## US-AK wage and backpay rules

This source-backed guide covers US-AK wage backpay authority (Alaska Stat. §§ 23.10.060, 23.10.065). It certifies only the quoted Oregon wage, overtime, final-wages, penalty-wage, and interest rules listed below; special exemptions and calculator corner cases remain outside certification unless a quoted source says otherwise.

## Alaska Stat. §§ 23.10.060, 23.10.065

US-AK wage backpay controlling authority under Alaska Stat. §§ 23.10.060, 23.10.065.

> **23.10.060.** overtime compensation for the overtime at the rate of one and one-half times the regular rate of pay shall be paid. An employee is entitled to overtime compensation for hours worked in excess of eight hours a day. An employee is also entitled to overtime compensation for hours worked in excess of 40 hours a week

## Use the calculator

DocketMath's wage and backpay calculator can model wage, overtime, and wage-claim scenarios once you identify the controlling Oregon rule set. Use the source panel for the verified primary-source citations.

[Open the Wage Backpay calculator](/tools/wage-backpay)

## Sources

- [23.10.060 — Alaska Stat. §§ 23.10.060, 23.10.065](https://www.akleg.gov/basis/statutes.asp?title=23&chapter=10&media=print&type=fetch&secStart=23.10.050&secEnd=23.10.110#23.10.060)

All sources are official primary law published by `www.akleg.gov`.

**Corroboration method:** government_primary_source_direct_fetch.


How to run Wage Backpay in DocketMath for Alaska using DocketMath and jurisdiction-aware rules.

How to run Wage Backpay in DocketMath for Alaska

state_judgment_rate

Verified against the Alaska Legislature print/fetch endpoint and the Alaska Department of Labor wage-hour page. Alaska pays overtime after 8 hours in a day or 40 hours in a week, whichever yields the overtime hours, and requires 1.5x pay under AS 23.10.060. AS 23.10.065 is the minimum-wage statute, not an overtime-exemption section; it sets the current $13.00 minimum wage effective 2025-07-01, raises it to $14.00 on 2026-07-01 and to $15.00 on 2027-07-01, and does not allow a tip credit. AS 23.10.100 is the real recordkeeping section. The shipped file's old `legis.state.ak.us/basis/aac.asp?...` URLs were wrong-code / wrong-host citations.

Verified Alaska wage-hour remedies from primary state sources: AS 23.10.110 provides unpaid wages or overtime plus an additional equal amount as liquidated damages, with a clear-and-convincing good-faith defense for overtime liquidated damages, and AS 23.10.130 sets a 2-year state limitations period. Verified Alaska employment-discrimination relief from AS 18.80.130: the commission may award back pay and front pay subject to mitigation, and subsection (f) sends interest to AS 09.30.070's variable judgment-interest formula rather than a fixed 4 percent rate. The official Alaska State Commission for Human Rights complaint-process page states that complaints must be drafted, notarized, and filed within 300 days of the alleged discriminatory act. The `backpay_sol_years_willful` value remains 3 because willful FLSA claims can still use the federal 3-year period under 29 U.S.C. § 255(a).

If an employer finds it necessary to employ an employee for hours in excess of the limits set in this subsection, overtime compensation for the overtime at the rate of one and one-half times the regular rate of pay shall be paid. An employee is entitled to overtime compensation for hours worked in excess of eight hours a day. An employee is also entitled to overtime compensation for hours worked in excess of 40 hours a week; in determining whether an employee has worked more than 40 hours a week, the number of hours worked shall be determined without including hours that are worked in excess of eight hours in a day because the employee has or will be separately awarded overtime compensation based on those hours.

Notwithstanding (c) of this section, an individual employed in a bona fide executive, administrative, or professional capacity shall be compensated on a salary or fee basis at a rate of not less than two times the state minimum wage for the first 40 hours of employment each week, exclusive of board or lodging that is furnished by the individual's employer.

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.

In a case involving a discriminatory practice in (1) employment, the commission may order any appropriate relief, including one or more of the following: training of an employer, labor organization, or employment agency, and its employees concerning discriminatory practices; an accommodation for a person with a disability; removal of or changes to a personnel record; posting of signs; back pay; the hiring, reinstatement, or upgrading of an employee with or without back pay; the payment of front pay for a period of not more than one year if hiring, reinstatement, or upgrading of an employee is inappropriate because a vacancy does not exist, the employer's discriminatory practice rendered the employee incapable of returning to work, or the relationship between the employer and employee has so deteriorated as to make working conditions intolerable; restoration to membership in a labor organization; admission to or participation in an apprenticeship training program, on-the-job training program, or other retraining program; or restoration of seniority; however, an order for back pay or front pay must be reduced by the amount the employee could have earned or could earn by making reasonably diligent efforts to obtain similar employment.

In a case involving a discriminatory practice in (1) employment, the commission may order any appropriate relief, including one or more of the following: training of an employer, labor organization, or employment agency, and its employees concerning discriminatory practices; an accommodation for a person with a disability; removal of or changes to a personnel record; posting of signs; back pay; the hiring, reinstatement, or upgrading of an employee with or without back pay; the payment of front pay for a period of not more than one year if hiring, reinstatement, or upgrading of an employee is inappropriate because a vacancy does not exist, the employer's discriminatory practice rendered the employee incapable of returning to work, or the relationship between the employer and employee has so deteriorated as to make working conditions intolerable; restoration to membership in a labor organization; admission to or participation in an apprenticeship training program, on-the-job training program, or other retraining program; or restoration of seniority; however, an order for back pay or front pay must be reduced by the amount the employee could have earned or could earn by making reasonably diligent efforts to obtain similar employment

Notwithstanding AS 45.45.010 , the rate of interest on judgments and decrees for the payment of money, including prejudgment interest, is three percentage points above the 12th Federal Reserve District discount rate in effect on January 2 of the year in which the judgment or decree is entered, except that a judgment or decree founded on a contract in writing, providing for the payment of interest until paid at a specified rate not exceeding the legal rate of interest for that type of contract, bears interest at the rate specified in the contract if the interest rate is set out in the judgment or decree. (b) Except when the court finds that the parties have agreed otherwise and except as provided by AS 45.05.111 (d), prejudgment interest accrues from the day process is served on the defendant or the day the defendant received written notification that an injury has occurred and that a claim may be brought against the defendant for that injury, whichever is earlier. (c) Prejudgment interest may not be awarded for future economic damages, future noneconomic damages, or punitive damages.

You must have your complaint drafted, notarized, and filed with the Commission within 300 days of the alleged discriminatory act.

wage backpay in US-AK is governed by Alaska Stat. §§ 23.10.060, 23.10.065.

How to run Wage Backpay in DocketMath for Alaska

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Authority and key facts

US-AK wage and backpay rules

Alaska Stat. §§ 23.10.060, 23.10.065

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