Close X

Attorney Spotlight

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

Search

Close X

Experience

Search our Experience

Experience Spotlight

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.

AmSurg logo


Close X

Thought Leadership

Enter your search terms in the relevant box(es) below to search for specific Thought Leadership.
To see a recent listing of Thought Leadership, click the blue Search button below.

Thought Leadership Spotlight

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.

Read More >

Robert W. Horton

Member

Nashville
(615) 742-7708 TEL
(615) 742-2799 FAX

Robert W. Horton

Member

Nashville
(615) 742-7708 TEL
(615) 742-2799 FAX
Nashville
(615) 742-7708 TEL
(615) 742-2799 FAX

As chair of the firm's Labor & Employment Practice Group, Bob Horton represents management in all areas of labor and employment law. Bob's practice consists primarily of counseling clients regarding employment issues and defending companies against all manner of employment claims throughout the U.S.

Bob has substantial jury trial experience and has obtained defense verdicts in discrimination and retaliation lawsuits across the country. With a robust non-compete practice, Bob has assisted employers in drafting non-compete agreements on a state by state basis, enforcing non-compete agreements by way of obtaining injunctive relief, and defending the company and new employees against claims of breach of non-compete agreements with prior employers. Bob assists numerous public companies and executives in the negotiation of employment agreements, as well as executive departures and subsequent issues that arise from equity grants in various forms.

As chair of the firm's Labor & Employment Practice Group, Bob Horton represents management in all areas of labor and employment law. Bob's practice consists primarily of counseling clients regarding employment issues and defending companies against all manner of employment claims throughout the U.S.

Bob has substantial jury trial experience and has obtained defense verdicts in discrimination and retaliation lawsuits across the country. With a robust non-compete practice, Bob has assisted employers in drafting non-compete agreements on a state by state basis, enforcing non-compete agreements by way of obtaining injunctive relief, and defending the company and new employees against claims of breach of non-compete agreements with prior employers. Bob assists numerous public companies and executives in the negotiation of employment agreements, as well as executive departures and subsequent issues that arise from equity grants in various forms.

Bob's practice encompasses:

  • Employment Litigation – Defending clients in employment lawsuits across the country, including claims of age, sex, national origin, and race discrimination; retaliatory discharge based on various types of "protected conduct" such as workers' compensation claims, FMLA leave, complaining of unlawful discrimination, and whistleblowing on patient care issues; non-compete matters and the attendant injunctive relief proceedings; employee misclassification issues; wage and hour claims; and class actions.
  • Employment Law Counseling – Advising clients with respect to discipline and discharge; discrimination and civil rights; sexual harassment; non-competition agreements; disability and leave issues under the ADA and FMLA; wage and hour issues; drug and alcohol testing; veterans' employment rights; union avoidance; and, other issues.
  • Investigations – Assisting clients with the investigation of alleged misconduct by employees at various levels of management, from mid-level managers to senior executives, and reporting the investigation results and recommended response to senior management.
  • Employment Agreements/Severance – Advising clients and drafting employment agreements as well as negotiating the departure of executives and the agreements associated with such departures.

Prior to joining the firm, Bob was labor counsel with HCA where he managed employment litigation for HCA affiliated hospitals. Before his work at HCA, he practiced labor and employment law with the Houston, Texas firm of Vinson & Elkins.

+ Read More

- Read Less

Memberships

American Health Lawyers Association (AHLA)

News

View More

Representative Experience

View More

Publications

View More

Past Events

View More

Media Mentions

View More

Accolades

Chambers USA — Labor & Employment (2010-2016)

Lawdragon 100 Most Powerful Employment Lawyers (2014)

Nashville Business Journal "Best of the Bar" (2011-2012)

Human Resource Executive "Nation's Most Powerful Employment Attorneys" (2014-2016)

HR Professionals Magazine "2013 Top Labor & Employment Law Attorneys"

Mid-South Super Lawyers (2007)

Phi Beta Kappa

Omicron Delta Kappa

Notice

Visiting, or interacting with, this website does not constitute an attorney-client relationship. Although we are always interested in hearing from visitors to our website, we cannot accept representation on a new matter from either existing clients or new clients until we know that we do not have a conflict of interest that would prevent us from doing so. Therefore, please do not send us any information about any new matter that may involve a potential legal representation until we have confirmed that a conflict of interest does not exist and we have expressly agreed in writing to the representation. Until there is such an agreement, we will not be deemed to have given you any advice, any information you send may not be deemed privileged and confidential, and we may be able to represent adverse parties.