Kansas Leave of Absence (FMLA) laws & HR compliance analysis

Kansas Leave of Absence (FMLA): What you need to know

Some states have comprehensive laws that require employers to grant employees time off for the birth or adoption of a child, or to care for a family member with a serious illness, but Kansas does not have such a law that covers private employers. However, most Kansas employers with 50 or more employees will have leave obligations under the federal Family and Medical Leave Act (FMLA).
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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; the adoption of a child by the employee; the initial placement of a foster child in the home of the employee; in order to care for a family member who has a serious health condition; or for other good and sufficient reason, when the appointing authority deems such leave to be in the best interest of the service. Any leave that exceeds 30 calendar days must be reported to the director of personnel services (KS Admin Regs. Sec. 1-9-6).
Any new hire in a regular position without permanent status may be granted unpaid leave for a period not to exceed 60 days (total leave not to exceed 6 months) for the same reasons, stated above (for permanent employees).
State employees may also use their accrued sick leave to care for the illness or disability (including pregnancy, childbirth, miscarriage, abortion, and recovery therefrom, and doctors' appointments) of the employee or the employee's family member, for the ...

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