HB 511 creates a $5 million grant program to fund firefighting training facility projects for local fire departments in Montana. The bill provides grants for building, upgrading, or repairing training facilities and purchasing equipment, with limits of $250,000 per project and $500,000 per county. Applicants must provide a 1% cash or service match for grants over $25,000 and follow safety standards, while the Department of Military Affairs administers the program. Funding is authorized for the 2025-2029 biennium and expires June 30, 2031.
This bill establishes a state grant program to help Montana fire departments purchase safety equipment and improve health and safety conditions for firefighters. The program allows eligible fire departments, companies, or districts to apply for up to $10,000 in grants for items such as personal protective equipment, saunas, shower facilities, and cleaning devices for gear. Funding comes from charitable donations and a $10 nonrefundable application fee paid by each applicant, with priority given to departments with smaller budgets, those in rural areas, and those serving diverse regions of the state. The bill also authorizes the state disaster and emergency services division to administer the program and adopt rules to implement it.
SB 515 would create a multistate cosmetology licensure compact, allowing licensed cosmetologists to practice in participating states using a single license instead of obtaining separate licenses in each state. It requires criminal background checks for all applicants and establishes uniform standards for licensure, including shared disciplinary records between states to maintain safety. The bill specifically aims to reduce licensing barriers for cosmetologists relocating due to military service or family moves. This program would replace individual state licenses with a single multistate license valid across all compact member states.
SB 291 amends Montana's workers' compensation law to require the Department of Labor and Industry to annually update its rules defining the value of lodging provided to employees as part of their compensation. The bill specifically changes Section 39-71-123 to mandate that lodging values must be adjusted yearly based on geographic housing costs and other reasonable factors. This affects workers in occupations where housing is part of their wages, such as agricultural or hospitality roles, ensuring the value used for calculating workers' compensation benefits reflects current local housing markets. The change focuses on the administrative process for valuing lodging, not on altering who qualifies for workers' compensation coverage.
SB 94 prohibits Montana public employers from using public funds or resources for labor organization activities, directly affecting public sector workers like teachers and school staff. It bans contributions of public money to unions or paid leave for union work, but allows unpaid time off for such activities and permits using accrued personal leave under specific conditions. The bill requires unions to cover costs for paid leave used in union activities through annual invoices to public employers and mandates reporting on time spent on union-related work. These changes aim to limit public funding for union operations while establishing clear administrative procedures.
This bill creates a formal process for appointing a "benefits custodian" to manage workers' compensation payments for minors under 18 or adults legally declared unable to manage their own affairs. It allows any party (like a claimant or insurer) to petition a workers' compensation judge directly for this appointment, without needing to first resolve other payment disputes. The judge would then oversee how benefits are received and distributed on behalf of these vulnerable individuals. This amendment clarifies and expands existing Montana law to ensure proper handling of payments for those who cannot manage them themselves.
SB 325 would have created Montana's first state-run family and medical leave insurance program. It would have established an insurance fund funded by mandatory contributions from both employers and employees (and optional contributions from self-employed individuals), providing wage replacement benefits for up to 12 weeks per year for qualifying medical or family needs like childbirth, serious illness, or caring for a family member. The program would have directly affected Montana workers who paid into the fund, their employers, and self-employed individuals who opted in, with benefits contingent on fund solvency. The bill died in committee on May 23, 2025, and was never enacted into law.
SB 295 would restore Montana injured workers' right to choose their own treating physician for initial treatment and ongoing care under workers' compensation, without being forced to use a managed care organization (MCO) or preferred provider organization (PPO) without consent. The bill requires insurers to allow workers to select a physician from a designated list for initial treatment and to change physicians with the insurer's approval (with mediation available if approval is denied). It also mandates that insurers provide individual written notice (not workplace postings) before referring workers to an MCO or PPO. This directly affects injured workers seeking medical treatment for work-related injuries in Montana, giving them more control over their healthcare decisions.
SB 313, the proposed "Wage Opportunity and Transparency Act," would require Montana employers to list salary ranges in all job postings and prohibit wage discrimination based on sex (including gender identity). It bans employers from asking about applicants' prior salary history and prevents retaliation for discussing pay. The bill creates a process for employees to file complaints with the Commissioner and pursue civil lawsuits for unpaid wage differences, with remedies including back pay and liquidated damages. This bill died in the legislative process in May 2025 and never became law.
HB 807 amends state law to prohibit individuals from being required to receive certain vaccines. Specifically, it mandates that vaccines whose use is allowed under an emergency use authorization (EUA) or those still undergoing safety trials cannot be a requirement. This applies to persons, governmental entities, employers, and public accommodations, preventing them from denying services, employment, or access based on non-receipt of such vaccines. The bill integrates this new prohibition into existing law concerning discrimination based on vaccination status.
