Student Handbook - LA & NY

Equity, Diversity, and Inclusion

AMDA is committed to building, strengthening, and sustaining a culturally conscious and responsive environment. Equity, diversity, and inclusion are integral to the institution’s mission, reflected through policies, protocols, support services, committees, and leadership teams. The goal is to create a community where all students are valued and empowered to succeed.

The institution is dedicated to fostering equity and respect through policies and services that support both academic and personal success. Resources are provided to ensure accessibility, respect for all identities, and support for religious observance, creating a thriving community that values diversity and inclusion. This commitment ensures that all students have the necessary tools and support to succeed in an environment that celebrates diverse perspectives and experiences.

Campuses

Student ID Cards

AMDA ID cards are issued at the beginning of a student’s first term during Orientation. Students are required to have their current AMDA ID card physically with them at all times for access to campus housing and academic facilities, and to present ID cards for identification upon request by any AMDA official. Students who do not have their IDs present when entering buildings will be asked to sign in by an AMDA official at the nearest security station. After the second instance of not having an ID card, students will be asked to fill out an ID Request form to request a new ID card.

Student Portal & AMDA Email

New students receive IT information containing login and access for the Student Portal (portal.amda.edu) and AMDA email. The Student Portal houses academic (schedule, grades, class cancellations and make-ups), financial information (financial aid, charges, payments), school announcements and documents. It is the student’s responsibility to check the portal daily.

Each student is provided with an amda.edu email address (which can be set up to auto-forward to a personal email account) as the official method for communicating deadlines and other important information. Students are required to check their AMDA email on a regular basis.

Alert System/Emergency Notification

AMDA utilizes Everbridge® as the school’s emergency alert system. Communication for emergency situations is delivered via text message to mobile devices and email. Students are required to inform the Registrar’s office with updates to their contact information, as needed.

Living in the City

A integral aspect of your AMDA training is the experience of living and working in Los Angeles and/or New York City, both cities with tremendous artistic resources providing unlimited inspiration for artists! There are daily opportunities to see various mediums of performing arts, as well as offering hundreds of museums, theatres, historic landmarks and diverse communities to explore.

Below are some tips for safely navigating the city.

Transportation & Navigation

Personal Safety

It is important for residents of any populous urban environment to use caution and common sense by adhering to some basic guidelines for personal safety. The following lists contain fundamental advice for living and traveling in either city.

For Contact Information, visit the Contact Us page.

In order to take full advantage of the intense training at AMDA, students are expected to prioritize and maintain their physical and mental health. Developing and maintaining healthy habits is vital to student success at AMDA and beyond. Peak physical and mental health condition requires a healthy diet, plenty of sleep, physical fitness and time management to allow for rehearsals and homework. 

AMDA reserves the right to request or require a student to withdraw from the school and residential housing or take other appropriate actions for reasons pertaining to the student’s mental or physical health if the student’s behavior poses a potential threat to themselves or others, or when the student’s behavior significantly disrupts other students’ participation in AMDA educational programs. AMDA further reserves the right to request that a student submit written medical clearance from a mental health or medical practitioner  before returning to school or being allowed to live in AMDA residential housing. AMDA acknowledges that each situation is unique to the individual’s circumstances. Readmission to AMDA after such withdrawal will be on a case-by-case basis and is not guaranteed. 

Health & Wellness Services

Please note that AMDA is not an urgent care facility and should not be the department you contact first in the event of an urgent health incident. If you are experiencing a medical emergency, please call 9-1-1.

Library Overview

The AMDA Performing Arts Library supports the study, research and performance needs of AMDA faculty, students and alumni with an extensive collection of books, play scripts, screenplays, scores, libretti, songbooks, sheet music, and audiovisual materials.

Library Collections

The library collects books and other materials in the subject areas of critical studies, acting, musical theatre, dance, singing, musicianship, improvisation, stage combat, production, and film and television. The collection primarily focuses on materials that will support student coursework or performance knowledge, skill and technique. The ancillary reference collection is enhanced each term to provide additional materials aligned with course syllabi. 

For more information about AMDA’s first-class student library, visit their website HERE.

The library maintains its first-class standing by encouraging and coordinating the participation of the AMDA community in identifying and acquiring additional resources. The library staff and faculty continually refine the collection to support curricular needs, current holdings and emerging trends.

Library Policies

• Students must have a valid AMDA ID card to access the collections.

• Students may use personal laptops. 

• Food, drink and cell phone use are not permitted.

• Disorderly or disruptive behavior will not be tolerated. 

Copyrighted Materials

Federal copyright law prohibits the reproduction, distribution, public display, or public performance of copyrighted materials without permission of the copyright owner, unless fair use or another exemption under copyright law applies. Copyright laws can apply not only to books, screenplays, and scripts, but to music, movies, photographs, and software. You can incur severe penalties for violating copyright laws.

Photocopies may be made for purposes such as criticism, comment, news reporting, teaching, scholarship, or research as long as the reproduction or distribution is made without any purpose of direct or indirect commercial advantage.

