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The purpose of this Policy is to describe the conditions under which eligible employees will be provided paid leave during times of personal bereavement, enabling employees to attend funeral services and attend to personal affairs due to the death of a family member.

It is the policy of the Johnson County Government to provide an opportunity for a leave of absence from the employee’s regularly scheduled work hours due to the death of an immediate family member, to the extent reasonably practical for the County to grant such leave of absence.

All full-time regular and part-time regular employees are eligible for bereavement leave. Bereavement leave will be paid at the employee’s regular base rate of pay. Maximum bereavement leave hours will be provided as follows:

Bereavement leave, even though compensated, will not count as hours worked for the purposes of calculating overtime.

The County Manager is authorized to establish Human Resource Procedures related to bereavement leave consistent with this Policy, including defining the term “immediate family member.”

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This Procedure establishes the process for requesting and approving bereavement leave.

For purposes of this policy, an “immediate family member” is defined as: father, mother, brother, sister, spouse, children, grandmother, grandfather, and grandchildren, including corresponding in-law and step relationships, aunt, uncle, niece, nephew, or a person who fills the substantially equivalent relationship in each case, whether by legally established relationship or not.

Employees who have been granted bereavement leave may, with approval of Department/Agency Leaders, use accrued vacation, personal holiday, compensatory time, or leave without pay for additional time off as necessary.

Employees who wish to attend funerals of persons other than immediate family members, for which bereavement leave is not available, may, with approval of Department/Agency Leaders, use vacation leave, personal holidays, compensatory time, or leave without pay.

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The purpose of this Policy is to provide eligible employees with time off from regular work hours, as necessary, to meet civic responsibilities or to attend to certain civic duties.

It is the policy of the Johnson County Government to assist employees with meeting their civic responsibilities and to allow employees to take time off from their regularly scheduled work hours to attend to civic duties, to the extent that the time required for the leave can be accommodated and it is reasonably practical for the conduct of County operations to grant such leave of absence.

Full-time regular and part-time regular employees are eligible for civic leave. Civic leave, if approved, will be paid at the employee’s regular base rate of pay, without offset or deduction for any fees or expenses that the employee may otherwise be paid for said civic duties.

Civic leave, even though compensated, will not count as hours worked for the purposes of calculating overtime.

The County Manager is authorized to establish Human Resource Procedures related to civic leave and pay consistent with this Policy, including defining the term “civic duties.”

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This Procedure covers the County’s process for authorizing civic leave for employees.

An eligible employee may be granted civic leave with pay when:

Civic leave will not be granted if:

The employee will not owe money to the County that was earned from the court for time served as a juror or was paid to the employee for witness fees or mileage.

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The purpose of this Policy is to notify employees of their rights under the Family and Medical Leave Act (FMLA).

It is the policy of the County to provide eligible employees with up to twelve (12) weeks of unpaid, job-protected leave and continuing pre-existing health coverage in a twelve-month period. The County will comply with all applicable requirements of the FMLA.

The 12-month period is a rolling period measured backward from the date an employee uses any FMLA leave.

Eligible employees are employees who: (1) have worked for the County for at least twelve (12) months (time does not have to be consecutive); and, (2) have worked for the County for at least 1,250 hours in the twelve (12) months immediately preceding the date that leave is to begin.

Eligible employees may take leave for the following reasons: (1) to care for the employee’s child upon birth or in connection with a child’s placement with the employee for adoption or foster care; (2) to care for a parent, spouse, or child (a child under 18 years of age or 18 years of age or older and incapable of self-care because of a mental or physical disability) with a serious health condition; or (3) when the employee is unable to work because of the employee’s own serious health condition.

If the need is foreseeable, employees ordinarily must provide the County at least thirty (30) days notice of the need for leave. If the employee’s need is not foreseeable, the employee should give as much notice as is practical. When leave is needed to care for an immediate family member or for the employee’s own illness and is for planned medical treatment, the employee must try to schedule treatment in order to minimize disruptions of the County’s operations.

In addition, employees who need leave for his or her own, or a family member’s serious health condition must provide medical certification from a health care provider of the condition. The County also may require a second, and if necessary, a third opinion (at the County’s expense), periodic re-certifications of the serious health condition, and, when the leave is a result of the employee’s own serious health condition, a fitness for duty report to return to work.

