Kansas HR Compliance Guide for Employers

Kansas is one of the most employer-friendly states in the country. This guide walks you through what Kansas law still asks of you as an employer, from the first hire to the final paycheck, and flags the few rules that tend to catch small businesses off guard.

The list of what Kansas does not require is long. There is no state paid sick leave mandate, no state FMLA, no pay transparency law, no ban-the-box requirement, and the minimum wage has not moved above the federal floor in over a decade. For small businesses that operate across state lines, Kansas often feels like breathing room compared to Colorado or Minnesota.

But minimal regulation is not zero regulation. The Kansas Act Against Discrimination (KAAD) kicks in at just 4 employees, making it one of the lowest anti-discrimination thresholds in the United States. Domestic violence leave under K.S.A. 44-1132 applies to every Kansas employer regardless of size. Workers' compensation is mandatory once prior-year gross payroll passes $20,000.

The Kansas Wage Payment Act (KWPA) also carries real penalties for late final paychecks. FirstHR was built for exactly this kind of environment: where the compliance list is shorter than California's, but the gaps that exist are easy to miss.

Kansas Compliance at a Glance

Employment Law Basics

At-Will Employment and Its Limits

Kansas is a strict at-will employment state: you or the employee can end the job at any time, for any reason that is not illegal. No single statute codifies the rule; it comes from common law, and Kansas courts have carved out two exceptions.

The first is the public policy exception, drawn in Murphy v. City of Topeka (6 Kan.App.2d 488, 1981) and Palmer v. Brown (242 Kan. 893, 1988). It bars firing someone for filing a workers' compensation claim, refusing to perform an illegal act, or exercising a statutory right.

The second exception is implied contract. Handbook language or an oral promise can create a reasonable expectation of continued employment, as Morriss v. Coleman Co. (241 Kan. 501, 1987) held. That is why a clear at-will disclaimer belongs in the handbook and in every offer letter. Unlike some other states, Kansas courts have declined to recognize the implied covenant of good faith and fair dealing as a third limit.

Kansas Act Against Discrimination (KAAD) Threshold

The KAAD (K.S.A. 44-1001 et seq.) reaches any person in this state employing four or more persons, one of the lowest anti-discrimination thresholds in the country. Federal Title VII, ADA Title I, and the Age Discrimination in Employment Act (ADEA) wait for 15, 15, and 20 employees. Between four and 14 employees, state law is the only protection Kansas workers have.

K.S.A. 44-1009 names race, religion, color, sex, disability, national origin, and ancestry, and separately bars the use of genetic screening or testing information. Age 40 and over comes from the companion Kansas age discrimination act at the same four-employee threshold. Sexual orientation and gender identity are not named in the statute, and since July 1, 2023 K.S.A. 77-207 defines sex in Kansas law as biological sex at birth.

Complaints go to the Kansas Human Rights Commission within six months of the alleged act. A charge cross-filed with the Equal Employment Opportunity Commission (EEOC) under the worksharing agreement, which lets one filing count with both agencies, carries the federal 300-day deadline instead. That longer federal window is where the six-month state deadline usually gets lost.

Right-to-Work and Union Relations

Kansas is a right-to-work state under the Kansas Constitution, Article 15, Section 12 (adopted 1958), and K.S.A. 44-831. Employees cannot be required to join a union or pay union dues as a condition of employment. Constitutional protection is the strongest possible form of right-to-work law.

Right-to-work status simplifies union relations for most small businesses in Kansas, but it does not switch off federal labor law. Section 7 of the National Labor Relations Act (NLRA) still protects concerted activity, including employees' right to discuss wages and working conditions with each other.

Worker Classification

Kansas does not use an ABC test, the three-part test some states use to presume a worker is an employee. For unemployment insurance (UI), K.S.A. 44-703(i) defines employment by the usual common law rules applicable in determining the employer-employee relationship, the same family of control factors the IRS applies for federal tax purposes. The state and federal analyses therefore point the same way, which is unusual among the states.

The practical exposure is still real. The Kansas Department of Labor (KDOL) conducts misclassification audits, and a worker reclassified as an employee creates back liability for unpaid UI taxes, workers' comp obligations, and KWPA violations at once.

Hiring and Onboarding Compliance in Kansas

Every new hire in Kansas takes two federal documents and four state items. The checklist below lists each one with its deadline and a link to the official source.

