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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: California Prompt Payment Rules Apply to Retirees: Final Paycheck Due upon Retirement

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August 25, 2016

On August 18, 2016, the California Supreme Court confirmed that the final wage payment rules provided for by the California Labor Code apply to retiring employees.

In McLean v. State of California, McLean filed a class action lawsuit against her former employer, the State of California, after the State failed to make "full and prompt payment of wages" when she retired from her employment. The prompt payment provisions of the California Labor Code impose certain timing requirements on the payment of final wages for employees who are discharged and to those who quit their employment. If an employee is discharged, an employer must pay all earned and unpaid wages immediately at the time of discharge. Cal. Lab. Code § 201. If an at-will employee quits his or her employment, the employer must pay the employee no later than 72 hours thereafter unless the employee has given 72 hours' notice of his or her intention to quit, in which case the employer must make a final payment of the employee's wages at the time of quitting. Cal. Lab. Code § 202. If an employer willfully fails to pay in accordance with sections 201 and 202, the employer may be subject to additional waiting-time penalties of up to 30 days' wages. Cal. Lab. Code § 203.

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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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