The County may delay approval of leave to employees who do not provide proper advance notice of the foreseeable need for leave. The County also may delay or deny approval of leave for lack of proper medical certification.

Employees taking leave under the FMLA shall be eligible to receive medical, dental and vision insurance benefits during the leave at the same level and terms of coverage as if they had been working throughout the leave. Arrangements will be made for employees to pay their share of medical, dental and vision insurance contributions while on leave. If an employee chooses not to return to work from FMLA leave, the County may be entitled to recover contributions it paid to maintain medical, dental, or vision insurance coverage during the leave.

An employee’s use of FMLA leave will not result in the loss of any employment benefits that accrued prior to the start of the employee’s leave. However, the employee must use accrued paid vacation leave, personal holidays, or sick leave during FMLA leave. An employee on FMLA leave will not accrue any additional employment benefits except seniority during any period of unpaid leave; however, employment benefits will accrue when an employee is using paid leave.

The County will reinstate an employee returning from FMLA leave to the same or equivalent position with equivalent pay, benefits, and other employment terms and conditions. An employee on FMLA leave, however, does not have any greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period. The County will not consider the use of FMLA leave as a negative factor in any employment action or in assessing an employee’s attendance. Employees who have taken leave for their own serious health condition must obtain medical certification that they are able to resume work – specifically, that they meet the fitness for duty requirements of their positions.

Certain highly compensated key employees also may be denied reinstatement when necessary to prevent “substantial and grievous economic injury” to the County’s operations. A “key” employee is an eligible salaried employee who is among the highest paid 10% of employees. Employees will be notified of their status as a key employee, when applicable, after they request FMLA leave.

It shall be a violation of this Policy for any elected or appointed official, executive, manager, supervisor, or employee to interfere with, restrain, or deny the exercise of any right provided by this Policy and the FMLA or to discharge or discriminate against any individual for exercising his/her rights under or opposing any practice in violation of the FMLA.

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This Procedure is intended to provide employees, supervisors, and managers with further guidance and assistance in making use of and administering the County’s FMLA Policy.

An employee on FMLA leave may continue voluntary participation in flexible benefit plans, short-term disability, and supplemental life insurance. In order to maintain such benefits, the employee is required to pay all contributions that would normally be deducted from his/her paycheck. Failure to make such contributions will result in the loss of benefit coverage. A payment which is more than thirty (30) days late is considered to be a failure to pay. Coverage will be reinstated upon the employee’s request when the employee returns to work, without any qualifying or exclusionary period.

For more information, employees may contact the Department of Human Resources.

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The purpose of this Policy is to establish holidays for Johnson County Government with the goal of balancing the interests of the public in having access and availability of government services, honoring and celebrating dates of recognition for the public and employees, and recognizing the importance of family time and traditions for County employees.

It is the policy of the Johnson County Government to establish fixed holidays to allow citizens and employees to plan for the closing of Johnson County Government offices. It is also the policy of the Johnson County Government to provide employees with additional flexible holidays recognizing the importance of family time and traditions.

The County shall observe the following holidays annually, unless modified by official action of the Board of County Commissioners:

Holidays are observed on the actual date of the holiday except whenever a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. The County will observe an additional fixed holiday the date of December 24 whenever that date occurs on a Monday, and the date of December 26 whenever that date occurs on a Friday. Departments/agencies with 7-day, 24-hour operations may choose to pay the holiday rate for either the actual holiday or the designated holiday worked for the purpose of determining uniform compensation.

The offices of the County, its agencies, departments, and officials, except to the extent necessary to provide essential emergency or public safety operations shall be closed on the observance date for each of the designated holidays.

The Board of County Commissioners may from time to time, without closing the County offices, authorize, conduct, or participate in observance activities designated to celebrate or honor other dates, persons, or events.

In addition to the fixed holidays, full-time regular employees will be provided additional personal holidays each year, such that the total of fixed and personal holidays shall not exceed twelve (12) days.

Full-time and part-time regular employees will be compensated for the fixed holidays if they:

Full-time regular employees in non-exempt positions, other than those assigned to twenty-four hour shifts, that are not scheduled to work on an observed holiday are compensated eight (8) hours of holiday pay. Part-time regular employees that are not scheduled to work on an observed holiday are compensated four (4) hours of holiday pay. Exempt full-time regular and part-time regular employees will receive their normal weekly salary during a week that includes an observed holiday(s), whether or not they work on the day the holiday is observed.

