Alaska Stat. § 18.80.220 prohibits employment discrimination by private employers, labor organizations, and employment agencies on the basis of personal characteristics that are unrelated to job performance. Covered characteristics include race, religion, color, national origin, age, physical or mental disability, sex, marital status, changes in marital status, pregnancy, and parenthood.
Alaska Stat. § 21.36.430 protects individuals who have experienced domestic violence, as well as those who provide services to such individuals, from discriminatory treatment by insurers. Under this statute, an insurer may not deny, cancel, refuse to renew, limit coverage, deny a valid claim, or raise premiums solely on the basis of a person’s status as a domestic violence survivor or service provider.
Alaska Statutes §§ 11.41.260–.270 establish the laws for stalking in the first and second degree. Under § 11.41.270, a person commits stalking in the second degree by knowingly engaging in a course of nonconsensual conduct that recklessly places another in fear of death, physical injury to themselves or a family member.
Under Alaska Statutes §§ 13.52.050–.060, the state restricts certain health care decisions by agents or surrogates and imposes obligations on providers and institutions. Section 13.52.050 prohibits an agent or surrogate from consenting to procedures classified as exceptional, such as abortion, sterilization, or psychosurgery, except when the patient’s own express instruction permits.
Alaska Statutes §§ 14.30.360 and 14.30.361 jointly establish the framework for health, personal safety, and reproductive education in the state’s public schools. Section 14.30.360 encourages school districts to offer health education from kindergarten through grade twelve. This education may include instruction in personal safety, with specific attention to the identification and prevention of child abuse, abduction, neglect, sexual abuse, and domestic violence.
Section 14.18.010 et seq. prohibits discrimination in Alaska’s public education system on the basis of sex or race, applying to both students and employees. It bars discriminatory practices in employment, counseling and guidance services, athletic and recreational programs, course offerings, textbooks, and instructional materials. The law is grounded in the Alaska Constitution’s guarantee of equal educational opportunity, and mandates that all programs and opportunities be available without regard to sex.
Under Alaska Stat. § 14.30.356 the state, in consultation with school districts, must develop and approve a program targeting teen dating violence and abuse awareness and prevention for grades 7 through 12. The program must include training for employees and students, notices to parents, and periodic review by a qualified individual or committee to ensure alignment with accepted standards.
Following a class action settlement in January 2021, Alaska’s Medicaid program eliminated its prior exclusion of gender‑affirming treatments and began affirmative coverage of medically necessary care related to gender affirming care on July 25, 2021.
Court held that divorce obtained by husband under Islamic religious and secular Pakistani law would not be recognized and afforded comity in Maryland. Petitioner argued that because he performed “talaq,” (which under Islamic law, allows a husband to divorce his wife by stating “I divorce thee” three times) the Circuit Court for Montgomery County lacked jurisdiction “to litigate the division of the parties’ marital property.” “The trial court found that the marriage contract entered into on the day of the parties’ marriage in Pakistan specifically did not provide for the division
The defendant-appellant, the Court of Common Pleas, appealed a ruling by the Pennsylvania Human Relations Commission (“PHRC”). The PHRC had ruled that the defendant discriminated against female secretaries with respect to compensation and directed them to upgrade the secretaries’ wages and to pay them back pay. The defendant argued that the PHRC could not require it to increase the wages and also that it was not considered an “employer” under 43 P.S.
