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For ease of use, the term “telecommuting” will refer to both types of employees mentioned above
throughout the remainder of this document. This Telecommuting Policy (the "Policy") sets forth the
rules, terms, and conditions related to the telecommuting arrangement. All non-faculty telecommuting
employees are subject to this Policy and must abide by its terms. The Policy does not change or alter the
"at will" employment relationship of APUS employees. APUS reserves the right to amend, modify,
rescind, or terminate the Policy at any time and for many reasons or for no reason.

Requirements and Approval
Telecommuting can often be a voluntary work alternative that may be offered to an employee at the
discretion of APUS management. Telecommuting is not suitable for all employees or for all positions. In
general, suitable employees are those that have a high level of self-motivation and productivity; they
should require minimal management oversight and face-to-face contact. Additionally, managers should
have access to the appropriate tools and systems needed to track work, measure performance, and
communicate effectively in a distance environment.

APUS management has sole and absolute discretion in approving any telecommuting arrangement. The
arrangement must be approved by the employee's direct supervisor and/or department head, and is
retained by the HR department. Telecommuting is not a guaranteed right. The decision to allow an
employee to telecommute can be changed at any time based on a decision made by APUS management
and/or the University itself.

Company Policies
The telecommuting employee remains subject to all APUS policies, rules and procedures. Except as may
be specifically set forth in the Agreement or the Policy, the telecommuting arrangement does not alter
company policies, rules or procedures.

FERPA
The telecommuting employee must undergo APUS's Family Educational Rights and Privacy Act ("FERPA")
training. As with all APUS employees, the telecommuting employee is authorized to access student
records only to the extent necessary to perform his/her official job duties, and is responsible for
protecting such information against unauthorized access or disclosure.

Job Duties and Responsibilities
Except for those additional duties set forth in the Agreement (e.g. work hour reporting), the
telecommuting employee's duties, obligations, and responsibilities remain the same as prior to the
telecommuting arrangement. These duties, obligations, and responsibilities may be set forth in the
telecommuting employee's position description. The telecommuting employee, like any other APUS
employee, is responsible for promptly completing all work assigned by his/her supervisor.

Communication is essential to a successful telecommuting relationship. Recognizing this, the
telecommuting employee must work closely with management to ensure frequent contact and quality
information exchange. Specific communication requirements may be set forth in the Agreement.

On-Site Meetings
The telecommuting employee must be available to attend on-site meetings, training sessions, and/or
other events as determined and required by APUS management.

Performance Evaluations
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