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

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

In addition to the federal Family and Medical Leave Act (FMLA), some states have their own comprehensive family leave laws that may also 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.
However, Kansas does not have such a law.
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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; 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, as well as doctors' appointments) of the employee or the employee's family member, for the legal quarantine of the employee, or for ...

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