KANSAS JUDICIAL BRANCH EMPLOYEE HANDBOOK

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					KANSAS JUDICIAL BRANCH

 EMPLOYEE HANDBOOK




                         Rev. 7/30/01
                                    ACKNOWLEDGMENT


My signature below indicates that I have received a copy of the Kansas Judicial Branch Employee
Handbook.

I understand that this handbook contains information regarding Judicial Branch rules, regulations,
and benefits which affect me as an employee.

I acknowledge that I have read the policies and understand them.

I also understand that the Kansas Judicial Branch may revise, supplement, or rescind the rules,
policies, procedures, or benefits described in the manual, with or without notice, and that nothing
in this handbook creates a contract of employment between me and the Kansas Judicial Branch or
any of its officers or employees.

Print Name                                       Employee Signature

Date




                                                 i                                        Rev. 7/30/01
                                      Important Notice

        This employee handbook provides general guidelines to frequently asked questions and
summarizes policies. Nothing in this handbook, however, supercedes any Kansas statute, provision
of the Kansas Court Personnel Rules, or any other rule or order of the Kansas Supreme Court. Keep
the handbook readily available to answer work-related questions.

   Nothing in this handbook shall be interpreted as a contract of employment between the
   Kansas Judicial Branch and any employee, nor as a guarantee of any employee to be
   continued in the employment of the Kansas Judicial Branch, nor as a limitation on the right
   of the Kansas Judicial Branch to discharge any of its employees as provided in the Kansas
   Court Personnel Rules.

   The Kansas Judicial Branch reserves the right to modify or discontinue the information
   contained in this handbook at any time. If you have questions or need additional
   information, please contact your supervisor.




                                                ii                                        Rev. 7/30/01
                             Kansas Judicial Branch Employee Handbook

                                                          Table of Contents

INTRODUCTION
     Welcome to the Kansas Judicial Branch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
     Kansas Judicial Branch Personnel System Purpose . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
     Kansas Judicial Branch Website . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
     History of the Kansas Judicial Branch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
     Structure of the Kansas Judicial Branch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
     Kansas Judicial Branch Budget Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
     Kansas Judicial Departments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
     Kansas Judicial Districts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

EMPLOYMENT INFORMATION
    Chain of Command . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
    Probationary Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
    Employment Opportunities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
    Promotions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
    Performance Evaluation System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
           Job Duties Worksheet
           Position Description
           Performance Evaluation

PAY
          Pay Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
          Payroll Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
          Direct Deposit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
          Pay Upon Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

BENEFITS
    Requirements for Participation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
    Group Health Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
           Medical Plans
           Prescription Drug Plan
           Dental Plans
           Optional Vision Plan
    Flexible Spending Accounts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
    Kansas Public Employees Retirement System (KPERS) . . . . . . . . . . . . . . . . . . . . . . . . . 18
       Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
       Optional Group Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
       Death and Disability Income . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
    Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
    Longevity Bonus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
    Service Awards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

                                                                     -iii-                                                         Rev. 7/30/01
                            Kansas Judicial Branch Employee Handbook

                                             Table of Contents
BENEFITS (continued)
    Workers Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
    Learning Quest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
    Employee Assistance Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
           LifeLine
           HealthQuest

LEAVE
    Recording Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
           Exempt Employees
           Nonexempt Employees
    Timesheets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
    Sample Timesheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
    Timesheet Earnings Codes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
    Vacation Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
    Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
    Sick Leave Paid at Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
    Holiday Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
    Discretionary Day . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
    Funeral Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
    Jury Duty and Subpoenas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
    Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
    Family Medical Leave (FMLA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
    Shared Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
    Administrative Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
    Leave Without Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
    Disaster Volunteer Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

EMPLOYMENT POLICIES
    Privacy and Confidentiality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
    Kansas Open Records Act (KORA) - Requests for Information . . . . . . . . . . . . . . . . . . . 33
    Official Personnel File . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
    Fair Labor Standards Act (FLSA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
    Compensatory (Comp) Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
    Regular and Temporary Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
    Confidential Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
    Outside Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
    Hours of Work and Work Week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
    Business Hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
    Equal Employment Opportunity/Affirmative Action Policy . . . . . . . . . . . . . . . . . . . . . . 36
    Political Activity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

                                                                 -iv-                                                       Rev. 7/30/01
                             Kansas Judicial Branch Employee Handbook

                                                         Table of Contents

EMPLOYMENT POLICIES (continued)
    Americans with Disabilities Act of 1990 (ADA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
    Americans with Disabilities Act Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 37
    Performance Evaluation Appeals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
    Sexual Harassment Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
    Workplace Violence Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
    Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
    Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
    Appeals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40

KANSAS JUDICIAL CENTER POLICIES

          Kansas Judicial Center Emergency Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
          Kansas Judicial Center Emergency Phone List and Guidelines . . . . . . . . . . . . . . . . . . . . 43
          Kansas Judicial Center Emergency Closing Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 45
          Inclement Weather Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

OFFICE OF JUDICIAL ADMINISTRATION POLICIES
     Building Access . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
     After Hours Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
     Parking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
     Orientation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
     Exit Interviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

GLOSSARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . G-1




                                                                    -v-                                                         Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                      INTRODUCTION



                          WELCOME TO THE KANSAS JUDICIAL BRANCH

                                             You are a part of a successful organization. The Kansas
                                    Judicial Branch protects the rights and enforces the responsibilities of
                                    all Kansas citizens. Without you, our employee, we would not be able
                                    to fulfill our mission. The Kansas Judicial Branch succeeds because of
                                    employees like you.




 Sculpture "Justice" in the atrium of
 the Kansas Judicial Center in Topeka




                        JUDICIAL BRANCH PERSONNEL SYSTEM PURPOSE

        The Judicial Branch personnel system establishes and maintains equitable and uniform
policies, procedures, job classifications and compensation plans.

       The personnel system provides equal employment opportunities to all applicants and
employees, proper compensation for positions occupied, regular employee performance reviews,
uniform and adequate medical and retirement plans, and recruitment and retention of qualified,
dedicated employees for the mutual benefit of the employees and the public they serve.

Ref. KCPR 1.1, 5.1, 5.5 and KCPR Appendix C




                                                         -1-                                       Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                           INTRODUCTION


                         KANSAS JUDICIAL BRANCH WEBSITE




       The Kansas Judicial Branch website provides a wealth of information for the general public,
law students, attorneys and Kansas Judicial Branch employees.

        The website displays information on the different types of courts in Kansas, as well as the
rules adopted by the Supreme Court, Kansas Judicial Branch programs, court services, the Kansas
Court Reporters Association, the Kansas Judicial Council, the Kansas Judicial Center, the Supreme
Court Library and employment opportunities.

       To view the website, go to http://www.kscourts.org.




                                                -2-                                       Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                             INTRODUCTION


                     HISTORY OF THE KANSAS JUDICIAL BRANCH

        The Kansas judicial system, then consisting of district courts and the Supreme Court, was
instituted in 1854, prior to statehood. When Kansas became a state, the constitution created a
Supreme Court consisting of one chief justice and two associate justices elected from the state at
large for six-year terms. A constitutional amendment was approved by the voters in 1900 to increase
the number of justices to seven, the same number as today. Another constitutional amendment in
1958 changed the selection of justices from a partisan election to an appointment process. Under the
plan adopted in 1958 and still in existence today, there is an initial screening of candidates by the
Supreme Court Nominating Commission. The commission nominates three persons for appointment
by the governor. The governor makes the appointment and that justice stands for retention elections
every six years. In 1972, a new judicial article of the Kansas Constitution was adopted. It brought
many improvements, paving the way for unification of the trial courts and permitting the
establishment of a Court of Appeals. The Kansas Constitution provides that there will be one court
of justice divided into a Supreme Court, district courts and other courts as provided by law.

       Statutory provisions, which took effect in January 1977, established a Court of Appeals as
an intermediate appellate court. These three courts, the Kansas Supreme Court, the Court of
Appeals, and district courts constitute the unified state judicial system. The constitution gives the
Supreme Court administrative authority over all courts in the State.

                   STRUCTURE OF THE KANSAS JUDICIAL BRANCH

SUPREME COURT
        The Supreme Court consists of seven justices who serve six-year terms and are subject to
retention by the voters of Kansas. The justice who is senior in continuous terms of service serves
as Chief Justice. The Chief Justice is the administrative head of the judicial branch. The Chief
Justice is empowered by statute to delegate responsibility and authority as necessary to insure smooth
and effective operation of the system. The Supreme Court issues rules, which have the same force
and effect as other state laws, pertaining to procedures and operations of the Judicial Branch of
Kansas government. These rules include the Kansas Court Personnel Rules.

        The Supreme Court hears direct appeals from the district courts in the most serious criminal
cases and appeals in any case in which a statute has been held unconstitutional. It may review cases
decided by the Court of Appeals, and may transfer cases from that court to the Supreme Court. It
also has original jurisdiction in quo warranto (the exercise of unlawful authority) and mandamus
(the command to perform some public duty required by statute) cases.

         Statutes further provide that the Supreme Court and each justice may have additional powers
and duties as prescribed by law. The Judicial Department Reform Act of 1965 divided the judicial
districts into departments. There are six, each of which is assigned to a justice who is responsible
for supervising administrative activities within that justice's department. Since the Chief Justice is
responsible for the entire judicial branch, the Chief does not serve as a departmental justice. Each
                                                 -3-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                               INTRODUCTION


STRUCTURE OF THE KANSAS JUDICIAL BRANCH
SUPREME COURT (continued)
departmental justice is given the power to assign judges from one district to another and to require
such reports as necessary to keep abreast of the business of the courts. A map of the judicial
departments is provided on page 9.

KANSAS COURT OF APPEALS
        The Court of Appeals was established by the 1975 Legislature and became operational on
January 10, 1977. It had seven members. On July 1, 1987, the court was expanded to ten members.
The judges stand for a retention vote every four years. The court has jurisdiction of appeals from
decisions in civil and criminal cases and from administrative bodies and officers of the state as
prescribed by law. The Court of Appeals maintains its offices in Topeka, but may convene court in
any county courthouse in the state and, under normal circumstances, conducts most of its hearings
at courthouses throughout the state.

DISTRICT COURTS
        Kansas has 31 judicial districts. Districts can consist of one county or many. Each county
has a district court and a resident judge. Five counties have two courthouses - Cowley, Crawford,
Labette, Montgomery and Neosho. A map of the 31 judicial districts is provided on page 10.

         A district judge in each district is appointed by the Supreme Court as chief judge for the
district. This judge is responsible for overseeing clerical and administrative functions of the court
or courts of the district and directs the assignment of cases within the district.

        The district court is a court of record and has, with certain exceptions, general original
jurisdiction of all civil and criminal matters. Actions of habeas corpus (an action challenging the
legality of a defendant’s detention), quo warranto, and mandamus may also be brought in these
courts. The district court has appellate jurisdiction over municipal courts and some administrative
agencies. The files of all cases in each county are kept in the office of the clerk of the district court
for that county.

