The first step in the complaint process is to discuss the issue with your immediate supervisor within five working days of the incident. You may also speak to the EEO Officer regarding complaints of discrimination or sexual harassment within five working days of the incident. If resolution is not obtained within seven (7) working days, you may file a formal written complaint. Complete KDOT Form No. 0099 and submit it to your supervisor. If your complaint is relative to an action taken by your immediate supervisor, file the Form 0099 with the next person in your chain of command. You may contact any member of KDOT’s ADA/EEO/Employee Relations Bureau, 700 SW Harrison, 1st floor, Topeka, Kansas 66603, phone (785) 296-4566, or email KDOT.ADA-EEO@ks.gov, for information about filing a complaint or seeking an alternate mediation effort. See SOM 2.4.2.

Reasonable accommodation is a modification or adjustment to a job setting, application or hiring process, or other employment-related issues which enable a qualified individual with disabilities to compete equally for the job, perform the essential functions of the job, or participate in all benefits that are provided to similarly situated employees without disabilities. This means modifying or adjusting some of the work tasks or equipment that is used to enable the person to continue to perform the basic functions of the job. See SOM 2.4.4.

You may contact any member of KDOT’s ADA/EEO/Employee Relations Bureau, 700 SW Harrison, 1st floor, Topeka, Kansas 66603, phone (785) 296-4566, or email KDOT.ADA-EEO@ks.gov.

Your KPERS membership date stays the same no matter how many years of service credit you purchase. However, you should notice the total years of service credit increase by an amount equal to your purchase.

State law requires all state employees on permanent positions requiring 1000 hours or more per year to become members of KPERS upon employment. See SOM 2.2.4.

To add or change a primary beneficiary(ies), an employee must complete a KPERS-7/99, Designation of Beneficiary form, and forward to the Bureau of Human Resources through your personnel clerk. Initial designation of a beneficiary and contingent (if applicable) is done on the KPERS-7/99, and submitted at time of employment. See SOM 2.2.4.

You are a vested KPERS member after five (5) years of participating service. If you have not vested at the time you resign from State employment, you have five (5) years to withdraw your contributions. If you do not withdraw or return to employment in a KPERS covered position during this five year period, KPERS will notify you by mail that it is time to withdraw. If you are vested at the time you resign from State employment, you may leave your contributions in KPERS until you are ready to retire. See SOM 2.2.4.

The State, through KPERS, provides a basic group life insurance referred to as an insured death benefit that is currently 150 percent (150%) of an employee's annual rate of compensation at the time of death. This benefit is only available to those employees who are in (regular) KPERS eligible positions, which includes unclassified benefits eligible temporaries, but excludes regular (classified) temporary employees. Additional coverage is available through KPERS with Minnesota Life, at a minimal monthly rate. See your personnel transaction processing clerk for information about Optional Life Insurance.

Retirement estimates are prepared by Karla Thies in the Bureau of Human Resources. You may call 785-296-3519 and discuss possible retirement dates and an estimate will be prepared for you.

Your first retirement check would be received one month following your KPERS retirement date. For example, if your last day on the payroll is September 21, 2001, your KPERS retirement date would be October 1, 2001, and your first retirement benefit check would be dated on the last working day of October.

Yes, you can be rehired on a temporary basis sixty (60) days after your KPERS retirement date. Example: Last day at work 6-12, KPERS retirement date, 7-1, May be hired on a temporary appointment on 9-1 or after. Maximum earnings allowed when returning to work for the same employer is $20,000. [Same employer for KDOT employees is the State of Kansas.]

A newborn child can be added the day of the birth. Group health insurance forms adding the newborn must be completed within 31 days of the date of birth. See your personnel transaction clerk for the necessary forms.

No, your health insurance coverage will become effective the first day of the month following the completion of a 30 day waiting period.

The Flexible Spending Account is an Internal Revenue Code (IRS) Section 125 cafeteria plan which allows an employee to pay for unreimbursed health care expenses, and dependent day care expenses with pretax dollars.

Deferred Compensation is a voluntary 457 (b) retirement plan, established by the State to help employees provide a supplement to their KPERS retirement benefit. ING is the contracted provider for this benefit. Money which is deferred from your paycheck is done so prior to taxes. Information about Deferred Compensation is available from a Tandem (ING) representative at 785 296-7094 or outside of Topeka call 1-800-232-0024.

All positions must be budgeted and allocated before they can be filled. KDOT must have available funds in the budget to cover the costs of the position.

When a vacancy occurs, the Senior Manager shall electronically complete a DOT Form 0006, “Request to Fill Vacant Position”, and submit it to the appropriate Executive Manager for review and approval. For more information, refer to SOM 2.1.2.

