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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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Labor Talk Blog: EEOC Approves Strategic Plan, Focus Includes Equal Pay and Systemic Enforcement

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January 2, 2013

The Equal Employment Opportunity Commission (EEOC) has approved its strategic plan for fiscal years 2013 to 2016 to set the agency's national enforcement priorities. The Plan identifies the following six national priorities: eliminating barriers in recruitment and hiring; protecting immigrant, migrant, and other vulnerable workers; addressing emerging and developing employment discrimination issues; enforcing equal pay laws; preserving access to the legal system; and preventing harassment through systemic enforcement and outreach.

So what does this mean for employers? A few observations:

  • Look for the focus on "emerging and developing" issues to include continued emphasis by the EEOC on employers' leave of absence policies. See companion blog entry on these developments here; employers would be wise to re-evaluate their leave policies in light of these developments, especially in eliminating any "automatic termination" language upon expiration of available leave;
  • Look for the focus on "equal pay" – which was an added enforcement strategy from the draft plan – to develop into an EEOC enforcement response to the Supreme Court's decision in decertifying class claims in the Wal-Mart pay and promotion case;
  • Look for the EEOC to continue its strategy of attempting to convert individual charges into larger scale investigations of possible systemic violations.

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