         A district court may have specialized divisions or departments. The district court may, with
the approval of the Supreme Court, hold court other than in the county courthouse if suitable
facilities are available elsewhere.

DISTRICT JUDGES AND DISTRICT MAGISTRATE JUDGES
       There are two types of judges of the district court - district judges and district magistrate
judges. District judges exercise the full power and authority of the court. District magistrate judges
have jurisdiction over probate and juvenile matters, misdemeanor trials and preliminary
examinations in felony cases. They may also hear certain civil actions as set forth in state statutes.

         Both district and district magistrate judges are selected in one of two ways. In seventeen
districts, voters have approved merit selection of judges by a district judicial nominating commission
                                                  -4-                                          Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                INTRODUCTION


STRUCTURE OF THE KANSAS JUDICIAL BRANCH
DISTRICT JUDGES AND DISTRICT MAGISTRATE JUDGES (continued)
with appointment by the Governor and subsequent nonpartisan retention elections. A judge thus
appointed must stand for retention election after one year in office. If a majority of the votes cast
favors retention, the judge then serves a full four-year term. Thereafter, the judge is subject to a
retention vote just before the conclusion of each four-year term. In the remaining fourteen districts,
judges run for office on a politically partisan ballot. Judges so elected also serve four-year terms.

       In merit selection districts, when a vacancy in a judgeship occurs, a judicial nominating
commission interviews candidates and recommends two or three persons to the governor for
consideration. The governor then appoints one of these as a judge to fill the vacancy. Judicial
nominating commissions are made up of lawyers and nonlawyers who live in the district.

         The district judge is a constitutional officer and at least one district judge or district
magistrate judge is designated per county. In the less populated areas of the state, one district judge
may serve several counties. In the more populous counties, the district court may have several
district judges.

        The decisions of a district magistrate judge are appealable within the district court to a district
judge. Appeals from decisions of district judges go to the Supreme Court or the Court of Appeals
as specified by statute.


COURT ADMINISTRATION
         To carry out the administrative functions of the courts, the chief judge in each district
appoints, with the approval of the majority of other judges of the judicial district, a clerk of the
district court in each of the counties. Similarly, in each district which does not have a court
administrator, the judges appoint a chief clerk. Court administrators are located in the four larger
courts and in ten other judicial districts approved by the Supreme Court.

         The district court administrator is directly responsible first to the chief judge and other judges
of the district, and second to the Supreme Court and the Judicial Administrator. The district court
administrator supervises and coordinates the administrative functions and operations of the district
court, supervises and directs the activities of nonjudicial employees of the court and performs other
duties that are designated by the chief judge, required by law or by the Judicial Administrator. If the
district court does not have a court administrator, the chief clerk and chief court services officer carry
out these duties.

CLERK OF THE DISTRICT COURT
       The clerk of the court is an officer of the district court. The clerk issues court processes
which establishes the power of the court to act in a case and keeps a record of the date and time
subpoenas, summons, and warrants are returned to court endorsed with evidence of service on
potential litigants and witnesses.
                                                   -5-                                           Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                              INTRODUCTION



STRUCTURE OF THE KANSAS JUDICIAL BRANCH
CLERK OF THE DISTRICT COURT (continued)
         The clerk also issues post-judgment processes which enforces court mandates such as orders
of garnishment, income withholding, attachments, execution by sale of personal or real property and
the like. The clerk is charged with the critical function of keeping accurate records of the date, time,
and manner in which petitions, answers, and motions of parties to a suit are served, received, and
filed in the court.

         By statute, the clerk of the court is the official custodian of all court records. Because the
district court is a court of record, papers received must be carefully preserved for future reference
(in case of an appeal) or as a historical record of events as well as the basis for changes in property
or liberty rights. The clerk also ensures access to court records that are open to the public. The clerk
is in charge of collecting, accounting for, and forwarding to the state treasurer's office money due
to the state by operation of law.

        The clerk may be the budget and fiscal officer. If the district has a chief clerk, this clerk
prepares budgets for approval by the chief judge and subsequent action by county commissions for
appropriation of the district court county operating fund budget. The clerk monitors expenditures
to ensure that appropriations are not exceeded. Besides managing finances, the clerk also supervises
personnel matters and coordinates case management activities of the district court.

        The clerk’s jury management duties include insuring that summoning procedures are
cost-effective yet meet the needs of the court with minimum disruption to the lives of the jurors
summoned. Other managerial functions of the clerk include preparing payrolls, ensuring the latest
version of forms are used and, in courts which have law libraries, acting as treasurer for the law
library board.

COURT SERVICES OFFICERS (CSO’s)
        Each judicial district has a court services division. Duties performed by court services
officers are governed by statute, administrative rule, and court policy.

        The duties of individual CSO’s may vary. Generally, CSO’s supervise the probation of adult
and juvenile offenders, work with children in need of care, research and write pre-sentence
investigation reports which are critical to the sentence a criminal receives and may conduct home
studies or mediations to help the court resolve divorce or child custody issues.

        Chief CSO’s supervise and administer a judicial district’s court services program. In the four
largest districts, the chief CSO’s are classified as Court Services Administrative Officers. They
generally do not carry a client caseload of offenders. In the remainder of the districts, the chief
CSO’s are CSO’s II or III, and they usually maintain a client caseload.


                                                  -6-                                         Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                INTRODUCTION



CLERK OF THE APPELLATE COURTS
       The Clerk of the Appellate Courts is clerk for both the Supreme Court and the Court of
Appeals. The clerk's office is responsible for processing all motions filed with the appellate courts.
After being recorded, the motions are either acted upon by the clerk at the court's direction or
forwarded to the appropriate appellate court for consideration and ruling.

       In addition to case processing for both appellate courts, the clerk is responsible for general
supervision of support staff for the Board of Examiners of Court Reporters, the Board of Law
Examiners, the Supreme Court Nominating Commission, the Judicial Qualifications Commission,
and the Client Protection Fund Commission.

LAW LIBRARY
       The primary function of the Kansas Supreme Court Law Library is to support the research
needs of the Kansas Judicial Branch. However, users of the library vary considerably and include
employees of state agencies and the state legislature, attorneys from across the state, and the public.

OFFICE OF JUDICIAL ADMINISTRATION
        The Office of Judicial Administration (OJA) implements the rules and policies of the
Supreme Court as they apply to the operation and administration of the Kansas Judicial Branch.
Statutes provide that all state expenditures for district court operations are approved by this office
and, further, that all district court wage and salary claims paid by the state be certified by this office.
Other duties may be prescribed by law or specified by the Supreme Court.

APPELLATE REPORTER
       The Reporter of the Supreme Court is a constitutional officer and is required to be an
attorney. By statute, this position also serves as reporter of the Court of Appeals. The reporter’s
primary functions are to edit all opinions filed by each appellate court and to publish those opinions
designated by each court.

                     KANSAS JUDICIAL BRANCH BUDGET PROCESS

        Funds for the operation of the Kansas Judicial Branch are allocated by the Legislature on an
annual basis. The Kansas Judicial Branch submits a proposed budget to the Legislative and
Executive branches each year. The Governor offers changes or recommendations to the judiciary
budget, and includes the Kansas Judicial Branch budget in the annual budget document submitted
to the Legislature by the Governor. The budget proposed by the Kansas Judicial Branch includes
input from the district courts, and is reviewed and revised by the Supreme Court before it is
submitted to the Governor and the Legislature.




                                                   -7-                                           Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                           INTRODUCTION


KANSAS JUDICIAL BRANCH BUDGET PROCESS (continued)
       The Kansas Judicial Branch budget that is passed by the Legislature each year provides
funding for the operations and personnel costs of the Supreme Court, the Court of Appeals, judicial
and professional review boards and commissions, and personnel costs for the district courts.
Operating expenses that are not personnel related in the district courts are funded by the county
where each courthouse is located. Approximately 97% of the Kansas Judicial Branch state general
fund budget is dedicated to personnel costs.




                                               -8-                                        Rev. 7/30/01
EMPLOYMENT
INFORMATION




              Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                EMPLOYMENT INFORMATION


                                     CHAIN OF COMMAND

       As an employee, you have a chain of command to follow should you have questions about
your job and Kansas Judicial Branch policies and procedures. Your supervisor is the start of your
chain of command. If you have any questions about pay, benefits and leave, or need help or
additional training, see your supervisor. Should your supervisor not be able to help you, your
supervisor will find the resources necessary to assist you.

                                  PROBATIONARY PERIOD

        The probationary period is a working test of an employee’s ability to perform assigned duties.
All employees serve a twelve month probationary period and are granted permanent status upon
successfully completing the probationary period and upon recommendation of the appointing
authority. An employee serving an initial probationary period may be dismissed at any time and is
not entitled to grievance and appeal rights under KCPR 12.0 et seq. and 13.0 et seq.

Ref. KCPR 5.20, 5.21, 5.22

                              EMPLOYMENT OPPORTUNITIES

        The Kansas Judicial Branch is an Equal Employment Opportunity/Affirmative Action
employer and follows all appropriate laws, policies, and guidelines in its hiring and selection
processes. The Kansas Judicial Branch may use the internet, building bulletin boards, newspapers
and the State of Kansas Notice of Vacancies to quickly post promotions, transfers and vacancies. The
posting lists the location, salary information, summary of job duties, required qualifications and
application deadlines.

         The Kansas Judicial Branch employment opportunities are listed at
http://www.kscourts.org/jobnotic.htm. The website also has a link to the employment application
form. The form is “smart,” meaning that an applicant may fill out an application online and print
it for submission.

Ref. KCPR 5.1, 5.4, 5.5, 5.6, 5.7, 5.8, 5.9

                                          PROMOTIONS

         Promotional opportunities exist throughout the Kansas Judicial Branch. Vacant positions
are filled from within whenever it is in the best interest of the Kansas Judicial Branch. The Kansas
Judicial Branch is an EEO/AA employer and follows all applicable laws, policies, and guidelines
in its promotion practices.

Ref. KCPR 1.4(dd) and 5.19(a)

                                                -11-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                EMPLOYMENT INFORMATION


                         PERFORMANCE EVALUATION SYSTEM

       As an employee, you perform the job duties assigned to your position. In order to provide
you with feedback on your job performance, your supervisor reviews your work and measures your
performance by completing a performance evaluation. The performance evaluation system is
composed of three parts: the job duties worksheet, the position description and the performance
evaluation.

         The job duties worksheet is a form on which you and your supervisor individually review a
list of standardized duties for your job and determine which duties you do and do not perform. In
the case of a new employee, the supervisor reviews the duties and decides what the duties are prior
to the new employee’s first day on the job. After the worksheets are completed, you and your
supervisor meet to “check notes” to discuss your job and your supervisor’s expectations. From this
discussion, your supervisor completes a position description.

