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How did Mike DeAgro's experience co-founding a nonprofit advocacy organization lead to a career in the legal field? Find out more>

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Envision to Sell to KKR for $9.9 Billion

We represented Envision Healthcare Corporation (NYSE: EVHC) in its definitive agreement to sell to KKR in an all-cash transaction for $9.9 billion, including debt. KKR will pay $46 per Envision share in cash to buy the company, marking a 32 percent premium to the company's volume-weighted average share price from November 1, when Envision announced it was considering its options. The transaction is expected to close the fourth quarter of 2018. Read more


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Six Things to Know Before Buying a Physician Practice spotlight

Dermatology, ophthalmology, radiology, urology…the list goes on. Yet, in any physician practice management transaction, there are six key considerations that apply and, if not carefully managed, can derail a transaction. Download the 6 Things to Know Before Buying a Physician Practice to keep your physician practice management transactions on track.

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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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