Reasonable Accommodations

Agency hiring managers value the diverse backgrounds, skills, talents, and experiences people with disabilities bring to the workplace. Agency hiring managers will provide reasonable accommodations to qualified employees and applicants with disabilities unless doing so would create an undue hardship.

Reasonable accommodations:

  • -promote equal opportunity in the employment process,
  • -enable qualified individuals with disabilities to perform the essential functions of their job, and
  • -provide equal access to other benefits and privileges of employment.

Reasonable accommodations may include, but are not limited to:

  • -providing readers or sign language interpreters during the hiring  process;
  • -providing written materials in accessible formats (e.g., electronic, large print, audiotape, or Braille);
  • -conducting interviews, tests, and other components of the hiring process in accessible locations;
  • -altering when or how employees perform job functions;
  • -allowing flexible leave and work schedules;
  • -modifying workplace policies (e.g., allowing service animals where pets are prohibited); and
  • -providing assistive technology or equipment (e.g., screen readers, amplified hearing devices, voice recognition software, etc.).

Employees or applicants who need reasonable accommodations during the hiring process should contact the hiring agency as soon as possible.  State job listings include agency contact information and identify essential job functions.  Text telephone (TTY) or telecommunication device for the deaf (TDD) users may call the department TTY or TDD number, if available, or use the relay service by dialing 711.

Equal Employment Opportunity

Montana state government is an equal opportunity employer.

Agency managers strive to promote inclusive work environments, afford employees every opportunity to reach their fullest potential, recognize individual differences as key to organizational and team success, and treat employees with dignity and respect.

Agency managers make hiring decisions based on individual competencies and qualifications and will not discriminate against employees or applicants based on the following protected classes: race, color, national origin, age, physical or mental disability, marital status, religion, creed, sex, pregnancy, childbirth or a medical condition related to pregnancy or childbirth, sexual orientation, gender identity or expression, political beliefs, genetic information, military service or veteran's status, culture, social origin or condition, or ancestry in any aspect of employment.

Agency managers will not tolerate discrimination in hiring, firing, promotions, compensation, job assignments, or other terms, conditions or privileges of employment.

Likewise, agency managers will not retaliate or allow, condone, or encourage others to retaliate against any applicant, employee, or past employee for opposing unlawful discriminatory practices, filing a discrimination complaint, or testifying or participating in any other manner in a investigatory proceeding.

Agency managers encourage employees and applicants who believe they have been discriminated against or harassed to contact the agency's EEO officer, ADA coordinator, human resources staff, or the agency recruitment contact.  See state job listings for agency specific contact information.