Non-exempt full-time regular and part-time regular employees, other than those assigned to a twenty-four hour shift, who are required to work on an observed holiday, shall be paid at time and one-half their normal rate of pay for those hours actually worked on the observed holiday in addition to the eight (full-time) or four (part-time) hours of holiday pay.

Employees assigned to a twenty-four hour shift whose regular day off falls on an observed holiday are compensated twelve (12) hours of holiday pay. Twenty-four hour shift employees who are required to work on an observed holiday shall be paid at two times their normal rate of pay for those hours actually worked.

At the option of Department/Agency Leaders, compensation provided for time actually worked on an observed holiday may be either in the form of pay or additional personal holiday hours. However, this does not relieve the requirement to pay overtime for hours worked in excess of the maximum hours allowed in a work period for non-exempt employees.

Holiday time, even though compensated, will not count as hours worked for the purposes of calculating overtime.

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This Procedure establishes the County’s process for providing fixed holidays and personal holidays for employees.

The County Manager or designee will publish a schedule of the designated holidays for the next year prior to November 15 of each year and distribute to interested persons, officials, and employees.

The fixed holidays for the County will be observed in accordance with the following dates:

All full-time regular and part-time regular employees are eligible for holiday compensation. Departments/agencies with 7-day, 24-hour operations may choose to pay the holiday rate for either the actual holiday or the designated holiday worked for the purpose of determining uniform compensation.

Holiday pay will not be paid to an employee who does not work on his/her regularly scheduled workday before or after a designated holiday due to an unauthorized absence. An unauthorized absence is one in which the employee did not follow the department/agency leave request procedures.

An employee may not start or terminate employment on a holiday and be paid for the holiday unless the employee actually works on the holiday, or unless otherwise approved by the Department/Agency Leader.

Employees on leave of absence without pay will not be compensated for designated holidays.

If an employee is scheduled to work on a designated holiday and is sick, holiday pay (either 8 or 24 hours) will be paid.

Employees who follow the State of Kansas Judicial Holiday calendar will be paid according to the fixed holidays dictated by that schedule and any additional fixed holidays approved by the Board of County Commissioners.

At the option of Department/Agency Leaders, premium holiday compensation may be either in pay or additional personal holiday hours. However, this does not relieve the requirement to pay overtime for hours worked in excess of the maximum hours allowed in a work period for non-exempt employees.

All full-time regular employees will be provided three (3) additional personal holidays each year, except during those years in which December 24 or December 26 is designated as a fixed holiday, in which case employees will be provided two (2) personal holidays. Personal holidays will be provided as follows:

Personal holiday time may be used as soon as it has been credited to the employee.

Employees will not be compensated for unused personal holidays upon separation of employment.

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The purpose of this Policy is to establish the County’s military leave provisions as required by the Uniformed Services Employment and Re-employment Rights Act (USERRA).

It is the policy of the Johnson County Government to provide military leave and reinstatement rights to eligible employees in a manner that benefits our employees and meets requirements of the Uniformed Services Employment and Re-employment Rights Act (USERRA).

A military leave of absence will be granted if an employee is absent in order to serve in the uniformed services of the United States for a period of up to five years (not including certain involuntary extensions of service). An employee is eligible for military leave beginning the first day of employment. Employees who perform and return from service in the Armed Forces, the Military Reserves, the National Guard, or certain Public Health Service positions will retain certain rights with respect to reinstatement, seniority, layoffs, compensation, length of service promotions, and length of service pay increases, as required by applicable federal or state law.

Employees who take a military leave of absence shall retain and accrue those County benefits which are earned due to seniority. Time off for military leave will not count against the employee’s attendance record.

The County will grant any full-time regular employee who is a member of the organized reserves or any branch of the Armed Forces of the United States, including the National Guard, and certain Public Health Services positions specified in the USERRA, and who is called to active duty up to ten (10) days of paid military leave in a calendar year. Such leave will not count against accrued vacation or sick leave.

Military leave, without pay, may be approved to include time spent while in training or on active duty beyond ten (10) business days in a calendar year and will extend through ninety (90) days after release from service in the regular armed forces; or three (3) days after release from compulsory basic, advanced, and/or officers’ training for the armed forces, reserves, or National Guard.

