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Kansas Sick Leave: What you need to know

There is no Kansas law that requires private sector employers to provide employees sick leave, paid or unpaid, although many employers do grant it as a popular employee benefit. However, it is important to note that if an employer promises to provide sick leave, the employer may have a legal obligation to grant it. Some courts have ruled that policies published in employee handbooks constitute implied contracts that are binding and enforceable. Thus, employers should regularly review policy statements made in handbooks or other written materials to ensure that they accurately reflect current policies. If not, they should be changed and employees should be notified of the changes.
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Kansas law mandates that nonexempt state employees who work over 7 hours per pay period are granted paid sick leave at the rate of 0.4 hours for each 8 hours of work per pay period. Exempt employees earn 3.7 hours of sick leave per pay period. Sick leave may be taken for the illness or disability (including pregnancy, childbirth, miscarriage, abortion, and recovery therefrom, and doctors' appointments) of an employee or an employee's family member, for legal quarantine of the employee, for the adoption of a child, or for the initial placement of a foster child (KS Admin. Regs. Sec. 1-9-5).
State employees. Any state employee in classified service (permanent status) may take a leave of absence on the grounds of sickness, disability, or “other good or sufficient reason.” Leave may not exceed 1 year, except as necessary to comply with other laws (KS Stat. Sec. 75-2947).
Leave may be taken for illness or disability, including pregnancy, childbirth, miscarriage, abortion, and recovery therefrom; ...

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Kansas Sick Leave Resources

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