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Kansas Layoff: What you need to know

In addition to the federal requirements, Kansas has certain layoff notice requirements of its own. Under state law, food producers, clothing manufacturers, fuel mining companies, transportation companies, public utilities, and common carriers must apply to the secretary of labor for permission to limit or cease operation (KS Stat. Sec. 44-616).
For other plant closings or mass layoffs, state agencies assist in enforcing the requirements of the federal Worker Adjustment and Retraining Notification Act (WARN Act). The WARN Act imposes restrictions on the way layoffs are handled. It is designed to give employees advance notice of a layoff in order to find another job or to seek retraining in a new occupation and to give the state adequate preparation to assist the affected workers.
A comprehensive discussion of the WARN Act is available. .
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Notification is required before the state may close, eliminate, or cease operations at a governmental facility. In Kansas, the secretary of administration shall give a global notice of layoff to all state officers and employees who are employed by an institution that is scheduled for closure up to 180 days before such closure.
Each affected officer or employee receiving the global notice of layoff must also be given an individual notice of layoff, which specifies such officer or employee’s individual date of layoff. State employees who are laid off in other circumstances must be given 30 days’ notice (Kan. Stat. Ann. 75-4370(c) and Kan. Stat. Ann. 75-2948).
The Employment Security (Unemployment Insurance) Shared Work Program is available to help employers avoid a layoff. Under this program, employers can ...

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Kansas Layoff Resources

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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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