You can ask your supervisor for a copy, or call the Bureau of Human Resources, 785-296-1825.

Position descriptions are to be reviewed by the employee and supervisor at the time of the employee's performance review. If changes have occurred, then the position description should be updated at that time. See SOM 2.8.1.

A position may need to be reclassified if there has been a significant change in duties and responsibilities since the last time the position was reviewed. If you or your supervisor believe your position has changed significantly, you or your supervisor may request your position be reviewed. A newly updated position description should be written to include the new/updated duties and responsibilities. Such a request should be submitted through your Senior Manager. An employee may request a position audit by sending a letter to the Chief, Bureau of Human Resources.

Yes, you may submit your employment summary electronically by using the State of Kansas website. The Department of Transportation has seven mailboxes and employees may want to contact the recruiter named on the requisition to determine which mailbox will be used to submit the summary.

Applicants register their personal data and this information is entered into the SHaRP [Statewide Human Resource and Payroll] system. Initial screening is done by the Bureau of Human Resources to determine if the applicant meets the minimum requirements for the position. Managers or supervisors may give additional criteria to screen applicants.

No, your employee identification number is the number that will be used to attach you to the vacant position when you submit your employment summary.

The number of CEUs awarded depends on the length of the training course. The number is listed in the course description, which can be found in the online NHI Courses Catalog. As a rule, NHI awards 0.6 CEU for each full day of instruction.

The requirements to obtain CEUs are actually somewhat more stringent than the requirements for PDHs. One CEU is equal to ten PDHs and is readily transferable.

The Board of Technical Professions has provided a form called the Log of PDH Earned. You should use this form to maintain the records that support the claimed credits. Do not send the form or records to the Board unless audited. You are required to keep the Log of PDH Earned and attendance verification records in the form of completion certificates or other documents that support evidence of attendance for at least four years.

That question has several answers.

• Because credits are earned in a variety of ways, each individual is encouraged to keep track of his or her own credits.
• Records of individual professional development are kept at Technology Transfer for all courses that we sponsor.
• Technology Transfer also insures the KDOT Personnel Services office receives notice of credits earned by all courses that we sponsor. Courses taken that are not sponsored by our Section or by Human Resources should be brought to the attention of the Bureau or District Secretary.
• For those who fill out the CEU application form that is provided at the close of each course, a record is also kept at the NHI Office.

Check the local news media for public service announcements on the radio and TV for information about work cancellations. Employees with Internet access can check for messages posted on the State Employee Services web page. District offices will have someone to answer the phone by 6:00 am whenever there is questionable weather. Employees are expected to report to work unless they are specially instructed otherwise.

A listing of essential employees is found in the Inclement Weather Policy & Plan. Essential employees have been designated to enhance the safety of highway travel, clearing of roads and to facilitate law enforcement and emergency vehicle responsiveness.

Yes. Any KDOT employee may be designated as essential under certain circumstances and called into work. See Inclement Weather Policy & Plan for more information.

The Governor, the Secretary of Transportation, the District Engineers, or their designees may issue a declaration for areas outside of Shawnee County. Only the Governor or the Governor’s designee can issue a declaration for Shawnee County

Inclement Weather Policy & Plan details policies for various employee groups and situations. All employees should notify their supervisors when it's not possible to report to work due to severe weather.

Yes. If you received prior approval for leave and later the period of the Declaration of Inclement Weather was announced, you will not be affected by the requirements of the policy

You will receive the same rate of pay you would have received had there not been a declaration.

Employees should put safety first when determining whether they should travel to work in harsh weather. They should follow regular procedures for reporting their absence. Vacation leave, accrued compensation time, leave without pay, etc. will be used by those employees who are unable to travel to work.

Benefits eligible employees that are nonessential according to the Inclement Weather Policy & Plan shall be placed on Inclement Weather Leave.

Use the KDOT code of 4865.

Vacation leave, accrued compensation time, leave without pay, etc. will be used by those employees who leave early, arrive late or do not report to work due to inclement weather that is not declared.

Yes. This can be used when weather conditions are very hazardous during the morning hours due to ice, snow, fog, etc. but are expected to improve significantly, or to allow time for the road crews to create safer driving conditions.

After you have received your performance review, you have seven calendar days to write a letter to your Executive Manager requesting an appeal of the performance review. The Executive Manager will forward your request to the Bureau of Human Resources which will appoint an appeal committee. Only employees with permanent status and those on probation following a promotion have appeal rights. See SOM 2.7.3.

The employee should discuss the Priority Outcomes with their supervisor. However, final determination in the case of a difference of opinion is left to the supervisor.