or an administrator member that you feel comfortable with either by phone, email, or in their office. This person will inform the Dean and Human Resources to initiate the investigation process.

Report anonymously through our EthicsPoint web portal. Once at the portal, select “Make a Report” from the menu on the left-hand side and select the type of report on the following page. Please note that you may choose to identify yourself in these reports, but they all provide options to report anonymously as well.
EthicsPoint FAQs

Alternatively, employees may direct their incidents to the California Department of Fair Employment and Housing (“DFEH”) or the U.S. Equal Employment Opportunity Commission (“EEOC”). The deadline for filing complaints with the DFEH is one year from the date of the alleged unlawful conduct. The deadline is different with EEOC, depending on the circumstances of the incident.

Once a report is made via outreach to administration or through EthicsPoint, The Colburn School will:

– Thoroughly and promptly investigate the incident with discretion, maintaining confidentiality to the extent possible
This may include interviews with the parties involved, interviews with employees who may have witnessed or may have knowledge of the alleged incident

– Report the findings of the investigation promptly to the alleged victim and/or alleged perpetrator

– If the School determines that harassment, discrimination, or retaliation has occurred, it will take prompt, appropriate remedial measures upon offending parties
Any person who engages in sexual or other unlawful harassment will be subject to disciplinary action, up to and including dismissal from the school or termination of employment
This may include (but is not limited to) training, referral to counseling, disciplinary action ranging from verbal or written warning to termination of employment or dismissal

If the student or employee does not receive a response from the Vice President of Human Resources, or other impartial and qualified School official responsible for the investigation, the employee may contact the School’s President and Chief Executive Officer, Sel Kardan at (213) 621-1000 or

Reports made through DFEH or EEOC will be evaluated, investigated, and managed according to that governing body’s policies and procedures.

California’s Protected Classes

  • Race
  • Color
  • Religion (includes religious dress and grooming practices)
  • Sex/gender (includes pregnancy, childbirth, breastfeeding and/ or related medical conditions)
  • Gender identity, gender expression
  • Sexual orientation
  • Marital status
  • Medical Condition (genetic characteristics, cancer or a record or history of cancer)
  • Military or veteran status
  • National origin (includes language use and possession of a driver’s license issued to persons unable to provide their presence in the United State is authorized under federal law)
  • Ancestry
  • Disability (mental and physical including HIV/AIDS, cancer, and genetic characteristics)
  • Genetic information
  • Request for family care leave
  • Request for leave for an employee’s own serious health condition
  • Request for Pregnancy Disability Leave
  • Retaliation for reporting patient abuse in tax-supported institutions
  • Age (over 40)


The Colburn School is determined to provide a campus environment free of violence and discrimination for all members of the campus community. For this reason, the School does not tolerate stalking, and will pursue the perpetrators of such acts to the fullest extent possible. The Colburn School also is committed to supporting victims of stalking through the appropriate provision of safety and support services. This policy applies to all students and employees of The Colburn School.

Stalking is a crime in California and is subject to criminal prosecution. Students or employees perpetrating such acts of violence shall be subject to disciplinary action. This can include expulsion from The Colburn School and/or criminal prosecution simultaneously.

Stalking behaviors: Stalking includes any behaviors or activities occurring on more than one occasion that collectively instill fear in a victim, and/or threaten her or his safety, mental health, or physical health. Such behaviors and activities may include, but are not limited to, the following:

  • Non-consensual communication, including face-to-face communication, telephone calls, voice messages, emails, text messages, written letters, gifts, or any other communications that are undesired and place another person in fear.
  • Use of online, electronic, or digital technologies, including:
  • Posting of pictures or information in chat rooms or on websites.
  • Sending unwanted/unsolicited email or talk requests.
  • Posting private or public messages on Internet sites, social networking sites, and/or school bulletin boards.
  • Installing spyware on a victim’s computer.
  • Using Global Positioning Systems (GPS) to monitor a victim.
  • Pursuing, following, waiting, or showing up uninvited at or near a residence, workplace, classroom, or other places frequented by the victim.
  • Surveillance or other types of observation including staring or “peeping.”
  • Trespassing.
  • Vandalism.
  • Non-consensual touching.
  • Direct verbal or physical threats.
  • Gathering information about an individual from friends, family, and/or co-workers.
  • Threats to harm self or others.
  • Defamation—lying to others about the victim

The Colburn School encourages reporting of all incidents of stalking to law enforcement authorities, and respects that whether or not to report to the police is a decision that the victim needs to make.

Advocates in the Office of Residential Life, the Conservatory Office, the Academy Office, and the Security Office are available to inform victims of the reporting procedures and offer appropriate referrals. Victims of stalking choosing to pursue the reporting process have the right to assistance or consultation of an advocate. The Colburn School offers services to victims even if they choose not to report the incidents. The Offices of Residential Life and Security provide services, advocates, and information for victims in a safe, supportive, and confidential setting. In some circumstances, a victim may wish to seek an order of protection from a court of appropriate jurisdiction against the alleged perpetrator. Victims also may seek restriction of access to the School by non- students or non-employees in certain circumstances.

