The California Jazz Conservatory adheres to the provisions under Title IX of the Education Amendments Act of 1972, the federal law stating that “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”

The California Jazz Conservatory defines sexual harassment as conduct that comprises a combination of the following three conditions: is sexual in nature; is unwelcome; and denies or limits a person’s ability to participate in or benefit from the California Jazz Conservatory’s programs.

Sexual harassment may be associated with any of the California Jazz Conservatory’s programs, regardless of the location. It applies to anyone of any sexual orientation, involving conduct that is carried out by any member of the California Jazz Conservatory community, e.g., a member of the board, faculty or staff, a student, or a non-employee third party, e.g., a visiting artist/scholar or consultant. Sexual harassment may be verbal, nonverbal or physical – or a combination of the three.

Examples of sexual misconduct include, but are not limited to, the following:

• making lewd remarks

• making sexual propositions

• pressuring for sexual favors

• touching of a sexual nature

• writing graffiti of a sexual nature

• distributing sexually explicit drawings, pictures, or written materials

• displaying sexual exhibitionism

• telling jokes of a sexual nature

• spreading sexual rumors

• circulating e-mails or websites of a sexual nature

The California Jazz Conservatory has a zero-tolerance policy for sexual harassment, in any and all forms, and upholds an absolute commitment to resolving sexual harassment within the institution’s community while maintaining the strictest principles of confidentiality and discretion with those who report incidents of misconduct.

Any form of sexual harassment is to be reported in writing to the President, who will review those allegations and determine the appropriate next steps, including arranging for an independent investigation by an experienced and impartial workplace investigator.