reglab/housing_qa huggingface dataset:
AK Stat § 23.10.085 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.085. Scope of administrative regulations; room and board deductions.

(a) The director may adopt, amend, or rescind administrative regulations not inconsistent with the purposes and provisions of AS 23.10.050 - 23.10.150 that are necessary for the administration of AS 23.10.050 - 23.10.150. (b) The regulations may, without limiting the generality of (a) of this section, define terms used in AS 23.10.050 - 23.10.150, and restrict or prohibit industrial homework or other acts or practices that the director finds appropriate to carry out the purpose of AS 23.10.050 - 23.10.150, or to prevent the circumvention or evasion of AS 23.10.050 - 23.10.150. (c) The regulations may permit deductions by an employer from the minimum wage applicable under AS 23.10.050 - 23.10.150 to employees for the reasonable cost, as determined by the director on an occupation basis, of furnishing board or lodging if board or lodging is customarily furnished by the employer and used by the employee.
AK Stat § 23.10.090 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.090. Administrative procedures.

Regulations adopted or hearings conducted under AS 23.10.050 - 23.10.150 shall be adopted or conducted and be subject to judicial review in accordance with AS 44.62 (Administrative Procedure Act).
AK Stat § 23.10.095 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.095. Adoption of federal regulations.

The commissioner may adopt regulations and interpretations that are made by the administrator of the Wage and Hour Division of the federal Department of Labor and that are not inconsistent with AS 23.10.050 - 23.10.150.
AK Stat § 23.10.100 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.100. Employer to keep records.

(a) An employer shall keep for a period of at least three years at the place where an employee is employed a record of the name, address, and occupation of each employee, the rate of pay and the amount paid each pay period to each employee, the hours worked each day and each workweek by each employee, and other payroll information that the commissioner may require. (b) The commissioner or an authorized representative of the commissioner may copy the employer's records at any reasonable time. An employer shall furnish to the commissioner or the representative on demand a sworn statement of the employer's records, and the commissioner may require that the sworn statement be made upon forms the commissioner has prescribed or approved.
AK Stat § 23.10.105 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.105. Posting summary required.

An employer subject to AS 23.10.050 - 23.10.150 shall keep a summary or abstract of these sections, approved by the commissioner, posted in a conspicuous location at the place where a person subject to them is employed. An employer shall be furnished copies of a summary by the state on request without charge.
AK Stat § 23.10.115 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.115. Enforcement by injunction.

If it appears to the commissioner that an employer is engaged in an act or practice that violates or will violate a provision of AS 23.10.050 - 23.10.150 or of a regulation adopted under these sections, the commissioner may bring an action in a competent court to enjoin the act or practice, and to enforce compliance with AS 23.10.050 - 23.10.150 or with the regulation. Upon a proper showing, a permanent or temporary injunction or restraining order shall be granted without bond.
AK Stat § 23.10.120 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.120. Enforcement of subpoenas.

If a person fails to comply with a subpoena issued under AS 23.10.080, or if a witness refuses to produce evidence or to testify to a matter regarding which the witness may be lawfully interrogated, a competent court shall, upon application of the commissioner or an authorized representative, compel obedience by proceedings for contempt, as in the case of disobedience of the requirements of a subpoena issued by the court or a refusal to testify before it.
AK Stat § 23.10.125 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.125. Collective bargaining.

AS 23.10.050 - 23.10.150 do not limit the right of employees to bargain collectively through representatives of their own choosing to establish wages or conditions of work in excess of the applicable minimum under AS 23.10.050 - 23.10.150 or to establish hours of work shorter than the applicable maximum under AS 23.10.050 - 23.10.150.
AK Stat § 23.10.130 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.130. Statute of limitations.

An action for unpaid minimum wages, unpaid overtime compensation, or liquidated damages under AS 23.10.050 - 23.10.150 is forever barred unless it is started within two years after the cause of action accrues. For the purposes of this section an action is considered to be started on the date when the complaint is filed.
AK Stat § 23.10.135 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.135. Violations.

