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How did Mike DeAgro's experience co-founding a nonprofit advocacy organization lead to a career in the legal field? Find out more>

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Envision to Sell to KKR for $9.9 Billion

We represented Envision Healthcare Corporation (NYSE: EVHC) in its definitive agreement to sell to KKR in an all-cash transaction for $9.9 billion, including debt. KKR will pay $46 per Envision share in cash to buy the company, marking a 32 percent premium to the company's volume-weighted average share price from November 1, when Envision announced it was considering its options. The transaction is expected to close the fourth quarter of 2018. Read more


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Thought Leadership

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Six Things to Know Before Buying a Physician Practice spotlight

Dermatology, ophthalmology, radiology, urology…the list goes on. Yet, in any physician practice management transaction, there are six key considerations that apply and, if not carefully managed, can derail a transaction. Download the 6 Things to Know Before Buying a Physician Practice to keep your physician practice management transactions on track.

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Labor Talk Blog: Religious Discrimination – Employee's Failure to Note Religious Objection Fatal to Her Claim

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August 11, 2014

Savvy employers know that legal and regulatory trends are toward candid and effective communication. Think interactive process under the ADA. But, at times, this same rule applies to employees. Here, an employee who refused to read the Rosary with a resident was terminated. The refusal was considered failing to perform a requirement of her job, since the resident requested that the prayer be read to her. This was the fifth incident in her 13 months of employment.

The employee later sued for religious discrimination and won a jury verdict. The Fifth Circuit reversed however. Why? Because the employee never claimed to a manager, before the termination decision, that the request to read the prayer was against her religious beliefs. Rather, the managers involved in the decision knew only of the employee's refusal to perform the job duty, not that the refusal was tied to her religious beliefs. This decision is similar to the Tenth Circuit's decision, written about here, regarding an employee's request to wear a head covering but without having invoked the religious basis for the request.

Interestingly, in that Tenth Circuit case, the plaintiff was the EEOC, not the individual employee, and the EEOC recently asked the Supreme Court to grant permission for an appeal.

For more Labor and Employment information, visit www.BassBerryLaborTalk.com.


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