# Alaska — Captive-audience meeting bans by US state — whether an employer can require attendance at a meeting on political or religious matters, quoted from the state's own statute

For Alaska, what the law prohibits is (a) An employer, either personally or through an agent or representative, may not take or threaten to take adverse employment action against an employee because that employee refuses to: (1) attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters; or (2) listen to communications, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters; enforcement is (b) An employer found to violate (a) of this section is liable for the employee's lost wages resulting from the employee's decision not to participate or any adverse employment action taken as a result; statute is Sec. 23.10.450, recorded from its source on 2026-09-02.

- **State:** Alaska _(our reading, not quoted from the source)_
- **What the law prohibits:** (a) An employer, either personally or through an agent or representative, may not take or threaten to take adverse employment action against an employee because that employee refuses to: (1) attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters; or (2) listen to communications, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters. _(verified: appears in its own passage below)_
- **Exceptions:** (c) This section does not prohibit: (1) an employer or its agent or representative from communicating to its employees information the employer is required by law to communicate; (B) necessary for an employee to perform the employee's job; or (C) directly related to, or relevant to, the workplace. (2) an institution of higher education or its agent or representative from communicating to its employees coursework, symposia, or an academic program; (3) a requirement that an employer's executive personnel listen to communications about the employer's business; (4) a bona fide religious organization from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the primary purpose of communicating the employer's religious beliefs, practices, or tenets. (d) The provisions of this section do not apply to informational meetings otherwise required by local, state, or federal law. _(verified: appears in its own passage below)_
- **Enforcement:** (b) An employer found to violate (a) of this section is liable for the employee's lost wages resulting from the employee's decision not to participate or any adverse employment action taken as a result. _(verified: appears in its own passage below)_
- **Statute:** Sec. 23.10.450 _(our reading, not quoted from the source)_

## What the source says

> (a) An employer, either personally or through an agent or representative, may not take or threaten to take adverse employment action against an employee because that employee refuses to: (1) attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters; or (2) listen to communications, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters.

## Where each value comes from

This source states these in separate places, so each value is shown with the passage that states it.

### What the law prohibits

> (a) An employer, either personally or through an agent or representative, may not take or threaten to take adverse employment action against an employee because that employee refuses to: (1) attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters; or (2) listen to communications, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters.

### Exceptions

> (c) This section does not prohibit: (1) an employer or its agent or representative from communicating to its employees information the employer is required by law to communicate; (B) necessary for an employee to perform the employee's job; or (C) directly related to, or relevant to, the workplace. (2) an institution of higher education or its agent or representative from communicating to its employees coursework, symposia, or an academic program; (3) a requirement that an employer's executive personnel listen to communications about the employer's business; (4) a bona fide religious organization from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the primary purpose of communicating the employer's religious beliefs, practices, or tenets. (d) The provisions of this section do not apply to informational meetings otherwise required by local, state, or federal law.

### Enforcement

> (b) An employer found to violate (a) of this section is liable for the employee's lost wages resulting from the employee's decision not to participate or any adverse employment action taken as a result.

### Statute

> Sec. 23.10.450. Employee rights to avoid speech.

## Source

- https://www.akleg.gov/basis/statutes.asp?media=print&type=fetch&secEnd=23.10.500

Last verified: 2026-09-02. Review by: 2027-03-01.
Part of [Captive-audience meeting bans by US state — whether an employer can require attendance at a meeting on political or religious matters, quoted from the state's own statute](https://referencesource.org/captive-audience-meeting-ban-by-state/).