        The position description is the official document of your assigned job duties. The duties
identified on the job worksheet are transferred to the position description, and it is signed by you,
your supervisor and the appointing authority. At this time, the job duties worksheets are discarded.
The duties identified on the position description are also transferred to the performance evaluation.
When your evaluation is due, your supervisor will complete a performance evaluation.

        The performance evaluation is used to document your job performance. You and your
supervisor will meet and review the evaluation together. During the meeting, your supervisor will
discuss your performance during the review period and goals for the next review period. At the same
time, you will receive an overall performance evaluation rating of either “successful,” “beyond
expectations,” or “unacceptable.” The performance evaluation is signed by you, your supervisor and
the appointing authority.

         To receive a “successful” rating means you demonstrate a competence and skill equal to your
length of service in the position. A rating of “beyond expectations” means your performance far
exceeds the successful performance level. To receive a “beyond expectations” rating means that
your high performance is rare and unusual. An “unacceptable” rating means that your performance
fails to meet the basic requirements of the position. A performance evaluation rating of at least
“successful” is essential to step movement on the pay plan.

       For more information on the pay plan, please refer to the next section - Pay. For more
information on the performance evaluation process, talk with your supervisor.

Ref. KCPR 5.24




                                                -12-                                       Rev. 7/30/01
PAY




      Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                    PAY

                                            PAY PLAN

       Successful performance is essential to progression within the Kansas Judicial Branch. The
pay plan has five steps for each grade. Steps A and B are six month steps. An employee may move
from Step A to B provided that the employee has been on Step A for six months and receives at least
a “successful” performance evaluation. An employee is eligible to move to Step C after one year
of employment provided that the employee has received at least a “successful” performance
evaluation.

        To move to step D, an employee must meet two criteria: three annual performance
evaluation ratings of at least successful while on step C and satisfying established criteria for full
performance. After serving four years on step D, and receiving four performance evaluations of at
least “successful,” an employee is eligible for the final step, E.

       The Kansas Judicial Branch will aggressively seek meaningful cost of living adjustments
(COLA) for our employees to maintain competitive salaries and to attract qualified applicants for
vacancies. Due to the nature of the pay plan, performance evaluations serve an important role.

Ref. KCPR 4.1 and 4.3

                                  PAYROLL INFORMATION

        The biweekly pay period runs from Sunday of the first week through Saturday of the second
week. Payday is every other Friday. You will be mailed a pay advice (direct deposit participants
only) or a paycheck which contains your employee identification number, earnings, deductions, state
and federal tax codes and leave balances. Payroll records for all Kansas Judicial Branch employees
are kept in the Kansas Judicial Branch Personnel Office. You will be paid for the first time two
weeks after the end of the first pay period you work.

                                       DIRECT DEPOSIT

       The Kansas Judicial Branch offers all employees the option of having their paycheck
deposited directly into their checking and/or savings accounts. Direct deposit is also known as
Electronic Funds Transfer (EFT).

        Participation in direct deposit is optional, but strongly encouraged. You may sign up at any
time by filling out a direct deposit authorization form. You will receive a check for the first pay
period in which your direct deposit is effective. All payments you receive after that should be by
direct deposit.

         You will receive a pay advice, which will be mailed two days before payday. It will include
all information currently contained on the check stub as well as the name of the financial institution
in which the pay was deposited, the account(s) credited, and amount for each account. Depending
on your bank, you may make a cash withdrawal after 9:00 a.m. or earlier on payday.
                                                -13-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                   PAY


                                 PAY UPON TERMINATION

      An employee who gives at least five working days notice of resignation will be paid at the
employee’s current rate of pay for vacation leave accrued up to the date of termination. The five
working days notice may be waived by the Director of Personnel.

      This policy does not apply to employees who terminate during their initial six months of
employment.

       An employee retiring from the Kansas Judicial Branch may receive a partial sick leave payout
based on the employee’s length of service and sick leave balance at the time of retirement. For more
information about retirement, see pages 18 and 28.

Ref. KCPR 4.14, 7.5a




                                               -14-                                        Rev. 7/30/01
BENEFITS




           Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                  BENEFITS


                          REQUIREMENTS FOR PARTICIPATION

        A regular position requires at least 1,000 hours per fiscal year to be benefits eligible. The
position may be either full-time or part-time to be benefits eligible. If you do not know whether you
are a regular or temporary employee, ask your supervisor. Employees who are benefits eligible are
also eligible to receive longevity bonuses and service awards if they meet the requirements for each
program. Temporary employees are not eligible for all benefits. However, they are protected by
workers’ compensation and the Kansas Employment Security Law.

       The benefits described in this section are available to benefits eligible employees referred
to above, unless stated otherwise.


TRANSFERS FROM THE EXECUTIVE AND LEGISLATIVE BRANCHES

        If you were hired directly from a regular position with a state of Kansas agency, the benefits
you had while you were with your former state agency may transfer with you provided that you are
hired to a regular position with the Kansas Judicial Branch.




                                                -15-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                BENEFITS


                               GROUP HEALTH INSURANCE

        All regular employees are eligible for group health insurance. Temporary employees are not
eligible for group health insurance. The Kansas Judicial Branch group health insurance program
offers the following types of coverage:

       Medical: choice of several medical providers for employees and their dependents including
       HMO’s and point of service options.

       Prescription drug: coverage is provided for all employees and their dependents who are
       enrolled in medical coverage.

       Dental: provided for all employees and available to their dependents who are enrolled in
       medical coverage.

       Vision: optional for all employees and their dependents.

         Coverage begins for new employees on the first day of the new pay period following the
completion of a 60-day waiting period. New employees must submit a completed enrollment form
to the Kansas Judicial Branch Personnel Office within 31 days from their date of hire or date of new
eligibility. If an employee waives group health insurance, the employee will have an opportunity to
enroll during the annual open enrollment benefits period.

        The cost for coverage is subject to change every year. The amount your pay for coverage is
deducted from your paycheck biweekly on either a before tax or an after tax basis depending on the
tax option you choose.

       You may select several levels of coverage to meet your needs:
       •     Employee only;
       •     Employee and spouse only;
       •     Employee and child or children only;
       •     Employee and family (includes spouse and children);
       •     or you may waive coverage.

        The rate you pay depends upon the type of coverage you select; whether you are a full-time
regular or a part-time regular employee; your annual salary; the insurance provider; the level of
coverage; and tobacco user status. If you do not know whether your position is a regular position,
you should ask your supervisor.



Ref. KCPR 8.1

                                               -16-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                 BENEFITS


                             FLEXIBLE SPENDING ACCOUNTS

        KanElect is an IRS Section 125 plan that allows employees who are eligible for benefits to
pay for group health insurance, unreimbursed health care expenses, and dependent day care expenses
with pretax dollars. Employees can save 25-40% in taxes on that portion of their salaries used for
these qualifying expenses. Employees on temporary positions are not eligible for flexible spending
accounts.

KanElect Options
The KanElect program offers:

       Pretax Premium Option: pay for the cost of group health insurance coverage with pretax
       dollars.

       Health Care Flexible Spending Account: pay for expenses allowed by IRS but not
       reimbursed by medical, dental, prescription drug or vision insurance.

       Dependent Care Flexible Spending Account: pay for day care expenses.

        Employees prepay for their flexible spending accounts by choosing a biweekly amount to be
deposited into a health care or dependent care flexible spending account on either a pretax or after
tax basis. To participate in either type of account for a new plan year, employees must complete a
new enrollment form during the annual open enrollment period held every October. Midterm
changes are dependent upon a qualifying status change.

        A qualifying status change for a health care flexible spending account includes an employee’s
marriage, divorce or court approved separation; birth or adoption of a dependent; death of spouse
or dependent; or the employee’s leave or return from leave under FMLA. Qualifying status changes
for dependent care flexible spending accounts includes the list above plus: the employee’s spouse
obtaining or losing a job; a change in legal custody agreement; or a change in the employment status
(ex. full time to part time) or taking an unpaid leave of absence which exceeds 30 consecutive
calendar days.

       You may visit the ASI website at: http://asiflex.com.




                                                -17-                                       Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                  BENEFITS


           KANSAS PUBLIC EMPLOYEES RETIREMENT SYSTEM (KPERS)

        KPERS is a retirement benefit for regular employees. The retirement system is a defined
benefit plan in which membership is mandatory for all regular employees after completing one year
of continuous service. KPERS is not available to employees on temporary positions.

         After your one year service anniversary, you will contribute a mandatory percentage of your
earnings at a rate prescribed by state statute. Your contributions will go into an account under your
social security number, and at the same time, the Kansas Judicial Branch contributes a percentage
to the retirement system. The Kansas Judicial Branch’s contributions go into KPERS funds used for
disability, death, and retirement benefits.

        For more information, you may visit the KPERS website at http://www.kpers.org, or you may
call the Retirement System's toll-free InfoLine at 1-888-ASK-KPERS (1-888-275-5737) or in
Topeka, call 296-6166.

Ref. KCPR 8.1

                                        LIFE INSURANCE

         The Kansas Judicial Branch provides all regular employees with basic life insurance and
long-term disability insurance. Currently, basic life insurance pays 150 percent of your annual salary
at the time of your death to the named beneficiary.

                           OPTIONAL GROUP LIFE INSURANCE

        Regular employees may purchase optional group life insurance through payroll deductions.
Coverage amounts range from a minimum of $5,000 to a maximum of $200,000. The amount of
coverage you select is payable to your designated beneficiary or beneficiaries upon your death. You
must apply within the first 30 days of your employment date to receive this coverage. If you wish
to enroll later or increase your coverage, this may be done during the benefits open enrollment
period, which is February 14 through February 28 in even numbered years.

                             DEATH AND DISABILITY INCOME

        In the event you should die as the result of the performance of your duties, accidental death
benefits are payable to your spouse, your children under age 18 or up to age 23 for full-time students,
or your dependent parents, in this order. Accidental death benefits are a $50,000 lump sum payment
and a monthly amount based on 50 percent of your final average salary less worker’s compensation.
The minimum benefit is $100 per month.

       Disability income provides a monthly benefit based on two-thirds of your annual salary.
Disability income benefits are reduced by the amount of primary social security, workers’
                                                 -18-                                        Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                  BENEFITS


DEATH AND DISABILITY INCOME (continued)
compensation, or any other disability benefit by reason of employment. The minimum monthly
benefit is $100. To qualify for disability income, you must be unable to work for 180 continuous
days.

                                DEFERRED COMPENSATION

       As an additional means to save for retirement, the State of Kansas sponsors an optional IRS
457 deferred compensation program in which ING Aetna Financial Services is the administrator.
Deferred compensation is available to all regular employees.

