Human ResourcesFrequently Asked Questions (FAQs) |
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Question: If an employee takes a voluntary demotion, when is his/her next step increase date?
Answer: Kansas Administrative Regulation 1-5-15(d) states that the pay increase date for any employee who takes a voluntary demotion shall be unchanged if the employee did not receive a pay step increase on the date of the demotion.
Question: Will an employee who started working for the state after June 25th, of any given year, be allowed to use a discretionary day that year?
Answer: An employee is not eligible to use their discretionary day for the first six months of employment. See K.A.R. 1-9-2 and the Governor’s Memo on Designated Holidays.
Question: Can employees who are currently working for the state be hired to work on temporary positions?
Answer: Any hours worked over 40 in a work week would put an eligible employee into an overtime situation even if the position is temporary. See K.A.R. 1-5-24.
Question: What step can I appoint them to in the lower class?
Question: What will be the date of their next step increase?
Question: Will they have a probationary period?
Answers to all three questions: The employee shall be paid at the same step on the pay grade for the lower class as the step on which the employee was being paid in the higher class, or at any higher step as long as there is a decrease in the rate of compensation. K.A.R. 1-5-15 also lists certain conditions which allow the employee to be paid at a step of the new pay grade that does not result in a pay decrease. The pay increase date for any employee who takes a voluntary demotion shall be unchanged if the employee did not receive a pay step increase on the date of the demotion. See K.A.R. 1-5-15. Any permanent employee shall be granted permanent status in the class to which demoted, effective on the date of the demotion. See K.A.R. 1-6-27.
Question: I am a new hire with probationary status. When will I receive my review?
Answer: Prior to the end of the probationary period, a performance review shall be given to the employee. See K.A.R. 1-7-3(b).
If the probationary period for an employee is to be extended, the employee shall receive a copy of the performance review which states the probation is extended. See K.A.R. 1-7-3(c).
Each new hire and rehire who is employed in a regular position shall be subject to a standard probationary period of six months. A probationary period of up to 12 months may be established by the appointing authority when specific training or certification cannot be completed in six months. See K.A.R. 1-7-4(a), (b).
Question: I received a promotion and I am on probation. When do I receive a review to take me off of probationary status?
Answer: Employees who are promoted serve a probationary period of not less than three months nor more than six months determined by the appointing authority. A probationary period of up to 12 months may be established by the appointing authority when specific training or certification requirements for a position cannot be completed within six months. See K.A.R. 1-7-4(b).
A performance review shall be given prior to the end of the probationary period. If the probationary review is less than satisfactory, the employee shall not be granted permanent status. See K.A.R. 1-7-3(b).
Question: Can we (agency) promote (or demote on a voluntary basis) one of our employees into a vacant position without posting the vacant position?
Answer: ALL vacant positions must be posted on the Notice of Vacancy list unless authorized by the director. See Kansas Administrative Regulations 1-6-2 and 1-14-12a.
Question: Does an employee have to be physically present on their last day of work?
Answer: Regulation 1-9-13 was amended June 1997, to allow employees to use leave instead of being physically present on their last day of work.
Question: What classified regulations apply to the unclassified service?
Answer: Refer to Executive Order No. 98-7 "Modifying the Adoption and Extension of the application of Certain Rules and Regulations of the Secretary of Administration to Certain Positions in the Unclassified Service Under the Kansas Civil Service Act."
Question: What sick leave and annual leave payouts do retirees get?
Refer to Kansas Statutes Annotated 75-5517 for sick leave payout
explanation.
| Length of Service | Hours Accumulated | Maximum Sick Leave Paid |
|---|---|---|
| 8 years | 800 to 999 hours | 240 hours or 30 days |
| 15 years | 1000 to 1119 hours | 360 hours or 45 days |
| 25 years | 1200+ hours | 480 hours or 60 days |
Note: If the employee does not have the maximum accumulated hours for the Length of Service listed, the pay out for sick leave will be the lesser amount, i.e. 24 yrs, 1200 hrs, = 360 hrs/45 days.
| Length of Service | Maximum Vacation Leave Paid |
|---|---|
| Less Than 5 years | 144 hours or 18 days |
| Between 5 and 9 years | 176 hours or 22 days |
| Between 10 and 14 years | 208 hours or 26 days |
| 15 or more years | 240 hours or 30 days |
Question: Can an employee still work 999 hours in one agency and then work 999 hours in another agency?
Answer: No, K.A.R. 1-6-25 was amended to limit the total number of hours a temporary employee may work to 999 hours in a 12-month period.
For a complete FAQs subject list, go to our Division of Personnel Services FAQs.