My Services

Start your business off right with taxation & compliance

Starting a business and successfully operating that business takes skill, dedication, and drive. Regardless of the size, scope, or focus or a business, one key to its success is access to exceptional legal advice and assistance. Robinson Law provides legal representation to small, medium and large businesses and non-profit organizations from start-up through dissolution. A business venture may face a wide variety of legal challenges, including:

  • Start-up – before any business gets off the ground the groundwork must be laid. Deciding on a structure for the business (sole proprietorship, partnership, or corporation) and then executing the proper legal documents to create that structure must be accomplished properly and in accordance with all local, state and federal laws.
  • Business tax planning – failing to properly plan for the myriad of tax obligations a business incurs can sink a fledgling business before it ever gets off the ground. Proper tax planning can prevent this from occurring. If the worst happens, and the business does end up with a hefty debt to the IRS, the attorneys at Robinson Law may be able to negotiate an offer of compromise for the business.
  • Business acquisitions – as a business grows it often expands. Expansion may include business acquisitions which typically entail a seemingly never-ending maze of legal documents that must be executed and filed with the proper authority.
  • Non-profit governance – not-for-profit organizations operate under a different set of laws, rules, and regulations than for-profit businesses. Understanding, and adhering to, the non-profit laws and regulations means maximum profit for the organization

Robinson Law understands how important a business is to the owners of the business as well as to those employed by the business which is why the team at Robinson Law is dedicated to ensuring the success of the business through careful planning and ongoing legal support.

Get better ideas by workforce diversity & inclusion

Diversity and inclusion are more than buzzwords, and need to be taken seriously and understood in the workplace. Even though they are used together they are separate concepts and even separate actions in the workplace. In today's market for employees and for customers, a company must strive to meet the expectations of both. 

Diversity in the workplace is accepting, understanding, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientation with differences in education, personalities, skill sets, experiences, and knowledge bases. This allows for a more thorough brainstorming experience and a more in depth analysis of how corporate actions will be viewed by the public. It can so be different for each organization and each age group has a different view of what is diversity.

Inclusion is a new concept that evolved from realizing that having diversity without having corporate cultural changes would limit the benefits of a diverse workforce. It is a collaborative, supportive, and respectful environment that increases the participation and contribution of all employees. There are other definitions like the definition from SHRM is “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.” As with diversity, inclusion can be different within each organization and age group. 

The federal government under the EEOC with the powers granted under the Civil Rights Act and various other newer Acts and case law protect individuals who are members of a protected class based on based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history). Diversity and inclusion are easier to understand when you put them together. Diversity is making sure that your company hires a diverse workforce throughout the organization while inclusion is ensuring that those employees stay with the company and move up in ranks by having an actual seat at the table instead of only in marketing brochures. 

Robinson Law understands that most companies want to hire great employees and keep them happy within the law and financial constraints of the industry and economy. We strive to educate our clients in the various ways to meet the goals of diversity and inclusion though designing policies to help with employees and by looking at many ways to provide value to the employees while watching the bottom line along with public accountability. We can help you stay out of court. 

Protect your brand and ideas with Trademark & Copyrights

With a global marketplace, branding and the protection of intellectual property is on everyone's mind. After you designed your brand along with the company name and taglines, you want to protect it. The federal government has many ways to help you tell the world it is protected within the United States. Each state has local protections, but most companies have a national marketing and customer base. Some companies may even need to look at other country's laws for protection of intellectual property. 

A registered trademark is a symbol, word, or words legally registered or established by use as representing a company or product. Many longtime companies have found that their business name was trademarked after they designed a website with the name. The company with the trademark must protect it by notifying other companies that use it without permission. The letters are called cease & desist letters. There are ways to prevent infringing on other people's rights from the start. If you receive a letter, there are ways to negotiate the use for sometime to decide what is best for your company. 

Copyrights can also be registered with the federal government. It is not required for the right, but it is necessary if litigation is necessary to protect the copyright. There are many laws that cover copyrights from "fair use" to even digital use under many international treaties and Acts. 

Robinson Law can help you protect your creative work and business by maneuvering through the various state, federal, and even international laws. It is better to protect it from the start instead of fighting in court. We can help you stay out of court. 

Is Out of Court Mediation right for you?

