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Kansas Jury Duty/ Court Appearance: What you need to know

Job protection. Kansas law prohibits all employers from discharging or threatening to discharge any permanent employee because the employee attends court as a prospective juror or serves as a juror in any court in Kansas (KS Stat. Sec. 43-173(a)).
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The employee is considered to be on furlough or a leave of absence and is entitled to participate in insurance and other benefits according to the employer's policies relating to leaves of absence. Upon return to work, the employee must be reinstated to his or her former job without loss of seniority. An employer that violates this provision may be ordered to reinstate the employee and may be held liable for lost wages, benefits, actual damages, and attorneys’ fees.
Private employers. No Kansas law specifically requires employers to provide leave for employees to serve as witness, but employees may be protected through other statutes, depending on circumstances.
Public employers. State government employees are entitled to leave with pay to comply with a subpoena to appear as a witness.
Retaliation. The Kansas Act Against Discrimination (KAAD) prohibits retaliation against employees for assisting or testifying in support of a KAAD proceeding. The KAAD applies to all employers with four or more employees, including all Kansas government entities, except for nonprofit fraternal or social associations and corporations.
Private employers. State law does not require private employers to pay employees for absences caused by jury duty or court appearances. Although not required to do so, many employers do pay all employees called to jury duty or court appearances, regardless of exempt or nonexempt status. (See Federal Law Considerations for Exempt ...

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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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