AK HB296

Prohibits employers from paying employees of one sex less than employees of the opposite sex for substantially similar work based on skill, effort, responsibility, and working conditions, unless the wage difference is based on education/training/experience disparity, seniority system, merit system, quantity/quality-based earnings system, or geographic wage differential.

Provides remedies including liability for unpaid wage differences plus treble liquidated damages, with employees able to sue in superior court or request commissioner representation; private settlement agreements for liquidated damages require commissioner review and approval within 30 days.

Prevents double recovery by requiring employees who recover unpaid wages under this law and federal Equal Pay Act to return the lesser amount to the employer.

Prohibits employers from preventing employees from discussing wages, inquiring about other employees' wages, or retaliating against employees exercising equal pay rights; violators face civil claims for damages including reinstatement and lost wages.

Requires employers to maintain wage records for at least three years, post approved wage equality summary, and comply with a three-year statute of limitations for equal pay actions; effective July 1, 2016.