Montana women: their future role. A report and recommendations presented to the Honorable Tim Babcock, Governor, State of Montana

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Montana. Governor's Coramission on

the Status of Women.

Montana women, their future role.

5^TE_p0C[]?llP''"rj

MONTANA STArE l.BRARY
930 East Lyndale Avenue
Helena, Montana 59601

TABLE OF CONTENTS

Page

Letter of Transmittal 1

Statement of The Honorable Tim Babcock, Governor of Montana 2

Proclamation 3

Montana Governor's Commission on the Status of Women 4

Introduction 5
Areas of Study:

Area 1 Legal Treatment of Women in Regard to

Political and Civil Rights 7

Area 2 Women as Volunteer Workers 9

Area 3 Working Opportunities and Problems of Women

in Rural Areas 10

Area 4 State Labor Laws Dealing with Hours, Wages

and Working Conditions 11

Area 5 Policies and Practices with Respect to

Education, Counselling and Job Training of

Women 14

Area 6 Availability of Child Care Facilities for

Working Mothers 15

Conclusion , 16

Acknowledgments 18

Great Seal of the State of Montana 19

* * * *

The Honorable Tim Babcock
Governor, State of Montana
State Capitol
Helena, Montana

Dear Governor Babcock:

It is with a great deal of pleasure and pride that we
submit this report of the Commission on the Status of
Women, which you appointed in November 196 5. We con-
sider it an honor to have served on this Commission.

Our tenure has not been without misfortune and sadness.
Within the first year, Mrs, Jane Bukvich became seriously
ill and died on January 31, 1967. We were greatly grieved
over the untimely loss of this excellent young member.
Shortly after her appointment. Miss Mary Moore resigned
from the Commission, due to the press of business. Mr.
Robert Thompson later was transferred by the Telephone
Company to their head office in Denver, and Dr. Marjory
Brooks took an assignment outside of Montana, which nec-
essitated the resignation of these valuable members.

We held six meetings, one of which was a day-long workshop
on the campus of the University of Montana. Here we had
the benefit of excellent advice and assistance from members
of the University faculty on our various panels.

Six areas which we considered of particular interest to
Montana women have been explored: legal treatment of
women in regard to political and civil rights; women as
volunteer workers; working opportunities and problems of
women in rural areas; state labor laws dealing with hours,
wages and working conditions; policies and practices with
respect to education, counseling and job training of women;
and availability of child care facilities for working
mothers .

Our report is a summary of our findings and recommendations
in these six fields.

We trust our work has developed some thought-provoking
ideas whereby the women of Montana, in all walks of life,
can become more effective citizens, sharing to the fullest

their responsibilities in today's society and insuring
full realization of their rights and potentials.

We thank you for your interest and cooperation.

Most sincerely,

THE GOVERNOR'S COMMISSION ON
THE STATUS OF WOMEN

Mrs. Edna/a, Hinman, Chairman

STATEMENT OF THE

HONORABLE TIM BABCOCK

GOVERNOR OF MONTANA

"The Governor's Commission on the Status of Women is a
step to inform the citizens of the State of Montana of
women's role in the governmental, civic and recreation-
al development in the state .... a trail leading to
new discovery for those who wish to avail themselves."

/U^

PROCLAMATION

WHEREAS, the State of Montana, in continuing to improve
the economic condition of all of our citizens, must utilize the
highest skills of all citizens; and

WHEREAS, the women of the State of Montana have made
outstanding contributions to the growth and welfare of this
state and have made further contributions to the social advance-
ment of our state; and

WHEREAS, the full utilization of women's talents and
the full realization of women's rights as full citizens should be
respected and enhanced in this full partnership; and

WHEREAS, women's opportunity to fulfill their business
and professional aspirations should be assured, as well as the
development of their talents and capabilities, free from prejudice
based on sex; and

WHEREAS, the President of the United States of America
has recognized the distinguished service of women through the
creation of the President's Commission on the Status of Women;

NOW, THEREFORE, I, Tim Babcock, Governor of the State
of Montana, by virtue of the authority vested in me, do hereby
order and direct the establishment of the Montana Governor's
Commission on the

STATUS OF WOMEN

Said Commission to serve until it makes its recommendations as
hereinafter provided.

(SEAL)

IN WITNESS WHEREOF, I have hereunto set

my hand and caused the Great Seal of the

State of Montana to be affixed.

