Alaska: Voters Approve Captive Audience Ban
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APPLIES TO All Employers with Employees in AK |
EFFECTIVE July 1, 2025 |
QUESTIONS? Contact HR On-Call |
Quick Look
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Discussion:
Alaska voters approved Ballot Measure No. 1 which also bans captive audience meetings. Effective July 1, 2025, employers cannot take or threaten to take adverse employment action against an employee for their refusal to:
- attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer’s opinion about religious matters or political matters; or
- listen to communications, the primary purpose of which is to communicate the employer’s opinion about religious matters or political matters.
“Political matters” are matters relating to elections for political office, political parties, candidates, proposed legislation or regulations, and the decision whether or not to join or support a political party, or political, civic, communal, fraternal, or labor organization. “Religious matters” are matters relating to religious affiliation and practice and the decision whether or not to join or support a religious organization or association.
The law does not prohibit:
- an employer or its agent or representative from communicating to its employees information required by law to be communicated, necessary for an employee to perform the employee’s job, or directly related to, or relevant to, the workplace;
- an institution of higher education or its agent or representative from communicating to its employees coursework, symposia, or an academic program;
- a requirement that an employer’s executive personnel listen to communications about the employer’s business; or
- a bona fide religious organization from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer of the employer’s agent, representative, or designee for the primary purpose of communicating the employer’s religious beliefs, practices, or tenets.
Action Items
- Have appropriate personnel trained on the requirements.
- Review adverse employment actions with legal counsel.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2024 ManagEase