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terms, conditions, and privileges of employment. Additionally, the ADAAA requires employers to
reasonably accommodate qualified individuals with disabilities. It is the policy of APUS to comply with all
federal, state, and local laws concerning the employment of persons with disabilities.

APUS will reasonably accommodate qualified individuals with a disability so that they can perform the
essential functions of the job in question. An individual who can be reasonably accommodated for the
job in question without undue hardship will be given the same consideration for that position as any
other employee or applicant.

All employees are required to comply with safety standards. Current employees who pose a direct
threat to the health or safety of themselves or the other individuals in the workplace will be placed
on appropriate leave until an organizational decision has been made in regard to the employee’s
immediate employment situation.

Employees should contact our absence management provider, York (formerly CareWorks Absence
Management), to provide notice of a request for a reasonable accommodation. York administers the
Family Medical Leave Act and Americans with Disabilities Act for APUS employees. Employees can
contact York 24 hours per day, 7 days a week at 1-888-436-9530.

After receiving an oral or written request for an accommodation, HR and/or York will engage in an
interactive dialogue with the employee to determine the precise limitations of the disability and explore
potential reasonable accommodations that could overcome those limitations to enable the employee to
perform the essential functions of his or her position. APUS encourages the employee to suggest
specific reasonable accommodations that he or she believes would allow him or her to perform his or
her job. However, APUS is not required to make the specific accommodation requested by the
employee and may provide an alternative, effective accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on APUS.

Bereavement Leave
APUS recognizes that bereavement is a difficult life event, requiring time to grieve and fulfill family
obligations. APUS further recognizes that failure to take this time may negatively impact work and the
employee's transition back to a normal routine.

APUS grants full-time and part-time staff, as well as full-time faculty, up to five (5) workdays of leave with
pay, per occurrence, if there is a death in their immediate family. “Immediate family” is defined as a
spouse or significant other, parent/stepparent, parent-in-law, brother/stepbrother, sister/stepsister,
child/stepchild, or an adult who stood “in loco parentis” during an employee’s childhood. For other
close family members APUS grants full-time and part-time staff, as well as full-time faculty, up to three
(3) workdays of leave with pay, per occurrence. "Other close family" is defined as grandparent,
grandchild, sister-in-law, brother-in- law, aunt, uncle, niece, or nephew. Full-time and part-time staff, as
well as full-time faculty, may utilize one (1) workday of leave with pay, per occurrence, for the death of
a family pet. Employees should notify their manager immediately if bereavement leave is needed. If the
employee requires additional leave for bereavement, employees may be permitted to use sick time,
vacation time, or leave without pay, with manager approval.

Part-time Faculty
APUS grants part-time faculty up to three (3) workdays of leave with pay, per occurrence, if there is a
death in their immediate family or for other close family members.

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