No E-Verify Requirement for Private Employers

Kansas has no state E-Verify mandate for private employers. The states that impose one across the board are Alabama, Arizona, Mississippi, and South Carolina, with Florida, Georgia, North Carolina, Tennessee, and Utah applying a headcount or licensing trigger. Kansas appears on none of those lists, and no Kansas statute reaches private hiring.

Two things still apply. The FAR E-Verify clause binds businesses holding qualifying federal contracts, whatever the state says. And the standard federal Form I-9 is mandatory for every Kansas employer: Section 1 on or before the first day of work for pay, Section 2 within three business days.

Background Checks and Criminal History

Kansas has no statewide ban-the-box law (a rule that keeps conviction questions off job applications) for public or private employers. Employers may inquire about criminal history at any stage of hiring, subject to the federal Fair Credit Reporting Act (FCRA) rules for consumer reports. Apply FCRA requirements consistently, including the adverse action notice process when you use criminal history information from background check vendors.

The Kansas Criminal History Record Act (K.S.A. 22-4701 et seq.) governs access to records through the Kansas Bureau of Investigation. Expunged records work differently. Under K.S.A. 21-6614, an applicant whose record was expunged may answer that they were never arrested or convicted of that crime, except for listed jobs such as law enforcement, private security, gaming, and commercial driving.

Drug Testing and Cannabis

Kansas has no comprehensive drug testing statute for private employers, unlike Iowa, whose Iowa Code 730.5 runs to pages of procedure. Kansas employers keep broad discretion over pre-employment and workplace drug testing. Nothing in state law creates an accommodation duty for cannabis, because Kansas runs no medical or adult-use program, which keeps the policy far simpler than the Colorado or Minnesota version.

Post-accident testing carries a second payoff in workers' comp. K.S.A. 44-501(b) presumes impairment conclusively at an alcohol concentration of .04 or on a confirmed drug test, which means the worker cannot argue it away. Impairment then raises a rebuttable presumption that it contributed to the accident, and the employee can overcome that only by clear and convincing evidence, a high bar. Where the presumption stands, the employer is not liable at all.

Pay Transparency

Kansas has no state pay transparency law and no salary history ban. Employers may ask about prior compensation and are not required to disclose salary ranges in job postings. Federal NLRA Section 7 still applies, however, so you cannot stop employees from discussing wages among themselves. If you hire across state lines into states like Colorado (mandatory salary ranges) or California (salary ranges in postings), those states' rules apply to the postings you place there.

Wages, Overtime, and the Kansas Wage Payment Act

Minimum Wage

Kansas minimum wage is $7.25 per hour under K.S.A. 44-1203, the rate the state has carried since January 1, 2010, and it matches the federal floor. There are no scheduled increases and no local minimum wage ordinances anywhere in the state. The same section sets a $2.13 cash wage for tipped employees, with the employer making up any shortfall once tips are counted. Youth and training subminimum wages follow federal provisions.

The Kansas rate reaches only employers and employees outside the federal Fair Labor Standards Act (FLSA), so for most businesses the federal rate governs. Because the two rates are identical, the practical result is the same either way. The Kansas minimum wage page sets out the exceptions that still apply, the tipped and youth rates, and the poster requirement.

Overtime

Kansas technically has a state overtime law at K.S.A. 44-1204, but it excludes any employee covered by section 7 of the FLSA. The state threshold is 46 hours per workweek, compared to the FLSA's 40 hours. For the vast majority of Kansas employers, who are covered by the FLSA, federal law governs exclusively: overtime is due at 1.5 times the regular rate for hours worked beyond 40 per workweek.

Kansas has no daily overtime threshold. Unlike California's 8-hour rule or Colorado's 12-hour rule, Kansas triggers overtime only on a weekly basis. All standard FLSA exemptions apply, including executive, administrative, professional, outside sales, and computer professional categories.

Kansas sets no salary floor of its own for exempt status (employees not owed overtime), so the federal one governs. An executive, administrative, or professional employee must be paid at least $684 per week ($35,568 per year) on a salary basis and must also meet the duties test.

The highly compensated employee threshold is $107,432. A final rule effective May 15, 2026 restored the federal overtime regulations at 29 CFR Part 541 to their pre-2024 text after the 2024 rule was vacated.

