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Involuntary Terminations: Kansas

Involuntary Terminations requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Alan L. Rupe and Daniel Press, Kutak Rock LLP

Summary

  • Where a verbal contract or the terms of an employee handbook or policy manual have created an employment contract, Kansas employees may then only be terminated for cause. However, there is no universal definition of cause in the state of Kansas. See Termination for Cause.
  • Certain types of Kansas employers may retain a property interest in their continued employment, meaning that they cannot be separated from their occupations without good cause. See Termination for Cause.
  • Kansas does not have its own version of the federal WARN Act, but does require employers to comply with a statute that protects a specific category of workers in the process of completing a layoff, reduction in force or plant closing. See Layoffs, Reductions in Force and Plant Closings.
  • Kansas employers are prohibited from terminating employees in retaliation for qualified whistleblowing activities, but employees must meet a high burden of proof to be successful on such claims. See Whistleblower Protections.
  • The maximum weekly benefit for unemployment claims is determined based on the date when the claim was filed. See Calculating Unemployment Payments.