DONE at the City of Helena, the Capital,

this 25th Day of May, in the Year of

our Lord, One Thousand Nine Hundred and

Sixty-five

/ U^/

Tim Babcock
Governor of Montana

Frank Murray
Secretary of State

MONTANA GOVERNOR'S COMMISSION ON THE STATUS OF WOMEN

Mrs. Edna Hinman, Chairman

562 Fifth Avenue

Helena, Montana

Former Montana State Treasurer

Mrs. Jean C. Crockett
810 9th Avenue
Helena, Montana
Instructor of Music

Mrs. Alma Jacobs
615 8th Avenue South
Great Falls, Montana
City Librarian

Mrs. Grace Godward
1524 Boulder
Helena, Montana
Business and Professional
Women

Mrs. Isabel James
Grant Star Route
Dillon, Montana
Legislator

Mrs. Richard B. Griff ing
1801 Fourth Avenue North
Great Falls, Montana
League of Women Voters

Mr . Tom Sharpe

108 Sixth Avenue North

Lewistown, Montana

Retired

Mrs. Harley Huebner
1810 Poly Drive
Billings, Montana
Federation of Women's Clubs

Miss Marion Smith
Box 313

Fort Benton, Montana
Mayor of Fort Benton

Mrs. Herb Wohl
125 Bickford
Missoula, Montana
Housewife

-4-

INTRODUCTION

The Governor's Commission on the Status of Women for
the State of Montana was proclaimed on May 25, 1965.

The State of Montana has long been aware of the part
played by pioneer women in the history of the state . . .
aware of their role in business, professions, civic and
family life.

The pattern of women's lives is changing rapidly.
Many women act as the economic "head" of the family, as
well as housekeeper. A dual role requires that she be
well prepared for the split in her hourly routine.

Believing that the status of women cannot be neatly
separated from the status of American society, the goal
of this Commission has been to discover and promote means
by which women may increase their contribution to society
and their personal satisfaction in vocations suited to
their needs and interests.

Daily we hear of the problem of discrimination
against women, the plea for equal rights, the "battle
of the sexes." This Commission emphasizes that Montana
women, by and large, are striving only to share the
responsibilities of full citizenship, to strengthen
family life by providing opportunities for mothers and
wives to participate actively in affairs outside the
home and, where necessary or desirable, to help fulfill
the economic responsibilities which exist in every home
today. Now that substantial formal and legal bases for
equality exist, we recognize that the burden for ending
vestigial discrimination is on women themselves. If
women in numbers step forward to offer and insist on
full participation, the entire society will benefit.

The consensus of the Commission is that Montana
law presents no significant legal barriers to the advance-
ment of women. Women are essex.tially hindered by
attitudes, first, the long-standing traditional attitude
toward the role of women in the family, the community

and our society in general; and, secondly, the view of
the role of woman in her own eyes. With few exceptions,
equality before law is a fact. It now remains for woman
to take advantage of the opportunities offered and meet
the challenges of her life and society's. To help woman
achieve equality, encouragement is probably needed more
than legislation.

In assuming the responsibility given them and in
developing a report and recommendations the Commission
did not study all of the problems confronting women in
Montana, as this would have been an overwhelming task.
Rathex, the Commission selected topics which seemed
appropriate with regard to employment practices and
trends in areas worthy of immediate consideration.

This is a summary report of the Commission's
findings.

AREA 1 — LEGAL TREATMENT OF WOMEN IN REGARD
TO POLITICAL AND CIVIL RIGHTS

We recognize that Montana, being urban by definition but
rural in character, still offering frontiers in industry and
development of natural resources, and being both spacious and
sparsely populated, is unique in its problems and potential.

Historically, Montana has been in a position of leader-
ship among the states in providing civil and political
equality for women. Women were voting in Montana before the
national suffrage amendment was adopted. The first woman to
serve in the U. S. Congress was a Montana Representative, In
state and local government, women have held a number of
positions of major responsibility throughout the last fifty
years .

As voters, Montana women in 1950 ranked second in the
nation both in numbers of eligible voters who were registered
and in numbers of those registered who actually voted.

In addition to voting and holding public office, women
in this state may serve on juries, own and control property
individually, sue and be sued.

