Alaska Employment Contracts Package
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How to fill out Employment Contracts Package?
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FAQ
Do contracts need to be in writing? Yes. All agreements should be in writing, no matter how minor they seem, to ensure that each party understands what they are agreeing to, and to document that the agreement has indeed been made. Under State Law AS 45.02.
A court may not enforce an oral contract if one or both parties lack competency or legal capacity. Examples of situations where parties may be deemed incompetent or lacking legal capacity include: If one or both parties were under the influence of alcohol or other incapacitating substances.
Put simply: yes. From a legal standpoint, verbal contracts can often be as valid as written contracts. They may be extremely difficult to regulate but you should find comfort in knowing that there are applicable state and federal laws that can help enforce such contracts and protect your legal rights.
Duration of employment. Employee compensation and benefits. Employer's rules, regulations, policies, and practices. Confidentiality agreement. Non-compete clause.
Employment contracts can be very useful if you want control over the employee's ability to leave your business. For example, if finding or training a replacement will be very costly or time-consuming for your company, you might want a written contract.
Formation of a contract under Alaska law requires four elements: an offer that includes all essential terms, an unequivocal acceptance, consideration, and mutual intent to be bound. Thomas v. Archer, 384 P. 3d 791, 797 (Alaska 2016).
The contract must be sufficiently definite and detailed as to what actions all parties are obligated to perform. The contract must also be adequate enough for a court to determine the purpose and intention of the parties in order for an oral contract to be enforced. See Robinson v. Gardiner, 196 Md.