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South Texas College of Law Houston / Faculty / Dru Stevenson

Professor of Law

B.A., Wheaton College J.D., University of Connecticut School of Law LL.M., Yale Law School

Areas of Expertise



Office: 724T

Professor Stevenson joined the faculty at South Texas College of Law Houston in 2003, and teaches Administrative Law/Regulation, Professional Responsibility, Nonprofit Incorporation, Legislation, and the Law Economics seminar. He graduated Magna Cum Laude from the University of Connecticut School of Law, where he served as an editor of the Connecticut Law Review . After receiving his J.D., he practiced as a Legal Aid lawyer in Connecticut for three years. He earned his Master of Laws (LL.M.) from the Yale Law School in 2002, and became an Assistant Attorney General for the State of Connecticut until leaving to accept his position at South Texas College of Law Houston. Professor Stevenson’s publications cover topics ranging from criminal law to civil procedure, with an emphasis on the intersection of law with economics and linguistic theory. His articles have been cited in leading academic journals and treatises, by federal and state appellate courts, and in recent briefs to the U.S. Supreme Court.

Professor Stevenson


,14J.L. Econ Pol’y 127 (2017). (with Richard Boylan)

, 67 Fla. L. Rev. 1337 (2015).(with Nicholas J. Wagoner) Angara Emerald and Diamond Love Knot Ring in Platinum 7JI4TV0JC

, 99 Iowa L. Rev. 2273 (2014). http://ssrn.com/abstract=2330384

, 48 U.C. Davis L. Rev. 337 (2014). House Of Harlow House of Harlow Lady Of Grace Ring in Metallic Gold KEXzto

, 2014 U. Ill. L. Rev. 1129. http://ssrn.com/abstract=2122741

, 53 B.C. L. Rev. 1357 (2012). (with Sonny Eckhart) http://ssrn.com/abstract=2035108

, 90 N.C. L. Rev. 2083 (2012) http://ssrn.com/abstract=1931936

, 97 Iowa L. Rev. 1645 (2012). http://ssrn.com/abstract=1777278

, 19 Geo. Mason L. Rev. 513 (2012).

80 Fordham L. Rev. 775 (2011). (with Nicholas Wagoner)

, 22 Stan. L. Pol’y Rev. 129 (2011).

, 14 U. Penn. J.L. Social Change 1 (2011).

76 Mo. L. Rev. 455 (2011).

, 68 Louisiana L. Rev. 1285 (2008) (solicited).

, 49 B.C. L. Rev. 125 (2008).

Massachusetts v. EPA, 112 Penn. St. L. Rev. 1 (2007).

, 75 U. Cin. L. Rev. 213 (2006).

, 3 Rutgers J.L. Urban Pol’y 4 (2005).

, 26 Cardozo L. Rev. 1535 (2005).

, 16 U. Fla. J.L. Pub. Pol’y 1 (2005).

, 37 Conn. L. Rev. 67 (2004).

, 45 Ariz. L. Rev 83 (2003).

21 Yale L. Pol’y Rev. 105 (2003).

Should Addicts Get Welfare? Addiction SSI/SSDI, 68 Brook. L. Rev. 185 (2002).

, 35 Clearinghouse Rev. 546 (2002).


(New York: Wolters Kluwer Law Business, 2015).

(New York: Matthew Bender Co, LexisNexis Group, 2007).


, 34 Ohio N.U. L. Rev. 191 (2007)(reviewing Cass R. Sunstein, Radicals in Robes: Why Extreme Right-wing Courts Are Wrong for America (2005)).

, 12 Wm. Mary J. Women L. 467 (2006)(reviewing Madeleine Albright, Madame Secretary: A Memoir (2003)).

, 77 U. Colo. L. Rev. 257 (2006)(reviewing John Gibbons, Forensic Linguistics: An Introduction to Language in the Justice System (2003)).

, 38 Cornell Int’l L.J.251 (2005)(reviewing Marco A. Olsen, Analysis of the Stockholm Convention on Persistent Organ Pollutants (2003)).

