Page 22 - C:\Users\adarr\Documents\Flip PDF\2019 APUS Employee Handbook\

experience a qualifying event. The following are examples of a potential qualifying event:

 Change in marital status (such as marriage, divorce, or death of a spouse);
 Change in the number of dependents (such as birth or adoption of a child, or death
of a dependent);
 Termination or commencement of employment by the employee, employee’s
spouse, or employee’s dependent;
 Change in work hours for the employee, employee’s spouse or employee’s dependent
(including a switch between full and part-time status);
 Employee’s dependent satisfying or ceasing to satisfy an eligibility requirement for a
particular benefit; or
 A change in employee’s spouse’s or employee’s dependent’s place of residence or work.

APUS requires that the employee notify HR and show proof of the life status change within 31 days of
the qualifying event. Proof of the allowable life status change may include a proof of loss of coverage,
proof of spouse’s offer of new coverage, marriage certificate, birth certificate, divorce decree, etc.

Declining Coverage
An employee who has declined insurance coverage must wait until the next annual “open enrollment”
to apply for those benefits, unless they experience a qualifying event that would impact their benefits
eligibility. Similarly, an employee who has elected an insurance plan will remain in that plan until the
next open season or qualifying event, at which time they may decline or modify their participation.

Employees who decline to participate in the company’s health insurance programs are eligible to receive
waive insurance credit.

Premium Payments While on Leave
Employees are responsible for their portion of the health insurance, even while on a leave of absence.
Employees must make arrangements with the HR Department to coordinate the payment of the
premiums. When possible, prepayment of premiums prior to a known upcoming leave will be
required. Premium payments are due within 30 days of the premium payment deadline or insurance
coverage may be terminated.

Jury Duty
Employees are encouraged to fulfill their obligation as a citizen of the community, to include serving as a
jury member when called upon to do so. If there are extenuating circumstances or an employee is asked
to serve grand jury duty, HR should be consulted.

APUS will continue the pay for full-time and part-time employees, and full-time faculty when serving on
jury duty for a period of up to 10 working days per year. This policy may vary depending on the
employees work location. Employees must notify their manager well in advance of their jury duty and
will be expected to work on any scheduled workday their jury duty service is not required.

Personal Leave
In an effort to recognize the need of employees who require time off in addition to vacation or sick,
APUS may consider a personal leave of absence without pay (if there is a zero vacation/sick leave
balance) for up to a maximum of 90 days, approved in 30 day increments. The request to extend the

2019 Employee Handbook, Revised January 2019 21