       This optional plan allows you to decide, within certain legal limits, how much of your income
you want to defer. Your paycheck will be reduced before taxes by the amount deferred.
Contributions are invested in your selection of one or more of the investment options offered by ING
Aetna.

       If you are interested in deferred compensation, contact Aetna at 1-800-232-0024, or see the
website at http://www6.aetnafinancial.com/custom/SponsorPages.shtml?ks?HomePage? HomePage.

                                      LONGEVITY BONUS

       Longevity bonuses reward regular employees who have ten or more years of service. The
amount of the bonus is computed by multiplying the employee’s number of full years of service by
$40, but cannot exceed $1,000. Longevity bonuses are paid in the pay period in which the
employee’s length of service reaches 10 years or more. Longevity bonuses will be included on the
employee’s regular paycheck and are subject to the standard payroll deductions and taxes.

        Employees eligible for a longevity bonus must receive a performance evaluation rating of at
least “satisfactory” or “successful” on a performance evaluation in the 12 months immediately
preceding the date they become eligible for longevity bonus pay to receive the bonus.

        For employees of the district courts as of January 1, 1979, previous service with county
governments, state agencies and state courts are counted in calculating length of service for longevity
service credit purposes. Only prior state agency service will be applied for employees hired by the
Judicial Branch on and after January 1, 1979.

        Military leave pursuant to KCPR 9.6. or workers' compensation leave after May 1, 1983, will
be counted as time worked for an employee's length of service as long as the employee remains in
official pay status.

Ref. KCPR 4.17, KSA § 75-5541


                                                 -19-                                        Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                 BENEFITS


                                       SERVICE AWARDS

        Service awards are presented to employees who have completed ten, twenty, thirty and forty
years of service. The award is a gold-covered lapel pin/tie tack with an embossed sunflower and a
number of semiprecious stones depending on the length of service.

        All employees who have completed forty years of service are recognized by the Chief Justice
and are presented with certificates acknowledging their valuable service. Forty year employees are
also recognized by the Governor.


                           WORKERS’ COMPENSATION POLICY

       Workers’ compensation is provided by the Kansas Judicial Branch for all regular and
temporary employees for certain personal injuries caused by a work-related accident or injury. If you
have suffered a work-related injury, you may receive:

       •        Reasonable and necessary medical treatment expenses;
       •        Disability compensation to replace part of the wages lost due to a disability; and
       •        Survivors’ benefits if death results.

        If you have an accident or injury at work, report the accident or injury to your supervisor as
soon as possible so you may seek medical attention. Failure to notify your supervisor within 10 days
of the accident could jeopardize compensation.

                                       LEARNING QUEST

      Learning Quest is an optional IRS 529 plan which helps you save for higher education
expenses for your children, yourself, or anyone for whom you choose to open an account.

       The Learning Quest account may be used:
       •      To attend any accredited United States institution (offers credit toward recognized
              post secondary credential two year, four year, graduate/professional degree, or
              vocational institution eligible for financial aid);
       •      for qualified withdrawals - tuition, fees, books, required supplies, room and board;
       •      and penalty free withdrawals - the amount of scholarship, or upon death or disability
              of the beneficiary. Then the amount of the withdrawal is taxed at the distributee’s
              rate (the person who holds the account).

       You may select from three investment tracks - aggressive, moderate, or conservative and you
decide on the length of time of the investment and how much you wish to contribute.


                                                -20-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                BENEFITS


LEARNING QUEST (continued)
       You may visit the Learning Quest website at www.learningquestsavings.com, or call
1-800-579-2203 for an enrollment kit.

                          EMPLOYEE ASSISTANCE PROGRAM

LIFELINE

        LIFELINE is a voluntary, confidential and free service providing employees and their
immediate family members with professional counseling and referral services. LIFELINE is
available 24 hours a day, seven days a week for employees to discuss personal problems, family
conflicts, or job-related stressors. A LIFELINE counselor will help assess the problem, offer
resources or short-term counseling when appropriate, and follow up to make sure problems or
concerns have been adequately addressed. LIFELINE also provides critical incident debriefing for
employee groups experiencing trauma or major loss. To discuss a problem or concern, call
LIFELINE at 1-800-284-7575.


HEALTHQUEST PROGRAM

        HealthQuest, the statewide employees’ health promotion program, offers a variety of
programs and services throughout the state including biyearly health assessments, education, and
health-related activities. Details on HealthQuest programs may be found in the Kansagram, the State
of Kansas newsletter.




                                               -21-                                       Rev. 7/30/01
Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                 LEAVE


                                     RECORDING LEAVE

       Employees are responsible for recording work time and leave accurately. Under the Fair
Labor Standards Act, employee positions are assigned a status of either nonexempt or exempt. If
you do not know whether your position is exempt or nonexempt, you should ask your supervisor.
Nonexempt employees are hired to work a certain number of hours per week, not to exceed 40
without the express permission of their supervisors. All nonexempt employees are responsible for
accurately recording all hours worked and all leave taken on their timesheets in quarter hour
increments. Nonexempt employees submit timesheets each pay period.

        Exempt employees are hired to achieve a result, and their work may take over 40 hours a
week. All exempt employees are responsible for documenting deviations from their regular work
schedules. Deviations are time away from work, such as sick leave and vacation leave. Exempt
employees record deviations from the normal work schedule on their timesheets in four hour or eight
hour increments. Exempt employees turn in timesheets to record deviations (whether paid or unpaid)
to ensure proper leave totals.

Ref. KCPR 1.4(j), Ref. KCPR 1.4(w)
FLSA section 13
29 CFR 541§13(a)(1)
29 CFR 541.1




                                               -22-                                       Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                   LEAVE



                                         TIMESHEETS




        Your timesheet is the official document used to generate your paycheck. After the timesheet
has been filled out, the timesheet must be submitted to the supervisor for approval prior to being
submitted for payroll processing. If changes to the timesheet are required, they must be initialed by
both the employee and the employee’s supervisor, signifying that the change is correct and accurate.
Timesheets must contain accurate information. All timesheets must be received by the Kansas
Judicial Branch Personnel Office by 12:00 p.m., on the Tuesday following the end of the pay period.

        On the next two pages, you will find a timesheet and a list of timesheet earnings codes to be
used to accurately fill out your timesheets.




                                                -23-                                       Rev. 7/30/01
                            TIMESHEET EARNINGS CODES

        A listing of earnings codes used by exempt and nonexempt employees has been included
to help you record time appropriately. If you do not know if you are an exempt or nonexempt
employee, you should see your supervisor.



   LEAVE EARNINGS DESCRIPTION                        EXEMPT            NON-EXEMPT
                                                     CODE              CODE
   Regular                                                             REG
   Sick Leave                                        SCE               SCK
   Vacation Leave                                    VAE               VAC
   Discretionary Day                                 DDE               DDY
   Holiday Credit                                    HDE               HDC
   Funeral Leave                                     FNE               FNL
   Leave without Pay                                 LWP               LWP
   FMLA/ (Vacation)                                  FVL               FVL
   FMLA/(Sick)                                       FSL               FSL
   FMLA(Leave without pay)                           FWP               FWP
   Administrative Leave                              ADE               ADM
   Disaster Leave                                    DSE               DIS
   Jury Duty                                         JRE               JRY
   Military Duty                                     MIE               MIL
   Shared Leave                                      SHE               SHL
   Suspended with Pay                                RFE               RFD
   Workers Compensation - Sick                       WSE               WSL
   Workers Compensation - Vacation                   WVE               WVL
   Workers Compensation - Hours                      WCE               WCH




                                            -25-                                    Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                    LEAVE


                                       VACATION LEAVE

        Regular employees are eligible for vacation leave and start earning vacation leave on the first
day of employment. Vacation leave is credited to the employee on the first day of the pay period
following the pay period in which it is earned. The Kansas Judicial Branch requires six months of
service before a new employee may use vacation leave. Use of vacation leave must be scheduled
through the supervisor.

        An employee earns vacation leave based on the employee’s length of service and time in pay
status for the pay period. Nonexempt employees who work less than 80 hours in a biweekly pay
period will accrue leave based on a prorated schedule. Exempt employees accrue the maximum rate
for their length of service if they are in pay status for at least one hour in the pay period.

NOTE: If you were hired directly from the Executive or Legislative branches, your length of service
for leave accrual purposes is calculated based on the years of documented service provided to us by
your former state agency. Your vacation leave balance, if any, transfers with you when you start
employment with the Kansas Judicial Branch.

       The maximum vacation accrual earned each pay period and the maximum vacation leave
balance that may be accumulated are as follows:

                                                Maximum             Maximum
               Length of Service                Biweekly             Biweekly
                                                Vacation           Accumulation
                                                 Accrual
         Less than 5 years                       3.7 hours            240 hours
         5 years and less than 10 years          4.7 hours            240 hours
         10 years and less than 15 years         5.6 hours            240 hours
         15 years and less than 20 years         6.5 hours            240 hours
         20 years and over                       7.4 hours            240 hours

        All regular nonexempt employees will earn the full vacation accrual for their length of
service provided that they work 80 hours within a biweekly pay period. Regular part-time employees
earn vacation on a prorated basis based on the number of hours worked during a pay period. Regular
exempt employees will earn the full vacation accrual if they are working or if they are on paid leave
for any part of the pay period. If you do not know if you are exempt or nonexempt, you should ask
your supervisor.



                                                 -26-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                   LEAVE


VACATION LEAVE (continued)
       Regular employees accrue vacation leave up to the maximum 240 hours. If an employee has
the maximum 240 vacation leave balance, the employee will not accrue vacation leave until the
balance is below 240 hours.

        Employees are not charged vacation leave for official holidays occurring during an
employee’s scheduled vacation. Employees who separate from Kansas Judicial Branch service are
paid for accumulated vacation leave provided the employee has completed six months of service and
has given at least five working days notice of termination.

Ref. KCPR 9.2

                                          SICK LEAVE

        All regular employees earn sick leave beginning the first day of employment. Sick leave is
credited to the employee on the first day of the pay period following the pay period in which it is
earned. Regular full-time employees accrue a maximum of 3.7 hours of sick leave each biweekly
pay period and regular part-time employees accrue sick leave based on a prorated schedule.

       Sick leave with pay may be granted for the following reasons:

       •        Illness or disability of the employee arising from an illness or disability including
                pregnancy, childbirth, miscarriage, abortion, or recovery from complications of an
                employee’s illness or the illness of a member of the employee’s family when the
                illness or disability reasonably requires the employee to be absent from work;

       •        Adoption of a child or initial placement of a foster child in the employee’s home if
                the same reasonably requires the employee be absent from work;

       •        Personal appointments by the employee or an employee’s family member with a
                physician, dentist or other recognized health care provider. See KCPR 1.4j, at 3.

