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How does Eli Richardson's past work with the federal government inform his client interactions? Find out more>

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In June 2016, AmSurg Corp. and Envision Healthcare Holdings, Inc. (Envision) announced they have signed a definitive merger agreement pursuant to which the companies will combine in an all-stock transaction. Upon completion of the merger, which is expected to be tax-free to the shareholders of both organizations, the combined company will be named Envision Healthcare Corporation and co-headquartered in Nashville, Tennessee and Greenwood Village, Colorado. The company's common stock is expected to trade on the New York Stock Exchange under the ticker symbol: EVHC. Bass, Berry & Sims served as lead counsel on the transaction, led by Jim Jenkins. Read more.

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Inside the FCA blogInside the FCA blog features ongoing updates related to the False Claims Act (FCA), including insight on the latest legal decisions, regulatory developments and FCA settlements. The blog provides timely updates for corporate boards, directors, compliance managers, general counsel and other parties interested in the organizational impact and legal developments stemming from issues potentially giving rise to FCA liability.

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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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