EMPLOYEE HANDBOOK
State of Alaska
[COMPANY LEGAL NAME]
Effective Date: [MM/DD/YYYY]
[// GUIDANCE: This template is intentionally comprehensive. Delete any provisions that do not fit your business model and carefully tailor bracketed placeholders before release to employees.]
TABLE OF CONTENTS
- Document Header
- Definitions
- Operative Provisions
3.1 Nature of Employment
3.2 Equal Employment Opportunity & Anti-Discrimination
3.3 Wage & Hour Compliance (AK)
3.4 Employee Classification
3.5 Work Schedules & Attendance
3.6 Compensation & Pay Practices
3.7 Benefits & Leave (AK-Specific)
3.8 Health & Safety
3.9 Workplace Conduct & Discipline - Representations & Warranties
- Covenants & Restrictions
- Default & Remedies (Progressive Discipline)
- Risk Allocation (Indemnification, Liability Caps, Insurance)
- Dispute Resolution
- General Provisions
- Acknowledgment & Execution Block
1. DOCUMENT HEADER
1.1 Purpose. This Employee Handbook (“Handbook”) sets forth the general employment policies, practices, and benefits of [Company Legal Name], an [Alaska corporation / LLC / other] (“Company”), and the expectations applicable to each employee (“Employee”).
1.2 Not a Contract. Nothing herein creates a binding employment contract, alters the at-will nature of employment, or limits the Company’s right to modify policies in its sole discretion, except as required by law.
1.3 Governing Law. This Handbook shall be interpreted in accordance with the laws of the State of Alaska.
2. DEFINITIONS
For ease of reference, capitalized terms are defined alphabetically below:
“ADA” – the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq.
“Alaska Wage and Hour Act” – Alaska Stat. § 23.10.050 et seq.
“Company Property” – all tangible and intangible property owned, leased, licensed, or otherwise controlled by the Company, including equipment, vehicles, computers, networks, and intellectual property.
“Employee” – any individual employed by the Company, whether full-time, part-time, temporary, or seasonal.
“Protected Class” – race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, marital status, genetic information, or any other status protected under Alaska Stat. § 18.80.200 et seq. or applicable federal law.
“Workweek” – the seven-day period beginning at [DAY/TIME] and ending at [DAY/TIME] for payroll and overtime purposes.
[// GUIDANCE: Add or delete defined terms to match actual usage; ensure every capitalized term appears in the body.]
3. OPERATIVE PROVISIONS
3.1 Nature of Employment
a. At-Will Status. Employment with the Company is at-will. Either the Employee or the Company may terminate the employment relationship at any time, with or without cause or notice, except as otherwise provided by law.
b. Policy Amendments. The Company reserves the right to modify, rescind, or add policies at any time. Material changes will be communicated in writing and will supersede prior versions upon distribution.
3.2 Equal Employment Opportunity & Anti-Discrimination
a. Policy Statement. The Company is an equal opportunity employer and prohibits unlawful discrimination, harassment, or retaliation against any Employee or applicant based on a Protected Class.
b. Complaint Procedure. Employees should promptly report perceived violations to [Title or Department]. Reports may be made verbally or in writing and may bypass the normal chain of command if necessary.
c. Investigation & Non-Retaliation. All complaints will be investigated promptly and impartially. Retaliation against individuals who report or participate in an investigation is strictly prohibited.
3.3 Wage & Hour Compliance (AK)
a. Minimum Wage. The Company will pay at least the Alaska minimum wage in effect at the time work is performed.
b. Overtime. Non-exempt Employees will be paid one and one-half times their regular rate for:
i. Hours worked in excess of forty (40) in a Workweek, or
ii. Hours worked in excess of eight (8) in a workday,
in accordance with the Alaska Wage and Hour Act.
c. Rest & Meal Periods. Employees must be provided a paid ten-minute rest break for each four (4) hours worked and an unpaid thirty-minute meal break after five (5) continuous hours, unless the Employee can eat while working and the nature of the work permits.
d. Timekeeping. Employees must accurately record all hours worked using [timekeeping system]. Alteration or falsification of time records is grounds for discipline.