Use of AMDA Facilities, Resources and Services

Computers and network access are provided to students primarily for their educational use. Use of AMDA IT resources is a privilege, subject to the guidelines and restrictions, as follows, the AMDA Code of Conduct, AMDA housing licenses, and all applicable local, state, and federal laws. Violation of AMDA policies may result in disciplinary action. Any illegal activity may be subject to serious penalties. Students may also be held responsible for any misuse resulting from allowing a third party to access their own computer, accounts or network connections.

To comply with the Family Education Rights and Privacy Act (“FERPA”) of the Buckley Amendment, AMDA has established the following policy:

Basic Rules of Conduct

AMDA students are expected to conduct themselves as responsible and mature members of both the AMDA community and the general community. It is expected that all students express themselves appropriately and professionally inside and out of the classroom. Behaviors that pose a perceived or potential threat to the health or safety of the AMDA community (or to any individual within the AMDA community) and behaviors that disrupt educational activities or artistic pursuits are subject to review and sanctions, including dismissal from school. AMDA reserves the right to modify or change the Code of Conduct at any time.

Cooperation with AMDA

Students are required to comply with and immediately respond to any requests made by AMDA. Such requests may include but are not limited to: showing proper identification, returning voicemail messages and email, allowing access to rooms in housing, housing assignment changes and evacuating the premises.

Laws and Statutes

Students are required to comply with all federal, state, and local laws and statutes. Alleged violations are subject to administrative investigation, review and action in addition to action by the proper authorities.

Responsibility to Report

Students are obligated to immediately report the following to the Student Affairs Department: awareness of the consumption, possession, distribution, sale or transfer of illegal substances on campus or in housing; information relating to a threat or perceived threat to a student’s health, safety or well-being, or that of any member of the AMDA community. 

Cooperation with Law Enforcement Agencies

AMDA’s internal disciplinary processes are in no way a substitution for criminal investigations, arrests, and any legal or judicial processes that may be initiated and executed by a city, county, state or federal authority. AMDA reserves the right to report to and cooperate with the proper authorities regarding alleged unlawful activities. Likewise, processes executed by outside agencies may run concurrently with (and do not supplant) internal AMDA proceedings.

Conduct Outside AMDA’s Campus

Conduct that occurs off-campus, online, over social media, or outside the context of an AMDA program or activity, should generally be subject only to the consequences of the applicable authority and/or public opinion.  Notwithstanding, AMDA may take student disciplinary action for conduct occurring outside of AMDA’s campus if a determination is made that the conduct substantially disrupts the regular operation of AMDA or threatens the health, safety, or security of any member of the AMDA community.  When conduct constitutes violations of both AMDA policy and public law, a student may be subject to both AMDA student conduct action as well as public sanctions.

AMDA Institutional Policies

Definitions

Sexual Harassment may be committed by any person upon any other person, regardless of the sex, sexual orientation, gender and/or gender identity of those involved (please see the Title IX Non-Discrimination and Grievance Process Policy for definitions related to Title IX). 

This policy incorporates by reference all definitions of Prohibited Conduct contained in AMDA’s Title IX Policy – which can be found here [Title IX Policy]. This policy is used for conduct that is prohibited by the Title IX Policy but is outside the scope of that policy.

In addition to the Title IX Policy definitions, the following are prohibited by this policy:

"Affirmative Consent" means affirmative, conscious, and voluntary agreement to engage in sexual activity. It is the responsibility of each person involved in the sexual activity to ensure that he or she has the affirmative consent of the other or others to engage in the sexual activity. Lack of protest or resistance does not mean consent, nor does silence mean consent. Affirmative consent must be ongoing throughout a sexual activity and can be revoked at any time. The existence of a dating relationship between the persons involved, or the fact of past sexual relations between them, should never by itself be assumed to be an indicator of consent.

AMDA attempts to protect members of the campus community, including visitors, from sexual assault and offers any student, faculty or staff complainants support to enable them to continue to pursue their academic or career goals. 

Reporting 

AMDA encourages any individual who has been sexually assaulted to make a report to the college and to local law enforcement. AMDA also encourages any individual who has been sexually assaulted to seek assistance from a medical professional and law enforcement immediately after an incident of sexual violence to ensure preservation of evidence and to begin a timely investigation and initiate an immediate response. Students should refer to page 15 of AMDA’s Title IX Non-Discrimination and Grievance Process Policy for sexual misconduct reporting procedures.

