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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: NLRB Decision Enhances the Risk of Unionization of Joint Employers

Firm Publication


July 20, 2016

The National Labor Relations Board (NLRB) recently made it easier for unions to force joint employers to recognize and bargain with unions. In its decision in Miller & Anderson, Inc., 364 NLRB No. 39 (July 11, 2016), the NLRB made it more likely that joint employers (now defined broadly under other NLRB precedent) will be forced to recognize the union of their co-employers' workers, and will be required to bargain directly with the union over the terms and conditions of employment it controls. Companies which use temporary staffing agencies and other such third-party agencies, as well as staffing agencies themselves, and franchisees and franchisors all should be aware of the possible consequences. For example, a national franchisor may be required to bargain with a franchisee's union regarding workplace policies and standards over which the franchisor attempts to assert control. Or, a user of temporary labor could be required to bargain with its staffing agency employees' union regarding reasons for ending the temporary work assignment, standards for converting the temporary worker to direct employment, workplace policies, assignment of work, production and evaluation standards, and the like. Or, a temporary staffing agency's employees could be organized by its customer's employee union and be required to bargain over pay, benefits and other terms and conditions of employment, merely by virtue of its employees being assigned as temporary workers at that particular unionized employer. 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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