Military leave, even though compensated, will not count as hours worked for the purposes of calculating overtime.

Subject to the terms, conditions, and limitations of the applicable plans for which the employee is otherwise eligible, benefits may be continued during a military leave of absence provided that the employee makes timely and proper payment of the premiums for said coverage.

Veterans who satisfactorily complete service in the uniformed services will be restored to their previous position consistent with the guidelines established under USERRA.

A veteran returning to active employment with the County after military leave under this Policy shall be discharged from employment for cause only:

The County Manager is authorized to establish Human Resource Procedures related to military leave, consistent with this Policy and with the Uniformed Services Employment and Re-employment Rights Act.

(Rev. Eff. 01-01-07)

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This Procedure covers the County’s guidelines for military leave and for providing compensation and benefits for employees on an approved leave.

The County will grant military leave to those employees who are members of the organized reserves or any branch of the Armed Forces of the United States, including the National Guard, or certain Public Health Services positions, who are called to active duty. Paid military leave is available to full-time regular employees only.

Any full-time regular employee who is absent from a regularly scheduled day of work for a military pre-induction physical examination will receive pay for that day. If a second day is needed, a supporting certificate from the examining officer will be required to receive pay.

Employees may request, and be granted the opportunity to use accrued vacation, sick, personal holiday, or compensatory hours should the approved military leave extend beyond ten (10) days.

An employee returning from military leave from service in the regular armed forces shall be reinstated in his/her former position or a similar position without loss of status or a reduction in pay. A veteran wishing to return to employment must contact the Department of Human Resources to request reinstatement within ninety (90) days after release from service. Individuals on leave of a temporary nature will not need to make application for reinstatement.

An employee called to active military duty may continue health and/or dental insurance the same as an active employee. If an employee elects not to continue health and/or dental insurance and successfully completes military service, his/her coverage shall be effective immediately upon the employee’s return to employment and with no restrictions, pre-existing condition limitations, or waiting periods.

Vacation and sick leave accruals will be suspended when an employee called to active duty is placed on military leave without pay. Previously accrued and unused vacation and sick leave balances will be reinstated upon the employee's return to active work unless used as a part of the leave.

(Rev. Eff. 01-01-07)

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The purpose of this Policy is to provide the opportunity for employees who are without accrued paid leave to request a voluntary personal leave of absence.

It is the policy of the Johnson County Government to provide a leave of absence for personal reasons to employees in situations where the County believes that the employee’s absence from work would be in the interests of the County and the employee, and such leave of absence is not covered by any other leave policy. A personal leave of absence is unpaid leave.

While it is the County’s intent to allow an employee to return to his/her original position at the end of an approved personal leave of absence, it is not possible to guarantee that a position will be available.

The County Manager is authorized to establish Human Resource Procedures appropriate to implement this Policy.

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This Procedure sets forth the guidelines for granting a personal leave of absence to an employee.

All personal leaves of absence are unpaid leaves. Each request for a personal leave of absence will be considered on an individual basis. Reasons for granting a personal leave of absence may include, but are not limited to:

The recommendation for approval of a personal leave of absence will be made by the Department/Agency Leader, based on but not limited to the following criteria:

All applicable paid accrued leave must be used before a personal leave of absence may be granted.

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The purpose of this Policy is to allow employees to donate accrued leave time to other employees who have exhausted all personal accrued leave balances and require additional time away from work as a result of a personal catastrophic illness or injury or to care for a family member who has suffered a catastrophic illness or injury.

It is the policy of the Johnson County Government to permit full-time and part-time regular employees who have exhausted or anticipate exhausting all personal accrued vacation, sick, or holiday leave hours to request donation of shared leave hours from other employees.

Employees who are eligible to use vacation or sick leave time are eligible to donate hours to an approved recipient.

Shared leave requests will be submitted to the Benefits Division of the Office of Financial Management for consideration, and may be approved for one of the following reasons:

Shared leave time may be approved for a period not to exceed six (6) calendar months in a twelve-month period, except in extenuating circumstances.

An employee cannot donate unreimbursed accrued leave upon separation from employment.

The County Manager shall establish Human Resources Procedures related to shared leave, consistent with this Policy.