Any person may report alleged sex discrimination, sexual harassment, or retaliation to the Title IX Coordinator, irrespective of whether the reporting person is the alleged victim of such conduct. A report is differentiated from a Formal Complaint (“Complaint”), which is a document filed/signed by the Complainant or signed by the Title IX Coordinator alleging sexual harassment and requesting that the School investigate the allegation(s) and implement the School’s Grievance Process. A report or complaint may be filed with the Title IX Coordinator in person, by mail, or by electronic mail at any time (including during non-business hours), using the contact information in the section immediately above or as described below:

Title IX Coordinator: Eugene Smith
(650) 383-4753 EXT 138 

esmith@amda.edu

LATitleIX@amda.edu

NYTitleIX@amda.edu

Title IX Student Investigation

Initial Investigation

Any person may disclose sex discrimination, including sexual harassment (whether or not the person reporting is the person alleged to be the victim of conduct that could constitute sex discrimination or sexual harassment), in person, by mail, by telephone, or by electronic mail, using the contact information listed for the Title IX Coordinator, or by any other means that results in the Title IX Coordinator receiving the person’s oral or written report.

A disclosure may be made at any time (including during non-business hours) by   using the telephone number or electronic mail address, or by mail to the office address listed for the Title IX Coordinator. Please click here to report any misconduct related to the Title IX and Sexual Misconduct policy.

Upon receipt of a disclosure of Prohibited Conduct, the Title IX Coordinator or their designee will promptly contact the Complainant to discuss the availability of supportive measures, consider the Complainant’s wishes with respect to supportive measures, inform the Complainant of the availability of supportive measures with or without the filing of a Formal Complaint, and explain to the Complainant the process for filing a Formal Complaint. The Title IX Coordinator will make an initial assessment of the reported information and respond to any          immediate safety or well-being concerns raised by the report. 

In this intake assessment, the Title IX Coordinator will conduct a preliminary assessment and:

•  Inform the Complainant of the right to seek medical treatment, and explain the importance of obtaining and preserving forensic and other evidence;

•  Inform the Complainant of the right to contact law enforcement, decline to contact law enforcement, and/or seek a protective order; 

•  Inform the Complainant about campus and community resources, including no-contact directives;

• Inform the Complainant of the right to file a Formal Complaint and the right to seek Informal Resolution after filing a Formal Complaint; ascertain the Complainant’s expressed preference for resolution (Informal Resolution, Formal Resolution, or neither); and discuss with the Complainant any concerns or barriers to participating in any investigation and resolution by AMDA;

• Explain AMDA’s prohibition against Retaliation and that AMDA will take prompt action in response to any act of Retaliation;

•  Inform the Complainant of the right to withdraw their complaint at any time;

• Assess the nature and circumstances of the report, including whether it provides the names and/or other information that personally identifies the Complainant, the Respondent, any witness, and/or any other third party with knowledge of the reported incident;

• Ascertain the ages of the Parties, and if either of the parties is a minor (under 18), and follow any applicable reporting protocols; 

• Coordinate with appropriate officials regarding Clery Act reporting, if applicable and inform the complainant Clery counting/reporting, which does not personally identify parties;

• Ensure that the Complainant receives a written explanation of all available resources and options and is offered the opportunity to meet and discuss the resources and options, including information about STI’s, forensic exams, and resources available through NYS Office of Victim Services.

• Assess any threat to the safety or well-being of the Complainant or the AMDA community. A non-exhaustive list of safety factors to be considered by AMDA includes a Respondent’s prior history, use of a weapon, use of physical violence, age of the Complainant, and other aggravating circumstances.

Where the Complainant requests that personally identifying information not be shared with the Respondent, that no investigation be pursued, and/or that no further action be taken, the Title IX Coordinator will seek to honor the preferences of the Complainant wherever possible taking into consideration the safety factors listed above and its legal obligations. The Title IX Coordinator will determine whether the Title IX Coordinator will sign a Formal Complaint even if the Complainant declines to do so. Where the Title IX Coordinator has determined that the Colleges must proceed with a Formal Complaint despite a Complainant’s request to the contrary, the Title IX Coordinator will make reasonable efforts to protect the privacy of the Complainant. However, AMDA’s investigation will involve speaking with the Respondent and others who may have relevant information, in which case the Complainant’s identity may have to be disclosed. In such cases, the Title IX Coordinator will notify the Complainant that AMDA intends to proceed with the Formal Complaint, but that the Complainant is not required to participate in the investigation or in any other actions undertaken by AMDA. In all cases, the initial report, intake assessment, and the determinations of the Title IX Coordinator will be documented and retained by AMDA in accordance with applicable law.

Bystander Reports

• If AMDA receives a report of alleged sexual misconduct by someone other than the alleged victim (e.g., by a friend or coworker, roommate, resident advisor) or from an anonymous source, AMDAs Title IX Coordinator will promptly notify the alleged victim of the report and inform the alleged victim of the available resources and assistance. To the extent possible, AMDA will respond to the report of sexual misconduct as if the victim had made the initial report.

• Reports with Employee Respondents
  Generally, allegations of Prohibited Conduct against an employee will be addressed by the Title IX Coordinator in partnership with AMDA’s Human Resources. This includes student-employees when the Prohibited Conduct is alleged to have occurred in the context of their employment. 

