HB 428 revises workers' compensation laws, primarily by clarifying the definition of "employer" for various entities and their workers. The bill specifies who is considered an employer for temporary workers, motor carriers, certain religious organizations, and fiscal agents making payments on behalf of workers. It also requires employers and insurers to annually submit reports detailing paid losses to help fund workers' compensation administration. Additionally, the legislation modifies the frequency of summary reports submitted by insurers and revises provisions related to medical status forms.
HB 367 revises Montana's workers' compensation laws, specifically clarifying coverage for employees injured while traveling for work. The bill states that an employer furnishing transportation or reimbursing travel expenses is not the sole factor in determining workers' compensation coverage during travel. Instead, an employee is covered if the travel is necessitated by and on behalf of the employer as an integral part of employment, or if the travel is required by the employer as part of job duties. It also clarifies that certain incentive payments are not considered travel reimbursements for coverage purposes.
SB 208 revises the definition of "dependent child" within the retirement systems for highway patrol officers, police officers, and firefighters. For the Highway Patrol Officers' retirement system, the bill removes the requirement that a deceased member must have been "retired" for their child to be considered a dependent. This means an unmarried child under 18, or under 24 if a full-time student, of any deceased member may now qualify for benefits. The bill also updates the specific age and student status criteria for dependent children in the Police Officers' retirement system, and aims to make similar revisions for firefighters.
HB 143 revises the definition of "treating physician" within the state's Workers' Compensation Act. This bill expands the definition to explicitly include physician assistants (PAs). A key provision is the removal of any requirement for PAs to be in proximity to other medical providers to qualify as a treating physician for these purposes. This change affects how workers' compensation claims are managed and potentially broadens the types of healthcare providers recognized for injured workers.
HB 128 protects volunteer emergency service providers, such as firefighters and EMTs, from being terminated by their public or private employers. It prohibits employers from firing an employee solely for serving as a volunteer emergency provider, provided the employee notifies their employer of their volunteer status. If an employee is absent or late to work due to volunteer emergency service, they must notify their employer as soon as possible, and employers may request documentation of the emergency response. The bill clarifies that employees cannot claim regular pay for time spent on volunteer duties, and employers retain the right to determine if an employee can leave work to respond to an emergency. Employees whose employment is terminated in violation of these provisions may bring a civil action for remedies like reinstatement and back wages.
SB 338 authorizes a "benefits administrator" to receive workers' compensation payments on behalf of minor children or individuals deemed incompetent. This expands the list of parties who can receive such payments, which previously included parents, guardians, or conservators. The bill grants the workers' compensation judge the authority to appoint and terminate these benefits administrators. Parties can petition the judge for this appointment without needing to satisfy other dispute resolution requirements first.
HB 197 revises Montana's workers' compensation law to change when temporary disability payments end for injured workers. It directly affects employees receiving temporary total disability benefits who are cleared by a doctor to return to full work duties. The bill specifies that benefits must terminate on the exact date a worker is released for full duty - rather than continuing until medical treatment concludes (maximum medical improvement) - if the worker is cleared before or at that point. This change, effective immediately upon the governor's signature on April 7, 2025, streamlines benefit termination while requiring physician documentation of medical stability and job suitability before any benefit change.
SB 172 allows Montana resort communities and areas (designated under state law with populations under 3,500 that rely heavily on tourism) to use an additional 1% resort tax - previously restricted to infrastructure - specifically for workforce housing. The bill amends tax code sections to explicitly permit this new allocation, alongside existing infrastructure uses, for communities that qualify under the defined criteria. It does not create new taxes but changes how existing resort tax revenue may be spent, directly affecting designated resort districts and communities. The policy shift aims to address housing needs for local workers in tourism-dependent areas.
This bill makes Montana's community health aide program permanent by removing its previously scheduled expiration date. It directs the Department of Public Health and Human Services to apply for Medicaid coverage for services provided by certified community health aides. The change directly affects community health aides and their patients, particularly in rural and tribal communities, ensuring continued access to essential healthcare services without future legislative renewal.
HB 13 revises pay and benefits for all Montana state employees, including a $1.00 hourly or 2.5% base salary increase (whichever is greater) effective July 1, 2025, plus one-time lump-sum payments based on work hours: $1,040 for full-time employees, $780 for 20-40 hours/week, and $520 for under 20 hours/week. It also adjusts per diem rates for travel, increasing daily meal allowances to $8.25 (breakfast), $9.25 (lunch), and $16.00 (dinner) for in-state travel. The bill applies broadly to all state employees and was enacted into law on March 27, 2025.
