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Learn about Richard Arnholt's diverse government contracts practice and why he chose to pursue a career in the legal field. Read more>

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In June 2017, Pinnacle Financial Partners, Inc. (NASDAQ: PNFP) closed a $1.9 billion merger with BNC Bancorp (NASDAQ: BNCN) pursuant to which BNC merged with and into Pinnacle. With the completion of the transaction, Pinnacle becomes a Top 50 U.S. Bank. The merger will create a four state footprint concentrated in 12 of the largest urban markets in the Southeast. 

Bass, Berry & Sims has served Pinnacle as primary corporate and securities counsel for more than 15 years and served as counsel on the transaction. Our attorneys were involved in all aspects related to the agreement, including tax, employee benefits and litigation. 

Read more details about the transaction here.

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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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Kimberly Veirs Examines EEOC Guidance on Workplace Retaliation

Employment Relations Today

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August 9, 2017

Kimberly Veirs | Employment Law Attorney | Bass, Berry & SimsIn an article published in the Spring 2017 edition of Employment Relations Today, Bass, Berry & Sims attorney Kimberly Veirs discussed ways employers can avoid retaliation claims in her article "Avoiding Workplace Retaliation: Guidance for Employers." Workplace retaliation remains the most commonly reported complaint to the Equal Employment Opportunity Commission (EEOC) by U.S. employees across all industries. Following a slew of these claims and high-profile court cases, the EEOC issued detailed enforcement guidance in August 2016 – its first such guidance since 1998. With workplace retaliation included as one of the commission's substantive priorities in the Strategic Enforcement Plan for 2017-2021, the EEOC remains focused on ensuring that employees and job applicants are able to challenge discrimination without fear of retribution. 

The 2016 guidance addresses a number of standards for employers to consider to avoid retaliation enforcement from the EEOC. To get started, there are a number of best practices employers should adopt to legally comply, such as ensuring that any disciplinary actions are taken for legitimate, nonretaliatory reasons. To help with this, employers should have anti-retaliation policies and maintain detailed documentation on reasons for employee discipline. "Human resources departments should review this documentation regularly to ensure that supervisors and managers are addressing disciplinary issues consistently within a company," said Kimberly.

The full article, "Avoiding Workplace Retaliation: Guidance for Employers," was published in the Spring 2017 issue of Employment Relations Today and is available online or in the PDF below.

Download Document - Employment Relations Today (Spring 2017)

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