Anyone experiencing or witnessing stalking behavior must report it immediately to the Provost, the appropriate Dean, or Director of Residential Life. If it is believed that it would be inappropriate to discuss with any of these persons or if they are unavailable, another member of the administration should be contacted so the allegation can be investigated in a timely and confidential manner. There shall be no punishment or reprisal for reporting stalking behavior or suspected stalking behavior, or asking questions or raising concerns about it. All allegations of stalking behavior shall be quickly investigated.

Any student, faculty, or administrator who becomes aware of possible stalking behavior must immediately advise the President, Provost, Director of Residential Life, or any member of the administration so the allegation can be investigated in a timely and confidential manner. Any person who engages in stalking behavior shall be subject to disciplinary action, up to and including dismissal from the School or termination of employment.

In certain instances, The Colburn School may need to report an incident or allegation to law enforcement authorities. Such circumstances include any incidents that warrant the undertaking of additional safety and security measures for the protection of the victim and the campus community or other situations in which there is clear and imminent danger, and when a weapon may be involved. However, it is crucial in these circumstances to consult with School Security since reporting may compromise the safety of the victim.

Personal safety concerns are often very important for stalking victims. Crisis intervention and victim safety concerns will take precedence.

Safety for Victims of Stalking

The Colburn School is committed to supporting victims of stalking by providing the necessary safety and support services. Student victims of stalking are entitled to reasonable accommodations. Due to the complex nature of this problem, the student victim may need additional assistance in obtaining help in one or more of the following areas:

  • No-contact order.
  • Services of a student victim advocate.
  • Witness impact statement.
  • Change in an academic schedule.
  • Provision of alternative housing opportunities.
  • The imposition of an interim suspension on the accused.
  • The provision of resources for medical and/or psychological support.

For assistance obtaining these safety accommodations, please contact the Director of Residential Life, Assistant Director of Residential Life, or Director of Security.

If safety is an immediate concern, encourage the victim to contact law enforcement or School Security for assistance.

Stalking Victim’s Rights

Students on our campus have the right to live free of behaviors that interfere with students attaining their educational goals. Students who report stalking have the right to:

  • Treatment with dignity and respect, not subjected to biased attitudes or judgments.
  • Not having past and irrelevant conduct discussed during any resulting proceedings.
  • Changes in academic and/or living situations, if possible.
  • All support services regardless of the choice to file a school or criminal complaint.
  • Submission of a written account of the incident and a victim-impact statement.
  • Having a person of choice, including legal counsel or an advocate, present throughout the proceedings.
  • Having one’s identity protected to the extent possible in the individual circumstances.

Victims can request immediate on-campus housing relocation, transfer of classes, or other steps to prevent unnecessary or unwanted contact or proximity to an alleged assailant. When possible, requests will be accommodated.

Rights of the Accused
  • Students accused of stalking behaviors have rights on this campus. These rights include:
  • The right to know the nature and source of the evidence used in the hearing process.
  • The right to present witnesses and material evidence relevant to the case.
  • The right to an advocate or attorney to aid in the preparation and presentation of the case.
  • Access to all usual services provided through the School, including access to the School’s Clinical Consultant if requested.
  • Residence hall relocation.
  • Consultation with a campus official regarding academic support services and referrals to community resources, when appropriate.
  • The right to appeal a disciplinary decision, as noted in the Student Grievance policy in the Conservatory and Music Academy student handbook

Disciplinary sanctions for violations of this Stalking Policy shall be imposed in accordance with School policies. Sanctions may include probation, suspension, or termination of employment or dismissal, as determined on a case-by-case basis.

Accused parties should refer to the Conservatory of Music student handbook for more information on their rights, resolution of disciplinary charges, disciplinary procedures and responsibilities, and appeals process.

The Colburn School takes seriously its responsibility to individual students and employees, to the student body as a whole, and to the Colburn community. The School reserves its right to act in such a way as to protect the integrity of the educational endeavor. Actions on the part of the School may include, but are not limited to, the temporary suspension of parties involved, the relocation of said parties, or the involvement of civil authorities in order to protect the interests of the community and the institution.

Sexual Assault

Under Section 94385 of the State’s Education Code, the Colburn School must have a written procedure to ensure that students, faculty, and staff who are victims of sexual assault on campus or during a school-related function shall receive treatment and information. The victim of a sexual assault is not required to disclose his or her name unless he or she wishes, provided the victim is over age 18. As a result, the following activities may need to be adjusted to reflect the victim’s wishes. Per Education Code Section 94385, for purposes of this policy “sexual assault” includes, but is not limited to, rape, forced sodomy, forced oral copulation, rape by a foreign object, sexual battery, or threat of sexual assault.

Sexual assault is not tolerated at the Colburn School.

