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

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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: Massachusetts Becomes the Third State to Require Paid Sick Days

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November 14, 2014

Voters in Massachusetts have approved a statewide law mandating employers with at least 11 employees provide those employees with up to 40 hours of paid sick time per year. This mandate makes Massachusetts the third state requiring paid sick days, behind Connecticut and California. Under the new law, effective July 1, 2015, Massachusetts employees can earn up to 5 paid sick days a year, and those who work for employers with less than 10 employees will be eligible for unpaid sick days. The new law covers both private and public employers and requires the paid sick time to be compensated at the same hourly rate currently paid to the employee. Additionally, the law will permit employees to roll-over up to 40 hours of unused sick time to the next calendar year and specifically prohibits employers from interfering with or retaliating against an employee for the use of earned sick time. We are advising our clients with operations in Massachusetts, and in other states and cities with similar laws, to revise their policies and their employee handbooks to properly account for this new requirement.

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


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