Two more rules shape how you handle overtime. Private Kansas employers cannot substitute compensatory time off for overtime pay, because comp time under the FLSA is available to public agencies only. And no Kansas statute caps mandatory overtime or carves out nurses, so an employer may require the extra hours as long as they are paid correctly.

Meal and Rest Breaks

Kansas does not require meal or rest breaks for adult employees. Federal FLSA rules apply: breaks shorter than 20 minutes must be paid, and bona fide meal periods of 30 or more minutes during which the employee is fully relieved of duties may be unpaid. Kansas child labor law (K.S.A. 38-603) limits the hours that workers under 16 can work, but it sets no meal or rest break for them either.

Kansas Wage Payment Act (KWPA)

The Kansas Wage Payment Act (K.S.A. 44-313 et seq.) governs how and when wages must be paid. K.S.A. 44-314 requires wages at least once each calendar month on paydays designated in advance, and an employer that pays only by direct deposit or payroll card has to offer an alternative method as a default. K.S.A. 44-320 requires an itemized statement of deductions on the employee's request rather than automatically with every check.

Deductions from wages are narrower than most handbooks assume. K.S.A. 44-319 permits them where state or federal law requires it, or where the employee signed a written agreement covering a loan, a payroll overpayment, or the replacement cost of company property. No deduction may push pay below the applicable minimum wage.

Equal Pay

Kansas has no standalone equal pay act. The federal Equal Pay Act (EPA) applies to all Kansas employers covered by the FLSA and bars paying men and women differently for substantially equal work under similar conditions.

The KAAD's sex discrimination provisions add a state-level route for equal pay claims at employers with 4 or more employees, a lower threshold than Title VII's 15. Because Kansas has no salary history ban and no pay transparency requirement, employers keep full discretion over what they disclose about pay during hiring.

Leave Laws in Kansas

Kansas has one of the thinnest state-mandated leave landscapes in the country. There is no paid sick leave requirement, no state FMLA, no bereavement leave mandate, and no school visitation leave. Three specific leave types still carry real compliance obligations that every Kansas employer must address: domestic violence and sexual assault leave, voting leave, and jury duty.

Domestic Violence and Sexual Assault Leave

Every Kansas employer must allow up to 8 days of leave per calendar year to an employee who is a victim of domestic violence or sexual assault. K.S.A. 44-1131 through 44-1133 carry no minimum employee threshold at all, so the rule binds from the first hire.

Qualifying uses are obtaining a protective order, seeking medical attention, accessing domestic violence or sexual assault services, and making court appearances. The employee draws on accrued paid leave first; where none is available, the leave is unpaid. Documentation such as a police report, a court order, or certification from a medical professional or advocate is due within 48 hours.

Two more details are worth knowing. The definitions at K.S.A. 44-1131 reach domestic violence and sexual assault only, so stalking and human trafficking sit outside them. And K.S.A. 44-1133 puts enforcement with the secretary of labor, who may also write the implementing rules, so a complaint lands at the agency rather than in your inbox.

Voting Leave and Jury Duty

K.S.A. 25-418 gives a voter up to 2 consecutive hours off while the polls are open, with no deduction from usual salary or wages. Any time the polls are open outside the employee's shift counts against those two hours. The employer picks when during the shift the time is taken, excluding the regular lunch period.

Jury duty is job-protected under K.S.A. 43-173. Kansas does not make the employer pay wages during jury service, but discharging or threatening to discharge a permanent employee over it exposes the employer to lost wages, actual damages, and a reinstatement order with seniority intact.

Military Leave and Other Leave Types

Military leave for a private employer in Kansas now runs on federal law alone. The old state reemployment section, K.S.A. 48-222, was repealed effective July 1, 2024 when the legislature recodified the Kansas military code. The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) still reaches every employer at any size and carries the reemployment and benefit-continuation rules.

The rest of the leave landscape is empty. Kansas mandates no bereavement leave, no school visitation leave, and no organ or bone marrow donation leave for private-sector employees. Anything in those categories is a policy choice, which means the handbook, not the statute, is what an employee will hold you to.

