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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
Employees who are fired, discharged, terminated, or permanently laid off
When an employee is discharged from employment by the employer, no matter the reason,
the employer must pay the employee all wages due within 3 working days. Alaska Stat.
23.5.140
Employees who quit or resign
When an employee voluntarily quits or resigns employment, the employer must pay the
employee by the next regular pay day. Alaska Stat. 23.5.140
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee leaves employment as a result of a labor dispute, the employer must
pay the employee by the next regular pay day. Alaska Stat. 23.5.170
Employees who are temporarily laid off
When an employee is temporarily laid off, the employer must pay the employee by the next
regular pay day. Alaska Stat. 23.5.170
Wages in Dispute
If there is a dispute between the employer and the employee regarding wages due, the
employer must give the employee written notice to the employee of the wages, or part of the
wages, that the employer concedes to be due, and must pay that amount, without
condition, within the time required, depending on whether the employee was discharged or
voluntarily quit. The employer may retain the disputed amount until the matter is resolved.
Alaska Stat. 23.5.180
Employees who are fired, discharged, terminated, or permanently laid off
When an employee is discharged from employment by the employer, no matter the reason,
the employer must pay the employee all wages due within 3 working days. Alaska Stat.
23.5.140
Employees who quit or resign
When an employee voluntarily quits or resigns employment, the employer must pay the
employee by the next regular pay day. Alaska Stat. 23.5.140
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee leaves employment as a result of a labor dispute, the employer must
pay the employee by the next regular pay day. Alaska Stat. 23.5.170
Employees who are temporarily laid off
When an employee is temporarily laid off, the employer must pay the employee by the next
regular pay day. Alaska Stat. 23.5.170
Wages in Dispute
If there is a dispute between the employer and the employee regarding wages due, the
employer must give the employee written notice to the employee of the wages, or part of the
wages, that the employer concedes to be due, and must pay that amount, without
condition, within the time required, depending on whether the employee was discharged or
voluntarily quit. The employer may retain the disputed amount until the matter is resolved.
Alaska Stat. 23.5.180
Deductions from Wages
An employer may not make any deductions from an employee's for:
- cash shortages,
- damage or lost property,
- the cost of uniforms or necessary equipment,
- dishonored or bad checks, or
- any similar deductions.
An employer may, with the employee's written consent, make the following deductions from
wages:
- an amount to pay a creditor, donee, or other third party. The employer, or any person
acting in the employer's behalf or interest, may not derive any profit or benefit from the
transaction.
- an amount to reimburse an employer for transportation from the place of hire to the place
of employment if the deduction does not reduce the employee's wages below the statutory
minimum or overtime compensation rate below one and one-half times the contractual rate
of pay.
- an amount for the reasonable cost of furnishing board and lodging, if the board and
lodging facilities of the employer are "customarily" furnished by the employer and voluntarily
used by the employees and the cost to the employee for the use of the employer's board
and lodging facilities is reasonable and without profit to the employer. (Unless the
employer and the employee have executed a written agreement before the deduction, the
employer is prohibited from seeking to retroactively deduct the cost of board and lodging as
an offset against wages due upon termination or wage deficiencies subject to collection by
the department.)
- an amount as a security deposit to ensure the return, clean and in a state of good repair,
of uniforms or equipment issued by the employer, if the total deposit does not exceed the
cost of the item; and the deduction does not reduce the employee's wage below the
statutory minimum or reduce the employee's overtime compensation below one and
one-half times the contractual rate of pay.
8 AAC 15.160
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may not require an employee to purchase a uniform or equipment if:
- the uniform or equipment is required by the federal, state, or local safety or health codes;
or
- the nature of the employer's business requires their use, and if the uniform or equipment:
(A) is distinctive and advertises or is associated with the products or services of the
employer, except clothing that constitutes a uniform or equipment that advertises the
products or services of the employer which is customarily sold to the public by the
employer; or
(B) cannot be worn or used during normal social activities of the employee.
8 AAC 15.165
An employer may require an employee to pay a security deposit to ensure the return, clean
and in a state of good repair, of uniforms or equipment issued by the employer, if the total
deposit does not exceed the cost of the item; and the deduction does not reduce the
employee's wage below the statutory minimum or reduce the employee's overtime
compensation below one and one-half times the contractual rate of pay. 8 AAC 15.160
An employer may not make any deductions from an employee's for:
- cash shortages,
- damage or lost property,
- the cost of uniforms or necessary equipment,
- dishonored or bad checks, or
- any similar deductions.
An employer may, with the employee's written consent, make the following deductions from
wages:
- an amount to pay a creditor, donee, or other third party. The employer, or any person
acting in the employer's behalf or interest, may not derive any profit or benefit from the
transaction.
- an amount to reimburse an employer for transportation from the place of hire to the place
of employment if the deduction does not reduce the employee's wages below the statutory
minimum or overtime compensation rate below one and one-half times the contractual rate
of pay.
- an amount for the reasonable cost of furnishing board and lodging, if the board and
lodging facilities of the employer are "customarily" furnished by the employer and voluntarily
used by the employees and the cost to the employee for the use of the employer's board
and lodging facilities is reasonable and without profit to the employer. (Unless the
employer and the employee have executed a written agreement before the deduction, the
employer is prohibited from seeking to retroactively deduct the cost of board and lodging as
an offset against wages due upon termination or wage deficiencies subject to collection by
the department.)