• Reports with Third-Party Respondents
  Any Respondent who is not an Institute student, faculty member, or staff member is generally considered a Third Party. AMDA’s ability to take appropriate corrective action against a Third Party may be limited and will depend on the nature of the Third Party’s relationship, if any, to AMDA. AMDA Title IX Coordinator will determine which office(s) will address allegations against all other Third-Party Respondents.

Evidentiary Principles

The following principles apply equally to the investigatory phase and the hearing phase of a grievance process under this policy where a determination is made by AMDA that a hearing phase is necessary.

•  An investigator and/or hearing officer shall not consider the past sexual history of a complainant or respondent except in the following limited circumstances:

  •  Only where prior or subsequent sexual history between the complainant and anyone other than the respondent is directly relevant to provide that physical injuries alleged to have been inflicted by the respondent were inflicted by another individual;

  • Where the existence of a dating relationship or prior or subsequent consensual sexual relations between the complainant and respondent is relevant to how the parties communicated consent in prior or subsequent sexual relations.

• Where an investigator and/or hearing officer allows consideration of evidence of a dating relationship or prior or subsequent consensual sexual relations between complainant and respondent pursuant to the above, the mere fact that complainant and respondent engaged in other consensual sexual relations with one another is never sufficient, in isolation, to establish that the conduct in question was consensual.

• Prior to allowing consideration of any evidence described in this section, the investigator and/or hearing officer shall provide a written explanation to the parties as to why consideration of this evidence is consistent with these standards.

•  Parties shall be given the opportunity to identify witnesses and other evidence to assist in determining whether a violation of this policy has occurred. Parties are informed that any evidence available, but not disclosed during the investigation, might not be considered at a subsequent hearing, if such a hearing takes place.

Informal Resolution

• Consistent with the requirements of this section, at any time prior to reaching a determination regarding responsibility AMDA may facilitate an informal resolution process, such as mediation, that does not involve a full investigation and adjudication, provided that AMDA:

  •   Provides to the parties a written notice disclosing:

    • The allegations;

    • The requirements of the informal resolution process including the circumstances under which it precludes the parties from resuming a complaint arising from the same allegations, provided, however, that at any time prior to agreeing to a resolution, any party has the right to withdraw from the informal resolution process and resume the grievance process with respect to the complaint; and

    • Obtains the parties’ voluntary, written consent to the informal resolution process and does not offer or facilitate an informal resolution process to resolve allegations that an employee sexually harassed a student.

  • Completes the informal resolution process withing sixty (60) days of receiving the complaint, unless unusual or complex circumstances exist

• AMDA cannot mandate mediation to resolve allegations of sexual harassment and cannot allow mediation, even on a voluntary basis, to resolve allegations of sexual violence. 

• AMDA will not require informal resolution as a prerequisite to the receipt of remedial measures from AMDA which safeguard the complainant’s access to education.

AMDA does not require as a condition of enrollment or continuing enrollment, or employment or continuing employment, or enjoyment of any other right, waiver of the right to an investigation and adjudication of Formal Complaints of sexual harassment under this policy. AMDA shall not require the parties to participate in an informal resolution process.

Supportive Measures

Supportive measures are non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the parties to restore or preserve access to the School’s education program or activity, including measures designed to protect the safety of all parties or the School’s educational environment, and/or deter harassment, discrimination, and/or retaliation.

The Title IX Coordinator promptly makes supportive measures available upon receipt of a report or a complaint alleging possible sexual harassment. At the time that supportive measures are offered, the School will inform the Complainant, in writing, that they may file a formal complaint with the School either at that time or in the future, if they have not done so already. The Title IX Coordinator works with the Complainant to ensure that their wishes are taken into account with respect to the supportive measures that are planned and implemented.

The School shall maintain the confidentiality of the supportive measures to the greatest extent reasonably practicable, provided that confidentiality does not impair the School’s ability to provide supportive measures or otherwise fulfill its obligations under this Policy. The School will implement measures in a way that does not unreasonably burden the other party.

Supportive measures may include, but are not limited to, counseling, extensions of deadlines or other course-related adjustments, referral to medical or healthcare services, referral to community-based services, campus escort services, mutual restrictions on contact between the parties, changes in work or housing locations, leaves of absence, increased security and monitoring of certain areas of the campus, and other similar measures.

Sanctions

The School may consider a number of factors when determining a sanction and/or remedy and will focus primarily on actions aimed at ending, and preventing the recurrence of, discrimination, harassment, and/or retaliation and the need to remedy the effects its effects on the Complainant and campus community. Sanctions will be imposed upon either expiration of the appeal window, or after Final Determination on any appeal filed.

Sanctions or actions may include, but are not limited to, those listed below. These may be applied individually or in combination and the School may assign sanctions not listed, as deemed appropriate.

• Warning: A formal statement that the conduct was unacceptable and a warning that further violation of any School policy, procedure, or directive will result in more severe sanctions/responsive actions.