The principal questions in regard to the citizenship
role of Montana women would seem to be those that occur
nationally: (1) Is there a slight but significant degree of
civil discrimination remaining in Montana Codes? And, (2) ,
if it is concluded, as seems likely, that women are not yet
caking maximum advantage of their public opportunities nor
full equal responsibility for the management of public
affairs, in what ways should they be encouraged to do so?

The report of the President's Commission on the Status
of Women and reports of other State Commissions have sug-
gested that governmental employment of women can reasonably
be taken as an index of and example in general employment
practices. A description of offices and positions currently
held by women in state and local government and of the avail-
ability of governmental employment would seem to promise some
useful information.

The single suggestion of the Commission for legislation
has to do with bringing Montana codes into agreement with
Federal law and with legislative review of current statutes.

It is the recommendation of this Commission that the
Montana Fair Employment Practices Act be amended to read:

-7-

"The right to be free from discrimination because of race,
creed, color, sex, or national origin is recognized as,
and declared to be, a civil right."

The prevention of discrimination on the basis of sex
as an integral part of this Montana Act would agree with
the Federal Civil Rights Act of 1964, which provides basic
equality of opportunity for employment and would also
prevent sex discrimination in those areas which are not
presently covered by the Federal law, such as employees
of state and local governments and businesses employing
fewer than twenty- five people.

An amended Montana Fair Employment Practices Act should
provide for equality in employment and compensation without
sex discrimination. To assure that the intent of such a
modified Act could be realized under existing State Labor
Laws, it would be advisable for the State Legislature to
study these laws and determine whether there are outmoded
restrictions existing which prevent women from reaching
their full potential in employment.

It is not the intention of this Commission to suggest
that valid protective laws be eliminated but rather that a
determination be made to ascertain whether these laws are
relevant to present-day technology and to the expanding
role of women in our economy.

The Commission believes that there is little legal
or political discrimination in Montana laws and that
Montana and Federal laws adequately provide for fair and
equal treatment for men and women, but that more study
and consideration should be given to compliance with the
laws and to the equality of opportunities for employment
of women in local and state government.

AREA 2 - - WOMEiv AS VCLUNTEEP WORKERS

It has been said,, with a good deal of justification, chat
community volunteers and organizations of volunteers are more
than partly an American invention. Whet-her the invention
springs from our frontier experience, as some claim, or from
other historical sources, the volunteering of time, effort,
talent and money to maintain and improve community and indiv-
idual well-being has become traditional m our society as a
part of civic responsibility. In fact, the dependence of
churches, schools, youth organizations, health and welfare
agencies and cultural groups on volunteers, especially womer;
volunteers, has come to be taken almost for granted. And yet,
there are probably no more than a handful of other nations that
can view such contributions of voluntary activity and interest
as less than miraculous c

As American society changes, as community institutions and
agencies become increasingly professionalized and specialized,
the basis of voluntary activity changes, too, m regard to
what needs to be done, how it is to be done, and who is to do
it,- There continue to be more jobs to be done than there are
funds or professional staff to do them This gap must, in-
creasingly, be filled by trained volunteers in order to meet
the social needs of communities effectively. New ways of work
will have to be devised to make possible the best use cf this
woman powe r . The changes bespeak the need for energetic joint
planning and coordination.

It IS suggested that, to provide new and increased oppor-
tunities for volunteers and to make volunteer service con-
tinuously attractive and satisfactory to Montana women, all
voluntary agencies and institutions that rely on women volun-
teers;

(1) Reevaluate their programs ir order to offer
volunteers new and more challenging opportunities
to develop their talents and derive satisfaction
from volunteer service

(2) Provide better volunteer education and training
to assure more valuable contributions and leader-
ship development and in order to help the vol-
unteer relate her specific tasks and tangible
contributions to the over-all work of the agency
and the community.

(3) Give more attention to the estabiishm.ent of
Volunteer Bureaus at the .i.ocal level, to assure
every interested wcmar. an opportunity to con-
tribute to community life and, at the same time,
to grow as an individual,,

* * ■.*■ * ■* * *■ *

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AREA 3 -- WORKING OPPORTUNITIES AND PROBLEMS OF
WOMEN IN RURAL AREAS

Farm and ranch women are generally closely associated as
active working partners in the family businesses. Traditionally
an independent group, they have for the most part solved any
problems they might have. There are many instances where jobs
are available as mother's helpers or ranch cooks.