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This Procedure covers the County’s rules for approving leave requests and compensating employees who are using the shared leave benefit.

Employees who have exhausted all their personal accrued vacation, sick leave, and holiday leave time, and who have a documented expectation that there is a need for additional time off from work, are eligible to request the shared leave benefit.

For purposes of this policy, catastrophic illness or injury is defined as an extreme or life-threatening illness, injury, impairment, physical or mental condition that requires continuing treatment/supervision by a health care provider.

Shared leave will not be granted to an employee to care for a child following birth, or in connection with the child’s placement with the employee for adoption or foster care.

Shared leave requests will be administered in order to maintain sufficient confidentiality and respect for the privacy of the proposed recipient. Communication of the need for donations for a recipient will be undertaken only at the request of the proposed recipient. A donor may remain anonymous if he/she so chooses.

No employee may be coerced, threatened, intimidated, promised, or provided financial inducement to donate leave time.

Shared leave recipients will be required to use all personal sick, vacation, and personal holiday hours that are earned during an approved leave.

Employees may donate unused personal holiday, or accrued vacation, or sick leave hours. Personal salary and compensatory time off cannot be donated. Donations may be made in no less increment than that which is earned by the donor for one pay period (i.e. full-time, part-time, and 24-hour shift employees).

Employees who are receiving paid time off through the Workers’ Compensation Program are not eligible to request or use shared leave. Employees who have applied for or are receiving a short-term disability benefit are eligible to request shared leave.

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The purpose of this Policy is to provide leave from work for employees during periods of illness or injury or to attend to health-related matters, and to provide pay to eligible employees in connection with such absences.

It is the policy of the Johnson County Government to provide defined amounts of sick leave with pay to full-time regular and part-time regular employees due to the employee’s own illness/injury or the illness/injury of a member of the employee’s immediate family, to the extent reasonably practical for the County to grant such leave of absence.

It is also the policy of the County to reward employees who demonstrate a high degree of attendance by allowing eligible employees to accrue unused sick leave, and, upon proper conditions, receive payment for a portion of the accrued time.

Sick leave is earned at the following rates:

Employees will be eligible to use sick leave in the first pay period after hours have been earned. Sick leave may not be advanced. Sick leave will not be earned while an employee is on unpaid leave.

The County places no cap on the amount of sick leave that an employee may accrue. Sick leave is paid at the employee’s base rate of pay in effect at the time sick leave is used.

Sick leave, even though compensated, will not count as hours worked for the purposes of calculating overtime.

Upon transfer to a position that is not eligible for sick leave benefits, an employee will be eligible to receive compensation for 20% of accrued and unused sick leave as may be permitted under Human Resource Procedures., with the remaining balance of 80% being eliminated.

An employee who has completed the Introductory Period and separates from employment “in good standing,” will be eligible to receive compensation for 20% of accrued and unused sick leave, in accordance with Human Resource Procedures.

Sick leave is provided at the sole discretion of the County and may be modified, revoked, suspended, or terminated without notice by of the Board of County Commissioners.

The County Manager is authorized to establish Human Resource Procedures related to sick leave, consistent with this Policy, including defining the terms “illness” and “immediate family.”

(Rev. Eff. 01-01-07)

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This Procedure covers the County’s process for accruing and compensating employee sick leave.

The intent of sick leave is to provide a benefit in defined amounts that may be used during times of illness or injury without creating a significant financial burden for the employee. For purposes of this Policy, sick leave may be used for:

For purposes of this Policy, immediate family member is defined as: father, mother, spouse, and children, including corresponding in-law and step relationships, and for individuals who reside in the employee’s household, whether legally related or not.

(Rev. Eff. 01-01-07)

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The purpose of this Policy is to provide paid time away from work for eligible employees to make available opportunities for rest, relaxation, and personal pursuits.

It is the policy of the Johnson County Government to provide vacation leave with pay to full-time regular and part-time regular employees.

Employees are eligible to use vacation after six (6) months of employment. Vacation may not be used until it has been earned. Vacation will not be advanced.

Vacation is earned at the following rates:

Vacation leave may only be accrued to twice the amount earned per year. Once the maximum is reached, there will be no accrual until the employee uses vacation hours and drops below the maximum. Any accrual that would exceed the maximum will not be carried forward.

Vacation leave hours will not be earned while an employee is on an unpaid leave of absence.