• Required Counseling: A mandate to meet with and engage in either School-sponsored or external counseling to better comprehend the misconduct and its effects.

• Probation: A written reprimand for violation of School policy, providing for more severe disciplinary sanctions in the event that the student or organization is found in violation of any School policy, procedure, or directive within a specified period of time. Terms of the probation will be articulated and may include denial of specified social privileges, exclusion from co- curricular activities, exclusion from designated areas of campus, no-contact directives, and/or other measures deemed appropriate.

• Suspension: Termination of student status for a definite period of time not to exceed two years and/or until specific criteria are met. Students who return from suspension are automatically placed on probation through the remainder of their tenure as a student at the School.

• Expulsion: Permanent termination of student status and revocation of rights to be on campus for any reason or to attend School-sponsored events.

• Withholding Diploma: The School may withhold a student’s diploma for a specified period of time and/or deny a student participation in commencement activities if the student has an allegation pending or as a sanction if the student is found responsible for an alleged violation.

• Other Actions: In addition to or in place of the above sanctions, the School may impose any other sanction as deemed appropriate.

Applicable Employee Actions:

• Warning – Verbal or Written

• Performance Improvement/Management Process

• Required Counseling

• Required Training or Education

• Probation

• Loss of Annual Pay Increase

• Loss of Oversight or Supervisory Responsibility

• Demotion

• Suspension with pay

• Suspension without pay

• Termination

• Other Actions: In addition to or in place of the above sanctions, the School may impose any other sanction as deemed appropriate.

Appeals

Any party may file an Appeal on the following grounds. Appeals must be submitted in writing to the Title IX Coordinator within 7 days of the delivery of the Notice of Outcome. After expiration of the appeal window, the determination will be considered final, and any applicable sanctions will be imposed.

Grounds for Appeal
Appeals may be made on the following bases:

1. Procedural irregularity that affected the outcome of the matter;

2. New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter; and

3. The Title IX Coordinator, Investigator(s), or Decision-maker(s) had a conflict of interest or bias for or against Complainants or Respondents generally or the specific Complainant or Respondent that affected the outcome of the matter.

Any sanctions imposed as a result of the Final Determination are stayed during the appeal process.

Title IX personnel with prior involvement in the matter will not be permitted to serve as a Decision- maker in the appeal. Appeals will not include a hearing. A decision on the merits will be based on information provided in the appeal document. If an appeal is based on the availability of new evidence, this evidence must be described with specificity and must be available for review within a reasonably prompt timeframe for consideration.

The appeal outcome will specify the finding on each ground for appeal, any specific instructions for remand or reconsideration, and the rationale supporting the findings. Appeal decisions will be made within seven (7) business days, barring exigent circumstances, including the review of new evidence not immediately available for submission with the appeal request. Decisions on appeal will be made by applying the preponderance of evidence.

Notification of the appeal outcome will be made in writing and will be delivered simultaneously to the parties by one or more of the following methods: in person, mailed to the local or permanent address of the parties as indicated in official School records, or emailed to the parties’ School-issued email or otherwise approved account. Once mailed, e-mailed and/or received in-person, notice will be presumptively delivered. Decisions on appeal are considered final.

Amnesty during Title IX Investigations

The School encourages the reporting of misconduct and crimes by Complainants and witnesses. Sometimes, Complainants or witnesses are hesitant to report or participate in grievance processes because they fear that they themselves may be in violation of certain policies, such as underage drinking or use of illicit drugs at the time of the incident. Respondents may hesitate to be forthcoming during the process for the same reasons.

It is in the best interests of the School community that Complainants choose to report misconduct to School officials, that witnesses come forward to share what they know, and that all parties be forthcoming during the process.

To encourage reporting and participation in the process, the School may offer parties and witnesses amnesty from minor violations of other School policies – such as underage alcohol consumption or personal use of illicit drugs – that may be associated with the incident.

Amnesty is not applicable to more serious allegations, such as physical abuse of another or illicit drug distribution.

Procedural Steps for Investigation and Hearings

The AMDA’s Title IX Coordinator initiates the investigation and hearing process by providing written notification to both parties that AMDA is conducting a formal investigation into the complaint (a Formal Complaint, as defined in the Title IX Policy is not required). Please see the Title IX Non-Discrimination and Grievance Process Policy for more information: [Policy].

Resources 

A complainant has a number of resources available both on campus and within the community: 

Campus Resources: 

• Security, 323.603.5937 

• Reception, 323.603.5901 

• Student Affairs, 323.603.5960

• Title IX Coordinator, LAtitleIX@amda.edu 

• Counseling, 323.603.5986, LAcounseling@amda.edu 

Community Resources: 

• Hollywood Police (24 hrs), 911 or 213.972.2971 

• Santa Monica/UCLA Rape Treatment Center, 310.319.4503 

• YWCA of Los Angeles, 877.943.5778 

24-hour Hotlines: 

• Peace over Violence 24 Hour Rape & Battering Hotline, 310.392.8381 

• National Sexual Assault Hotline, 800.656.HOPE (4673) 

• National Resource Center on Domestic Violence Hotline, 800.799.SAFE (7233) 

NON-DISCRIMINATION POLICY
AMDA strictly prohibits discrimination against any person on the basis of race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or status, marital, parental, familial, veteran, or military service status, political affiliation, age, or disability. As explained in all the AMDA Code of Conduct policies, if a student is found to be in violation of any such policies, they are subject to disciplinary sanctions ranging from a disciplinary warning up to and including dismissal.