An employer violates AS 23.10.050 - 23.10.150 if the employer (1) hinders or delays the commissioner or an authorized representative of the commissioner in the performance of their duties in the enforcement of AS 23.10.050 - 23.10.150; (2) refuses to admit the commissioner or an authorized representative to any place of employment; (3) fails to keep or falsifies a record required under the provisions of AS 23.10.050 - 23.10.150; (4) refuses to make a record accessible, or to furnish a sworn statement of the record, or to give information required for the enforcement of AS 23.10.050 - 23.10.150, upon demand, to the commissioner or an authorized representative; (5) fails to post an abstract of AS 23.10.050 - 23.10.150 as required by AS 23.10.105; (6) discharges or in any other manner discriminates against an employee because the employee has filed a complaint, or has instituted or caused to be instituted any proceeding under or related to AS 23.10.050 - 23.10.150, or has testified or is about to testify in such a proceeding.
AK Stat § 23.10.140 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.140. Penalty.

An employer who violates a provision of AS 23.10.050 - 23.10.150, or of any regulation or order of the commissioner issued under it, upon conviction is punishable by a fine of not less than $100 nor more than $2,000, or by imprisonment for not less than 10 nor more than 90 days, or by both. Each day a violation occurs constitutes a separate offense.
AK Stat § 23.10.145 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.145. Definitions.

If not defined in this title or in regulations adopted under this title, terms used in AS 23.10.050 - 23.10.150 shall be defined as they are defined in 29 U.S.C. 201 - 219 (Fair Labor Standards Act of 1938), as amended, or the regulations adopted under those sections.
AK Stat § 23.10.150 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 3. Alaska Wage and Hour Act.|Sec. 23.10.150. Short title.

AS 23.10.050 - 23.10.150 may be cited as the Alaska Wage and Hour Act.
AK Stat § 23.10.325 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.325. Purpose.

It is the purpose of AS 23.10.325 - 23.10.370 to establish protective standards for child labor to the end that their health, morals, education, and future welfare will be protected during the formative years and to the further end that any abuses or unjust exploitation of this labor will be effectively prohibited.
AK Stat § 23.10.330 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.330. Exempted employment.

(a) AS 23.10.325 - 23.10.370 do not prohibit employment of a child under the direct supervision of a parent in a business owned and operated by the parent or the work of a child on a boat owned and operated by the parent of the child. (b) Notwithstanding AS 23.10.335 - 23.10.350, a minor of any age may be employed as a performer in the entertainment industry. The provisions of AS 23.10.335 - 23.10.350 and AS 23.10.360(a) and 23.10.360(c) concerning times, hours, or days of work do not apply to the employment of a minor as a performer in the entertainment industry. The department may adopt regulations to implement this subsection. In this subsection, a “performer in the entertainment industry” means a performer in advertisements and television, film, radio, and theater productions but does not include employment on the premises of a business offering any form of adult entertainment under AS 23.10.350(f) regardless of the nature of the work performed by the minor.
AK Stat § 23.10.332 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.332. Authorization for children under 17 to work.

(a) Except for employment exempted under AS 23.10.330 and other employment specifically exempted by regulations adopted by the department, a minor under 17 years of age may not be employed or allowed to work without the written authorization of the commissioner unless authorized under AS 23.10.360 or under (c) of this section. (b) The department shall adopt regulations necessary to implement this section. (c) An employer may employ a minor who is at least 14 years of age to perform a specific job consisting of listed duties without the written authorization of the commissioner under (a) of this section if the employer has, in advance, secured the approval of the commissioner for a minor to perform that job and the employer files the written consent from the minor's parent or guardian described in (d) of this section. The employer may not change any of the listed duties of a job to be performed by a minor without prior approval of the commissioner. (d) A written consent from a parent or guardian filed under (c) of this section (1) is valid only for the job and listed duties specified on the consent; (2) must be filed with the commissioner within seven calendar days after the minor begins working the job specified in the consent; (3) is valid for the calendar year in which it is executed or, in the case of a written consent executed in December, for that calendar year, the next calendar year, or both, depending on the terms of the written consent; (4) shall be on a form provided by the department; the department may use the same form that it uses to issue work permits under (a) of this section to secure parental signatures under this subsection; and (5) must be signed by a parent or legal guardian of the minor before the date the minor begins working the job specified in the consent.
AK Stat § 23.10.335 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.335. Employment of children under 14.