Upon separation from employment, employees who have completed six (6) months of employment will be paid for all accrued and unused vacation time.

Vacation leave, even though compensated, will not count as hours worked for the purposes of calculating overtime.

(Rev. Eff. 01-01-07)

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This Procedure covers the County’s process for granting and compensating employee vacation leave.

(Rev. Eff. 01-01-07)

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The purpose of this Policy is to establish eligibility and enrollment guidelines for the County’s flexible benefits program.

It is the policy of the Johnson County Government to encourage employees to choose benefits appropriate for their individual needs by providing a flexible benefits program.

The Board of County Commissioners believes it is in the best interest of all employees to be covered under one of the County’s group medical insurance plans. Participation in a medical plan is mandatory unless an employee is able to document his/her coverage through another plan or program.

The providers, and consequently the provisions, of the various benefits may change from time to time. Each benefit has specific eligibility and participation requirements, and employees are responsible for selecting benefits based upon their individual circumstances, and complying with the guidelines established in County procedures and applicable contractual agreements.

Employee contributions to benefit plans are held in trust for the employee and used for the purpose for which they were contributed.

All benefit election and enrollment forms must be submitted within thirty (30) calendar days following the date of hire or transfer to a benefit eligible position. Benefit elections may be modified during the annual open enrollment period, or other special enrollment periods as appropriate, subject to the terms of individual provider contracts and agreements. During the remainder of the year, an employee may only modify his/her benefits within thirty (30) calendar days of a qualifying family status change event. Employees who fail to make changes within this timeframe will be eligible to elect changes effective January 1 of the following year, provided the appropriate forms are submitted during the open enrollment period.

The Board of County Commissioners is responsible for approving the components of the flexible benefit program and the amount of County funding allocated to each plan or program. All benefits are provided at the sole discretion of the County, and are subject to available funding. They may be modified, revoked, suspended, or terminated without notice at the sole discretion of the Board of County Commissioners.

The County Manager is authorized to establish Human Resources Procedures related to the administration of benefit plans and programs, consistent with this Policy.

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The purpose of this Procedure is to outline the enrollment and eligibility requirements for the various benefit programs offered by the County.

The County offers a variety of flexible benefits that may include, but are not limited to:

Benefit eligibility for various employee classifications is dictated by the terms and conditions of each individual plan or program. Contracts executed by the County with specific providers shall be controlling in determining matters of interpretation.

The Benefits Division of the Office of Financial Management is responsible for administering the flexible benefit program and for providing information to Department/Agency Leaders, administrative staff, and employees. The Benefits Division will maintain all official plan documents for the benefits provided by the County, along with plan summaries and informational handbooks. Statements contained herein are covered in further detail in separate plan descriptions and contracts.

Department/Agency Leaders are responsible for ensuring that any new employee or employee transferring into a benefits-eligible position attends the first available New Employee Orientation Session after his/her date of hire or status change.

(Rev. Eff. 01-01-07)

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The purpose of this Policy is to provide an outline of the retirement plans and programs provided to and for the employees of the County.

It is the policy of the Johnson County Government to assist employees in preparing for their retirement through participation in the Kansas Public Employees Retirement System (KPERS) or the Kansas Police and Fire Retirement System (KP&F). Employee participation in the KPERS or KP&F plans is mandatory. The State of Kansas is responsible for determining the amount or percentage the County and employees will contribute to the plan. Employee contributions are based on gross salary and are deducted through payroll.

KPERS and KP&F are defined benefit plans whereby retirement benefits are defined by an employee’s final average salary, years of service, and a statutory multiplier.

It is the policy of the Johnson County Government to provide full-time regular and part-time regular employees with an opportunity to supplement the mandatory retirement programs by electing to participate in deferred compensation programs. It is also the policy of the Johnson County Government to provide a supplemental retirement program whereby contributions (up to the approved matching limit) will be made for any eligible employee who elects to make the minimum required contribution to a County-sponsored deferred compensation plan.

The County Manager is authorized to establish Human Resource Procedures related to retirement programs consistent with this Policy.

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The purpose of this Procedure is to inform employees of the benefits available through the KPERS, KP&F, deferred compensation, and supplemental retirement plans.

