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Experience Spotlight

Primary Care Providers Win Challenge of CMS Interpretation of Enhanced Payment Law

With the help and support of the Tennessee Medical Association, 21 Tennessee physicians of underserved communities joined together and retained Bass, Berry & Sims to file suit against the Centers for Medicare & Medicaid Services to stop improper collection efforts. Our team, led by David King, was successful in halting efforts to recoup TennCare payments that were used legitimately to expand services in communities that needed them. Read more

Tennessee Medical Association & Bass, Berry & Sims

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Thought Leadership

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Healthcare Private Equity Compliance Checklist

The complex and ever-changing healthcare regulatory and enforcement environment, including increased focus on the role of private equity firms in their portfolio companies, make compliance a top priority for private equity firms investing in healthcare companies. The best way to limit your exposure as a private equity firm is to avoid a compliance misstep in the first place. Additionally, an effective and robust compliance program for your portfolio healthcare company makes it much more attractive to potential buyers and helps you avoid an unexpected and costly investigation or valuation hit down the road. Download the Healthcare Private Equity Compliance Checklist to assess whether your portfolio company's compliance program is up-to-date.

Click here to download the checklist.

Defense of Unfair Labor Practice Charge for Highway Construction Company

Client Type: Private Company

We represented a privately held highway construction company in defending unfair labor practice charges filed with the National Labor Relations Board (NLRB). Two employees, separately and at different times, quit coming to work and claimed to be "on strike" due to alleged unsafe work conditions and substandard wages. Our team assisted the company in drafting separate letters inviting each employee to contact the company and share concerns and to explain that each employee was not considered "on strike" but rather was considered to be refusing to work. Each employee was notified that if he continued to refuse to work, he would be considered to have quit. The employees did not contact the company or return to work and were terminated. Claiming that they had engaged in "protected concerted activity" under Section 7, each employee filed an ULP charge as did the Iron Workers Union. After investigation by the NLRB, the two employees ended up withdrawing their charges, and the NLRB refused to issue a complaint on the Union's charge.

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