A quick glance at some of the legislation pending in the current legislative sessions – which have mostly just begun – give us some cause for concern in a number of states. California, of course, has a selection of bills pending that would be largely detrimental to business interests. Perhaps most egregious is a bill that – thus far – only targets large employers with more than 1,000 employees but quickly becomes a slippery slope for all employers. AB.1179 proposes a child care subsidy as a new employee benefit whereby the employer would be required to maintain a fund to be used by employees for emergency child care needs. As drafted the bill, effective January 2022, would require an employer to provide employees with up to 60 hours of “paid backup childcare” benefits, defined as paying for a qualified backup childcare provider to the employee’s child when the employee’s regular childcare provider cannot be utilized. In Oregon, a number of bills under consideration would run the gamut, from lowering the burden of proof for employees asserting discrimination; to establishing a presumption of retaliation against whistleblowers; to lowering the threshold for the Oregon Family Leave Act (up to 12 weeks of protected leave) from the current 25 employee threshold to only one employee – essentially extending coverage to everyone in Oregon! And finally, in Illinois, Governor JB Pritzker is expected to sign into law soon, SB 1480. The legislation will prohibit the use of criminal convictions in employment decisions and require that covered employers obtain an “equal pay registration certificate” and provide significant employee data with the employer certifying to a host of stipulations regarding equal pay compliance, employee demographic information, the frequency of wage and benefit evaluations, the equity of retention and promotion decisions among others.