Anti-Discrimination and Harassment in Kansas

KAAD: Protected Classes and Enforcement

The Kansas Act Against Discrimination (K.S.A. 44-1001 et seq.) reaches any employer of four or more persons. The protected classes the statute names are race, religion, color, sex, disability, national origin, and ancestry. A separate subsection bars the use of genetic screening or testing information, and the companion Kansas age discrimination act adds age 40 and over.

The deadline is the detail employers get wrong. A complaint to the commission must be filed within six months of the alleged act, or of the last act in a continuing pattern. The 300 days people remember is something else: the federal window for a charge cross-filed with the EEOC, and separately the period the commission has to act on a complaint.

Between four and 14 employees, the state act is the whole of it. Federal Title VII and ADA Title I start at 15, and the ADEA at 20, so a worker at a small Kansas business can take a claim only to the commission. For a small employer, that makes the Kansas Human Rights Commission, not the EEOC, the agency to plan around.

Sexual Orientation and Gender Identity: Patchwork Coverage

The KAAD does not name sexual orientation or gender identity. Federal Title VII does that work instead: Bostock v. Clayton County (2020) put both inside the statutory ban on sex discrimination, and that reading applies at employers with 15 or more employees. State law points the other way: K.S.A. 77-207 has defined sex as biological sex at birth since July 1, 2023.

Local ordinances fill part of the rest. The Movement Advancement Project counts 20 Kansas jurisdictions whose ordinances cover sexual orientation and gender identity in private employment, among them Wichita, Lawrence, Topeka, Overland Park, and the Unified Government of Wyandotte County and Kansas City, Kansas. Wichita's Ordinance 51-654, adopted October 12, 2021, reaches any employer in the city with four or more employees, and Lawrence's city code uses the same four-employee line. Check the city code wherever you have staff. Below 15 employees and outside those jurisdictions, the gap is real.

Harassment and Training

Kansas does not require sexual harassment prevention training for private employers. No standalone sexual harassment statute exists; harassment claims are brought under KAAD's sex discrimination provisions. Best practice is annual training and a clear, comprehensive anti-harassment policy in the employee handbook with a defined reporting procedure and anti-retaliation statement. Without training documentation, defending harassment claims becomes significantly harder.

Disability Accommodation

KAAD covers disability at four or more employees. The federal ADA arrives at 15 with a broader definition and far more developed case law on the interactive process, the back-and-forth with the employee to find an accommodation that fits the job. Between four and 14 employees the state act is the governing law, and the interactive process is still the right method.

Pregnancy sits differently. The Pregnant Workers Fairness Act covers employers with 15 or more employees and is the only statute creating an express accommodation duty for a known limitation related to pregnancy. Below that line Kansas names no pregnancy category of its own, so a small employer is working from policy and from the sex provision.

Workplace Safety and Workers' Compensation

Federal OSHA Jurisdiction

Kansas does not have an approved OSHA State Plan, the state-run safety program some states operate with federal approval. Federal OSHA has jurisdiction over all private sector workplaces in Kansas through OSHA Region 7 in Kansas City, Missouri. State and local government employees in Kansas have limited OSHA coverage because federal OSHA does not cover government workers in non-state-plan states.

KDOL offers a free, confidential on-site consultation program for small businesses that want to improve safety practices without triggering a formal inspection. Standard federal OSHA recordkeeping applies: the partial exemption runs out at 10 employees, so Forms 300, 300A, and 301 are required from the eleventh, while a fatality or severe injury is reportable at any size.

The Kansas workers compensation page has the detail: the payroll level at which coverage becomes mandatory, who is excluded, where to buy the policy, the injury reporting deadlines, and what going without coverage costs.

Workers' Compensation

The Kansas Workers Compensation Act (K.S.A. 44-501 et seq.) covers almost everyone. K.S.A. 44-505 exempts an employer only where gross annual payroll for the preceding calendar year came to $20,000 or less and the employer reasonably estimates staying under it this year. Agricultural pursuits are exempt outright, and sole proprietors and partners sit outside coverage unless they elect in.

Kansas runs no state insurance fund. Coverage comes from private carriers or from self-insurance, which needs KDOL approval and real financial qualification. There is no state-run competitive carrier of the kind Colorado operates, so shopping the private market is the only route open to a small Kansas employer.

Injury reports go to the state, not to the insurer. K.S.A. 44-557 gives an employer 28 days from learning of an accident to report it to the director of workers compensation, where the injury keeps the worker off beyond the day or shift on which it happened. Repeated failure to file those reports draws a civil penalty of up to $250 for each violation.

