What are the legal requirements for providing job-protected leave?

Employment benefits law in Kansas requires employers to provide job-protected leave to employees who meet certain eligibility requirements. This includes, but is not limited to, medical leave due to a serious health condition, jury duty, military service, voting, and certain family and medical leave. Employees who have worked for their employer for at least 12 months, and at least 1,250 hours in the last 12 months before their leave begins, are eligible for job-protected leave in Kansas. Employers in the state must grant employees up to 12 weeks of unpaid leave for any of the previously mentioned reasons. During the leave, the employer must still provide the employee with the same or a similar job, with the same terms and conditions as before the leave began. The employer may not discriminate against the employee in any way, or reduce the employee’s wages, hours, or other benefits of employment. Employees who take job-protected leave in Kansas must also be given a reasonable opportunity to return to their job after the leave ends. This means that the employer must make all reasonable efforts to restore the employee’s job or an equivalent position. Finally, employers in the state must also provide employees with a reasonable notice period before taking leave. Generally, this means that employees must give the employer at least 30 days’ notice before they intend to take leave.

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What are the legal requirements for providing job-protected leave?

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