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How does Jordana Nelson's prior experience as a general counsel inform her work with firm clients? Read more>

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The M&A Advisor Winner 2017The M&A Advisor announced the winners of the 16th Annual M&A Advisor Awards on Monday, November 13 at the 2017 M&A Advisor Awards. Bass, Berry & Sims was named a winner in the two categories related to the following deals:

M&A Deal of the Year (from $1B-$5B) – Acquisition of CLARCOR Inc. by Parker Hannifin Corporation

Corporate/Strategic Deal of the Year (over $1B) – Acquisition of BNC Bancorp by Pinnacle Financial Partners

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Regulation A+

It seems that lately there has been a noticeable uptick in Regulation A+ activity, including several recent Reg A+ securities offerings where the stock now successfully trades on national exchanges. In light of this activity, we have published a set of FAQs about Regulation A+ securities offerings to help companies better understand this "mini-IPO" offering process, as well as pros and cons compared to a traditional underwritten IPO.

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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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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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