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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: EEOC Alleges in Two Lawsuits That Title VII Prohibitions Extend to Sexual Orientation Bias

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March 3, 2016

The EEOC recently announced two new lawsuits it has filed alleging that employers have violated Title VII's protections against gender bias to include prohibitions against sexual orientation bias. The lawsuits are not very surprising in light of the EEOC's position last July, in Baldwin v. Department of Transportation. There, in a case involving a federal employee, the EEOC took the position that discrimination against a person based on sexual orientation is, by its nature, discrimination on the basis of sex.

These lawsuits, filed in Pennsylvania and in Maryland, allege that the employers being sued violated Title VII based on allegations of harassment against their employees based on the employees' sexual orientation. The lawsuits will place this question squarely before the federal courts: Does Title VII's prohibition of sex discrimination include a prohibition of sexual orientation discrimination? Historically, both the EEOC and federal courts have interpreted Title VII's protections against sex discrimination as not including protections against sexual orientation bias. Since the EEOC's announced position in July 2015, some courts have begun to accept the EEOC's view, while other courts have continued to refuse to do so.

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To continue reading the content in this article on the firm's Labor Talk blog, please click here to view the post.

Bass, Berry & Sims' Labor Talk blog features news, commentary and insights on the complicated and constantly changing labor and employment laws affecting employers.


 


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