SB 268 would exempt seafood processing workers in Alaska from the state's existing minimum paid sick leave requirements. Specifically, it amends Alaska Statute 23.10.069 to add that "seafood processing workers" (defined as those handling tasks like heading, gutting, filleting, or canning seafood) are not subject to sick leave laws covering other workers. This bill directly affects employees in the seafood processing industry by removing a requirement that applies to most other workers. The legislation is currently in committee referral stage and has not yet been voted on.
SB 79 amends Alaska's wage payment laws to establish clear rules for employers using payroll cards. It requires employers to get employee consent before depositing wages into a payroll card account and to provide detailed disclosures about fees, free access methods, and account terms. The bill mandates that payroll cards must offer at least one free weekly withdrawal, free balance checks via phone or online, and no fees for basic account setup, card issuance, or wage transfers. This directly affects Alaskan employers and workers who receive wages via payroll cards, ensuring greater transparency and preventing excessive fees while requiring account insurance.
HB 127 amends Alaska's overtime pay law to exempt employees at smaller newspapers from overtime requirements. Specifically, it adds a new exemption for workers employed by newspapers with a circulation under 4,000 (increasing the previous threshold from 1,000). This change directly affects employees at weekly, semiweekly, or daily newspapers in Alaska that meet this circulation size limit. The bill is currently pending in committee and would alter which newspaper workers are not entitled to overtime pay for hours worked beyond 40 per week.
HB 130 creates a "flexible time credit" system for executive branch classified employees in Alaska who are not eligible for overtime pay. It allows these employees to earn paid time off for hours worked beyond their standard workweek, accruing in 15-minute increments. The time credit has no cash value and is forfeited if the employee leaves state service, excluding hours covered by special pay plans for extended on-site work. This policy directly affects non-overtime-eligible state workers in executive branch roles, replacing overtime compensation with flexible paid time off.
SB 189 requires employers with 50 or more employees in Alaska to provide paid sick leave, mandating 1 hour of leave for every 30 hours worked (capped at 56 hours annually). Smaller employers (fewer than 15 employees) must offer 1 hour per 30 hours worked but are capped at 40 hours annually. The leave can be used for personal illness, family care, preventative health, or safety-related needs like domestic violence, and accrues from hire or July 1, 2025, carrying over yearly. Employers with existing paid leave policies meeting these standards are exempt from providing additional leave.
SB 78 requires Alaska employers to include salary ranges in all job postings and prohibits them from banning employees or applicants from discussing or asking about wages. It also bans employers from requesting previous salary information during hiring. The bill protects workers from retaliation for discussing pay or filing complaints, with penalties including fines up to $2,000 per violation for non-compliance. This law directly affects all employers (including state entities), employees, and job applicants in Alaska by increasing pay transparency and preventing wage suppression.
HB 61 updates Alaska's employment laws for two key groups. For adult workers, it creates a new "voluntary flexible work hour plan" allowing up to 40 hours weekly (with written agreements and state approval), requiring overtime pay for hours beyond that. For minors under 16, it reduces the daily work limit from 10 to 9 hours (including school time), sets weekly caps of 23 hours during school and 40 hours when school is out, and exempts family-owned businesses from needing special permits for minor employees under direct family supervision. The bill also removes outdated requirements for minor employment authorizations.
HB 156 requires employers in Alaska to include salary ranges in all job postings and prohibits them from stopping employees or applicants from discussing or asking about pay. It also bans employers from asking about previous salary or punishing workers for sharing pay information. The law protects employees from retaliation (like firing or demoting) if they discuss pay or file a complaint about violations. Employers who break these rules face fines of $100-$2,000 per violation, with potential reductions for self-audits. This directly affects all employers (including state agencies and universities), employees, and job applicants in Alaska.
SB 68 updates Alaska's employment laws to regulate flexible work hour plans and the employment of minors under 16. It requires written agreements and state department approval for flexible schedules, limiting them to 40 hours weekly and 10 hours daily, with overtime pay at 1.5x for exceeding these limits. For minors, the bill mandates written state authorization for most employers (except in family-owned businesses under direct family supervision), and sets daily limits of 10 hours combined school/work, plus weekly limits of 23 hours during school or 40 hours when school is out. The bill also reduces the age limit for minor employment from 17 to 16 and adjusts the law's language to reflect this change.