Going without required workers compensation coverage on purpose is a class A misdemeanor under K.S.A. 44-532, and after a hearing the director can also impose a civil penalty of twice the annual premium or $25,000, whichever is greater. The cost of skipping a policy runs well past the premium saved.

Required Workplace Postings

Kansas employers display a short list of state notices alongside the standard federal ones, and the table below shows which apply to you. Download the required Kansas posters from KDOL's Posters in the Workplace page, which links each state and federal notice to the agency that issues it. Post them in a conspicuous location visible to all employees; electronic posting alone is generally not sufficient.

Employee Privacy and Data Protection

Data Breach Notification

Kansas breach notification (K.S.A. 50-7a01 and 50-7a02) runs on a standard, not a clock. Notice to affected Kansas residents goes out in the most expedient time possible and without unreasonable delay, after a good-faith investigation into whether misuse is reasonably likely. There is no 30-day or 45-day deadline of the kind several other states impose.

Two secondary duties sit alongside it. Where a breach reaches more than 1,000 consumers at one time, the nationwide consumer reporting agencies must be told, and substitute notice becomes available where individual notice would cost over $100,000 or the class exceeds 5,000. K.S.A. 50-6,139b separately makes any holder of that data keep reasonable procedures to protect personal information.

Recording Consent

Kansas follows one-party consent for recording under K.S.A. 21-6101. At least one party to the communication must consent, so a party may record their own conversations. The Kansas Supreme Court confirmed this in State v. Roudybush (686 P.2d 100, Kan. 1984), and the rule applies to both telephone and in-person conversations. A violation is a Class A nonperson misdemeanor. Workplace surveillance in areas where there is no reasonable expectation of privacy is generally permissible.

Personnel Files, Social Media, and Employee Privacy

Kansas grants employees no statutory right to inspect their personnel files. Access is entirely a matter of employer policy, which makes a written access policy in the handbook worth the ten minutes it takes to draft. Set out who may ask, what gets produced, and how long it takes.

Kansas also has no social media password law. K.S.A. 44-1039 is sometimes cited for one, but that section is the KAAD perjury provision and says nothing about online accounts. Asking for credentials is still a poor idea, so put the boundary in a social media policy rather than lean on a statute that does not exist.

Termination and Separation

Final Paycheck

K.S.A. 44-315 puts final wages on the next regular payday on which the employee would have been paid if still employed, and the rule reads the same for a resignation and a discharge. Willful failure adds 1 percent of the unpaid wages for each day, except Sundays and legal holidays, after the eighth day past the due date, capped at 100 percent.

Two details trip employers up. Accrued vacation belongs in the final check wherever company policy promises a payout, and Kansas mandates no paid sick leave, so there is nothing to cash out on that side. Unreturned equipment does not justify holding the check.

Non-Compete and Non-Solicitation Agreements

Kansas non-compete agreements are governed entirely by case law; no statute covers them. Courts judge reasonableness by duration, geographic scope, and the scope of restricted activities. Kansas courts also apply blue-penciling, reforming overbroad agreements to a reasonable scope rather than voiding them entirely. That gives employers more protection than California, where non-competes are void, but it still takes careful drafting to keep a court from rewriting the agreement.

Non-solicitation agreements now have a statutory framework of their own. SB 241, effective July 1, 2025, amended K.S.A. 50-163 so that a written customer non-solicitation covenant limited to material-contact customers and running no more than two years past the end of employment is conclusively presumed enforceable and not a restraint of trade.

Employee non-solicitation covenants get the same presumption where they protect confidential or trade secret information, customer or supplier relationships, goodwill, or loyalty, or where they run no more than two years. Courts must now modify an overbroad covenant and enforce it as modified rather than void it. Covenants not to compete are excluded from the section and stay on case law.

WARN Act and Mass Layoffs

Kansas has no state version of the Worker Adjustment and Retraining Notification (WARN) Act. Only the federal WARN Act applies (29 U.S.C. section 2101), requiring 60 days of advance notice for plant closings or mass layoffs at employers with 100 or more employees. Most small businesses sit well below that line, so federal WARN is unlikely to apply.

