EMPLOYMENT OFFER LETTER — MONTANA

TABLE OF CONTENTS

1. Company Header
2. Candidate Information
3. Position Details
4. Compensation
5. Benefits
6. Employment Status and Probationary Period
7. Montana-Specific Requirements
8. Conditions of Employment
9. Acceptance Block
10. Montana State Notes

1. COMPANY HEADER

[COMPANY LEGAL NAME]
[COMPANY ADDRESS LINE 1]
[COMPANY ADDRESS LINE 2]
[CITY], Montana [ZIP CODE]
Phone: [COMPANY PHONE] | Email: [COMPANY EMAIL]

Date: [__/__/____]

2. CANDIDATE INFORMATION

To: [CANDIDATE FULL NAME]
[CANDIDATE ADDRESS LINE 1]
[CANDIDATE ADDRESS LINE 2]
[CITY], [STATE] [ZIP CODE]

Dear [CANDIDATE NAME],

We are pleased to extend this offer of employment with [COMPANY LEGAL NAME] (the "Company"). This letter outlines the terms and conditions of your employment. Please review carefully.

IMPORTANT NOTICE: Montana is governed by the Wrongful Discharge From Employment Act (Mont. Code Ann. § 39-2-901 et seq.). Montana is not an at-will employment state after the probationary period. Please review Section 6 carefully.

3. POSITION DETAILS

4. COMPENSATION

Base Compensation:
- ☐ Annual Salary: $[__________] paid on a [WEEKLY / BI-WEEKLY / SEMI-MONTHLY / MONTHLY] basis
- ☐ Hourly Rate: $[__________] per hour

Additional Compensation (if applicable):
- ☐ Signing Bonus: $[__________], payable [TERMS]
- ☐ Commission: [COMMISSION STRUCTURE DESCRIPTION]
- ☐ Performance Bonus: [BONUS CRITERIA AND SCHEDULE]
- ☐ Overtime: Paid at 1.5x regular rate for hours exceeding 40 per workweek (non-exempt employees) per Mont. Code Ann. § 39-3-405

Pay Schedule: [DESCRIPTION OF PAY DATES]

5. BENEFITS

The Company offers the following benefits, subject to plan terms, eligibility requirements, and waiting periods:

• ☐ Health Insurance (Medical, Dental, Vision) — Eligible after [____] days
• ☐ Life Insurance
• ☐ Short-Term / Long-Term Disability
• ☐ 401(k) or Retirement Plan — Employer match: [____]%
• ☐ Paid Time Off (PTO): [____] days per year
• ☐ Paid Sick Leave: [____] days per year
• ☐ Paid Holidays: [____] days per year
• ☐ Tuition Reimbursement
• ☐ Employee Assistance Program (EAP)
• ☐ Other: [________________________________]

6. EMPLOYMENT STATUS AND PROBATIONARY PERIOD

IMPORTANT — MONTANA IS NOT AN AT-WILL STATE AFTER PROBATION

6.1 Probationary Period

Your employment will begin with a probationary period of [____] months (not to exceed 18 months from the date of hire per 2021 HB 254, or a reasonable period as defined by employer policy).

During the probationary period:
- Either you or the Company may terminate the employment relationship at any time, with or without cause, and with or without notice.
- Discharge during the probationary period is not subject to the "good cause" requirement of the WDEA.

6.2 Post-Probationary Employment

Upon successful completion of the probationary period, your employment is governed by the Montana Wrongful Discharge From Employment Act (Mont. Code Ann. § 39-2-901 et seq.). Under the WDEA:

• The Company may not discharge you without good cause as defined in Mont. Code Ann. § 39-2-903(5).
• "Good cause" means reasonable, job-related grounds for dismissal based on a failure to satisfactorily perform job duties, disruption of operations, or other legitimate business reasons.
• Discharge is also lawful if the employer has completed a probationary period and the employee is terminated for legitimate business reasons.

