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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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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.

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