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 394 would have expanded Montana's workers' compensation system to cover posttraumatic stress disorder (PTSD) for eligible first responders. It defines "first responder" to include firefighters, law enforcement officers, detention center/prison staff, and emergency care providers, requiring a diagnosis per the latest DSM-5 manual that links PTSD directly to work duties. The bill amended existing laws to allow PTSD claims under workers' compensation, subject to standard procedural requirements. However, this bill was vetoed by the Governor on June 9, 2025, so it did not become law.
SB 454 proposes significant revisions to Montana's commercial tow truck regulations. It establishes new classification standards for tow trucks (Classes A-E) based on equipment capacity and chassis requirements, replacing previous ratings. The bill also mandates certification for operators (75% of employees for companies, or 1 year of experience for individuals), requires equipment to meet updated safety standards, and clarifies requirements for participating in the law enforcement rotation system. These changes directly affect tow truck operators, companies, and the Montana Highway Patrol, which oversees inspections and classification. The bill was introduced in 2025 but died in committee without becoming law.
SB 565 creates a permanent Montana Endowment for Early Childhood, funded by quarterly state transfers and fees from renewed childcare facility licenses. It establishes a 7-member board (including state agency staff and community representatives) to manage the endowment and allocate funds from the Montana Early Childhood Account. The bill directs funds toward grants for childcare workforce development, quality improvements (like safety upgrades), affordability programs (including subsidies), and emergency assistance for childcare providers. These funds directly support early childhood programs, providers, and families accessing childcare services across Montana.
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 321 proposes three tax credits to support Montana families and child-care providers. It would provide a $1,200 annual credit per child under age 5 for eligible residents (with income limits of $40,000 single/$80,000 married filing jointly), a $1,000 credit for child-care workers employed at least 6 months (20+ hours weekly), and a $2,500 employer credit for businesses offering dependent care assistance. All credits adjust annually for inflation and require filing a Montana tax return. The bill directly affects low-to-moderate-income families, child-care workers, and employers who provide on-site or subsidized care. (Note: The bill died in committee on May 23, 2025, and did not become law.)
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 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 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.
