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Any potentially dangerous situation must be reported immediately to a manager or the HR
Department. Reports can be made anonymously and all reported incidents will be
investigated. Reports or incidents warranting confidentiality will be handled appropriately and
information will be disclosed to others only on a need-to-know basis. All parties involved in a situation
will be counseled and the results of investigations will be discussed with them. APUS will actively
intervene at any indication of a possibly hostile or violent situation.

Dangerous/Emergency Situations
Employees who confront or encounter an armed or dangerous person should not attempt to challenge
or disarm the individual. Employees should remain calm, make constant eye contact and talk to the
individual. If a manager can be safely notified of the need for assistance without endangering the safety
of the employee or others, such notice should be given. Otherwise, cooperate and follow the
instructions given.

Enforcement
Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be
tolerated. Any employee determined to have committed such acts will be subject to disciplinary action,
up to and including termination. Non-employees engaged in violent acts on the employer’s premises will
be reported to the proper authorities and may be fully prosecuted.

All Iowa-based University employees who in the scope of their responsibilities, examine, attend, counsel
or treat a child must report physical or sexual child abuse when they see, know about, or reasonably
suspect the physical or sexual abuse of a child. Suspected abuse shall be reported via phone, e-mail, etc.
to their department executive immediately. The employee shall also report the suspected abuse to local
law enforcement within the same period by calling 911.

V. EMPLOYMENT POLICIES AND PRACTICES

At-Will Employer
APUS is an “At-Will” employer. The employee and APUS each have the right to terminate employment
during or after the introductory period of employment, without advance notice and without cause.

New employees are subject to an evaluation and orientation to our business during an introductory
period, which typically is the first 90-120 days of the employee’s employment. This period gives
employees an opportunity to demonstrate satisfactory work performance, work ethic, and attendance.
Conversely, employees have the opportunity to determine if APUS is the right employer for them.

Background and Credential Checks
Background and credential checks ensure the credibility and integrity of APUS to our students, investors,
and the public. The company will conduct background checks on all candidates who receive an
employment offer and complete the signed authorization. Successful completion of a background check
by candidates or existing employees is a condition of employment. Employees who fail to pass the
background check or refuse to authorize APUS to conduct the background check may be subject to
discipline, up to and including separation of employment.

It is understood that individuals may have extenuating circumstances regarding the outcome of these
reports, and APUS encourages candidates to discuss these with the hiring manager or with the APEI HR
Department. Once hired, employees should report convictions, guilty pleas, or nolo contendre pleas to
2019 Employee Handbook, Revised January 2019 38