A minor under 14 years of age may not be employed or allowed to work in an occupation outside school hours except in domestic employment, baby-sitting, and handiwork in and about private homes; newspaper delivery or sales; or canneries in warehouse work casing cans under competent supervision.
AK Stat § 23.10.340 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.340. Employment of children under 16.

(a) A minor under 16 years of age may not be employed for more than a combined total of nine hours school attendance and employment in one day. If employed, the minor's work may be performed only between 5 a.m. and 9 p.m. Employment outside school hours may not exceed 23 hours in one week, domestic work and baby-sitting excepted. (b) [Repealed, § 7 ch 112 SLA 1976.]
AK Stat § 23.10.355 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.355. Employment of persons under 21.

A person under 21 may not be employed or allowed to sell or serve alcoholic beverages or to work on a licensed premises, except as provided in AS 04.16.049.
AK Stat § 23.10.360 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.360. Regulations for minimum standards and work opportunities.

(a) The department may, from time to time after public notice and hearing, adopt regulations and issue orders establishing minimum standards for safety, working conditions, kind and extent of work in various phases of the respective fields of employment, maximum hours for the day and week, and minimum rates of pay, and other reasonable safeguards compatible with the welfare of all minors covered by AS 23.10.325 - 23.10.370. (b) The department shall make cooperative arrangements with other state and federal agencies and shall adopt the regulations that are necessary to provide opportunities for work experience in safe and healthful occupations for minors. (c) The department shall, after notice and hearing, adopt regulations authorizing the employment of minors under 18 years of age and exempting appropriate employers from the requirement to secure the commissioner's written authorization under AS 23.10.332(a).
AK Stat § 23.10.365 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.365. Enforcement.

The department shall enforce AS 23.10.325 - 23.10.370.
AK Stat § 23.10.370 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 4. Employment of Children.|Sec. 23.10.370. Penalty.

(a) Except as provided in (b) of this section, a person who violates a provision of AS 23.10.325 - 23.10.370 is guilty of a misdemeanor and upon conviction is punishable by a fine of not more than $500, or by imprisonment for not more than 90 days, or by both. (b) A person who employs a minor in violation of AS 23.10.350(f) is guilty of a class A misdemeanor for the first offense and a class C felony for the second and each subsequent offense.
AK Stat § 23.10.375 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 5. Transportation of Employees.|Sec. 23.10.375. Policy.

The welfare of the state demands that adequate provision be made for financing the return transportation of certain persons to their place of recruitment inside and outside the state upon termination of employment.
AK Stat § 23.10.380 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 5. Transportation of Employees.|Sec. 23.10.380. Right to return transportation.

(a) An employer who furnishes, finances, agrees to furnish or finance, or in any way provides transportation for a person from the place of hire to a point inside or outside the state to employ the person shall provide the person with return transportation to the place of hire from which transportation was furnished or financed, or to a destination agreed upon by the parties, with transportation to be furnished or financed (1) on or after the termination of employment for a cause considered good and sufficient by the department, beyond the control of the person, or on or after the termination of the contract of employment or a renewal of the contract; and (2) upon the request of the person or the department made within 45 days after the termination of employment. (b) Upon the termination of employment the subsistence of the employee may not continue longer than 10 days after the termination or until transportation is available, whichever occurs first.
AK Stat § 23.10.385 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 5. Transportation of Employees.|Sec. 23.10.385. Enforcement by civil action.

(a) The department may take a written assignment of a right of action provided by AS 23.10.380, and may prosecute the action. The department may join various employees in one claim and in case of suit may join them in one action. (b) The general provisions of law respecting wage collection suits brought by the department in behalf of employees apply in an action brought under this section.
AK Stat § 23.10.390 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 5. Transportation of Employees.|Sec. 23.10.390. Construction of contracts.