        Former employees who are rehired into a permanent position within a year of leaving Kansas
Judicial Branch employment will be credited with unused sick leave accrued at termination.
Employees are considered rehires if they were permanent employees with the Judicial Branch upon
termination and are reappointed to a position within one calendar year of the termination. This does
not apply to employees who have retired.

NOTE: If you were hired directly from the Executive or Legislative branches, your sick leave
balance transfers with you when you start employment with the Kansas Judicial Branch.

Ref. KCPR 9.3

                                                -27-                                       Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                  LEAVE


                           SICK LEAVE PAID AT RETIREMENT

       Retirees who have completed eight or more years of service and have accumulated 800 hours
or more of sick leave will be compensated for a portion of the accumulation when they retire.

       Compensation for accumulated sick leave is subject to KPERS employee contribution
deduction. The chart below explains maximum payouts.

      Years of service            Accumulated sick leave              Maximum payout
      8 or more years             at least 800 hours                       240 hours
      15 or more years            at least 1,000 hours                     360 hours

      25 or more years            at least 1,200 hours or more             480 hours


                                       HOLIDAY LEAVE

       The Kansas Judicial Branch provides paid holiday credit to all regular employees to
recognize special days throughout the year. These days include:

       New Year’s Day, Martin Luther King, Jr. Day, President’s Day, Memorial Day, Independence
Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day, the Friday following
Thanksgiving Day and Christmas Day. (The preceding Friday is observed when the holiday falls on
Saturday; the following Monday is observed when the holiday falls on Sunday.)

        Regular full-time employees receive eight hours of holiday credit for all observed holidays
regardless of their work schedule. Part-time regular employees receive holiday credit if the holiday
falls on the employee’s regularly scheduled workday.

       Regular employees must be in pay status the day before and the day following a holiday to
receive holiday pay.

Ref. KCPR 9.10




                                               -28-                                       Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                                    LEAVE


                                     DISCRETIONARY DAY

       After six months of service, regular employees receive a discretionary day which may be
taken at any time after receiving approval from the supervisor. The discretionary hours must be
taken on the same day and cannot be divided among different days. The discretionary day must be
used within the calendar year in which it is received. It does not carry over to the next calendar year.

       Regular full-time employees are granted an eight hour discretionary day. Regular part-time
employees also earn a discretionary day proportionate to the percent of FTE (full-time equivalency)
assigned to the employees’ positions.

Ref. KCPR 9.4

                                        FUNERAL LEAVE

        The Judicial Branch provides funeral leave to regular employees of up to six working days
of leave per fiscal year with full pay. This leave does not accumulate from year to year. The
appointing authority will make the final decision to grant funeral leave and, if so, the length of leave
after considering the employee’s relationship to the deceased and the necessary travel time.

Ref. KCPR 9.7

                                JURY DUTY AND SUBPOENAS

      The Kansas Judicial Branch provides time off with no loss of pay for jury duty. All regular
employees are eligible for jury duty leave and may retain all payments for jury service.

       Should you be subpoenaed for a work-related reason, you will receive regular pay. If you are
subpoenaed for another reason, you should discuss what leave options you have with your
supervisor.

Ref. KCPR 9.13




                                                                                            Rev. 8/28/01

                                                 -29-
    KANSAS JUDICIAL BRANCH                                                   LEAVE


                                       MILITARY LEAVE

       All regular employees are eligible for military leave. Two types of military leave are
provided for: active service for 15 days or less and active service in excess of 15 days.

       Active service for annual training or special assignments in any branch of the United States
Armed Forces, Federal Reserves or National Guard for a period not to exceed 15 working days
within any calendar year will be treated as active work time. During such active service leave, an
employee receives normal pay, accrues vacation and sick leave, and is entitled to all benefits
accruing under this system. A copy of the military orders placing the employee on active duty must
be submitted to the appointing authority and Personnel Director before the effective date of leave.

        Military service in excess of 15 working days entered into during time of war or other
national emergency or as a result of conscription will be treated as leave without pay. The employee
does not accrue pay, leave or benefits during this period; however, the employee is entitled to return
to a similar position within ninety days of release from the service.

Ref. KCPR 9.6

                               FAMILY AND MEDICAL LEAVE

        The Family and Medical Leave Act of 1993 (FMLA) allows eligible employees 12 work
weeks of paid or unpaid leave during any 12 month period beginning with the first day leave was
taken. The eligible employee will also be returned to the same position or an equivalent position
with equivalent pay, benefits, and terms and conditions of employment when returning from FMLA
leave. During the time an employee is on FMLA leave, the Kansas Judicial Branch will pay the
employer’s portion of the health insurance. General Health Insurance (GHI) premiums will continue
to be deducted from the employee’s paycheck for as long as the employee continues to receive a
paycheck which is sufficient to take out the deduction. When the payroll deduction is no longer
taken, the employee is responsible for paying the amount due to the Kansas Judicial Branch.

       FMLA can be used for any of the following reasons:
•      to care for the employee’s child after birth or placement for adoption or foster care;
•      to care for the employee’s spouse, child, or parent who has a serious health condition; or
•      for a serious health condition that makes the employee unable to perform the employee’s job.

       An employee is eligible for FMLA if the following conditions are met:
       a.    The employee has been employed by the Judicial Branch for at least 12 months. The
             months of service need not be consecutive.

       b.       The employee has worked for the Judicial Branch at least 1,000 hours in the 12
                month period immediately preceding the beginning of the requested leave.

                                                -30-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                   LEAVE


FMLA LEAVE (continued)
        Whenever an employee makes a request for sick leave for any reason, the appointing
authority will determine whether the FMLA applies. The appointing authority also determines an
employee’s eligibility for FMLA leave and will either approve or deny the request.

Ref. KCPR 9.15
Ref. 29 U.S.C. 2654

                                        SHARED LEAVE

       The Kansas Judicial Branch’s shared leave program benefits eligible employees who have
exhausted all sick and vacation leave, discretionary day, and compensatory time credits.

       An eligible employee who has worked continuously for the Judicial Branch for at least six
months, who has exhausted all paid leave, and who has applied for long-term disability benefits may
apply for shared leave for the employee’s own qualified health condition.

       Kansas Judicial Branch employees may donate vacation or sick leave to a specific shared
leave recipient, and the recipient can use this leave instead of taking leave without pay. An
employee is eligible to donate leave if he or she will have a vacation leave balance of at least 80
hours and a sick leave balance of at least 480 hours after donating the respective leave. Shared leave
donations and receipts from employees of either the Executive or Legislative branches are not
allowed.

       The shared leave policy is a temporary policy that is subject to renewal by the Supreme Court
every year.

Ref. Kansas Judicial Branch Shared Leave Policy (Administrative Order No. 142)

                                  ADMINISTRATIVE LEAVE

       An appointing authority may approve paid administrative leave in cases of inclement
weather, in situations which may cause dangerous or unsafe working conditions, in cases where a
building is inaccessible to judicial employees, or in cases deemed necessary. Employees who are
not scheduled to work, or who are on paid leave, (i.e., vacation, sick leave) are not eligible for
administrative leave.




                                                -31-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                                     LEAVE


                                     LEAVE WITHOUT PAY

       An employee who wishes to go on leave without pay must provide a written request to the
immediate supervisor and department head, if any, and the supervisor must provide a written
recommendation to the appointing authority. A written response from the appointing authority is
needed prior to the employee taking leave without pay. The appointing authority should require that
the employee exhaust all paid leave prior to granting leave without pay.

       Leave without pay may be permitted for illness, disability, childbirth, adoption, initial
placement of a child in foster care, to take care of a sick family member, or other sufficient reason.
The maximum leave without pay for permanent employees is six months. The maximum leave
without pay for probationary employees is eight weeks.

       Nonexempt employees do not earn sick and vacation leave for the hours they are in leave
without pay status. Exempt employees who are on leave without pay for the entire pay period will
not accrue sick and vacation leave. Leave without pay for greater than 30 days does not count
toward length of service and longevity bonus payments.

Ref. KCPR 9.5

                               DISASTER VOLUNTEER LEAVE

        Upon written request of an employee and the approval of the appointing authority, an
employee may use disaster volunteer service leave if the employee is a certified American Red Cross
disaster service volunteer.

        Leave is granted provided that: 1) the employee’s service is requested by the American Red
Cross; 2) the disaster is rated level II or higher by the American Red Cross; and 3) the disaster occurs
in Kansas or a state bordering on Kansas.

Ref. KCPR 9.14




                                                 -32-                                         Rev. 7/30/01
EMPLOYMENT POLICIES




                 Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                       EMPLOYMENT POLICIES


                            PRIVACY AND CONFIDENTIALITY

       In the course of daily business, employees may be required to handle information that is
considered privileged and confidential.

        Employees are not to disclose any confidential information unless authorized to do so.
Each employee should guard against accidental or intentional disclosure of confidential
information. This includes gossip and careless handling of information.

       It is your responsibility to protect this information and keep it confidential. If you are
unsure of what information is privileged and confidential, talk to your supervisor.

Ref. KCPR 7.3(a)10

                          KANSAS OPEN RECORDS ACT (KORA)
                               (Requests for Information)

        The Kansas Open Records Act provides for many of the records maintained by the
Kansas courts to be open for inspection. Although many of the courts’ records are open for
inspection, the Open Records Act recognizes that some records contain information that is
private in nature and must be closed by statute.

       For further information on the Kansas Open Records Act, please refer to your office’s
records custodian or person designated to answer Open Records Act questions.

                                OFFICIAL PERSONNEL FILE

        Your official personnel file resides in the Office of Judicial Administration in Topeka.
All original documentation relating to you and your employment history with the Kansas Judicial
Branch are kept in your official personnel file.

         Under the Kansas Open Records Act, much of the information in your personnel file is
considered confidential. If for any reason someone may need information from your personnel
file, a written release from you is required.

       Should you need to review your personnel file, please contact your supervisor.




                                                -33-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                      EMPLOYMENT POLICIES


                              FAIR LABOR STANDARDS ACT

         The Fair Labor Standards Act (FLSA) is a federal law regarding wages, working hours and
other employer/employee issues affecting full-time and part-time workers in the private sector and
in federal, state, and local governments. Each position is categorized exempt or nonexempt based
on interpretation of the wage and hour provisions of FLSA.

        For more information on nonexempt and exempt employees and recording leave, please refer
to the Leave section, page 22.

Ref. KCPR 1.4(k)


                             COMPENSATORY (COMP) TIME

        Compensatory time is earned when a nonexempt employee has worked more than 40 hours
in a work week. The Kansas Judicial Branch grants compensatory time, instead of overtime, at the
rate of 1.5 hours for each hour worked over 40 in a single work week. Comp time should rarely be
earned and only upon supervisor approval. To avoid comp time, a nonexempt employee should not
be allowed to work after the employee has worked 40 hours in one work week. For example, if an
employee works 10 hours each day on Monday, Tuesday, Wednesday, and Thursday, the employee
should not work or show leave on Friday.

