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It is APUS’s policy to take prompt and appropriate steps when it is made aware of possible sexual
misconduct, which may include, but is not limited to, sexual discrimination, sexual harassment, or sexual
violence, as those terms may be further defined in the Title IX Compliance Policy, that denies or limits
on the basis of sex an employee’s ability to provide aid, benefits, or services to students, or a student’s
ability to participate in or benefit from APUS’s programs and activities. Inappropriate conduct that may
constitute or otherwise be construed as a Title IX offense committed against any member of the APUS
community is prohibited. All Title IX grievances involving one or more students shall be processed in
accordance with the Title IX Grievance Procedures available here, the implementation of which may
include processing under other University policies as the University may determine in its sole discretion.
Title IX grievances involving only employees shall be processed through the HR Department in
accordance with the Discrimination and Harassment; Investigation of Complaints Policy described
above.

APUS’s goal is to resolve Title IX grievances promptly and equitably and provide a safe and
nondiscriminatory environment for all students and employees, free from discrimination, harassment
and violence of a sexual nature. For more information see APUS’s Title IX Compliance Policy and Title IX
Grievance Procedures available here.

Staff Grievance Policy Applicable to Shared Services
Effective January 1, 2019, APUS entered into a contractual arrangement with its parent company,
American Public Education, Inc. (“APEI”), pursuant to which APEI provides certain non-academic,
business-related services for the benefit of APUS, subject to APUS oversight and authority. The services
that are performed under this arrangement relate to human resources, facilities, information
technology, marketing, finance, institutional research/analytics, and legal. If a staff member has
concerns regarding the performance of such services, the staff member may email disputes@apus.edu ,
outlining the grievance or concern and what steps have been taken toward resolution. The time it takes
to resolve individual grievances may vary, but staff can expect an initial response, outlining next steps
and timelines, within 3-5 business days.

Internal Job Opportunities
APUS provides employees an opportunity to indicate their interest in open positions and possibly
advance within the organization if their skills and experience meet the criteria of the position. In
general, notices of all full-time and part-time job openings are posted by the HR department.

Job postings are a way to inform employees of openings and to identify qualified and interested
applicants who might not otherwise be known to the hiring manager. Other recruiting sources may also
be used in conjunction with the internal job posting to fill open positions in the best interest of the
organization.

Available job openings will be posted on the Intranet for all employees to review for a period of 5
business days. Each job posting will include the job location, type of position, posting date, job title, and
job description.

In situations involving title changes, promotions based on step progression, or departmental
reorganizations, the internal posting requirement may not be required. The HR department, along with
the department leader, will make a determination on the posting requirement.

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