In the rural towns there is no shortage of jobs for women
who are steady and willing workers. Businessmen are somewhat
reluctant to hire younger girls. This group is less likely to
stay on the job long enough to make the recessary training period
worthwhile.

Women in rural businesses have no legal barriers, and we
find those who are successful livestock ranchers as well as
owners and operators of a variety of businesses such as real
estate, insurance, cafes and shops. There seems to be no
discrimination because of sex.

The one very interesting part of the study concerns Indian
women. Here is the one facet of rural life that does need help
and much encouragement. The sorry plight of the Indian is the
direct result of poor governmental policy and administration.

The primary need for Indian women is education - both
academic and vocational . The need for training in employable
skills is evident. Equally important is the need for home
economics training to enable the girls to integrate into larger
communities with confidence. Those whose academic possibili-
ties are superior should be encouraged to go on to higher educ-
ation m professional fields. Increased efforts to publicize
the many courses available at schools such as Northern Montana
College or Custer County Junior College would be a help to
many girls in rural areas. Also it is desirable that such
schools have boarding departments.

In recent years there has been some progress and improve-
ment. There is yet a long way to go for the Indian girl or
woman. There are no legal barriers here, nor really much
racial discriminarion , It is instead a problem of lack of under-
standing and information, compounded by cultural clash. Without
more education and employment opportunities, this can change
only little. All of us need to appreciate and understand this
much-neglected segment of Montana ^ s population, and the contri-
bution the Indian couid make to our culture, work force, and
society m general .

-10-

AREA 4 -- STATE LABOR LAWS DEALING WITH HOURS,
WAGES AND WORKING CONDITIONS

A revolution is occurring today in the life patterns of
women and girls. The young girl today can anticipate a very
different way of life from that of her grandmother or even her
mother .

The need for increased family income to help meet the
higher cost of educating children, health care, and the wider
variety of goods and services considered essential to the present-
day American standard of living leads more and more women to seek
paid employment.

Increasingly women are seeking the right to choose how they
will make their contribution to their family and their community.

Statistics show that:

Eight out of ten women will be employed at some time in
their lives ... a thought-provoking statement for educators and
for all areas of employment planning ,

In 1900 the average woman worker was single and 28 years
old. In 1964 the average woman worker was married and 41 years
old. Nationally, in 1900 five million women were working; in
1963 twenty-three million women were working. It is predicted
that in the 1970 's this 23 million is going to be increased by
25%, which will mean that an estimated 34% of all workers will
be women .

Most jobs that women hold are in the low-paid categories
In 1961 earnings of women working full-time averaged only
about 60% of what men earned. These national figures are re-
flected directly in the Montana situation.

The Federal Fair Labor Standards Act (which sets a minimum
and maximum wage for occupations m interstate commerce) excepts
most workers in hotels, motels, restaurants, laundries, non-
profit organizations and certain retail establishments. This
involves a large percentage of the female labor market.

In 1963 an estimated six million women were employed m
intrastate work not covered by minimum wage legislation.
Montana has no minimum wage law, Montana does not have a law
which establishes the principle of equal pay for comparable
work.

Turnover in women's employment is greater in younger age
groups and in the low-paid occupations Middle-age ranges and
women in the 40 " s show a low turnover rate.

-11-

Nationally, less than ,5% of the eir.pioyed women m the
United States m 1960 earned SiO.OOC or more, whereas during
the same year 1% of all employed males were earning over
$10,000. The percentages for Montana are almost the same,

In April 1950. 73,400 Montana women were at work or look-
ing for work, 21,000 ?or 44%) more than m April of 1950 (the
national increase was only 35%> = During the same decade the
number of men in Montana's labor force actually declined by
some 4,500 workers, or 2,5%.

What are the characteristics of these 73,000 plus women?

About 3/5 were married and living with their husbands.
One-fifth were widowed, divorced, or separated from

their husbands.
One-fifth were single.
About two-thirds were employed as clerical or sales workers

or as service employees s waitresses, cooks, household

workers, etc.
There were few professional workers besides teachers and

nurses .
The largest group was 35-44 years old; women 45-55 years

old were second in numbers.

According to the U, S, Department of Labor, 1960^j The
median number of school years completed by all women 14 years
of age and over was 11.9 years. One out of 20 had earned a
college degree. One out of 10 had less than 8 years of formal
education .

