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business, including trips to the airport, will be reimbursed at the standard company mileage rate,
provided that the time and distance involved is reasonable under the circumstances. The company uses
the IRS-approved rate for all business travel reimbursements. All parking expenses and highway tolls
incurred as a result of business travel will be reimbursed. Employees must submit receipts for meals in
accordance with the expense policy, with the expense form. Reasonable tips, when paid by the
employee and noted on the receipt, will be reimbursed.

Written claims for reimbursement for out-of-town travel should be submitted to the Finance
Department within 30 days of completion of travel. Claims for reimbursement of travel between
company locations, other local travel, and reimbursement for incidental expenses should be submitted
no later than the end of the month in which the expenses were incurred, using the appropriate written
form.

VIII. PAY PRACTICES & WORK TIME

Attendance
APUS needs the combined efforts of all employees to ensure uninterrupted and efficient operations.
Absenteeism and lateness create burdens on coworkers and managers. In order to ensure the best
possible customer service and to maintain adequate levels of staffing throughout the day, employees
may be required to work staggered shifts within each department. Management will determine the
work hours that will provide the best departmental coverage.

With managers’ permission, employees may elect to work an alternate work schedule. Permission
to work an alternate work schedule, to include telecommuting, may be renewed annually and may be
rescinded by management at any time.

Employees should report missed time before their expected shift start while following their
departmental policies for reporting tardiness and absence. If an absence is to be designated as FMLA,
the supervisor must be made aware of this designation and it must also be reported to York (formerly
Careworks Absence Management) within 24 hours of the absence occurring, including the date of
absence and length of absent time. Excessive tardiness or absence that is not designated as FMLA
protected time may result in disciplinary action or separation of employment.

Breaks
Breaks and lunch times vary by department. Full-time employees are expected to work a 40 hour week,
8 hours per day (time off for lunch not included in the 8 hours). Employees are encouraged and
expected to take a lunch break of at least 30 minutes in coordination with management.

Compensation
Our policy is to pay all employees according to their job responsibility, job knowledge, quality and
quantity of work performed, dependability, and experience.

APUS is required by law to make certain deductions from employees’ pay each pay period, including:
 Federal and state income taxes.
 Social Security (FICA) taxes.
 Deductions required by wage garnishment or child support orders.

Compensation Review
2019 Employee Handbook, Revised January 2019 55