Alaska Working Environment Laws
Working environments are intended to be safe and without displeasure.
Alaskan law help keep hostile work environments at bay as well as
sexual harassment occasions. These kinds of environments can arise from
employee to employee negative targeting. This negative attention can be
provided by coworkers or supervisors due to discrimination of color,
national ancestry, expectant state, race, gender, religion, age, or
disability. Harassment in any form in the working environment is
illegal. Federal anti-discrimination laws have been created to punish
violators who provide a hostile environment.
Harassment does not need to be based on race. If an employee, male or
female, feels he or she is being pressured sexually by a coworker or
supervisor, he or she has the right to report the incident for personal
and safety reasons. Harassment is often verbal abuse and can be as
little as name-calling or use of slang words. Offensive and
inappropriate gestures are also defined as harassment.
Sexual harassment can be hard to prove. As long as one individual feels
significantly uncomfortable, sexual harassment can be filed. Sexual
discrimination can also fall under this category where an individual
does not receive the same benefits, advancements, or salary because he
or she is a man or woman.
Employers are also not allowed to discriminate against race, gender,
religion, national ancestry, disability, or age when hiring. Employees
also cannot legally be fired due to these circumstances.
Alaska Sick Leave
Alaska state law does not require employers to pay employees for sick
leave. The federal government also does not require that employers do
this. Employers have the right to provide this benefit. If paid sick
leave is offered in written form, the employer is then required by law
to provide this service.
To eliminate the misuse of provided sick leave, some companies offer
time of where an employee is paid for mental health days. Each employee
is then given a particular number of paid time off days, different with
each company, each year to be used at his or her own discretion. Under
these stipulations sick leave abused less often.
Some union organizations have set up sick leave opportunities for its
members. Under these circumstances employers are required to honor this
benefit, despite company policy. Employers also have the right to
terminate any presently paid sick leave if decided. In these cases
employers are not legally required to notify employees of this act, but
new cases are attempting to make notification mandatory.
Alaska does not have its own law for maternity leave and instead uses
those of federal stipulation. The federal Pregnancy Discrimination Act
allows pregnant employees the right to take leave once their children
are born without the fear of losing employment. Maternity leave is also
offered for adoptive parents to spend time bonding with a newly adopted
child as well as new mothers to bond with their newborns. This act
allows maternity leave to companies with fifteen or more employees
under occupation. Maternity leave can be as much as twelve weeks and
will need to be taken consecutively.