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The current minimum wage in the State of Alaska is $13 per hour.  Effective July 1, 2026, the State of Alaska minimum wage will increase to $14 per hour.  The Federal minimum wage is currently $7.25 per hour.  The University of Alaska follows federal wage and hour guidelines.

When fiscal conditions allow, the University may provide across‑the‑board salary increases at the start of a new fiscal year (July–June). These increases must be approved by the University of Alaska Board of Regents.

Promotions are defined as a movement from a position in one grade to a different position in a higher grade. Placement will be at the minimum of the new grade or at the closest step which provides a 10% increase in pay, whichever increase is greater.

Non‑exempt employees are eligible for overtime pay for hours worked over 40 in a workweek.
Overtime must be approved in advance by the supervisor. Exempt employees are not eligible for overtime pay, regardless of hours worked.

Overtime is paid at 1.5-1/2 times your regular rate of pay, for hours worked over 40 hours per week. Leave hours do not count as hours worked when calculating overtime. Example: If an employee uses 8 hours of annual leave on Monday and works 40 additional hours Tuesday–Saturday, no overtime is due.

No. University policy and regulation do not allow compensatory time in lieu of overtime pay. Supervisors may approve flexible schedules or modified workweeks, provided the arrangement meets department needs and does not result in more than 40 hours worked in the week.

Possibly. If you believe you worked overtime prior to being reclassified to non-exempt status, contact ÂÌÅ«Ì컨°å Compensation, ua-compensation@alaska.edu

To be considered, you must provide:

• Reasonable documentation of hours worked, and
• Supervisor verification.

Claims may be reviewed for work performed up to two years prior to the date you first contact HR or your supervisor.

Yes. Employers may require overtime work. Refusal may result in disciplinary action.

For non‑exempt employees, overtime hours must be paid at 1.5 times the regular rate of pay once the employee exceeds 40 hours worked in the week.

Payment for on‑call time depends on the level of restriction placed on the employee:

• If you are free to pursue personal activities (e.g., carrying a pager or phone), on‑call time is not paid until you are called in.
• If you are required to remain at the worksite and are not free to use your time as you choose, the University must pay for that on‑call time.

If you are non‑exempt, the University must pay for travel time when:

• Travel occurs during your regular working hours—even on a non‑working day; or
• You are performing work while traveling.