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What is Shannon Wiley looking forward to at this year's Asembia Specialty Pharmacy Summit? Find out more>


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Primary Care Providers Win Challenge of CMS Interpretation of Enhanced Payment Law

With the help and support of the Tennessee Medical Association, 21 Tennessee physicians of underserved communities joined together and retained Bass, Berry & Sims to file suit against the Centers for Medicare & Medicaid Services to stop improper collection efforts. Our team, led by David King, was successful in halting efforts to recoup TennCare payments that were used legitimately to expand services in communities that needed them. Read more

Tennessee Medical Association & Bass, Berry & Sims

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Download the Healthcare Fraud & Abuse Review 2017, authored by Bass, Berry & Sims

The Healthcare Fraud & Abuse Review 2017 details all healthcare-related False Claims Act settlements from last year, organized by particular sectors of the healthcare industry. In addition to reviewing all healthcare fraud-related settlements, the Review includes updates on enforcement-related litigation involving the Stark Law and Anti-Kickback Statute, and looks at the continued implications from the government's focus on enforcement efforts involving individual actors in connection with civil and criminal healthcare fraud investigations.

Click here to download the Review.

Labor Talk Blog: New Amendments to California Fair Employment and Housing Act Now Effective

Firm Publication


April 4, 2016

After a lengthy period of public comment and several revisions, California's Fair Employment and Housing Council finally adopted amendments to the California Fair Employment and Housing Act (FEHA) regulations. The amendments, which went into effect on April 1, 2016, generally reinforce existing law but also impose several new and detailed requirements for employers. 

Under the new regulations, employees can be held personally liable for unlawful harassment of coworkers, regardless of whether an employer "knew of or should have known" of the harassment. In addition, the FEHA regulations now expressly state that employers have an affirmative duty to take reasonable steps to prevent and promptly correct discriminatory and harassing conduct in the workplace, and while an employer may want to encourage written complaints, an employer cannot require them. Employees must be free to complain either in writing or verbally, which could create a significant problem for employers who seek to defend against a harassment case by maintaining that the employee never actually complained of harassment. image


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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