6.3 Disclaimer

Nothing in this letter creates a fixed-term employment contract. The WDEA governs the rights and obligations of both parties after the probationary period.

7. MONTANA-SPECIFIC REQUIREMENTS

7.1 Wrongful Discharge From Employment Act (WDEA)

Montana is the only U.S. state with a statute (Mont. Code Ann. § 39-2-901 et seq.) that requires "good cause" for termination after the probationary period. The WDEA provides the exclusive remedy for wrongful discharge claims.

7.2 Workers' Compensation

The Company maintains workers' compensation coverage as required by Mont. Code Ann. § 39-71-401 et seq. You are covered from your first day of employment.

7.3 Anti-Discrimination Protections

The Company complies with the Montana Human Rights Act (Mont. Code Ann. § 49-2-303), which prohibits discrimination based on race, color, national origin, age, sex, pregnancy, religion, creed, marital status, physical or mental disability, and political belief.

7.4 Wage Payment

Wages will be paid at least every two weeks or twice per month per Mont. Code Ann. § 39-3-204.

7.5 Vacation Payout

Under Mont. Code Ann. § 39-3-205, accrued vacation time is considered earned wages and must be paid upon separation from employment.

7.6 New Hire Reporting

The Company will report your new hire information to the Montana Department of Public Health and Human Services as required by law.

8. CONDITIONS OF EMPLOYMENT

This offer is contingent upon the following:

• ☐ Satisfactory completion of a background check
• ☐ Satisfactory completion of a drug screening
• ☐ Verification of identity and employment eligibility (Form I-9)
• ☐ Proof of required licenses/certifications: [________________________________]
• ☐ Execution of confidentiality / non-disclosure agreement
• ☐ Execution of non-compete / non-solicitation agreement (if applicable)
• ☐ Other: [________________________________]

9. ACCEPTANCE BLOCK

Please indicate your acceptance by signing below and returning this letter by [__/__/____].

EMPLOYER

Signature: [________________________________]
Printed Name: [________________________________]
Title: [________________________________]
Date: [__/__/____]

CANDIDATE ACCEPTANCE

By signing below, I acknowledge that I have read and understood the terms of this offer letter, including the probationary period and the Montana Wrongful Discharge From Employment Act provisions. I accept the offer of employment under the terms described herein.

Signature: [________________________________]
Printed Name: [________________________________]
Date: [__/__/____]

10. MONTANA STATE NOTES

• NOT At-Will After Probation: Montana is the only U.S. state that is NOT at-will after the probationary period. The WDEA (Mont. Code Ann. § 39-2-901 et seq.) requires "good cause" for termination.
• Probationary Period: Defaults to 12 months if not specified in writing (Mont. Code Ann. § 39-2-903(8), as amended by 2021 HB 254). Employers may extend up to a maximum of 18 months.
• Good Cause Defined: Mont. Code Ann. § 39-2-903(5) — reasonable, job-related grounds for dismissal.
• Exclusive Remedy: The WDEA provides the exclusive remedy for wrongful discharge; punitive damages are generally not available (Mont. Code Ann. § 39-2-905).
• Vacation Payout: Accrued vacation is earned wages and must be paid upon separation (Mont. Code Ann. § 39-3-205).
• Minimum Wage: Adjusted annually by CPI (Mont. Code Ann. § 39-3-201). Verify current rate.
• Final Pay: Upon termination, wages are due immediately if fired, or on the next regular payday if the employee quits (Mont. Code Ann. § 39-3-205).
• Damages Cap: WDEA limits wrongful discharge damages to 4 years of lost wages and benefits (Mont. Code Ann. § 39-2-905(1)).

This document is a template and does not constitute legal advice. Consult a licensed Montana attorney before use. Montana's WDEA creates unique obligations — legal review is strongly recommended. Laws are subject to change; verify all citations for current applicability.

Prepared for use on ezel.ai — Legal Template Repository