The Colburn School encourages reporting any sexual assault, both for the sake of the victim and the prevention of assault to others. Reporting sexual assault to the police ensures professional assistance for the victim and strengthens the case for prosecution.

It is recommended that the police be contacted immediately by calling 911. Assault on any individual under the age of 18 must be reported to the police. An individual over the age of 18 may request confidentiality. However, the hospital is required to report all sexual assaults.

There are several ways you can report and get help, including one or all of the following:

Report to the police. It is recommended that the police be contacted immediately by calling 911. Assault on any individual under the age of 18 must be reported to the police. An individual over the age of 18 may request confidentiality.

Contact a rape crisis center. There are a number of organizations providing 24-hour support services locally, including emotional support, guidance on further reporting, acquiring care, and counselors to accompany the victim to a local hospital or to law enforcement. Please see the resources section below for phone numbers and websites.

Get medical attention at a local hospital. Please see the resources section below for phone numbers, addresses, and websites.

Reach out to an administrator or faculty member. The victim may contact an administrator or faculty member that they feel comfortable with either by email, phone, or in their office. This person will inform the Dean of your unit or the Provost for further investigation and reporting, and the Dean or Provost will refer the victim to follow-up counseling services available in the community

Once a report to law enforcement is made, The Colburn School will:

– Cooperate fully with the investigation to the extent possible

– Appoint the lead administrator of the implicated as the responsible manager for on-going case management, including keeping the victim informed of any in-house disciplinary proceedings, and referring the victim to follow-up counseling through one of several counseling services in the community

– Be available to assist with any academic difficulties that may arise due to the assault

– Work with local crisis support groups to ensure the victim receives any and all available assistance

– Protect the confidentiality of the victim and the accused (until the criminal system has determined guilt or innocence) using the resources of the School’s Communications Office

– If the assailant is a member of the campus community and is convicted of the assault, they shall be subject to disciplinary action within the School

These organizations can help connect you with local support, answer your questions about what may happen next, and provide you with an advocate to accompany you to get medical care, engage with law enforcement, or learn about legal services and proceedings. If you are not in the Los Angeles area, you can search for your local organizations here:

Peace Over Violence Los Angeles Rape and Battering Hotline
Central Los Angeles: (213) 626-3393
South Los Angeles: (310) 392-8381
West San Gabriel Valley: (626) 793-3385
– 24-hour confidential helpline
– 24-hour accompaniment, referral, and advocacy services

Center for the Pacific Asian Family
(800) 339-3940
– 24-hour multilingual confidential helpline
English and many different Asian and Pacific Islander languages and dialects
Sexual Assault Response Team (SART)

East L.A. Women’s Center Crisis Hotline
(800) 585-6231
– 24-hour bilingual confidential hotline

National Sexual Assault Hotline
(800) 656-HOPE (4673)
– 24-hour confidential hotline
Online chat option available
RAINN mobile app available with local support options and self-care

UCLA Santa Monica Rape Treatment Center
(424) 259-7208
– 24-hour Emergency Care – Helpful FAQ for victims
– Sexual Assault Response Team (SART) Center

CSUN Strength United Support and Resource Hotline (San Fernando Valley)
(818) 886-0453
(661) 253-0258
– 24-hour support, referral, and crisis hotline
– Sexual Assault Response Team (SART) Center

YWCA Sexual Assault Crisis Line
(877) 943-5778
– 24-hour hotline
– 24-hour advocate support at hospitals, law enforcement, agencies, and courts

Local Hospitals and Treatment Centers

Local Hospitals and Treatment Centers can provide medical care and additional support for victims of sexual assault. Please note that health practitioners are required to report suspected cases of sexual assault to law enforcement.

Dignity Health California Hospital Medical Center is located at 1401 S. Grand Avenue, between Pico and Venice Boulevards, and has a 24-hour emergency room.

PIH Health Good Samaritan Hospital is located at 1225 Wilshire Boulevard, and has a 24-hour emergency room.

Adventist Health White Memorial Hospital is located at 1720 E. Cesar Chavez Avenue, and has a 24-hour emergency room.

LAC+USC Medical Center is located at 2051 Marengo Street, and has a 24-hour emergency room. This is a Los Angele County designated Sexual Assault Response Team (SART) Center.

UCLA Santa Monica Rape Treatment Center is located at 1250 16th Street in Santa Monica, and is open 24-hours with emergency services. This is a Los Angele County designated Sexual Assault Response Team (SART) Center.

Reporting Hotline

The Colburn School is committed to an environment where open, honest communications are the expectation, not the exception. We want faculty, staff and students to feel comfortable speaking up if they believe violations of policies or standards have occurred.

In situations where faculty, staff or students prefer to place an anonymous report in confidence, they are encouraged to use this hotline, hosted by a third party hotline provider, EthicsPoint.

To contact by phone: 877-749-2895

To report online:

The information provided will be sent to us, on a totally confidential and anonymous basis, if the person making the report should so choose. Faculty, staff and students making a report have our guarantee that their comments will be heard.

Reporting Hotline FAQs