PHILOSOPHY AND STANDARDS REGARDING CASTING PRACTICES
At AMDA, we are committed to creating and upholding the best standards and practices regarding casting for our students in our classrooms, on our stages, and for our on-camera work. We hope one day soon to see these standards and practices realized across platforms for performing artists including Broadway, national and international stages, film and television. Click here to view our full casting policy.

LIVED NAME & PRONOUN POLICY
LIVED NAMES: AMDA firmly believes that everyone should be addressed by the name with which they would like to be referred, and which authentically reflects their identity. AMDA acknowledges the importance that a change of name may have to students during their time with us, and therefore the institution allows for students to provide a lived first and middle name that is different from their legal name. At this time, last names/surnames can be changed only with legal name change documentation.

PRONOUNS: An individual’s pronouns are not a preference. They are a statement of fact, and a form of self-expression and self-affirmation. Accordingly, students may indicate pronouns to be used within the College & Conservatory’s information systems. This includes AMDA’s Learning Management System (Canvas), as well as Student Information System (Campus Nexus). Pronouns may be added, edited, or removed at any time during enrollment. In cases when government verification is involved, such as federal loan processing, a student’s sex assigned at birth may also be required. In all cases, AMDA strives to approach this with care and discretion. While students may make changes to their pronouns within Canvas at any time during enrollment within the account settings, changes to pronouns on the student record can only be made on the administrative level.

RELIGIOUS OBSERVANCE POLICY
AMDA College will make good faith efforts to provide reasonable religious accommodations to students whose sincerely held religious beliefs conflict with a school policy, procedure, or other academic requirement. Requests should be made as early as possible to allow sufficient time to engage in an interactive process. Please note: To receive a religious accommodation, one's religious tradition must require religious observance. This policy guarantees that students are not unduly prevented from observing their spiritual beliefs or practices; however, students should seek to make arrangements in advance with the appropriate instructors/administrators at the start of a semester/start of a rehearsal process. Requests will generally be approved unless they would result in an undue hardship on the institution.

Religious Accommodation Categories
• Housing
• Dining
• Academics
• Classes
• Productions

Requests for religious/cultural observance accommodations should be submitted using this form. This request should include relevant information such as

• description of the accommodation you are requesting;
• the reason you need an accommodation; and
• how does the accommodation help resolve the conflict between your religious beliefs or  practices and an AMDA policy, procedure, or other requirement.

Once a request is submitted, AMDA will initiate an interactive process to determine if the request can be accommodated and, if not, what, if any, alternative arrangements can be made. AMDA may request that the student provide information to support the need for an accommodation based on the student's religious belief. 

AMDA will also consult with the appropriate stakeholders related to the student's request. Reasonable religious accommodation requests will be made on a case‐by‐case basis, taking into account factors including but not limited to the:

• nature of the accommodation requested,
• duration of the request,
• timeliness of the request,
• alternative accommodations,
• financial impact,
• academic impact, and
• other related factors.

REPORTING BIAS INCIDENTS
A hate-bias incident is an act of conduct, speech, or expression motivated, in whole or in part, by intolerance, bias, or prejudice against another. Unlike a hate crime, the act is not a criminal act; like a hate crime, the act is motivated by prejudice. It differs from a hate crime in that no criminal activity is involved but its effect is to discriminate, demean, embarrass, assign stereotype, harass, or exclude individuals because of their actual or perceived identities, including but not limited to: race, ethnicity, national origin, language, sex, gender identity or expression, sexual orientation, disability, age, veteran status, or religion. Examples of hate-bias incidents may include but are not limited to: speech, gestures, epithets, direct insults, graffiti, harassment, etc. Hate-bias incidents can occur even if harm is unintentional or the act is meant as a joke or prank. This definition is not meant to inhibit classroom discussion of sensitive or controversial topics related to the above. This definition is also intentionally broad to reflect AMDA’s values.

The expression of viewpoints and disagreements on political or social issues is permitted at AMDA, and therefore not subject to disciplinary action. However, the expression of such opinions can have harmful impacts regardless of intention, and in some cases may undervalue personal rights, dehumanize individuals, and adversely affect someone's sense of belonging. In such cases, this protocol will be used in whole or in part as a means of promoting greater awareness of the impact of our words and behaviors, and allowing for restoration following harm - even when it is unintentional.

