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In Kansas, can employer take away all earned sick leave hours when converting to PTO?

Neither federal nor Kansas state law requires employers to provide sick leave, vacation time, or PTO. If an employer chooses to provide such benefits, it is left up to the employer to establish policies regarding the use of these benefits. Unless the company sick leave policy states otherwise, sick leave is not considered a part of an employee’s wages, but is instead a benefit offered to provide income when the employee is sick, and thus unused sick time does not need to be paid out at termination, when converting to a PTO system, etc.

However, in the interest of employee relations, employers may choose to pay out some or all of the accrued and unused sick leave, add the unused leave hours to the employee’s PTO bank, or maintain the sick leave hours in a separate bank, to be used or forfeited by a specified date. In any case, employees should always be given adequate written notice of any upcoming changes to any benefit plans.

This entry was posted on Wednesday, August 20th, 2014 at 6:49 pm and is filed under
Benefits, Human Resources Management, Labor Laws.
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