Alaska may be considered a "middle" state when it comes to being employee- or employer-friendly. There are many areas where Alaska does not extend as far, if at all, past federal laws. However, in some regards, state law is stricter than federal. For example, Alaska has its own occupational safety and health plan that at least meets, if not exceeds, federal standards and applies to both public and private employers (as opposed to federal, which only applies to private employers).
This page is a round-up of the state and municipal laws in Alaska.
Enhanced to improve the comprehensiveness, organization and topics covered of state employment laws.
Enhanced to link users to the most comprehensive coverage of each law and to improve the organization and scope.
Updated to include the standard interstate child support order compliance requirements of the Uniform Interstate Family Support Act (UIFSA) as adopted by the state.
In Flores v. City of San Gabriel, the 9th Circuit Court of Appeals held that payments of cash in lieu of benefits must be included in the regular rate when calculating how much overtime employees are owed under the Fair Labor Standards Act (FLSA).
Updated to reflect the forthcoming requirement for the state to adopt federal OSHA's final rule requiring employers to electronically report injury and illness data.
In Corbin v. Time Warner, the 9th Circuit Court of Appeals held that a neutral rounding policy will not violate the FLSA even if every employee does not always gain or break even over every pay period.
In-depth review of the spectrum of Alaska employment law requirements HR must follow with respect to payment of wages.
Updated to reflect an increase in Alaska's minimum wage, effective January 1, 2016.
Alaska employers seeking to indicate that Alaska employees will receive pay for vacation upon termination of employment should consider including this model policy statement in their handbook.
A roundup of the comprehensive state coverage XpertHR offers to help Alaska employers ensure they are compliant with state HR and employment laws.