AMDA is committed to addressing incidents of hate-bias and needs your assistance in bringing these incidents to our attention. If you believe that you have been a target of or witness to a hate-bias incident, please report via this form. By documenting incidents, we can better protect and educate our community, and best enable the college and conservatory to prevent this behavior and to address it properly when it occurs.

Reports will be kept confidential to the extent possible unless it requires judicial or administrative action. AMDA has a zero tolerance policy for retaliation for those who report incidents (see Non-Retaliation Policy). Upon notification and awareness of allegations of hate-bias incident, AMDA will take immediate safety and security measures and appropriate action to assess, and/or investigate what occurred.

Once an incident is reported, you will receive an acknowledgement of the report either from the Vice President of Equity, Diversity, & Inclusion, or from one of their designees, within 3 business days, wherein they will notify you of next steps and available resources.

PREVENTION AND EDUCATION
AMDA actively strives to prevent bias incidents from occurring through policy, education, and training through offices such as the Office of Equity, Diversity, & Inclusion, Human Resources, Accessibility Services, Student Success and Student Affairs. As a member of the AMDA community, it is essential that you take an active role in reporting hate-bias-related acts as they will not be tolerated. Reporting these offenses will help AMDA identify problem areas to improve our campus climate.

Drug-free schools and campuses standards of conduct: This is to inform you of the requirements of the Drug-Free Schools and Communities Act Amendments of 1989, Public Law #101-226 and what The American Musical and Dramatic Academy requires of all students, staff and faculty. 

Students, staff and faculty are prohibited from the unlawful manufacture, distribution, possession or use of illicit drugs or alcohol. This prohibition applies while on the property of the school, in off-campus housing or when participating in any institutional activity. Students or employees who violate this policy will be subjected to disciplinary action up to and including expulsion or termination of employment. 

There are numerous legal sanctions under local, state and federal laws that can be used to punish violators. 

Federal anti-drug laws affect a number of areas in everyone’s life. Students could lose eligibility for financial aid and could be denied other benefits such as social security, retirement, welfare, health, disability and veterans’ benefits. The Department of Housing and Urban Development, which provides funds to states and communities for public housing, now has the authority to evict residents and members of their households who are involved in drug-related crimes on or near the public housing premises. Businesses could lose federal contracts if the company does not promote a drug-free environment. Finally, a record of felony or conviction in a drug-related crime may prevent a person from entering certain careers. 

The laws of California are adequate to protect the innocent but stringent enough to ensure that persons involved with the illegal dealing of drugs or excessive use of alcohol can be adequately punished. For example, a small amount of drugs found on a person may lead to an arrest requiring the person to make payment of all court costs as well as participate in mandatory community service. A person found with drugs with the intention to distribute could be imprisoned. A person found to be intoxicated while driving could be forced to pay court costs, lawyer’s fees, participate in community service, receive an increase in the cost of auto insurance, or lose his/her license and be imprisoned. 

Students with legalized medical marijuana cards are not permitted to consume, possess, or distribute any drugs or drug paraphernalia in AMDA residence halls. 

In addition to local and state authorities, the federal government has four agencies engaged in fighting illicit drugs. These agencies are the Drug Enforcement Agency, the U.S. Customs Service, the Federal Bureau of Investigations and the U.S. Coast Guard. 

It is a crime to hold/carry someone else’s drugs. It is a crime to sell fake drugs. You can be arrested if you are in a house or a school where people are using drugs, even though you are not. You can be charged with possessing drugs even if drugs are not on your person. You are considered to possess or, in legal terms, be in “constructive possession” of drugs that are in your locker, bag/purse, car or place of residence. 

Drug abuse is the utilization of natural or synthetic chemical substances for non-medical reasons to affect the body and its processes, the mild nervous system, and behavior. The abuse of drugs can affect a person’s physical and emotional health and social life. Alcohol is the most abused drug in the United States. 

Statement of Sanctions 

AMDA provides a drug-free workplace and educational environment. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited and will lead to immediate review of enrollment status and employment, possibly leading to dismissal or termination. Students, staff and faculty may be required to participate in drug abuse assistance or rehabilitation programs approved by federal, state, or local health, law enforcement or other appropriate agencies. 

As conditions of employment and enrollment, all students, staff and faculty will abide by the terms of this statement and notify AMDA of any criminal drug statute conviction for a violation occurring at AMDA or housing no later than five days after such a conviction. 

For further information regarding referrals and assistance, please contact the Education Department. A student convicted of a drug-related crime may lose eligibility for Title IV funding and may have his or her Title IV funds suspended. For further information regarding these provisions, please contact the Education Department. 

Drugs and Alcoholic Beverages 

Alcoholic beverages are not allowed on the premises of the school or in AMDA housing. The use, possession, or sale of prescription drugs is likewise prohibited except for the proper use and possession of drugs prescribed by the student’s physician. Violations may lead to IMMEDIATE DISMISSAL from classes and AMDA housing. 

