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Attorney Spotlight

Learn about Richard Arnholt's diverse government contracts practice and why he chose to pursue a career in the legal field. Read more>

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Experience Spotlight

In June 2017, Pinnacle Financial Partners, Inc. (NASDAQ: PNFP) closed a $1.9 billion merger with BNC Bancorp (NASDAQ: BNCN) pursuant to which BNC merged with and into Pinnacle. With the completion of the transaction, Pinnacle becomes a Top 50 U.S. Bank. The merger will create a four state footprint concentrated in 12 of the largest urban markets in the Southeast. 

Bass, Berry & Sims has served Pinnacle as primary corporate and securities counsel for more than 15 years and served as counsel on the transaction. Our attorneys were involved in all aspects related to the agreement, including tax, employee benefits and litigation. 

Read more details about the transaction here.

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Thought Leadership

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Regulation A+

It seems that lately there has been a noticeable uptick in Regulation A+ activity, including several recent Reg A+ securities offerings where the stock now successfully trades on national exchanges. In light of this activity, we have published a set of FAQs about Regulation A+ securities offerings to help companies better understand this "mini-IPO" offering process, as well as pros and cons compared to a traditional underwritten IPO.

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Tim Garrett Comments on Legality of Releases

Media Mentions

September 26, 2014

Bass, Berry & Sims attorney Tim Garrett advocated for employers to check release language in the wake of recent EEOC challenges. Tim's comment was part of the "Labor & Employment Digest: October 2014" article published by Inside Counsel on September 25, 2014. According to Tim ... 

"The EEOC has been challenging the legality of releases. Covenants not to sue, general release language that includes charges of any kind, and confidentiality clauses that obligate former employees to notify the company before sharing any information, have drawn the EEOC's adverse attention. Employers should have their current releases reviewed by competent legal professionals to include carve-outs. Any covenant not to sue should include a carve-out that the covenant does not prevent the employee from filing a charge but include waiver of recovery from any investigation and a confidentiality clause should have a carve-out that the language does not prevent the employee from participating in an investigation."

To read other quotes from the article on current labor issues, click here.


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