Ref. KCPR 4.16 and 9.11


                        REGULAR AND TEMPORARY POSITIONS

       A regular position is scheduled for full-time or part-time work. A temporary position cannot
work more than 999 hours in a fiscal year. An employee assigned to a temporary position does not
accrue vacation and sick leave or a discretionary day. Should a temporary employee work on a
holiday, the temporary employee shall be paid at the regular rate of pay. Temporary employees may
work eight hour days; however, they must not be allowed to work over 40 hours in a work week.
All temporary employees must submit a timesheet for all hours worked during the pay period. If you
do not know whether or not you are a regular or temporary employee, ask your supervisor.

Ref. KCPR 1.4(ff) and (ll)




                                               -34-                                       Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                      EMPLOYMENT POLICIES


                               CONFIDENTIAL EMPLOYEES

        Confidential employees work directly for and are hired by a justice or judge. Confidential
employees are eligible to participate in the benefits and retirement programs and accrue leave.
Confidential employees do not have grievance and appeal rights under KCPR 12.0 and 13.0. Unlike
other employees, confidential employees are never given permanent status. A confidential employee
serves at the pleasure of the judge or justice who appointed them, and is not guaranteed employment
when the judge or justice leaves the bench.

       For a listing of the types of confidential employees, see KCPR 5.3.

Ref. KCPR 1.4(c), 1.4(g), and 5.3


                                    OUTSIDE EMPLOYMENT

        Before taking an additional job outside the Kansas Judicial Branch, an employee must ask
for approval from the appointing authority. An employee may engage in outside employment during
nonworking hours only if the appointing authority determines the outside employment does not
conflict or appear to conflict with the interests of the Kansas Judicial Branch. No employee may
engage in outside employment during the employee's regular hours of employment.

Ref. KCPR 5.1 and 9.1

                           HOURS OF WORK and WORK WEEK

        The standard workday for each full-time employee is eight hours, and the standard work
week is 40 hours during a seven-day work week. The work week starts at 12:01 a.m. on Sunday and
ends at 12:00 a.m. the following Sunday. Every Kansas Judicial Branch employee works an assigned
work schedule within the regular business hours of the Kansas Judicial Branch. If you are unsure
of what your assigned work schedule is, please see your supervisor.

Ref. KCPR 9.1

                                      BUSINESS HOURS

        Regular business hours are 8:00 a.m. to 5:00 p.m. Monday through Friday. Deviations from
this schedule must be approved by the Judicial Administrator. Lunch breaks are scheduled in
accordance with local conditions.

Ref. KCPR 9.1(b)


                                               -35-                                       Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                         EMPLOYMENT POLICIES


           EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION

        The Kansas Judicial Branch is committed to eliminating and preventing illegal
discrimination. Employees, applicants, and users of the Kansas Judicial Branch shall not be
discriminated against regardless of race, religion, color, sex, national origin, age, disability, or
political affiliation.

        All employment decisions - recruitment, selection, hiring, promotions, demotions, training,
transfers, dismissals, etc.- shall be made without reference to race, religion, color, sex, national
origin, age, disability, or political affiliation.

       We are also committed to identifying and eliminating barriers to employment and
advancement that may have an adverse impact on any group; however, we do not require the
preferential treatment of any one group.

Ref. KCPR 2.1, 5.1, 5.3, 5.4, 5.5, 5.6, 5.7, 5.8, 5.9 and 5.10
Appendix C
Title VII of the Civil Rights Act of 1964
Age Discrimination in Employment Act of 1967
Equal Pay Act of 1963
The Americans with Disabilities Act of 1990

                                     POLITICAL ACTIVITY

        The Kansas Judicial Branch encourages its employees to exercise the rights of citizenship
during nonworking hours. For example, with a few exceptions, it is acceptable for you to have
political campaign signs in your yard.

        Employees may not hold elective office while employed with the Judicial Branch except as
a precinct committee person or a nonpartisan elective office holder, and in those situations, must
treat the office as outside employment. Employees who file as a candidate for an elective office
other than a precinct committee person or nonpartisan elective officer must resign employment with
the Kansas Judicial Branch.

        Kansas Judicial Branch employees are not allowed to directly or indirectly use their official
authority to influence any employee to take part in any political activity, including joining a political
party or making a donation to a candidate or party. Employees found to have violated KCPR 5.17-
Political Activity, are subject to dismissal pursuant to KCPR 7.4 - Disciplinary Actions.

Ref. KCPR 5.17




                                                  -36-                                         Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                        EMPLOYMENT POLICIES


                      AMERICANS WITH DISABILITIES ACT of 1990

        The Kansas Judicial Branch follows the spirit and intent of the Americans with Disabilities
Act of 1990 (ADA). This act prohibits discrimination in employment and public accommodations
and services. A disability is defined as a permanent physical or mental impairment that substantially
limits one or more major life activities.

       If you are disabled or become disabled, you may request your supervisor for a reasonable
accommodation to perform your job duties. A reasonable accommodation is a modification or an
adjustment to a job or the work environment that will enable you to perform the essential job
functions. Your supervisor will work with you to try to find an accommodation that will suit your
needs and those of the Judicial Branch.

        A particular function is essential if the employer actually requires employees in the position
to perform the functions that the employer asserts are essential.

Ref. §1630.2(n) Americans with Disabilities Act of 1990

     AMERICANS WITH DISABILITIES ACT (ADA) GRIEVANCE PROCEDURE

        Any employee who feels he or she has been discriminated against because of a disability or
a perceived disability may file a grievance.

        A disability is defined as a permanent physical or mental impairment that substantially limits
one or more major life activities. A person who is disabled has a record of such disability or is
regarded as having such a disability. This grievance procedure does not apply to performance
evaluation appeals or disciplinary actions that do not reflect discrimination due to an employee’s
disability.

       A written grievance shall be filed within five business days of the incident or complaint to
your immediate supervisor. Your supervisor will forward your grievance to the appointing authority
or person designated to handle complaints. The appointing authority will notify the Director of
Personnel.

       A hearing will be conducted within 10 working days of receiving the complaint and a written
decision will be made within 10 business days after hearing. If you do not agree with the written
decision, you may appeal the decision by the procedure outlined in KCPR 13.0.


Ref. KCPR 11.0




                                                -37-                                        Rev. 7/30/01
    KANSAS JUDICIAL BRANCH                                       EMPLOYMENT POLICIES


                         PERFORMANCE EVALUATION APPEALS

       Regular employees may appeal performance evaluation ratings of “unsatisfactory” or
“unacceptable.” The performance evaluation appeal must be in writing and turned in to the
appointing authority within five working days after the employee has received the performance
evaluation rating.

        The appointing authority forwards the appeal to the director of personnel within five days of
receiving the appeal. An appeal panel is formed and is made up of one employee designated by the
appointing authority, one employee designated by the affected employee, and one employee who is
mutually agreed upon by the designees of the appointing authority and the affected employee, and
one employee serves as chair.

         The panel considers written and oral testimony at a hearing which can be waived. If the
affected employee wants a hearing, it must be held within ten working days of receiving the appeal.
 If a hearing is not held, the panel delivers a written record in 20 business days of the appointment
of the panel. Appeal decisions are final.

Ref. KCPR 5.25

                                    SEXUAL HARASSMENT

       The Kansas Judicial Branch maintains a workforce free of sexual harassment. Sexual
harassment is considered conduct detrimental to court service and is a serious or grievous offense
for which an employee may be disciplined or fired.

        The term “sexual harassment” includes, but is not limited to, unwelcome sexual advances,
requests for sexual favors, sexually suggestive objects, pictures, communications, or physical contact
of a sexual nature. Sexual harassment does not include personal compliments welcomed by the
employee or social interaction or relationships freely entered by employees.

       Unlawful sexual harassment occurs when submission to such conduct is directly or indirectly
made a requirement of the individual’s employment; is used as a basis for any employment decision;
when such conduct unreasonably interferes with the individual’s work performance or creates an
intimidating, hostile or offensive work environment.

        An employee who believes he or she has been subjected to unlawful harassment should bring
the concern to the immediate supervisor, appointing authority, or the Director of Personnel.
Employees will not be retaliated against for making a sexual harassment complaint. All complaints
are taken seriously and a confidential investigation will be conducted promptly.

Ref. KCPR 1.4(hh) and 10.0

                                                -38-                                        Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                       EMPLOYMENT POLICIES


                             WORKPLACE VIOLENCE POLICY

        Workplace violence is any physical assault, threatening behavior or verbal abuse in a work
environment. Harassment, threats, property crimes and physical attacks in the workplace will not
be tolerated.

       If you believe you have witnessed or have been a victim of workplace violence, report the
incident to your supervisor immediately.

        Any person who makes threats or behaves with any other improper behavior is subject to
immediate removal from the premises and will not be allowed to return to work pending the outcome
of an investigation.

       Violation of this policy will lead to disciplinary action that may include dismissal. In
addition, the proper authorities will be notified.

Ref. KCPR 7.3 and 7.4

                                          DISCIPLINE

        Employees may be disciplined for deficiencies in work performance, personal misconduct
and for serious and grievous offenses.

       Disciplinary actions for deficiencies in work performance are defined as “unacceptable”
or “unsatisfactory” work performance. Employees have appeal rights for any overall
performance evaluation rating of “unacceptable”or “unsatisfactory” pursuant to KCPR 7.1.

       Personal misconduct events are handled by a written reprimand. Personal misconduct
includes, but is not limited to the following: violating or failing to follow policies and
procedures, actions unbecoming a court employee, improper use of funds, or engaging in outside
business activities on court time or using court property for such purposes. For details, see
KCPR 7.2.

        Serious and grievous offenses include but are not limited to: conviction of crimes
involving theft, violence or dishonesty, abuse or misrepresentation of one’s powers or authority;
being under the influence of illegal drugs or alcohol; stealing Judicial Branch property; threats of
violence against employees; sexual harassment; and releasing confidential information from
court records. For details, see KCPR 7.3.




                                                -39-                                       Rev. 7/30/01
   KANSAS JUDICIAL BRANCH                                      EMPLOYMENT POLICIES


DISCIPLINE (continued)
       Disciplinary actions for serious and grievous offenses may involve a written reprimand,
one step pay decrease, demotion, suspension with or without pay, or termination of employment
pursuant to KCPR 7.4.

                                 GRIEVANCE PROCEDURE

        A grievance is a statement of dissatisfaction over working conditions, including employee
and supervisor relationships, extended duty assignments not reasonably associated to the job
specification, hours worked, working facilities, policies for granting leave and similar matters.

        If you are a regular full-time or part-time employee and you feel you have been aggrieved,
you may present your grievance in writing within five business days of the incident to your
immediate supervisor. If your grievance involves your immediate supervisor, take your
grievance to the next person in your chain of command. Your grievance will be forwarded to the
appointing authority or person designated to handle complaints. The appointing authority will
notify the Director of Personnel.

