I did not get married until I was 50 years old, in 2003. In 1997 I met a lovely, recently-widowed (her husband died in 1996) woman from the New Haven area. We married in 2003. We decided to live in her home in the New Haven area, near her children and grandchild, rather than in my home in Massachusetts. From 2003 to 2008, I commuted from her home to my office in Springfield, which is 60 miles each way. I got tired of this long commute, so I gradually closed my Massachusetts law practice. I became a member of the Connecticut Bar in 2006.
Q. What courses do you teach at the University of New Haven?
A. In 2013-14, I am teaching Management 6645
(Management of Human Resources) and
Communication 4420 (Communication and the Law).
From 2005 to Summer 2013, I taught Business and
Society, and also occasionally taught Management
of Human Resources, Communication and the Law,
Criminal Justice, and Business Law.
Q. The subtitle of your book "Some Tips to Prevent
Employment Discrimination Lawsuits" is "A Faith-Based
Legal Guide for Managers." Do you talk about faith and
religion when you give legal advice?
A. Usually not. I am a lawyer, not a preacher. I only talk
about religion if the client brings it up and wants to discuss
it with me. My knowledge about the Bible is no greater than
the average citizen's. My book simply points the reader
to some biblical sayings (approximately 10 of them) that I think
can be very, very helpful to employers in their quest for greater
business success, fewer discrimination lawsuits, and clearer conscience.
I am no expert on these sayings, but I do explain in my book how I think
these sayings apply to employment discrimination law, the prevention
of lawsuits, and the achievement of greater business success.
Q. Can you give an example?
A. "He who sows sparingly shall also reap sparingly; and he who sows bountifully shall also reap bountifully" (2 Corinthians 9:6).
I think this passage from the Bible is the best passage to help employers achieve good profits and fewer lawsuits, and help employees receive fair wages. It means, in my opinion, that employees should be hired, compensated, promoted, disciplined, and terminated
based on what their productivity and services are worth to the employer, not on their race, color, national origin, gender, age, religion, disability, or sexual orientation. Unfortunately for many employees, their productivity and services are not worth a lot of money to
the employer. So I do not fault an employer for paying an employee wages that reflect the employee's economic worth to the
employer (of course, the wage must at least be high enough to comply with minimum wage laws). If the employer wants to be more generous than that—if the employer wants to pay the employee more than the employee's economic worth to the employer—that is
nice and I encourage it. Whether the employer is morally required to do so, I don't know. In any event, an employer should focus
on the quality and quantity of the employee's work (the employee's economic worth to the employer), not on the employee's race, color, national origin, gender, age, religion, disability, or sexual orientation.
David and his wife, May 20, 2012
Q. What is your background?
A. I was born in Springfield, Massachusetts, in 1953. I moved to neighboring Longmeadow in 1961. I earned my B.A. in Economics at George Washington University in 1974 and my J.D. at Washington University in St. Louis in 1977. I was a senior editor of the law review at Washington U. Later in 1977, I returned to Springfield and was admitted to the Massachusetts Bar. I practiced law in Springfield from 1977 to 2008. I was a general practitioner from 1977 to 1991, then practiced exclusively in the area of labor and employment law, usually on the side of the employer, from 1992 to 2008. Throughout my legal career in Massachusetts, I always devoted part of my time to doing legal research and writing for other lawyers. I really enjoy doing legal research and writing.
I was an adjunct (part-time) professor at Western New England College (then WNEC, now WNEU) School of Law from 1979 to 1982, a part-time TV reporter (I covered law, politics, and some other topics) at WWLP-TV (Channel 22) in Springfield in the late 1980s, a part-time regulatory compliance analyst at Aetna Life and Casualty Company in Hartford in the early 1990s, a visiting lecturer at Westfield State College (now Westfield State University) in 2000, a senior lecturer at WNEU School of Business from 2001 to 2005, an adjunct professor at the University of New Haven (UNH) from 2005 to 2010, and a practitioner-in-residence at UNH from 2010 to present.
David and his wife at Rock of Gibraltar
(Spain-Gibraltar) July 6, 2012
Attorney David A. Robinson
teaches in the MBA program at the University of New Haven,
and has written two great new books for employers.
David A. Robinson, P.O. Box 780, North Haven, CT 06473, Tel. (203) 214-4078
Fenway Park, Boston
World Series, Game 6
St. Louis Cardinals vs. Boston Red Sox
Oct. 30, 2013