The Operations Division of the Office of Financial Management will assist employees in preparing for their retirement through participation in the Kansas Public Employees Retirement System (KPERS) or the Kansas Police and Fire Retirement System (KP&F). The County is a participating member in KPERS and KP&F, whose programs are administered under the authority of the State of Kansas.

Full-time regular and part-time regular employees who work in a KPERS covered position will become eligible to participate on the first day of the pay period following one year of continuous employment. An employee who is a current KPERS member is eligible to participate upon his/her date of hire.

Full-time regular and part-time regular civil service, communication dispatcher, emergency medical, and firefighter employees will participate in KP&F upon hire.

Specific questions regarding KPERS or KP&F benefits should be addressed directly to KPERS at ^{www.kpers.org} or 1-888-275-5737.  

All full-time regular and part-time regular employees may elect to participate in the deferred compensation programs offered by the County. Contributions made by the employee are on a pre-tax basis, and contributions and earnings are not subject to state and federal tax until the funds are withdrawn. Employee contributions are subject to annual maximum limits established by the IRS.

Initial enrollment/deductions in the deferred compensation plan take effect on the first payroll in the month following the date the form was signed (providing the form is received timely). Subsequent increases or decreases in contributions also take effect on the first payroll in the month following the date the form was signed (providing the form is received timely). Requests to discontinue contributions will take effect during the next available pay period.

Complete documentation and information on the deferred compensation plans is available from the Benefits Division of the Office of Financial Management.

The Supplemental Retirement Program contains multiple plans formulated pursuant to IRS Section 401(a). All full-time regular and part-time regular employees making a minimum contribution of $10.00 per payroll period to a deferred compensation plan are eligible to participate in the Supplemental Retirement Program. 

A matching contribution equal to 100% (currently up to 2.5% of bi-weekly base pay) of the amount the employee contributes to either of the deferred compensation programs will be made to the supplemental retirement plan each payroll period. An employee may contribute more than 2.5% to his/her deferred compensation account, but the current employer match will be capped at 2.5% of base pay. 

The employer matching contributions to the supplemental retirement plan will only be submitted when employees are actively participating in one of the deferred compensation plans.

The supplemental retirement plan has a tiered vesting schedule and employees are fully vested in the plan after five (5) years of qualified service. Prior service with the County, if break in service is less than five years, will count towards vesting time. An employee automatically becomes fully vested upon the attainment of age 65, death, or disability.

Employees will become vested in the Supplemental Retirement Plan according to the following schedule:

  Complete information and plan documents for the Supplemental Retirement Program are available from the Benefits Division of the Office of Financial Management.

(Rev. Eff. 01-01-07)

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The purpose of this Policy is to provide a program to encourage and assist employees in pursuing educational opportunities that are of mutual benefit to the employee and the County.

It is the policy of the Johnson County Government to maintain an Education Reimbursement Program whereby eligible, full-time regular employees may be reimbursed for approved, for-credit educational classes up to a maximum of $1,500 per calendar year, subject to budget availability.

This benefit is provided at the sole discretion of the County and is funded on an annual basis. Funding may be modified, revoked, suspended, or terminated without notice at the sole discretion of the Board of County Commissioners.

The County Manager is authorized to establish Human Resource Procedures related to the Educational Reimbursement Program.

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This Procedure outlines the eligibility requirements and evaluation criteria for the County’s Education Reimbursement Program.

All full-time regular employees who have successfully completed the Introductory Period prior to submitting an application are eligible for this benefit.

An employee must meet all eligibility requirements: 1) at the time the class is taken, 2) at the time reimbursement is requested, and 3) at the time the reimbursement is processed for payment. Former employees will not be eligible for reimbursement regardless of their active status at the time the class was taken.

All applications will be reviewed and approved by the Education Reimbursement Review Committee (ERRC). The ERRC is comprised of two standing members (Benefits Manager and Benefits Administrator), one member from the Department of Human Resources and two members from other departments/agencies. All decisions made by the ERRC including, but not limited to, decisions regarding eligibility, funding and denial will be final. While an employee may not access the Dispute Resolution Process if a request is denied, he/she may submit a request for reconsideration to the ERRC within 5 business days from the denial date.

The ERRC generally approves courses taken at an accredited college, university or other institution recognized by the North Central Association Commission on Schools (NCA). Job-related courses and/or courses that are part of a job-related degree program are eligible under this program. Pass/fail courses are not eligible.