        A hearing is conducted within 10 working days of receiving the complaint. A written
decision will be made within 10 business days after the hearing. If you do not agree with the
written decision, you may appeal the decision by the procedure outlined in KCPR 13.0.

       For further details on the grievance procedure, talk to your supervisor. For grievances
about working conditions, refer to KCPR 12.0; sexual harassment - KCPR 10.0; Americans with
Disabilities Act (ADA) - KCPR 11.0.

                                            APPEALS

       An employee may appeal a disciplinary action, grievance decision or ADA grievance
decision. The appeal must be in writing and filed within ten working days of the action being
appealed. The appointing authority forwards the appeal to the Judicial Administrator.

       The Judicial Administrator forwards the appeal to the Chief Justice. An appeal panel is
formed and it is made up of a justice or judge of the Court of Appeals or district court judge, a
supervisory employee, and a nonsupervisory employee.

        The panel considers written and oral testimony at a hearing, which can be waived. The
panel decides whether the action taken was reasonable under the circumstances. If a hearing is
not held, the panel delivers a written record in 20 business days of the appointment of the panel.
Within ten working days of the hearing, the panel delivers their decision in writing. Appeal
decisions are final.

Ref. KCPR 7.0, 11.0, 12.0 and 13.0
                                               -40-                                       Rev. 7/30/01
KANSAS JUDICIAL
CENTER POLICIES




                  Rev. 7/30/01
 KANSAS JUDICIAL BRANCH                           KANSAS JUDICIAL CENTER POLICIES


                                EMERGENCY PROCEDURES

All employees should have a copy of the Kansas Judicial Center’s Emergency Closing Procedure
and the Emergency Phone List and Guidelines. If you need a copy, please request one from your
supervisor.

Some important highlights of the procedure are:

< Fire and Life/Safety situations may come to the attention of any employee at any time. For
immediate response, call CAPITOL POLICE.
                     POLICE                6-1111
                     FIRE                  6-1111
                     AMBULANCE             6-1111
                     MEDICAL               6-1111

Give the Capitol Police the building location, floor and room number of the emergency, along
with the name of the contact person. The Capitol Police will make the call to 911 or other
appropriate contacts.

< SEVERE WEATHER/TORNADO WARNING
Upon receipt of a severe weather warning, all personnel and visitors shall proceed to the nearest
exit stairwell that gains access to the basement. These stairwells are located in the southeast and
southwest areas of the building.

NOTE: THE ELEVATORS ARE NOT TO BE USED IN ANY EMERGENCY
SITUATION.

The designated safe area in the Judicial Center is located in the underground parking area. Once
in the basement, all personnel and visitors will immediately move to the southeast corner of the
underground parking area. Everyone should remain in this assigned area until the severe weather
threat has passed.

< FIRE EMERGENCY
Evacuation of the Judicial Center will be initiated by fire alarm. Anyone detecting a fire should
immediately activate a fire alarm then evacuate the building. When the alarm sounds, employees
should proceed to the nearest stairwell or fire exit. Exit the building on the first floor using any
one of the three stairwells. Exiting from the basement may not be possible.

NOTE: THE ELEVATORS ARE NOT TO BE USED IN ANY EMERGENCY
SITUATION. The elevators are disabled upon activation of a fire alarm.



                                                -41-                                       Rev. 7/30/01
 KANSAS JUDICIAL BRANCH                           KANSAS JUDICIAL CENTER POLICIES


EMERGENCY PROCEDURES (continued)

< UTILITY FAILURE
In case of a power outage or other utility failure, all employees should remain at their assigned
work area. Department heads will instruct employees of any alternative action to be followed.

< BOMB THREAT
If you receive a bomb threat, stay calm and try to keep the person talking. Get as much
information as possible. If it is possible to contact Nancy Trickett unobtrusively, inform her of
the bomb threat. For instance, if the threat is received over the phone, you might email her.

If a decision is made to search without evacuating, trained personnel will conduct a prompt and
thorough search of their respective work areas. If a decision to evacuate is made, follow the
same evacuation manner as for a fire evacuation.




                                                -42-                                       Rev. 7/30/01
 KANSAS JUDICIAL BRANCH                      KANSAS JUDICIAL CENTER POLICIES


                 KANSAS JUDICIAL CENTER TELEPHONE TREE
                      Emergency Phone List & Guidelines
                             (Rev. March 2001)

CLERK OF APPELLATE COURTS - Jason Oldham x6-3229 (Severe Weather)
                            Nancy Trickett (OJA) x6-3627 (Bomb Threat)

       1) SUPREME COURT                 (Jason) Sue Macfee         x6-5322
       2) COURT OF APPEALS              (Judy D.) Alice Thornton   x6-6184
       3) JUDICIAL ADMIN.               (Mary)     Receptionist    x6-2256
       4) LAW LIBRARY                   (Kathie) Claire King       x6-3257
       5) CENTRAL RESEARCH              (Carol G.) Terri Bezek     x6-2639
       6) SUPREME COURT STAFF            (Julie)   Paul Purcell    x6-1910


1) SUPREME COURT - Sue Macfee                 x6-5322

       A) Marcia Ayres                  x6-3807
                   Jack Fowler          x6-4891
                   Janice Butterfield   x6-5348
                   Nancy Redd           x6-5128
       B) Marcia Tacha                  x6-5411
                   Sandy Reigle         x6-5405
       C) Julie Meyer                   x6-5364
                   Vicky Berry          x6-4900
                   Diane Shelby         x6-4898

2) COURT OF APPEALS - Alice Thornton               x6-6184

       A) Judy Haselwood                x6-6290
                  Lacey Phillips        x6-6146
                  Becky Nioce           x6-5408
       B) Brenda Eichinger              x6-5410
                  Lupe Martinez         x6-5409
                  Eunice Su             x6-5407
       C) Jo Newman                     x6-5412
                  Janelle Williams      x6-7177




                                            -43-                             Rev. 7/30/01
 KANSAS JUDICIAL BRANCH                          KANSAS JUDICIAL CENTER POLICIES


EMERGENCY PHONE LIST & GUIDELINES (continued)

3) JUDICIAL ADMINISTRATION - Receptionist                    x6-2256

         A) Richard Ross                      x6-2602
         B) Marilyn Pilcher                   x6-3764
                    Melissa Wells             x6-5938
                    Albert Pahmahmie          x6-2655
                    Ron Robinson              x6-8868
                    Les Paul                  x6-3038
         C) Amy Bertrand                      x6-3530

4) LAW LIBRARY - Claire King          x6-3257
5) CENTRAL RESEARCH - Terri Bezek     x6-2639
6) SUPREME COURT STAFF - Paul Purcell x6-1910

PHONE LIST GUIDELINES:

For a prompt, orderly evacuation of the Judicial Center the listed phone guidelines, for severe
weather and bomb threats, must be followed:

Severe Weather/Tornado Warning:

The Clerks’ Office will call the offices numbered 1-6 on the ?telephone tree.” Each of the first
six offices will call the names in bold type preceded by a letter of the alphabet. Persons whose
names are in bold type will call all persons listed under their names. If a caller is not able to
make phone contact with a particular person, the caller should attempt to contact the person
physically if time permits.

Persons who receive a phone call are responsible to notify the staff members in their offices. For
example, each justice’s or judge’s executive assistant will be responsible for notifying the law
clerk and justice or judge. All Judicial Center staff are encouraged to alert other employees as
time permits, particularly those who may be isolated offices, restrooms, etc.

Bomb Threat:

The person in the office that initially receives the bomb threat should immediately call Nancy
Trickett in the Office of Judicial Administration (see secondary contact at top of list). The
?telephone tree” will then function in the same manner as the severe weather procedures. Any
order to evacuate the building will be passed along through each branch of the ?tree.”



                                               -44-                                        Rev. 7/30/01
     KANSAS JUDICIAL BRANCH                       KANSAS JUDICIAL CENTER POLICIES


        EMERGENCY CLOSING PROCEDURE - KANSAS JUDICIAL CENTER

        The following procedure is to be used when weather or other conditions require the closing
        of the Kansas Judicial Center:

1.      Howard Schwartz will contact the Chief Justice to obtain authorization to close the Judicial
        Center.

2.      Howard will call Mary Rinehart, who will change the voice mail message for the main OJA
        telephone number (296-2256) by 7:15 a.m. The voice mail message will state that the
        Judicial Center is closed because of the weather.

3.      Mary will call:        Fred Knecht or his designee
                               Richard Ross or his designee
                               Jerilynn Palmer

4.      Jerilynn will call:    Jack Fowler or his designee
                               Carol Green or her designee
                               Terri Bezek or her designee
                               Stan Hazlett or his designee

5.      Carol Green will have the voice mail message for the main telephone number for the Clerk’s
        Office (296-3229) changed to reflect that the office is closing.

       Each office is encouraged to have in place its own calling tree for further notification.
Employees may also call either the OJA or Clerk’s Office numbers to determine whether the Judicial
Center is closed.


           INCLEMENT WEATHER POLICY - KANSAS JUDICIAL CENTER

        It will only be in extraordinary circumstances the Judicial Center will be closed; however,
if an individual employee feels it would be dangerous to attempt travel, vacation leave may be
authorized for the employee, regardless of the employees’ length of service. The employee’s
supervisor should be notified as soon as possible.

       This policy will have no impact on employees who previously scheduled leave for a day on
which the office is closed. These employees will use the approved vacation, sick, or discretionary
day leave.

        The Judicial Branch is an independent branch of government, and orders from the Governor’s
office closing state government do not apply to the Judicial Branch. Only the Chief Justice can close
the Judicial Center.
                                                -45-                                       Rev. 7/30/01
 KANSAS JUDICIAL BRANCH                          OFFICE OF JUDICIAL ADMINISTRATION POLICIES



                                      BUILDING ACCESS

        The Kansas Judicial Center is located at 301 SW 10th Street, Topeka, Kansas. The doors
are located on the north and south sides of the building. The north doors are accessible to
individuals with disabilities. The parking lot is on two sides of the building. The south doors are
reached by a large staircase which is adjacent to the parking lot.

        The Supreme Court Library is accessible to anyone who enters the building. To enter
levels other than the main floor, you must first pass through a metal detector, then access the
other floors by elevator.


                               AFTER HOURS PROCEDURES

        Employees who are authorized to enter the building after hours are given a key.
Employees who come into the building over the weekend, after regular business hours, or on a
holiday, must call the Capitol Police right away. The phone number for security is located on the
check in/out clipboard at the Security Desk and a phone is there for your use. When you call,
identify yourself and tell them which office you will be working in. Also make sure you sign the
sign in sheet located near the phone. You also need to call the Capitol Police when you enter or
exit the building between the hours of 5:15 p.m. to 7:15 a.m. Nonexempt employees should not
be accessing the building after hours because this could lead to working over 40 hours in a work
week. See page 22 for “recording leave.”

