HB 2024 creates a tax credit for Kansas firefighters who pay out-of-pocket for cancer screenings related to their job. It provides up to $250 annually per firefighter for unreimbursed medical expenses related to detecting occupation-related cancer (like lung, prostate, or skin cancer), as defined in the bill. The credit is non-refundable but can be carried forward for up to five years if it exceeds the firefighter’s tax liability in a given year. The total credit amount across all firefighters is capped at $1.5 million annually, with potential adjustments to stay within this limit.
HB 2199 allows Kansas' state employees health care commission to cover prescription-based early egg and peanut allergen introduction supplements for infants under one year in the 2026 health plan. These supplements, prescribed by healthcare providers to reduce food allergy risk, would be included in the state health benefits program if the commission chooses to provide coverage. The bill requires the commission to submit a detailed impact report by March 2027, including utilization data, costs, and recommendations on whether to continue the coverage. This policy directly affects state employees enrolled in the health plan who have infants eligible for these supplements.
SB 228 requires temporary healthcare staffing agencies and digital platforms connecting independent healthcare workers with facilities to register annually with Kansas' Department for Aging and Disability Services. Agencies must verify workers' licenses, conduct background checks, and carry medical malpractice insurance. The department will oversee compliance through unannounced inspections, a public complaint system, and registration reviews. A $2,035 annual registration fee funds a dedicated regulation fund to support this oversight.
HB 2407 amends Kansas' anti-discrimination law to add sexual orientation, gender identity or expression, and veteran status as protected characteristics in employment, public accommodations, and housing. It directly affects employers, housing providers, and businesses covered by the Kansas Act Against Discrimination by requiring them to prevent discrimination based on these new categories. The bill updates key sections of the law (like K.S.A. 44-1001) to explicitly include these protected classes alongside existing ones like race and religion. This creates concrete legal protections for individuals facing discrimination due to these specific identities or status.
HB 2348 clarifies that faculty tenure at Kansas public colleges and universities is not a guaranteed right or legal entitlement to continued employment. It states that institutions may grant tenure as a discretionary benefit, but it cannot be interpreted as creating a property interest in current or future jobs. Tenure-related benefits, processes, or preferences can be changed, limited, or revoked at any time by the institution or the state board of regents. This applies to teaching and research faculty (excluding those with employment contracts) at public postsecondary institutions. The bill does not affect constitutionally protected rights or eliminate tenure as a practice, only its legal characterization.
HB 2339 creates two key programs to support adult care homes in Kansas. First, it establishes scholarships for part-time nursing students and sets minimum education requirements for nursing school instructors to strengthen the workforce. Second, it creates the intergenerational child care program, authorizing grants of up to $20,000 per year to adult care homes that offer child care services, to cover start-up or operational costs. The grants, administered by the Secretary of Health and Environment through a new fund, require proposals demonstrating community collaboration and must align with the program’s goal of enhancing care environments while addressing child care needs. The bill directly affects adult care homes and nursing education providers.
HB 2160 creates the Kansas municipal employee whistleblower act, protecting employees of cities, counties, school districts, and other local government units from retaliation when reporting certain issues. The law prohibits supervisors from taking disciplinary action against employees who disclose violations of law, unsafe conditions, misuse of public funds, or specific dangers to public health or safety to authorities or the public. Employees facing retaliation can sue within 90 days for damages and attorney fees, and local governments must prominently post the law for all staff to see. This law directly affects municipal workers who report wrongdoing, ensuring they can speak up without fear of job loss or punishment.
SB 241 clarifies that certain restrictive covenants in business contracts - like non-compete agreements for employees or non-solicitation of customers - are enforceable and not considered illegal restraints of trade under Kansas law. It specifically states that covenants limiting employee solicitation or customer contact must not exceed 2 years (for employees) or 4 years (for business owners) and must apply only to "material contact" customers. The law creates a legal presumption that such agreements are valid if they meet these time and scope limits, reducing court uncertainty. This directly affects businesses and employees in Kansas by making these common contract terms more predictable and enforceable.
SB 29 removes local health officials' authority to prohibit public gatherings during infectious disease outbreaks. It revokes the power of county health boards, local health officers, and the secretary of health to order isolation, quarantine, or impose penalties for violations. The bill also creates a legal right for employees to sue employers who fire them for following health guidelines or based on vaccination status. This legislation directly affects public health officials, employers, and residents by limiting emergency health measures and expanding employee protections. It amends multiple Kansas statutes related to public health authority and disease control.
This bill removes the standard 60-day waiting period for Kansas public school retirees (KPERS members) who return to work as licensed teachers. It specifically exempts retirees hired by school districts for covered teaching positions requiring a license or certificate from the waiting rule. The change applies to all school districts participating in the Kansas Public Employees Retirement System and allows immediate reemployment without the prior waiting period requirement.
