Last November, Alaska voters approved a ballot measure requiring employers with at least one employee to provide paid sick leave. That law takes effect on July 1 of this year. That’s when eligible employees start to accrue this time.
This makes Alaska one of a growing minority of states with some mandated access to paid sick leave. Although almost 80% of people who work in the private sector receive some paid sick days as part of their benefits package, only unpaid sick leave is mandated under federal law.
In some states that already have paid sick leave, lawmakers have taken action to repeal the laws because of the financial impact on businesses. Here in Alaska one state representative has already introduced legislation that would exempt any business with fewer than 50 employees from the law. The bill would also exempt seasonal workers, who make up an important part of the state’s tourism industry.
Who can earn paid sick leave and how much?
The law requires employers to allow full-time, part-time and temporary employees to earn paid sick time. There are some exceptions – for example, for certain agricultural, fishing, and shrimping industry workers and for part-time workers under 18.
Eligible employees can earn an hour of paid sick time for every 30 hours they work. How much they can earn and use in a year depends on the number of employees. Those in businesses with fewer than 15 employees will be eligible to earn and use up to 40 hours a year. Those in businesses with at least 15 employees can get 56 hours a year.
What can the paid sick leave be used for?
Employees can use the paid time off to get preventative care, diagnosis and treatment for their own physical and mental health as well as for that of a family member. They can also use it if they or a family member has been the victim of sexual assault, domestic violence or stalking.
Family members included under the law are children, spouses and domestic partners, parents and other relatives who live with the employee. It also includes those with a very close relationship to the employee even if they’re not technically a family member.
This is just a brief overview of the new law. Employers need to learn more about it and make sure that their employees have accurate information about it. For questions or concerns about compliance with the law, it’s wise to have sound legal guidance.