       Failure to call the Capitol Police will cause the alarm system to be set off and the Capitol
Police will react accordingly. The phone call will prevent unnecessary problems.




                                               -46-                                        Rev. 7/30/01
 KANSAS JUDICIAL BRANCH                          OFFICE OF JUDICIAL ADMINISTRATION POLICIES



                                           PARKING

        State Lot #1 is located directly south and west of the Kansas Judicial Center. To park in
Lot #1, the Kansas Judicial Branch Personnel Office will place your name on a waiting list and
you will be notified when a space becomes available for your use. Upon notification, you will be
directed to go to the Capitol Police security desk located in the Landon State Office Building to
receive a parking sticker. Employees pay $4.62 by automatic withdrawal from each paycheck
after parking has been approved.

       Employees are not allowed to park in the Kansas Judicial Center visitor parking spots.
Violators will be ticketed.

                                        ORIENTATION

        Supervisors will bring or send all new employees to the Judicial Branch Personnel Office
to discuss benefits and complete the necessary paperwork to start employment. New employees
will also take a tour of the building. The supervisor will provide information and training on the
new employee’s function in our organization.

                                     EXIT INTERVIEWS

        In the event you decide to terminate your employment with the Kansas Judicial Branch,
the personnel office will contact you to schedule an exit interview. The purpose of the exit
interview is to provide you with the opportunity to discuss your job, accomplishments and future
plans.

        Before your interview, you will also receive a questionnaire to complete. The information
you provide on the questionnaire and during the exit interview will be confidential between you
and a representative from Personnel, unless circumstances require sharing the information and
identity of the employee because of legal issues.

        Building keys and keycards and employee identification cards must be turned in to OJA
during the exit interview.




                                               -47-                                      Rev. 7/30/01
GLOSSARY




           Rev. 7/30/01
                                          GLOSSARY

Administrative Authority: An official with primary administrative responsibility such as the
Chief Justice of the Supreme Court, Chief Judge of the Court of Appeals, and the chief judges of
the district courts. This official may delegate this responsibility to another judicial branch officer
or employee designated as the appointing authority. If an administrative authority has not
delegated responsibilities, the administrative authority may also be an appointing authority.

Americans with Disabilities Act (ADA): A federal act prohibiting discrimination against
persons with disabilities in employment, public accommodations, and services.

Appointing Authority: The person given authority by the Kansas Court Personnel Rules to
make human resources decisions as assigned by the appropriate administrative authority.
Examples of appointing authorities are court administrators and chief judges. An appointing
authority who has not delegated personnel responsibilities may also be the administrative
authority.

Benefits Eligible Employee: An employee assigned to a position requiring at least 1,000 hours
of work. An eligible employee may participate in the benefits and retirement programs.

Chain of Command: The levels of reporting an employee must go through for approval of
leave, to report incidents of concern, or discussion. An employee’s chain of command begins
with the employee’s supervisor.

Compensatory (Comp) Time: Supervisor approved time off work for nonexempt employees for
hours worked in excess of a 40 hour work week. The rate of compensatory time granted is one
and ½ times the hours in excess of a 40 hour work week.

Demotion: Movement of an employee to a position with a lower pay grade than the employee’s
current classification. A demotion may be voluntary or involuntary due to disciplinary reasons.

Director of Personnel: The position described in the Kansas Court Personnel Rules which
implements, enforces and maintains rules, policies, procedures, and equitable compensation for
all Kansas Judicial Branch employees.

Disability: A physical or mental impairment that substantially limits one or more major life
activities as defined by the Americans with Disabilities Act.

Discretionary Day: A personal holiday an employee may take at any time pending advance
approval from the employee’s supervisor.

Exempt: A position categorized as executive, administrative, professional, or professional
computer positions under FLSA. Exempt employees are paid a biweekly salary and are not
eligible for compensatory time and overtime. An exempt employee only reports deviations to the
work schedule such as leave taken on timesheets.



                                                -G1-                                         Rev. 7/30/01
                                        GLOSSARY

Fair Labor Standards Act (FLSA): A federal law controlling such factors as minimum wage,
working hours, record-keeping requirements and other employer and employee issues affecting
full-time and part-time workers. Based on the interpretation of the FLSA, each position in the
Kansas Judicial Branch is categorized as exempt or nonexempt.

Family Medical Leave Act (FMLA): The Family and Medical Leave Act allows eligible
employees paid or unpaid leave to care for the employee’s child after birth, or placement for
adoption or foster care; to care for the employee’s spouse, child, or parent who has a serious
health condition; or for a serious health condition that makes the employee unable to perform the
employee’s job. For more information see page 30.

Full-Time: A regular position scheduled to work 40 hours per work week.

Grade: A range of pay within the Kansas Judicial Branch pay plan.

Grievance Procedure: A formal procedure an employee may use if he or she is unhappy with an
action relating to an employee’s own working conditions, employee and supervisor relationship,
extended duty assignments, hours worked, working facilities and conditions, policies for granting
leave, etc.

Holidays: Days declared by the Chief Justice as paid time off for all employees in regular
positions.

Kansas Court Personnel Rules (KCPR): Rules which establish and maintain equitable and
uniform policies, procedures, job classifications and compensation plans for employees of the
Supreme Court, Court of Appeals, district court and district court trustees.

Leave: Time off work in pay status.

Leave without Pay: Unpaid time off work. Leave without pay for more than 30 days is not
counted as length of service for vacation and sick leave accrual and length of service for
longevity bonuses. For more information, see page 32.

Length of Service: An employee’s total amount of service credit from the employee’s hire date
plus any adjustments made for leave without pay of 31 or more consecutive days and for breaks
in service.

Longevity Bonus: A bonus paid annually to employees with a length of service of at least 10
full years. For more information, see page 19.

Nonexempt: A position under FLSA that is paid an hourly rate. Nonexempts are eligible for
compensatory (comp) time. Nonexempts report all hours worked and leave taken on timesheets.
For more information, see page 22.



                                              -G2-                                      Rev. 7/30/01
                                        GLOSSARY

Part-Time: A regular position regularly scheduled to work less than 40 hours per biweekly pay
period.

Pay Status: Time worked and time off work for which the employee is compensated. Examples
include holidays, use of any kind of leave with pay, or use of compensatory time credits. Leave
without pay is not considered as time in pay status.

Pay Period: A biweekly period that runs from Sunday of the first week through Saturday of the
second week.

Position: An individual job within the Kansas Judicial Branch.

Position Description: Documentation of the duties assigned to the employee’s position.

Probationary Period: A working test of an employee’s ability to perform assigned duties. The
probationary period for all employees is 12 months. For more information, see page 11.

Promotion: Movement of an employee to a position with a higher pay grade than the
employee’s original classification.

Regular Position: A position requiring more than 1,000 work hours per fiscal year. Regular
positions may be either full-time or part-time.

Rehire: The reappointment of a former permanent employee within one calendar year of the
termination.

Sexual Harassment: Any unwelcome sexual advances, requests for sexual favors, sexually
suggestive objects, pictures and communications or physical contact of a sexual nature. Sexual
harassment occurs when submission to such conduct is directly or indirectly made a requirement
for the individual’s employment or used as a basis for any employment decision or when such
conduct unreasonably interferes with the individual’s work performance or creates intimidating,
hostile or offensive work environment. Sexual harassment does not include personal
compliments welcomed by the employee nor social interaction or relationships freely entered by
employees.

Step: A unit of pay on the Kansas Judicial Branch pay plan. The Kansas Judicial Branch has
five units of pay for each grade, steps A, B, C, D and E.

Step Movement: Movement to the next step on the Kansas Judicial Branch pay plan.

Supervisor: An individual designated by the appointing authority who directs, evaluates and
coordinates the activities of another employee or employees.




                                             -G3-                                        Rev. 7/30/01
                                        GLOSSARY

Temporary Position: A position requiring 999 hours or less work each fiscal year. Employees
on temporary positions are not eligible for benefits and leave.

Time on Step: The time requirement for an employee on a particular step to move to the next
step of the Kansas Judicial Branch pay plan.

Transfer: Movement from a current position to a similar position of the same classification and
grade.




                                             -G4-                                      Rev. 7/30/01
                KANSAS JUDICIAL BRANCH EMPLOYEE HANDBOOK

Index (in alphabetical order)

Administrative Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Americans with Disabilities Act of 1990 (ADA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
Americans with Disabilities Act Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
Appeals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
Business Hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
Chain of Command . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Compensatory (Comp)Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Confidential Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
Death and Disability Income . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Dental Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Direct Deposit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Disaster Volunteer Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
Discretionary Day . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Employee Assistance Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Employment Opportunities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Equal Employment Opportunity/Affirmative Action Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
Exempt Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Fair Labor Standards Act (FLSA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Family Medical Leave (FMLA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Flexible Spending Accounts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Funeral Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Grievance Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
Group Health Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
HealthQuest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
History of the Kansas Judicial Branch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Holiday Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Hours of Work and Work Week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
Job Duties Worksheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Jury Duty and Subpoenas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Kansas Judicial Branch Personnel System Purpose . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Kansas Judicial Departments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Kansas Judicial Districts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Kansas Judicial Branch Budget Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Kansas Open Records Act (KORA) Requests for Information . . . . . . . . . . . . . . . . . . . . . . . . . . 33
Kansas Public Employees Retirement System (KPERS) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Learning Quest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Leave Without Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
LifeLine . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21




                                                                                                                                     Rev. 7/30/01
                KANSAS JUDICIAL BRANCH EMPLOYEE HANDBOOK

Longevity Bonus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Medical Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Nonexempt Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Optional Group Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Outside Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
Pay Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Pay Upon Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Payroll Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Performance Evaluation Appeals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
Performance Evaluation System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Personnel File (official) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
Political Activity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
Position Description . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Prescription Drug Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Privacy and Confidentiality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
Probationary Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Promotions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Recording Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Regular Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Requirements for Participation (benefits) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Sample Timesheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
Service Awards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Sexual Harassment Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
Shared Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Sick leave Paid at Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Temporary Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Timesheet Earnings Codes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Timesheets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Vacation Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Vision Plan (optional) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Website (Kansas Judicial Branch) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
Welcome to the Kansas Judicial Branch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Workers Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Workplace Violence Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

GLOSSARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . G-1




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                KANSAS JUDICIAL BRANCH EMPLOYEE HANDBOOK

KANSAS JUDICIAL CENTER POLICIES
Kansas Judicial Center Emergency Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
Kansas Judicial Center Emergency Phone List and Guidelines . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Kansas Judicial Center Emergency Closing Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
Inclement Weather Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

OFFICE OF JUDICIAL ADMINISTRATION POLICIES
After Hours Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
Building Access . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
Exit Interviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Orientation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Parking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47




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