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*For purposes of this policy, “child” also includes an unborn child, adopted child, foster child, and a child
for whom the employee was a legal guardian.

COBRA
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their
qualified beneficiaries the opportunity to continue health insurance coverage under APUS’s health plans
when a “qualifying event” would normally result in the loss of eligibility.

Examples of qualifying events are: resignation, termination of employment (other than by reason of
gross misconduct), or death of an employee; a reduction in an employee’s hours or a leave of absence;
an employee’s divorce or legal separation (where applicable); Medicare; and a dependent child no
longer meeting eligibility requirements.

Under COBRA, the employee or qualified beneficiary pays the full cost of coverage at APUS group rates
plus an administration fee. APUS provides each eligible employee (and spouse, if married) with a written
notice describing rights granted under COBRA upon separation or change of eligibility status. The notice
contains important information about the employee’s rights and obligations.

Disability: Long-Term (LTD) – Company Provided
Full-time employees may be eligible for long-term disability (LTD) insurance coverage in the event of an
extended illness beyond 13 weeks. Employees should work with the benefits team in the HR department to
determine eligibility through the third party vendor. All claims are reviewed by the third party vendor for
final determination of the benefit. If approved by the third party vendor, employees will receive 60% of
their monthly compensation, with a maximum monthly benefit of $6,000, for the designated duration of
time. Director level and above will receive a maximum monthly benefit of $15,000.

Employees who are approved to receive LTD benefits may be separated from their employment, if FMLA
and/or other legally required benefits have been exhausted. The separation could occur on the date of
LTD approval. Benefits will be terminated following each plan’s set-up document. For information on
pursuing Social Security disability benefits, please visit www.ssa.gov/disability. Should circumstances
change, employees are encouraged to reapply for employment with APUS if a physician's release for
work can be provided.

Employees may opt to purchase additional long-term disability coverage during the open-enrollment
period. In this case, the benefit amount is increased to 66 2/3% of the employee’s monthly salary. The
maximum monthly benefit is $12,000. This benefit is not available to Director level and above. *VP and
above qualify for a company paid Individual Disability Insurance (IDI) provided by MetLife through
application and approval. Please contact the benefits team for more details benefits@apus.edu.

Disability: Short-Term (STD) – COMPANY PROVIDED
Full-time employees may be eligible for short-term disability (STD) insurance coverage in the event of an
accident, surgery or illness. Employees must contact the benefits team in the HR department to
discuss the necessity of the insurance and receive the documentation to provide to their physician. All
claims are reviewed by the third party vendor for final determination of the benefits. If approved by the
third party vendor, employees will receive 60% of their weekly compensation, up to a maximum
amount of $1,000 per week, for the designated duration of time (up to 13 weeks) deemed by the
physician and insurance carrier.

Employee Handbook, Revised January 2019 8