3.4 Employee Classification
Employees are classified for wage/hour and benefit purposes as:
• Exempt or Non-Exempt (per FLSA & Alaska law)
• Full-Time, Part-Time, Temporary, or Seasonal
3.5 Work Schedules & Attendance
a. Standard Work Schedule. Normal operating hours are [DAY/TIME parameters]. Supervisors may adjust schedules to meet operational needs.
b. Reporting Absences. Employees must notify [Supervisor/HR] at least [X] hours before the start of the shift if unable to work. Unreported absences may be treated as job abandonment after [X] consecutive days.
3.6 Compensation & Pay Practices
a. Pay Periods. Employees are paid on a [weekly/bi-weekly/semi-monthly] basis. Payday falls on [Day].
b. Deductions. The Company will make lawful deductions including taxes, court-ordered garnishments, and Employee-authorized deductions.
c. Payroll Discrepancies. Report discrepancies to [Payroll/HR] within [X] business days for corrective action.
3.7 Benefits & Leave (AK-Specific)
a. Federal & State Family Leave. Eligible Employees may take up to twelve (12) workweeks of unpaid leave in a twelve-month period for qualifying reasons under the federal Family and Medical Leave Act (FMLA). The Company also complies with the Alaska Family Leave provisions applicable to public employers and any future extension to private employers.
b. Pregnancy, Childbirth & Related Conditions. The Company will provide reasonable accommodations and leave consistent with Alaska law and the Pregnancy Discrimination Act.
c. Victims of Crime Leave. Employees who are victims of domestic violence, sexual assault, or stalking may take reasonable leave to attend legal proceedings or obtain protective measures as provided under Alaska Stat. § 23.10.500 et seq.
d. Jury & Witness Duty. Employees will be granted job-protected, unpaid leave to serve on a jury or as a subpoenaed witness.
e. Voting Leave. If an Employee has insufficient off-duty time to vote, the Company will provide up to two (2) paid hours at the beginning or end of the shift.
f. Military Leave. The Company complies with USERRA and applicable Alaska statutes.
g. Paid Time Off (PTO). Employees accrue PTO at the rate of [X] hours per [pay period/year]. PTO must be scheduled with [Supervisor] approval except for emergencies.
3.8 Health & Safety
a. Safety Program. The Company maintains an Occupational Safety and Health Administration (“OSHA”)-compliant safety program. Employees must follow all safety rules and report hazards.
b. Drug-Free Workplace. Possession, use, or sale of controlled substances on Company Property is prohibited, except for lawful prescriptions in the original container. The Company may conduct drug testing consistent with Alaska Stat. § 23.10.600 et seq.
3.9 Workplace Conduct & Discipline
a. Code of Conduct. Employees must conduct themselves professionally, maintain confidentiality, and safeguard Company Property.
b. Prohibited Conduct includes, without limitation: violence, harassment, theft, falsification of records, and misuse of Company resources.
c. Progressive Discipline. See Section 6.
4. REPRESENTATIONS & WARRANTIES
4.1 Employee Representations. By signing the Acknowledgment, Employee certifies that:
a. All information provided to the Company is true and complete.
b. Employee possesses all licenses and authorizations required for the position.
c. Employee has disclosed any non-compete or restrictive covenants from prior employment.
4.2 Company Disclaimer. Except as expressly required by law, the Company makes no representations or warranties regarding continued employment, compensation, or benefits.
5. COVENANTS & RESTRICTIONS
5.1 Confidentiality. Employee shall not disclose or use Confidential Information except as required in the performance of duties.
5.2 Conflicts of Interest. Employee must avoid activities that conflict, or appear to conflict, with Company interests and must disclose potential conflicts to [Compliance/HR].
5.3 Return of Company Property. Upon separation, Employee must immediately return all Company Property and delete Company data from personal devices.