AS 23.10.375 - 23.10.400 are considered a part of every contract of hire involving transportation of an employee to and from this state or from one part of the state to another.
AK Stat § 23.10.395 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 5. Transportation of Employees.|Sec. 23.10.395. Orders and regulations.

The department may issue orders and adopt regulations necessary to carry out AS 23.10.375 - 23.10.400.
AK Stat § 23.10.400 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 5. Transportation of Employees.|Sec. 23.10.400. Penalty.

An employer who violates AS 23.10.375 - 23.10.400 is, in addition to any civil liability, guilty of a misdemeanor and upon conviction is punishable by a fine of not more than $1,000.
AK Stat § 23.10.405 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 6. Employment in Underground Mines.|Sec. 23.10.405. Legislative declaration of hazard.

Employment in underground coal mines, underground lode mines, underground placer mines, in underground coal, lode, or placer workings, or in all other underground mines or workings is injurious to health and dangerous to life and limb.
AK Stat § 23.10.415 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 6. Employment in Underground Mines.|Sec. 23.10.415. Penalties.

(a) A person who, whether as principal or agent, employs a person in violation of the provisions of AS 23.10.410 is guilty of a misdemeanor, and upon a first conviction is punishable by a fine of not less than $100 nor more than $500, or by imprisonment in a jail for not less than 60 days, nor more than six months, or by both. (b) Upon a second conviction under AS 23.10.410, the punishment is imprisonment in a jail for not less than 60 days, nor more than one year. A second conviction under AS 23.10.410 means a conviction for a violation of AS 23.10.410 committed within a period of two years after a previous conviction for a violation of AS 23.10.410. Other convictions are first convictions. Each day's violation of the provisions of AS 23.10.410 is a separate offense.
AK Stat § 23.10.430 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 7. Employee Rights.|Sec. 23.10.430. Access to personnel files.

(a) An employer shall permit an employee or former employee to inspect and make copies of the employee's personnel file and other personnel information maintained by the employer concerning the employee under reasonable rules during regular business hours. The employer may require an employee or former employee who requests copies of material under this subsection to pay the reasonable cost of duplication. (b) This section does not supersede the terms of a collective bargaining agreement. (c) In this section, (1) “employee” means a person employed by an employer; (2) “employer” means a person who employs one or more other persons and includes the state, the University of Alaska, the Alaska Railroad, and political subdivisions of the state.
AK Stat § 23.10.600 (2021)
2021 Alaska Statutes|Title 23. Labor and Workers' Compensation|Chapter 10. Employment Practices and Working Conditions|Article 8. Drug and Alcohol Testing by Employers.|Sec. 23.10.600. Employer protection from litigation.

(a) If an employer has established a drug and alcohol testing policy and initiated a testing program under AS 23.10.600 - 23.10.699, a person may not bring an action for damages against the employer for (1) actions in good faith based on the results of a positive drug test or alcohol impairment test; (2) failure to test for drugs or alcohol impairment or failure to test for a specific drug or another controlled substance; (3) failure to test or, if tested, failure to detect a specific drug or other substance, a medical condition, or a mental, emotional, or psychological disorder or condition; or (4) termination or suspension of a drug or alcohol prevention or testing program or policy. (b) A person may not bring an action for damages based on test results against an employer who has established and implemented a drug and alcohol testing program under AS 23.10.600 - 23.10.699 unless the employer's action was based on a false positive test result and the employer knew or clearly should have known that the result was in error and ignored the true test result because of reckless or malicious disregard for the truth or the wilful intent to deceive or be deceived. (c) In a claim, including a claim under AS 23.10.600 - 23.10.699, if it is alleged that an employer's action was based on a false positive test result, (1) there is a rebuttable presumption that the test result was valid if the employer complied with the provisions of AS 23.10.600 - 23.10.699; and (2) the employer is not liable for monetary damages if the employer's reliance on a false positive test result was reasonable and in good faith. (d) A person may not bring an action for damages against an employer for an action taken related to a false negative drug test or alcohol impairment test. (e) A person may not bring an action against an employer based on failure of the employer to establish a program or policy on substance abuse prevention or to implement drug testing or alcohol impairment testing.