Alaska does not have a law preventing municipalities from establishing their own minimum wage rates. However, no cities have chosen to set their own rates.

Required Posters:

• Minimum Wage
• Safety and Health Protection on the Job
• Child Labor
• Sexual Harassment
• Emergency Information
• Unemployment Insurance
• No Smoking

The Alaska overtime law applies to employers with four or more employees. Alaska is one of the few states with daily overtime requirements, meaning employers must pay time-and-a-half the regular rate of pay for any hours worked over eight in a single day, regardless of the total hours worked in a week. The overtime rate also applies after 40 hours in a week.

Exemptions from Overtime under the Alaska Wage and Hour Act:

In addition to the state minimum wage exemptions, the following are also exempt from overtime:

• Individuals handling, packing, storing, pasteurizing, drying, canning, or preparing agricultural or horticultural commodities in their raw or natural state for market, or making cheese, butter, or other dairy products
• Agricultural employees
• Seamen
• Workers engaged in forestry activities such as planting, tending trees, cruising, surveying, bucking, or felling timber, and transporting logs or other forestry products, if the total number of employees does not exceed 12
• Outside buyers of poultry, eggs, cream, or milk in their raw or natural state
• Hospital employees providing medical services
• Employees under a flexible work hour plan included in a collective bargaining agreement
• Employees under a voluntary flexible work plan with a written agreement approved by the Alaska Department of Labor and Workforce Development (overtime must be paid for work over 40 hours a week and over the hours specified in the plan)
• Community health aides employed by local or regional health organizations
• Flat-rate mechanics primarily servicing automobiles, light trucks, and motor homes
• Employees of small mining operations with no more than 12 employees, provided they do not work more than 12 hours per day or 56 hours per week during a period of no more than 14 workweeks in a calendar year
• Employees involved in publishing a weekly, semiweekly, or daily newspaper with a circulation of less than 1,000
• Casual employees, as defined by the Commissioner of Labor and Workforce Development
• Line haul truck drivers for trips exceeding 100 road miles one way, if their pay includes overtime for work over 40 hours per week or eight hours per day, and if the rate of pay is comparable to the minimum wage
• Employees under a voluntary written agreement for trading work shifts, if employed by an air carrier subject to subchapter II of the Railway Labor Act (45 U.S.C. §§ 181-188), including customer service representatives, subject to certain provisions (see AS 23.10.060(d)(18))
• Flight crew members employed by an air carrier subject to 45 U.S.C. §§ 181-188 (subchapter II of the Railway Labor Act)
• Switchboard operators in public telephone exchanges with fewer than 750 stations
• Employees in otherwise exempted employment or proprietors in retail or service establishments handling telegraphic, telephone, or radio messages under an agency or contract arrangement with a telegraph or communications company, where the telegraph message or communications revenue does not exceed $500 per month

Employers must maintain records covering the following 12 data elements for employees subject to the minimum wage or overtime provisions of the Wage and Hour Act:

1. Full name, as used for Social Security recordkeeping purposes, and any identifying symbol or number used in place of the name on time, work, or payroll records
2. Home address, including ZIP code
3. Date of birth, if under 19
4. Sex and occupation
5. Time of day and day of the week when the employee’s workweek begins (or for employees under section 7(k) of the act, the starting time and length of each work period). If all employees in a workforce or establishment have the same workweek start time, a single notation will suffice.
6. Regular hourly rate of pay for any workweek in which overtime compensation is due under section 7(a) of the act, explanation of the basis of pay (e.g., per hour, per day, per week, per piece, commission on sales), and the amount and nature of each payment excluded from the “regular rate” under section 7(e) of the act (these records may be in the form of vouchers or other payment data)
7. Hours worked each workday and total hours worked each workweek
8. Total daily or weekly straight-time earnings or wages due for hours worked, exclusive of premium overtime compensation
9. Total premium pay for overtime hours, excluding straight-time earnings for overtime hours recorded under point 8
10. Total additions to or deductions from wages paid each pay period, including employee purchase orders or wage assignments, with dates, amounts, and nature of the items making up the total additions and deductions
11. Total wages paid each pay period
12. Date of payment and the pay period covered by the payment

For Employees Exempt from Overtime: Employers can omit points 6 through 10 from the above list but must include the basis on which wages are paid in sufficient detail to permit calculation of the employee’s total remuneration for each pay period, including fringe benefits and prerequisites.

Payroll records must be kept for three years.