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How did Sylvia Yi's previous work at the Department of Homeland Security prepare her for working with government contractors at Bass, Berry & Sims? Find out more>

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On December 1, 2016, Parker Hannifin Corporation and CLARCOR Inc. announced that the companies have entered into a definitive agreement under which Parker will acquire CLARCOR for approximately $4.3 billion in cash, including the assumption of net debt. The transaction has been unanimously approved by the board of directors of each company. Upon closing of the transaction, expected to be completed by or during the first quarter of Parker’s fiscal year 2018, CLARCOR will be combined with Parker’s Filtration Group to form a leading and diverse global filtration business. Bass, Berry & Sims has served CLARCOR as primary corporate and securities counsel for 10 years and served as lead counsel on this transaction. Read more here.

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FCPA: 2016 Year in Review & 2017 Enforcement Predictions

A review of trends and developments in FCPA as well as a look ahead into what to expect for 2017. This report aims at providing corporate leaders and companies with the knowledge they need to comply with the FCPA and avoid litigation in 2017.

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Tim Garrett Analyzes Consequences of U.S. Supreme Court Decision in Obergefell

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October 20, 2015

Bass, Berry & Sims attorney Tim Garrett analyzes the implications of the U.S. Supreme Court's decision in Obergefell v. Hodges and its effect on workplace issues. In June 2015, the Supreme Court ruled that the right to marry is a fundamental right guaranteed under the U.S. Constitution, regardless of the gender of the intended spouse. This right has implications for benefits coverage to employees and spouses. In the article, Tim suggests that one of unintended consequences of the Obergefell ruling is how employers deal with benefits coverage in situations involving employees with domestic partners. As Tim points out in the article, "there is an unintended consequence unfolding after Obergefell. Given that same-sex marriage is now a fundamental right, there is a less compelling argument (some might argue no compelling argument) for employers to provide benefits for relationships that are less formal than marriage."

This second article is part of a three-part series on the topic of how the culture war in America is playing out in the workplace. The full article, "Recent Developments Create Unexpected -- and Perhaps Unintended – Consequences," was published by InsideCounsel on October 19, 2015 and is available online.


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