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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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Bob Horton Comments on Supreme Court Constructive Discharge Ruling

Law360

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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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