SB 345 would change how medical evidence is evaluated in Montana workers' compensation cases. It removes automatic preference for treating physicians' opinions, requiring courts to weigh medical testimony based on the provider's qualifications, experience with the specific worker, and credibility. The bill also limits discovery about independent medical examiners (IMEs) to their training, exam volume, and payments from insurers, aiming to reduce bias concerns. These changes directly affect workers seeking compensation, insurers requesting medical evaluations, and medical providers involved in these cases. The bill was introduced in 2025 but died in committee before becoming law.
HB 779 aimed to revise discrimination laws by adopting the International Holocaust Remembrance Alliance (IHRA) working definition of "antisemitism." It would have required the Department of Labor and Industry to consider this definition when reviewing discrimination complaints. Additionally, the bill proposed that this definition be considered for sentence enhancement in cases where offenses are committed due to a victim's race, religion, or national origin. It also would have explicitly recognized antisemitism, as defined by the IHRA, as a form of discrimination under the state's civil rights laws.
HB 697 clarifies that public employees in Montana do not have an expectation of privacy in electronic communications sent or received through systems provided and managed by their public agency. This means that any communications, including personal ones, made using public agency equipment are subject to public records laws and agency policies. As a result, public agencies would not be required to review these communications for privacy implications when responding to public information requests.
HB 452 creates a new specific criminal offense for assaulting an employee of a public utility. The bill defines different levels of assault, including causing bodily injury, causing serious bodily injury, or creating reasonable apprehension of serious bodily injury with a weapon. It establishes distinct penalties for these offenses, which include imprisonment terms ranging from 8 to 20 years and fines up to $50,000, depending on the severity of the assault. This legislation aims to provide specific legal consequences for acts of violence against individuals working for public utilities.
HB 422 proposed to amend Montana's covenant laws to allow specific types of agreements aimed at encouraging workforce housing affordability. The bill would have permitted covenants that restrict the sale, lease, or an owner's share of equity appreciation on residential properties. These restrictions would apply to individuals with specific incomes or occupations. The intent was to ensure the long-term affordability and attainability of housing for the workforce by allowing these covenants to remain with the property through future ownership.
HB 319 aimed to prohibit employers from requiring employees to attend training sessions related to "controversial social vision." The bill defined "controversial social vision" as any agenda, concept, or theory not broadly accepted in society or that generates strong opposition from mainstream political, religious, or social groups. Additionally, it sought to amend election law to prevent an elector's employer, an agent of the employer, or a union officer from being designated as an agent for a disabled elector.
HB 621 allows local first responder entities, including police departments, sheriff's offices, fire departments, and emergency medical service providers, to establish peer support programs. These programs must have a written policy that outlines qualifications for peer supporters, defines peer support sessions, and ensures confidentiality for participants. The bill prohibits qualified peer supporters from testifying about the content of peer support sessions, with exceptions if an employee has committed or plans a crime, or indicates intent to harm themselves or others.
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.
HB 667 revises labor laws regarding employees who seek or hold public office. It prohibits employers from restricting employees from seeking election or appointment to city, county, or state public office, or from retaliating against them for doing so. During an employee's mandatory leave of absence for public service, employers cannot require the employee to use personal leave or benefits without their consent, nor can they require them to perform work. If an employer generally permits personal use of company devices, they cannot prohibit an employee on public service leave from using those devices for personal reasons.
House Bill 620 revises state law concerning contracts that restrict a healthcare provider's ability to practice after leaving an employer or partnership. It expands existing protections, previously applicable to specific behavioral health professionals, to now include licensed physicians of all specialties. The bill amends Section 28-2-724, MCA, ensuring that contracts cannot prevent these medical professionals from practicing, providing services, or establishing patient relationships in any geographic area after their professional relationship ends.
