The latest legislative efforts were discussed on June 17, 2011, at the Illinois State Bar Association’s Labor & Employment Section Council’s meeting. Most changes involved the Illinois Human Rights Act. As a result of the recent amendments allowing current and former employees to file claims in state court, the Illinois circuit courts have reported an increase in the number of complaints filed in court. During this most recent session, the Illinois Legislature considered additional changes to the Illinois Human Rights Act and have sent a number of bills to Governor Quinn for signing or veto. For example, legislators considered changing the number of days to file a verified response to a charge from 60 to 30 and making the fact finding conference optional. The final legislation allows the complainant and respondent to agree to waive the fact finding conference, although the final bill did not include a change in the number of days to file the verified response. The Legislature added pregnancy and autism spectrum disorders to the list of protected classifications. Most importantly, the Legislature moved to lessen the burden on companies when charges of discrimination are filed at both the federal Equal Employment Opportunity Commission (“EEOC”) and the Illinois Department of Human Rights (“IDHR”). Under the new legislation, if the EEOC finds probable cause, the IDHR will adopt the finding and not conduct its own investigation. If the EEOC dismisses the charge, the IDHR may or may not conduct its own investigation, which may result in these cases being processed more quickly. The fall veto session may see other employmentrelated legislation re-introduced, including legislation (a) to require 7 paid sick days for every employer, (b) to allow a cause of action for workplace bullying, (c) to restrict the types of non-competition agreements companies may require employees to sign, and (d) to allow the use of medical marijuana.