Detailed Answer — steps to take and how Alaska law and federal law may apply

If you missed work because you visited an emergency room but you don’t have a traditional doctor’s note, act quickly and document everything. Alaska does not generally require private employers to provide paid sick leave, and many attendance or verification rules are set by employers or by workplace policy. Federal rules like the Family and Medical Leave Act (FMLA) and disability protections (e.g., the Americans with Disabilities Act) can apply in certain cases.

Immediate practical steps

1. Notify your employer right away. Explain you had an ER visit, say when you received care, and that you are arranging supporting documentation. Use email or text so you have a written record.
2. Ask your employer what documentation they will accept. Some employers accept ER discharge paperwork, a hospital billing statement, prescription labels, ambulance or triage timestamps, or a visit summary instead of a physician’s return-to-work note.
3. Request copies of your ER records and discharge summary. Hospitals and ERs typically provide a discharge summary or visit summary and can release medical records on request. Those records often show the date/time of service and the clinical impression.
4. Obtain other contemporaneous evidence. Examples include an ER discharge paper given at the time, a prescription receipt, pharmacy pickup timestamp, ambulance or clinic receipts, or photos of your condition/timestamps. Keep email or text communication with medical staff confirming care.

How to get ER/medical records (HIPAA and timing)

Under federal privacy rules, you have a right to access your medical records from covered health care providers. In most cases a provider must respond within 30 days, with a possible single 30‑day extension if they notify you. You may need to submit a records request form, provide ID, and pay a reasonable fee for copies. See the U.S. Department of Health & Human Services explanation of access to medical records: https://www.hhs.gov/hipaa/for-individuals/medical-records/index.html.

When federal leave or disability law may help

• FMLA: If you work for a covered employer (50+ employees) and meet eligibility, a serious health condition may entitle you to job‑protected leave. Employers can require medical certification; if you were in the ER, certification may be obtained after the fact. See U.S. Department of Labor FMLA information: https://www.dol.gov/agencies/whd/fmla.
• Disability/non‑discrimination: If your condition qualifies as a disability, you may be entitled to reasonable accommodation or protection against adverse action under federal law. Document communications and consider discussing accommodations with your employer or HR. For federal guidance on disability rights, see the EEOC: https://www.eeoc.gov/statutes/americans-disabilities-act-1990.
• Alaska state law: Alaska’s human rights law protects employees from disability‑based discrimination. If you suspect discrimination or unlawful discipline for medical absences, you can review the Alaska statutes or contact state agencies for guidance: https://www.akleg.gov/basis/statutes/18.80.

What employers commonly accept as substitutes for a doctor’s note

Employers often accept:

• ER discharge paperwork or the written “after visit summary”
• Billing statements showing date and time of service
• Prescription labels or pharmacy receipts from the same date
• Ambulance or transport receipts
• Hospital stay registration or triage records
• Written statement from the emergency facility’s medical records office

What to do if your employer refuses alternatives or disciplines you

1. Ask for the reason in writing. Request a written explanation of why your documentation is insufficient.
2. File an internal appeal or grievance if your employer’s handbook provides one. Keep copies of all communications and documentation of your ER visit.
3. Contact the Alaska Department of Labor & Workforce Development for guidance about state employment rules and rights. General state labor resources: https://labor.alaska.gov/.
4. Consider legal consultation if the employer takes adverse action and you believe the action violates FMLA, disability discrimination law, or other legal protections.

Example hypothetical

Jane works for a small company and missed two days after an ER visit. HR asks for a doctor’s note. Jane emails HR the ER discharge summary and the hospital billing statement showing the visit dates. HR accepts those documents and marks the leave as unpaid sick leave. If HR had refused, Jane could have requested a written reason, asked about acceptable alternative documents, and contacted the Alaska Department of Labor for help.

Helpful Hints

• Save any paperwork you got at the ER (discharge slip, receipts, prescriptions) immediately and photograph it for backup.
• Request medical records promptly — medical records requests can take time. Use certified mail or the hospital’s online portal if available.
• Keep a clear timeline: dates/times you left work, when you arrived at the ER, who you spoke to, and when you notified your employer.
• Prefer written communication with your employer. Email or text creates a record; follow up any oral conversations with a confirming email.
• If you expect ongoing medical need, ask about leave options (paid/unpaid), FMLA eligibility, or reasonable accommodations.
• If you feel your employer is unfairly disciplining you for medical absences, document everything and contact the Alaska Department of Labor or a licensed employment attorney.