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How does Jordana Nelson's prior experience as a general counsel inform her work with firm clients? Read more>

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The M&A Advisor Winner 2017The M&A Advisor announced the winners of the 16th Annual M&A Advisor Awards on Monday, November 13 at the 2017 M&A Advisor Awards. Bass, Berry & Sims was named a winner in the two categories related to the following deals:

M&A Deal of the Year (from $1B-$5B) – Acquisition of CLARCOR Inc. by Parker Hannifin Corporation

Corporate/Strategic Deal of the Year (over $1B) – Acquisition of BNC Bancorp by Pinnacle Financial Partners

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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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Bob Horton Comments on Supreme Court Constructive Discharge Ruling

Law360

Media Mentions

May 24, 2016

Bass, Berry & Sims attorney Bob Horton provided insight to Law360 on the Supreme Court's ruling in Green v. Brennan allowing the constructive discharge claim period to begin when an employee resigns, not when the employer commits the last allegedly discriminatory act. As Bob points out in the article, 

This ruling essentially permits sand-bagging by the employee who claims to have been constructively discharged. Under the court's ruling, the employee can now wait months or longer after the alleged discriminatory conduct before resigning, without having ever complained about the discriminatory conduct, and still file a timely EEOC charge up to 300 days after the employee's resignation. Ironically, employees will presumably continue to be required to file a harassment charge under Title VII within 300 days of the discriminatory event but may wait to resign and file a second charge of discrimination based on the same conduct after the resignation. Obviously, the longer the employee waits to resign, the more difficult it may be to convince the court and/or jury that a 'reasonable person' would have felt compelled to resign as a result of the offending conduct.

The full article, "Attys React To High Court's Constructive Discharge Ruling," was published by Law360 on May 24, 2016, and is available online.


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