This bill requires employers in Montana to use the federal e-Verify system to confirm the work authorization status of all new employees, with an effective date of October 1, 2025. Employers must register for an e-Verify account, submit employee information for verification within three business days of hiring, and retain verification records for the duration of employment or three years. The Montana Attorney General is given authority to investigate complaints about unauthorized workers and may impose fines ranging from $2,500 to $5,000 per violation, with potential license suspension for repeat offenders. Local governments are prohibited from passing laws that conflict with these requirements, and the bill includes protections against discrimination based on race, color, national origin, or other discriminatory factors.
This bill revises Montana state law to define "sex" strictly in biological terms based on chromosomes, reproductive systems, and physical characteristics present at birth, rather than gender identity or subjective experience. It directly affects numerous state statutes covering areas like employment discrimination, healthcare access, voting regulations, and public services by standardizing how sex is interpreted across the legal code. The key provision establishes that sex is limited to two biological categories - male and female - determined by genetic and physical indicators such as XX or XY chromosomes and reproductive anatomy. By amending over 50 existing sections of the Montana Code Annotated, the bill ensures consistent application of this definition in laws related to equal pay, anti-discrimination protections, hospital admissions, and other public policies.
This bill removes State General Election Day as a paid holiday for legislative employees while introducing a new annual floating holiday for qualified staff. The floating holiday allows eligible legislative employees to take one paid day off anytime during the year, subject to supervisor approval and scheduling. The legislation also clarifies definitions for various employee categories and holiday observances within the legislative branch. These changes directly affect legislative employees and modify how holidays are administered under Montana state law.
This bill revises Montana's Teachers' Retirement System rules regarding when retired teachers can return to work, extending the required break-in-service period from 120 to 150 calendar days for those retiring after January 1, 2024. The law applies to retired teachers who wish to be re-employed in positions reportable to the retirement system and clarifies that this waiting period includes various work arrangements like independent contracting or temporary service. Retired teachers may still work as substitutes for temporarily absent teachers or mentor new teachers for up to 45 days during the break-in-service period without penalty, provided they meet specific conditions. The bill also outlines penalties for violations, including repayment of retirement benefits with interest and restoration to active member status, and sets the new rules to take effect on July 1, 2025, with provisions expiring on June 30, 2029.
This bill would prohibit state and local government agencies in Montana from funding, establishing, or supporting diversity, equity, and inclusion programs. It specifically bans spending public money on such initiatives, requires employees to participate in them, or creates offices dedicated to coordinating these programs. The legislation defines diversity, equity, and inclusion programs narrowly as those requiring employee participation in training or activities focused on power structures, privilege, or specific social theories related to race, gender, and identity. The bill includes exceptions for programs required by federal law, court orders, or certain constitutional educational goals, while allowing agencies to continue offering sexual harassment training and compliance offices.
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.
This bill (LC 2925) proposed requiring most state employees to work at least three days per week in an office location, limiting their ability to work remotely. It would have directly affected all state employees whose positions were not explicitly exempted. The key provision mandated a minimum in-office work requirement, overriding existing remote work policies for affected roles. However, the bill died in the legislative process on May 27, 2025, and never became law.
HB 805 aims to revise existing workers' compensation laws. The bill would make individuals who are unlawfully employed aliens ineligible to receive workers' compensation benefits. Additionally, it mandates that an insurer must close a workers' compensation claim if the claimant leaves the United States or certain territories while their claim is active. These changes directly affect individuals applying for workers' compensation and the insurers responsible for processing claims.
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.
HB 635 proposes to prohibit state and local government agencies from funding, establishing, or supporting Diversity, Equity, and Inclusion (DEI) programs. It would prevent these agencies from requiring employees to participate in DEI programs or spending public funds on related services or staff. The bill defines DEI programs as activities that focus on describing power structures, methods to dismantle them, or advancing theories like implicit bias or systemic oppression. However, it includes exceptions for complying with federal law, specific state human rights laws, court orders, and offering sexual harassment training. This legislation directly affects state and local government agencies and their employees in Montana.
