{"id":6322,"date":"2025-07-25T08:26:32","date_gmt":"2025-07-25T16:26:32","guid":{"rendered":"https:\/\/www.threadalaska.org\/learn-and-grow\/blog\/understanding-ballot-measure-1-what-early-educators-and-families-in-alaska-need-to-know"},"modified":"2025-07-25T08:26:32","modified_gmt":"2025-07-25T16:26:32","slug":"understanding-ballot-measure-1-what-early-educators-and-families-in-alaska-need-to-know","status":"publish","type":"learn-and-grow-blog","link":"https:\/\/www.threadalaska.org\/learn-and-grow\/blog\/understanding-ballot-measure-1-what-early-educators-and-families-in-alaska-need-to-know","title":{"rendered":"Understanding Ballot Measure 1: What Early Educators and Families in Alaska Need to Know"},"content":{"rendered":"\n

On July 1, 2025, Ballot Measure 1 (BM-1) officially became law in Alaska. Since its passage, many employers, including early education providers and small businesses across the state, have had questions about how the measure applies to them and what steps they must take to comply.<\/p>\n\n\n\n

While full regulations have not yet been published, the law is currently in effect, and compliance is required. We want to ensure that early educators, child care programs, and the families who rely on them are informed and prepared. Below is a summary of the key provisions of BM-1, steps you can take now, and where to find more information.<\/p>\n\n\n\n

Key Changes Under Ballot Measure 1<\/strong><\/h3>\n\n\n\n

BM-1 introduces three major statewide requirements.
Please note that the following are key highlights of the major legal elements. For complete details and compliance information, please refer to the links below.<\/em><\/p>\n\n\n\n

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  1. Minimum Wage Increase<\/strong>
    All employers in the private sector must comply with an increased minimum wage. The exact rate adjustment should be confirmed as regulations are finalized.<\/li>\n\n\n\n
  2. Statewide Paid Sick Leave<\/strong>
    Employers must provide paid sick leave to employees:\n
      \n
    1. Accrual: 1 hour of sick leave for every 30 hours worked.<\/li>\n\n\n\n
    2. Annual Caps: Up to 40 hours\/year for employers with fewer than 15 employees; up to 56 hours\/year for those with more than 15.<\/li>\n\n\n\n
    3. Carryover: Unused hours carry over year-to-year, though payout upon termination is not required. If an employee is rehired within 6 months, their leave must be reinstated.<\/li>\n\n\n\n
    4. Eligible Employees: Includes part-time, seasonal, and exempt workers. Some exemptions apply (e.g., minors working fewer than 30 hours\/week, seasonal nonprofit camp staff, and others).<\/li>\n<\/ol>\n<\/li>\n\n\n\n
    5. Ban on Mandatory Meetings
      <\/strong>Employers may no longer require employees to attend meetings related to political or religious matters.<\/li>\n<\/ol>\n\n\n\n

      What You Should Do Now<\/strong><\/h3>\n\n\n\n

      Even though official guidance is still pending, compliance is required as of July 1. Here are recommended steps for employers, including child care centers and small programs:<\/p>\n\n\n\n