Legal Penalties for Underage Drinking in Los Angeles: 

In California State, if you’re under 21 years old, it is a violation of the law to possess alcohol with the intent to consume. If caught, youths may be fined, required to complete an alcohol and drug education seminar and required to complete community service. A minor producing a false license or false evidence of age can be arrested, released on probation for up to one year and fined. Procuring alcohol beverages for a minor will result in a penalty of up to five days in jail, a fine or both. If you are under 21 and drink and drive, you face strict penalties. Under the Zero Tolerance Law, for small amounts of alcohol, a teen can lose his/ her license up to six months to one year. For larger amounts of alcohol, DWI penalties apply, including possible jail terms. 

Drug and Alcohol Standards of Conduct 

AMDA prohibits the unlawful possession, use, or distribution of drugs and alcohol by students and employees in any AMDA facility or any AMDA-related facility or as any part of this institution’s activities. 

Health Risks 

In addition to the legal risks involved in using illicit drugs or abusing alcohol, serious health risks are present. Below are descriptions of some of the potential physical and mental consequences. 

• Alcohol: severe and potentially fatal heart disease; cirrhosis of the liver; blackouts, malnutrition; alcoholic hepatitis; vitamin deficiencies; alcohol withdrawal syndromes including seizures; delirium tremens (“DT’s”) and tremors (“shakes”); gastric ulcers 

• Marijuana: increased susceptibility to laryngitis; pharyngitis; asthma-like symptoms; cough; hoarseness; dry throat; disruption of short-term memory; pre-cancerous cellular changes in lungs; residual memory loss; possible heart attack; apathy; flashbacks 

• Opiates (including heroin, methadone): malnutrition; mental clouding; vitamin deficiencies; gall bladder attacks; pancreatitis; respiratory depression; withdrawal syndrome: anxiety; insomnia; anorexia; general pain; sweating; increased pulse rate and blood pressure; cramps; chills; nausea.

• Amphetamines: increased respiration; insomnia; paranoia; irritability; hallucinations; anxiety; withdrawal syndrome; fatigue, depression, possibility of suicidal tendencies, amphetamine psychosis; brain cell damage; cerebral hemorrhages 

• Cocaine: anorexia; cocaine psychosis; anxiety; restlessness; insomnia; convulsions; cardiac arrest; nasal membrane damage; respiratory failure; seizures; brain hemorrhages; increased heart rate; withdrawal depression; coma; death 

• LSD: partial paralysis; hallucinations; perceptual disturbances; respiratory depression; possible impairment of cognitive functioning; hallucinosis; visual hallucinations; fear of madness; impaired judgment; perceptual changes; anxiety or depression; flashbacks 

• Psilocybin (“mushrooms”): dizziness; anxiety; weakness; nausea; blurred vision 

• Mescaline (peyote): anxiety; raised blood pressure; tremors 

Addiction help hotline: 800-522-5353 

AMDA has developed procedures for investigating potential violations of its policies, to adjudicate any such violations, and to impose sanctions for those violations found to have occurred. These procedures also set forth how students can appeal decisions on disciplinary matters. AMDA reserves the right to adapt its procedures based on the circumstances of an individual case. AMDA also recognizes that any code of conduct cannot anticipate every situation; accordingly, AMDA may use the Disciplinary Process to investigate and sanction alleged conduct of any nature, including but not limited to conduct that is similar, comparable or analogous to conduct that is specifically proscribed by AMDA’s rules. 

The Disciplinary Process outlined below addresses violations of AMDA’s non-academic policies and Code of Conduct specified in this Handbook, the Housing License, and other policy documents provided to students. The Student Conduct Administrator (hereinafter referred to as “Administrator” or “Appeals Administrator”) and the Conduct Review Committee (hereinafter referred to as “Committee”) are authorized by AMDA to impose sanctions on any student found to have violated AMDA’s Code of Conduct. 

The terms “Student Conduct Administrator” and “Conduct Review Committee” are defined as any person or group authorized by the Vice President for Students Affairs or Chief of Staff to impose sanctions. 

Students may appeal any disciplinary determination and imposition of sanctions, according to the process set forth below. Students, faculty or staff members of AMDA who believe that they have been subjected to, or have knowledge of any acts that are in violation of AMDA policies are encouraged to inform an Administrator. The Administrator may conduct an investigation to determine whether the charges have merit and whether they can be resolved on an informal basis. 

AMDA may pursue a violation under the Code of Conduct, even when civil or criminal proceedings are underway and, at its sole discretion, AMDA may suspend a student or take other interim measures pending the outcome of the Disciplinary Process or external legal proceedings as AMDA deems appropriate under the circumstances. When a student fails to cooperate with or participate in the Disciplinary Process, AMDA may proceed with the process to reach a determination as to whether a violation occurred and impose sanctions. 

Disciplinary Procedure and Appeals 

AMDA’s Disability Resource Center provides support, advocacy, resources, and facilitates the accommodation assessment process for students with disabilities. For more information on the services we provide and our policies and procedures, please view AMDA's Catalog.