Kansas Employment Termination Rules

Summary

Kansas is an at-will employment state, meaning employers can terminate employees for any reason or no reason, except for unlawful reasons like discrimination, retaliation, or violation of public policy. Violations of public policy include firing an employee for refusing to break the law, retaliating for performing legal obligations, or whistleblowing. Unemployment benefits can be denied if fired for misconduct, voluntarily quitting without good cause, or not actively seeking new employment. Employers can give truthful references but should avoid false statements or malicious intent. Consult a local attorney for personalized advice.

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Does the state of Kansas have a right to fire you for any reason, even though it may not be legitimate
Hello Keith! Kansas is an "at-will" employment state. This means:
- Employers can terminate an employee for any reason or no reason at all.
- However, they cannot fire someone for unlawful reasons like discrimination, retaliation or violation of public policy.
Please consult with a local attorney for personalized advice.
What is considered a violation of public policy
Violation of public policy can include:
- Firing an employee for refusing to break the law at the employer's request.
- Retaliating against an employee for performing a legal obligation or exercising legal rights.
- Dismissing an employee for reporting illegal or unethical activities (whistleblowing).
Please consult a local attorney for more details.
Well after you’re fired. Can they deny you unemployment benefits
Yes, in Kansas, unemployment benefits can be denied if:
- You were fired due to misconduct.
- You voluntarily quit without a good cause.
- You failed to actively seek new employment.
Please consult a local attorney or your state's unemployment office for more specific guidance.
I don’t understand how they can fire you and then when have future employers calling. they still give you a bad reference are they allowed to do that?
In Kansas, employers can generally give truthful references about a former employee's job performance. However, they should:
- Not make false statements that harm the employee's reputation.
- Not give out information with malicious intent.
Consult a local employment attorney for personalized advice.
Ok thanks
You're welcome, Keith! If you have any more questions in the future, don't hesitate to ask. Best of luck with your situation.