, 28 Crim. Just. Rev. 435 (2003)(reviewing Robert P. Burns A Theory of the Trial (1999)).


, in Hans Kelsen In America – Selective Affinities And The Mysteries Of Academic Influence (EBSCO ebook, 2016).


(New York: Aspen Publishers, 2010).

(New York: Aspen Publishers, 2010).


, Kelsen in America Interdisciplinary Conference hosted by Valparaiso University School of Law at the Lutheran School of Theology at Chicago, June 27 – 28, 2014. Federica Tosi rectangular shaped ring Metallic OqNWF4VK66

Gideon at 50 Symposium, University of Iowa School of Law, Oct. 17, 2013

Law’s Information Revolution Roundtable, George Mason School of Law, Sept 19-20, 2013.

Batson Symposium, , University of Iowa School of Law, October 21, 2011.

Presentation, Codification and Proliferation of Laws at Thurgood Marshall School of Law, September 14, 2011.

Presentation, at South Texas College of Law Houston (Faculty Scholarship Luncheon) September 2, 2011.

Symposium, , Stanford Law School, January 23, 2011

Faculty Scholarship Presentation, , University of Houston Law Center , October 26, 2010

Faculty Scholarship Presentation, , South Texas College of Law Houston, September 15, 2010.

Faculty Enrichment Presentation, Kelo , Florida State University School of Law, Feb. 11, 2010.

Panelist, Symposium on , Louisiana State University Law School, Feb. 15-16, 2008.

, National War College, Washington, D.C., March 14, 2007.

, Debate (against the use of free market incentive schemes as a replacement for environmental regulation) versus James Huffman, Dean of Lewis Clark Law School (in favor of free market mechanisms for reducing pollution) South Texas College of Law Houston, February 7, 2007.

, Faculty Colloquia at Texas Wesleyan University School of Law, Dallas, September 25, 2006.

CV (PDF format)

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Originally published by : EHS Today (link is external) April 19, 2018 by Joy Stephenson-Laws, JD

The following article was produced and published by the source linked to above, who is solely responsible for its content. is publishing this story to raise awareness of information publicly available online and does not verify the accuracy of the author’s claims. As a consequence, cannot vouch for the validity of any facts, claims or opinions made in the article.

Workplace violence remains a real and increasing threat to America’s workforce. According to the U.S. Occupational Safety and Health Administration (OSHA), approximately two million workers are victims of workplace violence every year and this number is increasing. Even more alarming is that homicide is the fourth-leading cause of workplace deaths. In addition to the human toll, estimates put the total economic cost of workplace violence at over $55 billion.

In response, companies have almost universally instituted policies prohibiting any type of workplace violence—including inappropriate language, sexual harassment and bullying—to stem this tide. While these measures have undoubtedly had a positive impact in reducing the levels of some workplace violence, it is clear from the statistics that they don’t go far enough. In my view as a healthcare attorney, business owner and specialist in proactive, preventative healthcare, these policies miss the mark by primarily aiming to control the symptoms of workplace violence rather than addressing the underlying issues that contribute to it.

The job-related physical and mental health issues that can most trigger workplace violence are stress, anxiety, depression and other lifetime emotional issues that the worker brings to—and which may be exacerbated by—the workplace. According to the American Psychological Association (APA), work-related stress can contribute to short tempers. Many people resort to unhealthy coping mechanisms like smoking or heavy drinking to cope with this stress.

Recognizing the signs of stress that can trigger a violent outburst, such as hostility toward co-workers, physical signs of exhaustion and taking more days off than usual, is a good first step to avoid workplace violence. So are offering formal employee assistance programs to help employees with stress management or to work through emotional issues. But these programs may not be enough since they are dependent on someone noticing a change in behavior or an employee asking for help.

These elements, and employee wellness programs in general, are usually ineffective over the longer term in identifying and preventing possible health issues that could impact an employee’s emotional wellbeing. In fact, over 90% of companies, and most government entities, offer some form of wellness programs for their employees.

