Kansas Employment Law: Wages, Final Pay, Breaks and Your Rights at Work

$7.25 per hour. The Kansas minimum wage law applies only to employers and employees not covered by the federal FLSA; employers covered by the FLSA must pay the federal minimum wage, which is also $7.25 per hour.

Tipped employees must be paid at least $2.13 per hour, and tips plus wages must reach at least $7.25 per hour; if they don't, the employer must pay the difference. Only tips the employee actually receives and keeps can be counted.

For employers covered by the federal FLSA: time-and-a-half after 40 hours in a workweek. For employers covered only by Kansas law: time-and-a-half after 46 hours in a workweek.

No state requirement for adults.

By the next regular payday on which the employee would have been paid if still employed, through regular pay channels or by mail if the employee asks. A willful late payment can add a penalty of 1% of unpaid wages per day (after the eighth day), up to 100% of the unpaid wages.

By the next regular payday on which the employee would have been paid if still employed, the same as for firing.

At least once a month, on regular paydays set in advance. Wages may be paid in cash, by check, by direct deposit, or by payroll card.

On the employee's request, the employer must provide an itemized statement of deductions taken from wages for each pay period in which deductions are made, and must notify the employee in writing of the rate of pay and the day and place of payment.

Kansas Human Rights Commission. The Kansas Act Against Discrimination covers employers with four or more employees in Kansas (nonprofit fraternal or social associations are excluded). A complaint must be filed within six months after the discriminatory act (or after the last act, for a continuing pattern).

Under the Kansas Restraint of Trade Act, a restraint is lawful if it is reasonable in view of all the facts and circumstances and does not contravene public welfare. A written agreement in which an employee promises not to solicit the employer's 'material contact customers' is presumed enforceable if it lasts no more than two years after employment ends; an agreement not to recruit the employer's employees is presumed enforceable if it protects confidential or trade secret information or customer or supplier relationships, goodwill or loyalty, or lasts no more than two years after employment. If a covenant without that presumption is overbroad, the court must narrow it and enforce it as modified. Employees may still raise any legal or equitable defense.