Mediation is an informal dispute settlement process run by a trained third party, called a mediator. Mediation is intended to bring two parties together to clear up misunderstandings, find out concerns, and reach a resolution.

The mediation process is usually voluntary, although it may be mandated by a court or strongly suggested by an agency like the Equal Employment Opportunity Commission (EEOC). 

During the mediation, each side presents its view of the issue, and the mediator will work with each side in a caucus to attempt to work out a settlement. At the end of the process, the mediator can present findings and present a potential solution to the issue.

Mediation doesn't eliminate the need for an attorney for each side. Although attorneys are not necessary, complicated and difficult mediations may include an attorney for each side. For example, you may want an attorney to run the discovery process, to get information from documents and witnesses to present at the mediation session.  

Unless it's specifically agreed to in a contract, mediation costs are usually shared equally by the two parties. The biggest cost is for the time of the mediator, which varies depending on the location and the complexity of the dispute. Mediator costs include preparation and initial discussions in addition to the cost of the mediation itself. Other costs include a place for the session. If you want to hire an attorney for any part of the mediation, that cost is yours. 

How Mediation Works: A Typical Case

Here is a brief discussion of a typical mediation process:


  • The mediator begins by welcoming the parties and introducing the parties to each other. The mediator then outlines the process and the roles of the mediator, the parties, and attorneys (if present). The mediator ends the introduction by explaining the ground rules for the process.
  • The mediator then asks for statements from each party. Both parties have an opportunity to tell their story about what happened, from their viewpoint. Often, these stories are emotional. The mediator may ask clarifying questions, but typically the parties do not question each other. If the parties are too emotional, this part of the process may be cut short.
  • After both parties have spoken, the mediator may ask more questions, both to clarify the issues and to provide the other party with greater understanding.
  • At this point, the mediator may ask the parties to caucus (get together separately) for the purpose of discussion. The mediator talks with each party, proposing solutions, trying out scenarios, trying to get a commitment to a settlement by both parties.
  • The mediator goes back and forth between the parties during this time, clearing up misunderstandings, and carrying information, proposals, and points of agreement.
  • The mediator works to find points of agreement between the parties, in an effort to reach an agreement. At some point, the mediator may pose a final agreement for the parties and urge them to accept.



Mediation in Small Business Situations

Some examples of how mediation is used in business situations come about with real estate issues. such as contract disputes; in labor negotiations, as a first step to sorting out differences between the two sides; or in employer-employee disputes. 

Mediation is also used in personal and family disputes. For example, in divorce, child custody, and special education situations. 

Online Mediation

You can even find a mediator online, for several different types of mediation. Online mediation is a good resource if the two parties have an online relationship (like on eBay or other bidding sites) or if the parties are uncomfortable sitting across the table from each other. 

How do I keep the dirty laundry out of Court?

Collaborative law, sometimes called collaborative practice, is an alternative dispute resolution process where you and your partner work together to resolve your legal issues out of court with the help of your own collaborative family lawyers.

You may also need to work with other collaborative professionals, such as a financial specialist or social worker.

Your collaborative professionals work together with you and your partner to help you agree on your issues. They offer a safe space to help you reduce conflict. Usually, you have several meetings with your collaborative professionals before you agree on your issues.

Collaborative family law is voluntary. This means that you and your partner have to agree to the process. You cannot be forced to use it, or forced to agree on your issues.

Collaborative family lawyers have special training in:

  • using a cooperative way to get partners to agree
  • focusing on solutions that consider both partners' interests and needs, while taking into account legal rights
  • supporting partners to speak openly and honestly with each other
  • making sure that partners have all the financial documents and information they need to make informed decisions

Collaborative family lawyers also agree in writing not to go to court. As a result, they are committed to helping you reach a settlement.

If you and your partner agree on how to resolve your issues, your collaborative lawyers draft a separation agreement.


Trial Strategy


 Trial strategy starts with comparing the elements of the law to the provable facts. The pre-trial discovery process is planned for any missing pieces. It also goes into the type of trial and jury.  

Pre-Trial Discovery


 The discovery process allows for requesting documents, issuing subpoenas, asking questions, performing depositions, hiring investigators, and other methods to obtain evidence for trial.  

Trial Preparation


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