Alaska Outside Work - Strict Policy
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FAQ
Like many other states, Alaska is an at-will employment state. This means that either employee or employer can terminate the work agreement at any time. The responsibility of the employer is to make sure that the reason for the firing is not illegal.
Public Policy: Like many other states, Alaska observes what's known as a public policy exception to the notion of at-will employment. Basically, this means Alaska's employees cannot be fired for reasons Alaskan society would recognize as illegal.
Work done off the premises of a business.
For example, if your Alaska employer fires you for discriminatory reasons, in violation of an employment contract, or in retaliation for exercising your legal rights, you may have a claim for wrongful termination. This article covers some of the common legal grounds you might have for suing your employer in Alaska.
Ghosting may be illegal in your state. Some states, where employment is contractual rather than at-will, may require employees to give two weeks' notice. If you fail to do so, you may be in violation of your employment contract, lose any post-employment benefits, and face other repercussions.
Alaska is an employment-at-will state. This means that an employer may generally terminate an employee at any time, for any reason, or for no reason, unless an agreement exists that provides otherwise.
"Alaska law doesn't require employees to provide their employers with two weeks' notice of resignation. This notice is only required if an employment contract or company policy requires it and even then the notice requirement can sometimes be excused."
When a company asks you to take on duties that were not covered under your stated responsibilities, you are working outside of your job description. This can be used to your advantage when you leverage these extra duties to receive appropriate benefits.
Job abandonment occurs when an employee does not report to work as scheduled and has no intention of returning to the job but does not notify the employer of his or her intention to quit. Employers should develop a policy defining how many days of no-call/no-show will be considered job abandonment.
An outside employment agreement establishes company guidelines relating to employees obtaining or engaging in outside employment which may interfere with their primary job responsibilities.