Subject to budget availability, the County will reimburse one hundred percent (100%) of approved, eligible expenses, up to the annual maximum. Reimbursement is contingent upon satisfactory completion of the course(s) with at least a 2.0 grade on a 4.0 scale (undergraduate, including associate of arts degree courses) or a 3.0 grade on a 4.0 scale (post-graduate courses). Items ineligible for reimbursement include, but are not limited to: textbooks, materials, activity fees, parking fees and on-line charges. Tuition and expenses for dropped educational classes will not be reimbursed.

In instances where an employee receives other financial assistance (i.e. grants, scholarships or waivers), the County’s assistance will only apply to those amounts not covered by other sources. Tuition costs paid with student or other loans will be eligible for reimbursement, contingent on the employee providing appropriate documentation.

Reimbursement may be subject to taxation in accordance with current tax laws.

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The purpose of this Policy is to notify employees that the County will comply with applicable state laws regarding workers’ compensation benefits in the event that an employee has a work-related illness or injury covered by the Workers’ Compensation Act.

It is the policy of the Johnson County Government to provide compensation and medical benefits to eligible employees to meet the requirements of workers’ compensation laws of the State of Kansas or of any other state having jurisdiction over a workers’ compensation illness or injury.

The Kansas Workers’ Compensation Act includes a seven consecutive calendar day waiting period before payment of compensation begins. The County will pay the employee for regular work time missed during this waiting period if authorized medical evidence is provided. Compensation will not be charged against the employee’s vacation or sick leave accruals. If the employee is medically required to remain off beyond the seven-day waiting period, the employee will be placed on Injury Leave.

The County will supplement the statutory workers’ compensation benefit amount, for any qualified full-time regular or part-time regular employee who has completed his/her Introductory Period. No supplement will be paid to an employee who sustains a work-related injury within the Introductory Period and who remains subject to the conditions of the Introductory Period.

Supplemental Pay is an amount of regular, taxable income which, when added to the eligible workers’ compensation benefit amount, totals the employee’s net take-home pay amount. Supplemental Pay is paid for a maximum of 180 calendar days.

The County Manager is authorized to establish Human Resource Procedures related to worker’s compensation benefits consistent with the Policy and applicable state laws.

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This Procedure outlines the County’s guidelines and processes for managing the workers’ compensation benefits.

Employees will receive workers’ compensation benefits in accordance with the provisions of the Kansas Workers’ Compensation Act or any other state having jurisdiction over a compensable illness or injury.

While on Injury Leave, the employee will continue to accrue vacation and sick leave, as well as continue to receive benefits, if applicable.

Injury Leave will terminate: 1) on the date the employee is released by the physician to return to work; 2) on the date an authorized physician determines the injured employee has reached maximum medical improvement; or 3) upon a settlement approved by the Division of Workers’ Compensation whichever occurs first.

For part-time employees, the statutory workers’ compensation benefit amount will be based on the employee’s average number of weekly hours worked.

An employee (includes full-time regular and part-time regular employees) who is still in the Introductory Period and is injured on the job will receive the workers’ compensation benefit amount equal to 66 2/3% of the average gross weekly wage, up to the State maximum in effect at the time of the injury., but will not be eligible for nor receive the supplemental pay provided by the County.

An employee who has completed the Introductory Period will receive pay equivalent to their regular net pay while on Injury Leave. This amount consists of the workers’ compensation benefit (66 2/3% of average weekly wage, subject to the State maximum in effect at the time of the injury) and supplemental pay.

Supplemental pay will terminate: 1) upon completion of 180 calendar days; 2) on the date the employee is released by the physician to return to work; 3) on the date an authorized physician determines the injured employee has reached maximum medical improvement; or, 4) upon a settlement approved by the Division of Workers’ Compensation whichever occurs first.

If Worker’ Compensation benefits continue beyond the180 day supplemental pay period the employee may use any available accrued vacation or sick leave in order to receive up to their regular net pay.

A workers’ compensation injury that results in a serious health condition will be considered a Family Medical Leave (FMLA) event. Injury leave hours will be applied to the 12-week FMLA benefit. Department/Agency Leaders shall notify the Department of Human Resources who shall provide the employee with the appropriate FMLA notice as required under the Act. Department/Agency Leaders are respon