Alaska Leave Unlike the FMLA


Alaska & # 39; s law something & # 39; and Holidays (Afla) covers Alaska You & # 39; s leave legislation only affects the public sector workers, with the exception of: those who do not obey the laws of the civil service, those in the public elective office, the members of the elected official & # 39; s employees who were appointed elected official attitude of the police and the staff of the legislature. Where applicable, employees can combine the advantages of both the FMLA and FPPY achieve the most benefit possible.

For public sector employees should be covered within Afla, their employers should have more than 20 employees working in 50 miles during any period of 20 consecutive weeks in the previous two calendar years. For an employee to qualify, they must work at least 35 hours per week for six consecutive months preceding the date of the requested leave, or at least 17.5 hours per week during the 12 months prior to the contract requested by the holidays. FMLA & # 39; qualifications of seconds is significantly wider (applies to all public sector workers and all private sector employers with more than 50 people), but Afla & # 39; s characteristics must be carried out in Alaska.

Regarding the number of leave an employee is entitled, Alaskan employer with more than 20 employees must provide eligible employees up to 18 weeks of paid or unpaid leave for family reasons in the 24-month period, other than the FMLA which only guarantees 12 workweeks of unpaid leave for for the 12-month period. Reasons Alaskan employee can use this leave are the same as those set out in the FMLA (with FMLA & # 39; the reason s, being more expansive), and the period of leave as a rule, have the same reservations, which are set out in the FMLA, although some of them are little changed:

  • BENEFITS – Employers should maintain the same or an equivalent coverage for employees on vacation; However, the employee may be required to pay for all or part of the coating. FMLA has the same position, but also gives employers the right to collect the insurance premiums which she paid to maintain health insurance for the employee if he / she will not be able to return to work from FMLA leave.
  • Replacement of paid leave – employees with family & # 39; s holiday must first use the accumulated paid leave to cover the absence of qualifying. FMLA does not require a paid leave that will be used in the first place; however Afla will take precedence in this case.
  • Donated Leave – An employee may sacrifice the rest to another employee of the same employer "only for use as a holiday destination for medical reasons." FMLA does not have this option.