Montana's Department of Labor is responsible for adminis-
tration of the following laws? Child Labor, Equal Pay, Hours
of Work, Laws for Women, Prevailing Wage, Wage Payment and
Mediation and Conciliation. The Department has a single Admin-
istrator appointed by the Governor, with $76,325 appropriated
for each year of the 1955-57 biennium. (Ore-half of these funds
go to the Montana State Apprenticeship Council) . The Commission
recommends that the resources of the Montana Department of Labor
and Industry be expanded to compile, evaluate and disseminate
information about employed women and opportunities for training
and employment and to assure compliance with law.

The Commission recommends that the Montana Fair Employment
Practices Act be modified to prevent discrimination on the
basis of sex„ Such a modified Act would provide for prevention
of discrimination m both wage payments and work assignments
and would encourage equality for employed women.

The Commission recommends that existing State and Local
Agencies involved m employment be provided with all informa-
tion, regarding employment, education, vocational training,
scholarships, loans, etc , which are available for women.

-12-

The Commission heartily endorses and supports State and
Community efforts to bring new, clean industries into Montana
and other efforts which are designed to increase employment
in Montana.

The Commission has been privileged to learn of the expand-
ing role of domestic services, vocational -type courses and
child care facilities which are being offered m the State of
Montana and we heartily endorse the continuation of such
programs ,

The War Manpower Act and similar training programs are
presently being used to provide a source of training for Montana
women and the Commission recommends that these programs be con-
tinued in cooperation with State and Local programs.

For progress to be realized it is imperative that womer. ' 3
organizations throughout the State become interested m the
problems of women. A vital role of this Commission should be
to enlist the aid of these organizations in a combined educa-
tional effort to influence the attitudes of employment agencies
and employers m general and develop a better understanding of
problems of employed women

The State and Federal Training Programs which have been
developed to provide an opportunity for self- improvement
should be continued and encouraged wherever possible.

The present State Labor Laws originally designed to
protect women should be thoroughly reviewed in an effort to
determine whether these laws prevent women from reaching their
full potential in employment. The Commission does not recom-
mend eliminating protective laws but rather that these laws
should not be restrictive.

The Commission should encourage and develop a posxtive
program of evaluation and enlighterunent by finding ways to
publicize effectively the Status of Women in Montana.

*******■*•

13"

AREA 5 -- POLTCTES AND PRACTICES WITH RESPECT TO EDUCATION;
COUNSELLING AND >TOB TRAINING OF WOMEN

The sub-comratttee to investigate policies and practices
with respect to education, counselling and job training of
women in Montana began its work by making a survey of these
policies and practices among selected large employers in
Montana. The answers to the survey questions indicate a
favorable climate of employment of women for jobs for which
they are qualified and which they are physically able to
perform; however, many employed women have expressed to the
sub-committee the following concerns,

1. Whether or not women are being paid on the basis of
their competence.

2. Whether seemingly unfavorable stereotyped barriers
and attitudes towards women workers sometimes
prevent promotion of women to management positions

3. Whether positive aspects of advancing women to
management positions are stressed enough; for
example, the favorable absentee rate of mature
women reentering the labor market after their child-
bearing years.

4. Whether there is a tendency to stigmatize all women
workers if one woman is promoted to a top level

job and fails in its performance.

5. Whether there are sufficient counselling services
that not only point out job information but also
assist the woman applicant to assess her abilities,
her physical capacities, her need for further educ-
ation, and her job preference

******

14^

AVAILABILITY OF CHILD CARE
FACILITIES FOR WORKING MOTHERS

One out of every three mothers ts employed outsLde her
home. Two out of five working mothers have children under
six; two out of three have children under 18 Nine out of
ten working mothers who have children under three, hold part-
time jobs.

For the benefit of children, mothers and society, the
need for and establishment of child care services of the highest
quality should be a prime consideration

Ideally, day care should provide more than mere custodial
care for the child ... it should be a family development center
with trained personnel and parent participation. Facilities
must meet proper standards, whether maintained in homes or in
day care centers. Fees must be scaled to the parents' ability
to pay. The Commission believes that working mothers should
receive adequate tax deductions for child care expense, com-
mensurate with the income.

