Alaska Employee Handbook

May 29, 2025

When your company hires employees in Alaska, you are required to comply with federal, state, and local employment laws. There are a variety of human resources and labor policies in the workplace that differ by state. Through your employee handbook, employers can easily document and distribute the correct policies to their employees to comply with the laws of each state.

Creating your Alaska Employee Handbook is a useful way to explain important policies and procedures, mitigate legal risk, and introduce employees to the expectations and operating practices of the organization.

Mosey has compiled the relevant policies a company with employees in Alaska must consider.

Launch your employee handbook in minutes.

Alaska Employee Handbook Policies

There are 4 state and local employee handbook policies in Alaska.

Privacy

Alaska Electronic Monitoring Policy

Generally, Employer is prohibited from electronically recording conversations without your consent.

Leaves of Absence

Alaska Jury Duty Leave Policy

You are entitled to job-protected leave to serve as a juror. Unless directed otherwise by your manager, you should return to work at the completion of jury duty, even if for a partial day.

Alaska Domestic Violence Leave Policy

You are entitled to time off if you are subpoenaed or requested to attend a court proceeding to give testimony as a victim of domestic violence.

Alaska Military Service Leave Policy

You are entitled to a leave of absence to serve as a member of the organized militia of Alaska or the National Guard in another state if you are a resident of Alaska.

Employee handbook builder

Federal Employee Handbook Policies

Regardless of which states you have employees in, there are required federal policies that must be included in your employee handbook. In addition to any state-specific policies, your employee handbook for Alaska should contain the following federal policies.

  • Anti-Harassment Policy
  • Anti-Sexual Harassment Policy
  • Anti-Retaliation Policy
  • Equal Employment Opportunity Policy
  • Reasonable Accommodation Policy

Handbook Policy Best Practices

In addition to the required federal policies, the following policies are best practices to include in your employee handbook.

  • Weapons Policy
  • Disciplinary Action Policy
  • Prohibited Conduct Policy
  • Violations Reporting Policy
  • Workplace Violence Prevention Policy
  • At-Will Employment

Employee handbook requirements by state

Select a state to learn more about state and federal HR policies.

See all

More from the blog

Learn how to keep your business compliant in all 50 states across payroll, HR, Secretary of State, and tax.

Employer's Guide to Workers Compensation for Remote and WFH Employees

As remote work becomes more common, employers face new challenges in managing their responsibilities. Workers’ compensation insurance — a safety net that provides benefits to employees injured while doing their job — can be confusing for employers when your workers perform all their duties at home. As more employees work from home (WFH), employers must understand how workers’ compensation operates in remote workplaces. This article is your guide to just that, as well as how Mosey can help you with business compliance in the virtual era.

Gabrielle Sinacola | Nov 30, 2024

How to Build the Perfect HR Tech Stack: Life After a PEO Exit

For a growing company, exiting a professional employer organization (PEO) can be invigorating. Suddenly, you’re the captain of the ship, where HR can actually be a growth driver rather than a restraint. To take full advantage of that newfound freedom, however, the right technology must lead the way. In other words, you need to build an HR tech stack that serves you well today, while still being scalable and adaptable for tomorrow.

Paul Boynton | May 18, 2025

PEO Transition: A Checklist & Timeline for Your Exit Strategy

When your company partners with a professional employer organization (PEO), it can enjoy many benefits, such as payroll management, human resources support, and compliance assistance. However, there may come a time when your business outgrows the need for a PEO, or you want to manage these functions in-house. Transitioning away from PEO services is a complex process, but with careful planning, it doesn’t have to be overwhelming. Here’s what you need to know about planning for a seamless PEO transition, with a handy checklist and timeline to ensure a smooth exit strategy.

Paul Boynton | May 2, 2025

Ready to get started?

Schedule a free consultation to see how Mosey transforms business compliance.