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In addition to Mark Manner's busy corporate legal practice, he has established himself as a respected and avid astronomer. Read more>

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On December 1, 2016, Parker Hannifin Corporation and CLARCOR Inc. announced that the companies have entered into a definitive agreement under which Parker will acquire CLARCOR for approximately $4.3 billion in cash, including the assumption of net debt. The transaction has been unanimously approved by the board of directors of each company. Upon closing of the transaction, expected to be completed by or during the first quarter of Parker’s fiscal year 2018, CLARCOR will be combined with Parker’s Filtration Group to form a leading and diverse global filtration business. Bass, Berry & Sims has served CLARCOR as primary corporate and securities counsel for 10 years and served as lead counsel on this transaction. Read more here.

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Thought Leadership

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Blueprint for an IPO

Companies go public to raise capital to fuel growth, pay down debt and provide liquidity to shareholders. Although all issuers and offerings are different, the basic process of going public remains relatively constant. Blueprint for an IPO identifies the key players, details the process and identifies the obligations companies will face after going public.

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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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