Kansas Mini-COBRA

K.S.A. 40-2209(i) gives an employee whose coverage under a Kansas group health policy has ended the right to continue it for 18 months. The employee must have been continuously insured under that policy, or one it replaced, for at least three months before the termination, and the application plus first premium fall due within 31 days.

The premium term is where Kansas parts company with federal law. The statute sets the continuation premium at the same rate that applies to members remaining in the group, with no 102 percent administrative load of the kind COBRA permits. Federal COBRA takes over at 20 or more employees, so the Kansas right is what covers the smaller groups.

Payroll and Tax Compliance

State Income Tax Withholding

Kansas income tax was restructured by SB 1 from the 2024 Special Session, effective retroactively for tax year 2024. K.S.A. 79-32,110 has carried two brackets since tax year 2024, and they still apply for 2026: 5.20% up to $23,000 of taxable income for a single filer and $46,000 for a joint return, then 5.58% on the excess.

The same reform changed two more things that reach payroll. Social Security income is fully exempt from Kansas income tax for every taxpayer, with no income limit, and the withholding tables were rebuilt around the two-bracket table. Employers use the Kansas K-4 withholding form with the current tables at ksrevenue.gov/kw100.html.

Kansas income tax rates can now fall on their own. A 2025 law, K.S.A. 79-32,110c, has the budget director run two checks every August 15: whether receipts beat an inflation-adjusted fiscal 2024 baseline, and whether the budget stabilization fund holds at least 15% of the prior year's receipts. When both hold, the rates drop for the next tax year, so recheck the rates in your payroll system every January.

Unemployment insurance is 100 percent employer-funded in Kansas, with no employee UI deduction. K.S.A. 44-710a assigns a new employer 1.75 percent of wages, or 5.55 percent in the construction industry, until an experience rating, a rate based on the employer's own unemployment record, takes over. According to the Kansas Legislative Research Department, those rates apply to the first $15,100 of each employee's 2026 wages.

Registration runs through two agencies. Kansas withholding goes through the Department of Revenue and UI through the Department of Labor, with quarterly UI reporting on Form K-CNS 100. Kansas has no significant local payroll taxes or municipal income taxes.

What Kansas Law Requires in Your Employee Handbook

Kansas does not mandate a written employee handbook. Several state laws still create practical obligations that a handbook handles best, and at-will employment only holds up when the disclaimer language is right.

Kansas City and Local Requirements

Kansas preempts local employment mandates on wages, leave, benefits, and scheduling: K.S.A. 12-16,130 bars any city or county from requiring more than state or federal law does on those four points. Nondiscrimination sits outside that list, which is why LGBTQ+ ordinances are the meaningful local exception, and the Kansas City metro area adds cross-border complexity.

Twenty Kansas jurisdictions, by the Movement Advancement Project's count, have local nondiscrimination ordinances covering sexual orientation and gender identity in private employment, Wichita and Lawrence among them, and each ordinance carries its own list of protected classes, exemptions, and complaint process. An employer in one of those cities complies with the local list on top of the state one, so the handbook's protected-class section has to be written for the city, not just for Kansas.

The Kansas City metropolitan area straddles the Kansas-Missouri border, creating a compliance split that trips up many employers. Kansas City, Kansas (KCK) is administratively the Unified Government of Wyandotte County and KCK. Kansas City, Missouri is a separate jurisdiction.

Missouri has its own employment law framework, and Kansas City, Missouri has a 1 percent municipal earnings tax on wages earned within the city. That earnings tax does not apply in KCK or anywhere in Kansas. Employers with employees working in both states must track which laws apply to which employees. For Missouri compliance requirements, see the resources at the Missouri Department of Labor.

Kansas vs. Federal vs. California

Kansas sits at the employer-friendly end of the regulatory spectrum, close to the federal minimum on nearly every dimension. California represents the opposite: mandatory breaks, daily overtime, a near-ban on non-competes, and one of the highest state minimum wages in the country. For multi-state employers, Kansas operations are straightforward, but adding a California employee triggers a far more complex compliance framework.

Key Legislative Changes

Three of these matter operationally right now. Existing non-solicitation agreements are worth rereading against the SB 241 standard, since a covenant drafted before July 2025 may be sitting just outside a presumption it could have had. The two-bracket withholding tables need to be the ones in your payroll system. And the unemployment wage base is no longer a fixed number you can memorize once.

Frequently Asked Questions