Alaska will leave Unlike the FMLA

Leave Act in the family & # 39; and Alaska (AFLA) covers laws on vacation in Alaska, which affect only public sector employees, except for: those who are not subject to the law on public service, those who are on the state election office, the members of apparatus elected officials, those who appoint the elected official to engage in politics, and employees of the legislative branch. If applicable, the employees can be combined benefits of both AFLA, and with the FMLA, to get the maximum benefit.

For public sector employees, which fall under AFLA action, their employers must be more than 20 employees working within 50 miles for any period of 20 consecutive weeks during the previous two calendar years. To the employee was qualified, he must work at least 35 hours a week for six consecutive months, immediately advancing the date of the desired holiday, or at least 17.5 hours per week for 12 consecutive months prior to the desired holiday . FMLA qualifying characteristics are much wider (applies to all employees of the public sector and all private sector employers with more than 50 employees), but specifications AFLA must be carried out in Alaska.

As for the size of the holiday on which an employee is entitled to, the Alaskan employer with more than 20 employees must provide workers with the right to up to 18 weeks of paid or unpaid family vacation for 24 months, in contrast to the FMLA, which guarantees only 12 working weeks of non-payment. rest over a 12-month period. Reasons for Alaska employee can use this leave, the same as in the FMLA (FMLA reasons more expansive), and that the holiday period is usually the same conditions as in the FMLA, although some slightly modified. :

  • Continued benefits – employers must maintain the same or equivalent construction worker on leave; but from the employee may be required to pay for all or part of the coating. FMLA has the same item, but it also gives employers the right to collect the contributions that he had paid for the preservation of health workers, if he / she does not return to work from FMLA leave.
  • Replacement of paid leave – employees who took a family vacation, should first use accrued paid leave to cover the absence of the qualified. FMLA does not require the first paid holidays; however, APLA will have an advantage in this case.
  • Given a vacation – An employee may give leave to another employee of the same employer "only to be used as on medical leave." The FMLA is no such agreement.