Close X
Attorney Spotlight

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


Close X


Search our Experience

Experience Spotlight

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

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

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.

Read now

Labor Talk Blog: Executive Actions Aimed at Equal Pay for Women


April 23, 2014

On Tuesday April 8, 2014, what is now known as National Equal Pay Day, President Obama took two executive actions aimed at narrowing the wage gap between men and women.

Noting that women are the primary breadwinners in 40% of U.S. Households, while bringing home 23% less than their male counterparts, the President signed a Presidential Memorandum which instructs the Secretary of Labor to propose regulations, within 120 days of the Memorandum, requiring federal contractors to submit summary data on employee compensation paid to their employees, including data by sex and race, to the Department of Labor. Those regulations would then require the Department of Labor to use that data in a way that would encourage an employers' voluntary compliance with current equal pay laws, effectively focusing the Department's efforts toward reducing discrepancies.

The President also signed an Executive Order prohibiting federal contractors from retaliating against employees who choose to discuss their compensation among their co-workers. This Executive Order amended Executive Order II246 of September 24, 1965 with the goal of encouraging pay transparency between male and female employees so that workers have the ability to discover violations of equal pay laws and are able to seek appropriate remedies for those violations. However, the Executive Order does not require employers to publish wage rates or compel workers to discuss pay. Under this Executive Order, the Secretary of Labor has 160 days to propose regulations in conformance with the President's directive.

These actions come ahead of the U.S. Senate's consideration of the Paycheck Fairness Act, which would amend equal pay laws by barring all employers, not just federal contractors, from punishing employees who discuss their wages. The President has pushed for Congress to pass this Act to ensure the standards he set forth in the Executive Order are applied to all employers covered by the Fair Labor Standards Act.

Stay tuned for updates on the Secretary of Labor's proposed regulations and the progression of the Paycheck Fairness Act, both of which could have significant impacts on employee's rights with respect to transparency of their employer's pay practices.

For more Labor and Employment information, visit

Related Professionals

Related Services


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.