Will Vail is passionate about helping clients in the home-based care business, including non-medical home care, home health and hospice providers, realize their full potential. He provides legal advice they can use, allowing them to focus on the frail and vulnerable patients and clients they serve.

Will’s experience in private practice and as an in-house attorney gives him a broad perspective that directly benefits his clients. For nearly seven years, he was lead employment counsel for two separate divisions of the largest post-acute health care provider in the nation, one division that focused on home health, hospice and home care and another that focused on nursing homes and rehabilitation centers. He later was lead employment and litigation counsel for the largest home health and hospice provider in the nation following a corporate reorganization.

In addition to various employment law issues, Will is familiar with False Claims Act, OSHA, professional liability and general liability matters related to healthcare operations. He also has a robust practice navigating home care clients through licensure issues.

Will is an experienced litigator who has been in courtrooms across the United States. He also regularly provides advice and counsel to legal and nonlegal stakeholders, performs due diligence related to mergers and acquisitions, helps start-ups begin operations in a compliant method, wind-down operations (particularly skilled nursing facilities), train managers and assist in integrating new entities into going concerns.

Will began his legal career as a law clerk for a federal judge sitting in the Western District of Virginia. 

Education

  • University of Kentucky College of Law (J.D., cum laude)
    • Washington and Lee University (B.A., cum laude)

      Bar Admission

      • Georgia
      • Kentucky

      Court Admissions

      • U.S. Court of Appeals for the Fourth Circuit
      • U.S. Court of Appeals, Sixth Circuit
      • U.S. Court of Appeals, District of Columbia Circuit
      • U.S. District Court, Eastern District of Kentucky
      • U.S. District Court, Western District of Kentucky
      • U.S. District Court, Southern District of Indiana
      • U.S. District Court, Northern District of Georgia

      Professional Affiliations

      • Law360 Georgia Editorial Board, 2025
      • American Healthcare Lawyers Association
      • Rotary Club of Louisville

      Recognition

      • AV® Peer Review Rating, Martindale-Hubbell
      • First Chair Award, Top Employment Counsel, 2017
      • Ranked in Chambers USA: America’s Leading Lawyers for Business, Labor & Employment, Georgia, 2024-2025
      Publications
      Navigating Whistleblower Protections and Compliance with DEI Executive Orders
      As Polsinelli has discussed, President Donald Trump issued Executive Order No. 14151 titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” and Executive Order No. 14173 titled “Ending Radical and Wasteful Government DEI Programs and Preferencing” (collectively, the “Orders”) shortly after taking office, and that a District Court of Maryland enjoined certain aspects of those Orders. The Trump administration appealed the District Court’s decision, and on March 14, 2025, the U.S. Court of Appeals for the Fourth Circuit granted the Trump administration’s request for a stay (i.e., pause) of the injunction pending the outcome of the appeal. This means that during the appeal, the Orders are in full force and effect.   There are many articles discussing the importance of employers taking
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      EEOC Guidance on DEI-Related Discrimination in the Workplace
      On March 20, 2025, the Equal Employment Opportunity Commission (EEOC) issued two key pieces of guidance: What To Do If You Experience Discrimination Related to DEI at Work and What You Should Know About DEI-Related Discrimination at Work. It is crucial for employers to understand the potential implications of DEI programs and initiatives, and these pieces of guidance provide insight into what the EEOC will be monitoring. This article highlights key aspects of DEI-related discrimination and provides practical advice for employers to navigate these issues effectively. What is DEI-Related Discrimination? The guidance states that DEI-related discrimination occurs when an employer’s actions, policies, or practices are motivated, in whole or in part, by an employee’s race, sex or another protected characteristic. Title VII prohibits
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