Montana passed a day care licensing law in 1953, which has
improved standards in many aspects. Gradually all child care
facilities in the state are being inspected and required to
become licensed. An Advisory Committee under the direction of
the State Department of Public VJeifare is responsible for
carrying out the provisions of the act. "Family Day Care Homes"
may serve from three to six children of separate families; "Day
Care Centers" serve seven or more children.

The Commission recognizes the fundamental responsibility
of mothers and homemakers, and society's stake in strong
family life. Without doubt., the improvement of child care
facilities in Montana is one of the very important problems
facing working mothers and one which warrants continued atten-
tion.

*********

-15-

CONCLUSION

Direction- finding and identification of specific possible
areas of improvement has been the goal of the Commission,
Without the resources to conduct a full-dress study, the
Commission has addressed itself to such perplexing questions
as: How, if at all, does the status of women differ from the
status of the society in which women live? If the status of
women is lower than that of men after at least a half century
of legal and political equality and educational opportunity,
then why and in what ways?

It seems clear that economic opportunity for women is
available far beyond the supply of qualified women. If discrim-
ination exists, it is usually a discrimination of attitudes
rather than of policy. In Montana, as elsewhere, women who
feel the weight of social attitudes thwarting achievement or
advancement are most often those who are a permanent part of
the business and professional world and who, m subtle ways,
find their pathways to career realization poorly rewarded or
choked off at the second or third managerial or administrative
levels. Individual women have proved, of course, that the
hurdles of attitude can be surmounted given patience, skill,
determination, dependability, good health and good humor far
beyond the measure required of male competitors.

Of a different order are the difficulties of women who
either must hold a job while raising children or who enter the
labor market at middle age after giving their early adult
lives to their families. Usually not possessing the creden-
tials necessary for skilled employment, nor having the time and
money or information or encouragement to secure them, these
women are frequently relegated to unskilled service jobs with
poor pay and little satisfaction — or to welfare. It is in
this problem area that government, business, labor and the
professions might devote a most productive effort. Ways of
meshing child-rearing with income-producing, satisfying careers
must be devised. The problem is almost impossible for the
women concerned to solve individually. The alternatives to
concentrated thought and effort are ever -increasing welfare
burdens and generations of wasted talent and ability .

Recommendations of the Governor's Commission on the Status
of Women are found in the body of the report. In summary, they
are these:

1 . Education. Counselling and Training

a. Montana women need to be better informed about the
training and job opportunities that presently
-16-

exist. To this end, the Commission recommends
that the Montana Department of Labor and Industry
be expanded to be able to compile, evaluate and
disseminate information about women in the labor
market and about opportunities for training and
employment in the state. This agency is also
charged with enforcing the laws prohibiting dis-
crimination and should have increased resources
to enable it to assure statewide compliance.

b. Montana women need enlarged opportunities for
continuing education in all areas of the state,
both urban and rural. Problems are especially
severe for Indian women, and the seriousness of
these problems warrant special and immediate
attention.

2 . Legal

The Commission recommends amendment of the Montana Fair
Employment Practices Act to include freedom from dis-
crimination because of sex and to bring the statute
into line with the Federal Civil Rights Acts of 1964
and 1968.

3. Child Care

The Commission recommends that the government of the
State of Montana concern itself with the improvement
and expansion of facilities for the day care of
children of working mothers.

■17-

ACKNOWLEDGMENTS

Mr. Knute Bergan, Director of Indian Affairs, Helena

Dr. Marjory Brooks, Montana State University, Bozeman (former
Commission member)

Mrs. Dan Bukvich, Butte \ deceased) , former Commission member

Miss Mary Moore, Ladies Fashions, Helena (former Commission
member)

Mr. Robert Thompson, Mountain States Telephone and Telegraph,
Helena (former Commission member)

Mrs. Madeline Codding Mixer, Regional Director, United States
Department of Labor, San Francisco

Miss Flora H. Martin, Vocational Education, State Department of
Public Instruction, Helena

Custer County Junior College - K. D. Smith, Dean

Northern Montana College - Dr. J. R. Crowley, President

Fort Harrison Veterans Administration Center and Library staff

Mountain States Telephone and Telegraph Company

Administration Staff, University of Montana, Missoula, and
other workshop participants

City Administration, Great Falls

Yogo Inn, Lewistown

Jack Hallowell, Federal-State Coordinator for Montana

Office of Governor of Montana

Mrs. Mabel Bjork, artist, Helena

-18-

GREAT SEAL
STATE OF MONTANA

■19-