5.4 Compliance with Laws. Employee shall comply with all applicable federal, state, and local laws, regulations, and ordinances.
6. DEFAULT & REMEDIES (PROGRESSIVE DISCIPLINE)
6.1 Disciplinary Steps.
Step 1 – Verbal Warning
Step 2 – Written Warning
Step 3 – Final Written Warning / Suspension
Step 4 – Termination
6.2 Immediate Termination. The Company reserves the right to bypass progressive discipline for egregious misconduct (e.g., violence, theft, workplace harassment).
6.3 Appeal. Employees may submit a written appeal within five (5) business days to [HR Director]; a final decision will be issued within ten (10) business days.
7. RISK ALLOCATION
7.1 Indemnification for Employee Conduct. The Company will indemnify and defend Employees against third-party claims arising from acts committed within the scope of employment, except for willful misconduct, gross negligence, or violation of law.
7.2 Employee Indemnity to Company. Employee shall indemnify the Company for losses caused by Employee’s willful misconduct, fraud, or unlawful acts.
7.3 Limitation of Liability. The Company’s liability to an Employee for damages arising from employment shall be limited to the maximum extent permitted under applicable Alaska workers’ compensation, wage and hour, and tort statutes (“Statutory Limits”).
7.4 Insurance. The Company maintains workers’ compensation, general liability, and directors & officers insurance as required by law; coverage does not extend beyond policy terms.
7.5 Force Majeure. Company obligations may be suspended without liability for events beyond reasonable control, including natural disasters, acts of terror, epidemic, or governmental order.
8. DISPUTE RESOLUTION
8.1 Internal Resolution. Employees shall first attempt to resolve disputes informally with [Supervisor/HR].
8.2 Optional Arbitration. At the Company’s election, unresolved employment-related disputes may be submitted to binding arbitration under the Employment Arbitration Rules of the [American Arbitration Association], administered in [City, Alaska]. The Company will provide at least thirty (30) days’ written notice of its election. Arbitration fees will be allocated consistent with applicable law.
8.3 Forum Selection. Absent, or following, arbitration, the parties consent to the exclusive jurisdiction of the state courts sitting in [County], Alaska.
8.4 Jury Trial Preservation. Nothing herein constitutes a waiver of any constitutional right to a jury trial under Alaska law.
8.5 Injunctive Relief. Either party may seek provisional injunctive relief only to the limited extent necessary to prevent irreparable harm pending final resolution of the dispute.
9. GENERAL PROVISIONS
9.1 Amendments; Waivers. No amendment or waiver of any policy shall be effective unless in writing, dated, and signed by an authorized Company representative.
9.2 Assignment. Employee may not assign any right or delegate any duty without prior written consent of the Company. The Company may assign this Handbook to a successor in interest.
9.3 Severability. If any provision is found unenforceable, it shall be reformed to the minimum extent necessary to comply with law; the remainder of the Handbook shall remain in effect.
9.4 Integration. This Handbook, together with any executed employment agreements, constitutes the entire understanding between the parties concerning the subject matter and supersedes all prior oral or written policies.
9.5 Electronic Signatures. Signatures transmitted by electronic means shall be deemed originals and are binding.
9.6 Headings. Headings are for convenience only and shall not affect interpretation.
9.7 Successors & Assigns. This Handbook shall inure to the benefit of and be binding upon the parties and their respective successors and permitted assigns.
10. ACKNOWLEDGMENT & EXECUTION BLOCK
I, [EMPLOYEE NAME], acknowledge that I have received, read, and understand the [Company Legal Name] Employee Handbook effective [MM/DD/YYYY]. I agree to comply with the policies and procedures contained herein and understand that my employment remains at-will.
| Employee Signature | Date |
|---|---|
| Company Representative Signature | Title | Date |
|---|---|---|
[// GUIDANCE: Retain signed acknowledgments in personnel files for a minimum of three (3) years beyond termination or longer if required by litigation hold.]
END OF DOCUMENT