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Kansas Wage and Hour Investigations: What you need to know

In order for the state's secretary of human resources (or his or her authorized representative) to enter a place of business to inspect employment records, the secretary must have received a written complaint from an employee who claims to be aggrieved under the state's wage and hour provisions. Upon entering a place of employment, the secretary has the power to inspect and copy all books, registers, payrolls, and other wage-related records and to question employees (KS Rev. Stat. Sec. 44-1206).
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An employer may be fined between $250 and $1,000 for violating the state's minimum wage and maximum hour provisions or for discharging or discriminating against an employee because that employee made a complaint, or testified, or is about to testify in such a proceeding (KS Rev. Stat. Sec. 44-1210).
Unpaid wages. If an employer fails to pay an employee the applicable wages and overtime compensation, the employer must pay the amount of wages and overtime compensation still due, costs, and reasonable attorney's fees (KS Rev. Stat. Sec. 44-1211).

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

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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