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Kansas Termination (with Discharge): What you need to know

Kansas is an “employment-at-will” state. This means that either the employer or the employee may end the employment relationship at any time, for any reason, or for no reason, unless an agreement exists to the contrary. There are, however, limitations to the at-will doctrine.
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Even if the employer has no explicit employment agreement with the worker, certain actions and representations can bind the employer just as if there were a written contract signed by both parties. If an employee can prove that an employee manual contains discipline, job security, and termination procedures, the manual may constitute a unilateral offer to contract that an employee may accept through continued employment.
In addition, employers should be cautious about allowing anyone in the organization to make a promise of job security to an employee or applicant. If the promise can be seen as an inducement for an employee or prospective employee to give up something of value; for instance, by relocating or by leaving his or her current job, it may be considered a “contract.”
Jury duty. Employers may not discharge or threaten to discharge any permanent employee because of the employee's absence for jury duty. An employer that violates this provision is liable for damages for wages, actual damages, and any other benefit loss and will be required to reinstate any employee discharged because of jury duty. A reinstated employee will be considered to have been on furlough or leave of absence and may not lose seniority (KS Stat. Sec. 43-173).
Military service. Kansas law prohibits an employer from refusing to hire, from discharging, or otherwise discriminating against an ...

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Kansas Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

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