Articles about Alaska Labor And Employment Law.

How Do Alaska’s Final Paid Sick Leave Rules Differ from the Proposed Rules?

The Alaska Department of Labor & Workforce Development’s final rules implementing the paid sick leave provisions of Ballot Measure 1 (2024) became effective September 25, 2025. Previously, we highlighted what the proposed rules included. Here, we discuss

Proposed Regulations for Alaska Paid Sick Leave Law Provide Guidance to Employers Just in Time for July 1st Effective Date

On June 25, 2025, the Alaska Department of Labor & Workforce Development (Department) published proposed regulations interpreting Ballot Measure 1, Alaska’s new statewide Paid Sick Leave law, that took effect

New statewide paid sick leave law would take effect on July 1, 2025. Although there is no designated carryover or balance caps, the law would allow employers to limit annual accrual and use to either 40 or 56 hours, depending on employer size. Employees are entitled to use paid sick

Renea Saade and Breanne Martell talk about an Alaska adoption case with a great outcome.

Littler attorneys provide pro bono services in a variety of areas, depending on the interests of individual attorneys. The firm values and encourages the community-minded and pro bono efforts of our lawyers and staff.  

The Equal Pay and Living Wage Act (the Act), currently before the Alaska Legislature as Alaska Senate Bill 16, seeks several significant changes to Alaska’s minimum wage, pay equity and employment discrimination law.  The Act was introduced on January 22, 2021.  If enacted, it would create the most comprehensive

With only 404 total positive test results, 44 hospitalizations, and 10 deaths statewide during the pandemic as of May 22, 2020, Alaska took a big step forward in reopening its economy and lifting restrictions on social interaction. Accordingly, during a recent press conference, Governor Mike Dunleavy announced that phase III

An employer did not breach the implied covenant of good faith and fair dealing under Alaska law for terminating an employee for allegedly falsifying prescription drug records, the Alaska Supreme Court has ruled. Beach v. Handforth-Kome, No. 6845 (Alaska Nov. 29, 2013). Although the employee argued that the employer’s investigation was unfair, the Court found the implied covenant of good faith and fair dealing did not require the employer to provide her with additional protections, beyond that in the employee handbook. The Court also rejected the employee’s claim for retaliatory discharge.