LEGISLATIVE UPDATE #42 -- October 17, 2008
Secretary of Wildlife and Parks, Mike Hayden, recently released some information on the success of the Walk-In Hunting Access Program (WIHA). In addition to some of the best pheasant, quail, deer and turkey hunting found in the nation, hunters are attracted to Kansas by its wide-open spaces, accommodating landowners and the WIHA program.

Each year approximately 271,000 hunters spend an average of 11 days hunting in Kansas. Each hunter spends an average of $827.00 annually on food, gas, lodging, and equipment, and most of this money goes directly into the communities from which they base their hunts.

The department wishes to acknowledge this program’s success is directly related to the generosity and hospitality of Kansas’s landowners, especially those that participate in WHIA.

*There are currently 1,050,000 acres enrolled in the 14th year of this program.
*There were 2,193 contracts for hunting access was signed by willing landowners.
*2,435 Kansas landowners received payments at the local level
*$1.97 per acre average cost is paid for by hunting license revenue and excise tax on hunting equipment.
*$650.00 is the average payment each WHIA cooperator receives.
*135,000 WIHA Atlases were produced and made available at no cost to hunters through license vendors statewide.

Steven G. O’Neil from the Kansas Insurance Department recently released a Consumer Assistance Division opinion on clarifying some details on the recently passed SB81 as it relates to COBRA.

The major issue involved here is that for continuation of insurance coverage of an individual whose employment was terminated has always been six months. The employee could pay the premiums formerly paid by his/her employer and for six months retain health care coverage.

SB 81 extended this time period to 18 months. The coverage is not retro-active, insurance companies are not required to provide this extension unless the individual was already on the extension as of July 1, 2008. Those of you already on the extension as of July 1, 2008are eligible to receive the additional time. You should always check with your individual provider for specifics.

This address a critical components of insurance coverage of those individuals between jobs, some may be unemployed or waiting to meet enrollment dates. It is not unusual for many to be without employer paid insurance coverage during this transition period. The employer does not pay this extension coverage, although the payments may go through them.

As we in the State of Kansas address health insurance there will be many moving parts to any program and “one-size fits all” is impractical. Other issues include: Transportability, deductible levels, cost of living adjustments, pre-existing conditions, termination of benefits, selected providers and other eligibility concerns.

I recently received some correspondence from a constitutent that outlined a Federal Program introduced in the US House of Representatives. H.R. 5873 would establish that employers would have to provide extended paid sick leave. Up to 12 weeks a year would be available for employees use if one of the following exists.

• To care for the employees own serious health condition
• To care for a child, parent, spouse, domestic partner, grandchild, grandparent or sibling with a serious health condition.
• To care for a parent, child, spouse, domestic partner, grandchild, or a child placed with the employee thorough adoption or foster care
• . To address a family situation resulting from the immediate family members active duty in the Armed Forces.
• To care for a family member (child, parent, spouse, domestic partner, grandchild, grandparents, sibling or next of kin) who is a covered service member with a serious injury or illness.