- an amount as a security deposit to ensure the return, clean and in a state of good repair,
of uniforms or equipment issued by the employer, if the total deposit does not exceed the
cost of the item; and the deduction does not reduce the employee's wage below the
statutory minimum or reduce the employee's overtime compensation below one and
one-half times the contractual rate of pay.
8 AAC 15.160
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may not require an employee to purchase a uniform or equipment if:
- the uniform or equipment is required by the federal, state, or local safety or health codes;
or
- the nature of the employer's business requires their use, and if the uniform or equipment:
(A) is distinctive and advertises or is associated with the products or services of the
employer, except clothing that constitutes a uniform or equipment that advertises the
products or services of the employer which is customarily sold to the public by the
employer; or
(B) cannot be worn or used during normal social activities of the employee.
8 AAC 15.165
An employer may require an employee to pay a security deposit to ensure the return, clean
and in a state of good repair, of uniforms or equipment issued by the employer, if the total
deposit does not exceed the cost of the item; and the deduction does not reduce the
employee's wage below the statutory minimum or reduce the employee's overtime
compensation below one and one-half times the contractual rate of pay. 8 AAC 15.160
Notice of Wage Reduction
An employer must inform its employees of any changes to wages or the day or place of
payment no later than the payday prior to the time of change. An employer may comply with
this notice requirement by posting the established terms in a conspicuous location at or
near the place of work where it can be seen by employees as they come and go from work.
Alaska Stat. 23.5.160
An employer must inform its employees of any changes to wages or the day or place of
payment no later than the payday prior to the time of change. An employer may comply with
this notice requirement by posting the established terms in a conspicuous location at or
near the place of work where it can be seen by employees as they come and go from work.
Alaska Stat. 23.5.160
Statement of Wages (Pay Stub)
An employer must provide employees on each pay day a statement of earnings and
deductions which includes:
- rate of pay;
- gross wages;
- net wages;
- beginning and ending dates of the pay period;
- federal income tax deductions;
- Federal Insurance Contribution Act deductions;
- Alaska Employment Security Act contributions;
- board and lodging costs;
- advances;
- straight time and overtime hours actually worked in the pay period; and
- other authorized deductions.
8 AAC 15.160
An employer must provide employees on each pay day a statement of earnings and
deductions which includes:
- rate of pay;
- gross wages;
- net wages;
- beginning and ending dates of the pay period;
- federal income tax deductions;
- Federal Insurance Contribution Act deductions;
- Alaska Employment Security Act contributions;
- board and lodging costs;
- advances;
- straight time and overtime hours actually worked in the pay period; and
- other authorized deductions.
8 AAC 15.160
Record Keeping Requirements
An employer shall keep for a period of at least three years at the place where an employee
is employed a record of:
- the name, address, and occupation of each employee,
- the rate of pay and the amount paid each pay period to each employee,
- the hours worked each day and each workweek by each employee, and
- other relevant payroll information.
Alaska Stat. 23.10.100
An employer shall keep for a period of at least three years at the place where an employee
is employed a record of:
- the name, address, and occupation of each employee,
- the rate of pay and the amount paid each pay period to each employee,
- the hours worked each day and each workweek by each employee, and
- other relevant payroll information.
Alaska Stat. 23.10.100
Frequency of Wage Payments
In Alaska, an employer must pay its employees either semi-monthly or monthly, as elected
by the employee. Alaska Stat. 23.5.140
In Alaska, an employer must pay its employees either semi-monthly or monthly, as elected
by the employee. Alaska Stat. 23.5.140
Manner of Payments
In Alaska, an employer may pay wages by cash or check redeemable at face value. Alaska
Stat. 23.10.040
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee has consented to
the deposit and the wages are deposited into a financial institution of the employee's
choosing. Alaska Stat. 23.10.043. Alaska employers cannot require an employee to
receive payment of wages by direct deposit.
In Alaska, an employer may pay wages by cash or check redeemable at face value. Alaska
Stat. 23.10.040
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee has consented to
the deposit and the wages are deposited into a financial institution of the employee's
choosing. Alaska Stat. 23.10.043. Alaska employers cannot require an employee to
receive payment of wages by direct deposit.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Notice Requirements
An employer must notify employees in writing at the time of hire of the day and place of
payment and their wage rate. If an employer must inform employees of changes to wages
or day or place of payment no later than the payday prior to the time of change. An employer
may comply with this notice requirement by posting the established terms in a
conspicuous location at or near the place of work where it can be seen by employees as
they come and go from work. Alaska Stat. 23.5.160
An employer must notify employees in writing at the time of hire of the day and place of
payment and their wage rate. If an employer must inform employees of changes to wages
or day or place of payment no later than the payday prior to the time of change. An employer
may comply with this notice requirement by posting the established terms in a
conspicuous location at or near the place of work where it can be seen by employees as
they come and go from work. Alaska Stat. 23.5.160
| Wage Payment Laws for Private Sector Employers |
Topics Covered:
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements