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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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Susie Bilbro Answers Key Questions on 2018 Open Enrollment Process

HR Professionals

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August 1, 2017

Bass Berry & Sims Employee Benefits attorney Susie Bilbro

In an article published by HR Professionals, Bass, Berry & Sims attorney Susie Bilbro provided insight on aspects plan sponsors should consider as they prepare for the 2018 open enrollment process. Among the key questions Susie suggests sponsors to ask themselves in the upcoming months are:


Are you including the right disclosures in your open enrollment materials? 
There are multiple participant disclosure requirements for employee welfare benefit plans that plan sponsors must be aware of during the eligibility or enrollment processes, and on an on-going basis. Some of these items are summary plan descriptions (SPDs), COBRA notices, HIPAA notices and Medicare Part D notices.

Is your cash in lieu of benefits payment program compliant? While some plan sponsors are offering cash payments to employees who agree to waive employer-sponsored health coverage, employers should be aware of excise taxes for non-compliant opt-out arrangements and the impact of opt-out arrangements on affordability calculations.

What do you need to know (and tell employees) about your HSA? Health savings accounts (HSAs) have a contribution limit for 2018 of $3,450 for individual accounts and $6,900 for family coverage. HSAs are triple-tax-advantaged, because HSA deposits are tax-free, contributions grow tax-free, and distributions are tax-free for out-of-pocket and qualifying expenses. Individuals with a flexible savings account (FSA) are ineligible to contribute to an HSA, and certain FSA design features may affect HSA eligibility for subsequent years.

The full article, "Open Enrollment Considerations for Plan Sponsors," was published in the August 2017 edition of HR Professionals and is available online.


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