On July 1, Alaska’s new sick-leave and minimum wage increase law took effect.
Approved by voters in November, it states that someone working at a business with 15 or more employees will earn one hour of paid sick leave for every 30 hours worked, up to a maximum of 56 per year, unless the employer voluntarily increases that limit.
Someone working at a business with fewer than 15 employees earns sick leave at the same rate, but the maximum per year is 40 hours.
The law also raised the state’s minimum wage to $13 per hour. The minimum wage rises to $14 per hour next year and $15 per hour in 2027. It will rise with the rate of inflation for each year after that.
The law also forbids bosses from forcing their employees to attend meetings about religious or political issues, including whether or not to join a labor union, political group or church.
There are exemptions for religious organizations.
Under the law, sick leave can be used for an employee’s illness or to take care of a family member who needs care. It can also be used in cases of domestic violence, sexual assault or stalking.
While workers can access the benefits now, it will be a few weeks before the state formalizes some of the details of how employers must implement the law. On June 25, the Alaska Department of Labor and Workforce Development proposed new regulations. Those won’t take effect until August at the earliest, but they would add some new rules to the sick leave law.
In the meantime, the department has published an informal Q&A about how the law works.
Under those regulations, all of the state’s employers “shall notify each employee in writing” about its sick leave policy.
Those policies may include the amount of advance notice required when using sick leave for a prescheduled medical appointment or “other foreseeable absence.”
An employer can’t require more than 10 days’ notice in that case.
If someone is unexpectedly sick, the proposed regulations would require the sick employee to “notify the employer before the start of the employee’s shift or as soon as is possible.”
If someone uses sick leave for more than three consecutive days, their boss may require them to show proof of their need for sick leave, if that requirement is included in the written policy.
Someone who needs to take sick leave because of domestic violence, sexual assault, harassment or stalking, cannot be required to verify that explanation.
Under the law, someone can carry over unused sick leave from one year to the next, but they can’t exceed the maximum, unless their employer voluntarily allows them to do so.
Employers are forbidden from retaliating against employees who use their sick leave, and nothing prevents an employer from “front-loading” sick leave by giving them the hours in advance instead of accruing them over time.
The Department of Labor’s new regulations are subject to public comment through July 31. Anyone with questions may email dol.lss.regulations@alaska.gov.