But most of these initiatives, while well intentioned, fall short of the goal of producing long-term benefits. Instead, the initial groundswell of enthusiasm for the programs tend to wane after a few weeks or months with both employers and employees left feeling frustrated, discouraged and wondering what went wrong. Even worse, any physical and/or emotional health benefits gained are quickly reversed and may, in fact, even go into decline, leaving people even less healthy than they were before. This can leave workers even more stressed or anxious than they were before.

For employee wellness programs to have a lasting impact on employees, and have a higher probability of success in reducing the consequences of mental and physical health issues in the workplace, they need to include a personalized, ongoing educational component. Most programs today focus on short-term actions that produce quick results but do very little, if anything, to create the attitude and behavior changes that result in long-term benefits.

Only education which is not focused on immediate gratification or “quick hits” can do this. This education needs to give employees important and relevant health information in a way they will understand, that addresses their personal needs and that they can readily apply in their daily lives. A key element of this education is helping employees know what is going on with their bodies through comprehensive testing. This could include nutritional, stress level, genomics and other key metrics. Armed with this information, companies can then help their employees not only get healthier physically and emotionally, but also take proactive steps so they can stay healthy.

Companies can also lead by example. While it is easy for employees to turn to unhealthy foods when they are stressed, employers do not have to enable this unhealthy eating choice by providing junk food in the vending machines. Instead of having a ban on music, perhaps the right kind of music can be encouraged. Research shows that relaxing music can lower stress and create a calming environment. And employers can encourage opportunities to stand, stretch and walk during the day.

These enhanced wellness programs also need to offer employees the tools they will need to effectively and easily apply the personalized education they receive to their daily lives. These could include nutritional supplements, lifestyle changes and behavioral changes. They also need to provide ongoing support to keep employees on track and motivated to continue working at their personalized programs. These include periodic check-ins to monitor progress, adapting the personalized programs as necessary to help an employee achieve their goals, and online and offline support.

By better addressing the underlying causes of workplace violence through enhanced employee wellness programs, we may be able to turn the tide and make our workplaces a safer place. Will this require an investment? Of course, it will. Will it be worth it? Most definitely. We will save lives—maybe even our own!

SBC Magazine

Posted on May 9, 2018 in Housing Construction

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In this period of reflection, he found a new perspective on golf. And with this new perspective, he found his game again.

“I came to know that I love golf, and I wanted to continue it regardless of whether I was on the team or not,” he said. “And so, it made it easier to focus on the process of improving my game, and less on just getting the ball in the hole so that I could qualify for the next week.”

Kaloustian assumed that, if he wanted to get back on the team, it would not be until the fall of 2017. However, with the departure of Bob Heintz and a fresh set of eyes in interim coach Michael Blodgett , his rapidly improving game was noticed, and he was offered a spot on the team again.

“Getting back on the team was incredible for me because I had set that goal immediately once I had gotten cut to get back on the team and to play in Ivies the next year," he said. "Fortunately… I had that be a possibility for me in the same year."

He made the most of this opportunity.

Kaloustian returned to tournament action at the Princeton Invitational. In the first round, he shot a 8-over 79, but he then proceeded to put up a pair of superb 73s, which was good for a tie for second best among the Quakers who were competing. He put forth a similarly strong effort at the Yale Invitational, carding a 72 and 76 in the two rounds of the tournament.

Then came the Ivy League Championships , where Zareh carded two 75s and a 72 for a combined score of 222 strokes, the lowest overall score for the Quakers and good for a top-ten overall finish.

While the second-team All-Ivy honor was satisfying in and of itself, what it represented to Kaloustian was much more meaningful.

“It wasn’t so much that finishing All-Ivy itself was the breakthrough moment — it was more of a confirmation of everything I had been doing," he said. "Personally, it was a confirmation that I was treating golf the right way again.”

His 74.4 stroke average on the season was the lowest on the team, but Kaloustian’s impact on the team stretched far beyond just his skill on the course.

“He’s just great,” remarked Goldenberg. “To have someone like him around, as a person and as a friend, is beneficial for everyone. And then, on top of that, to have him be the golfer that he is, is a bonus almost.”

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Kaloustian has continued playing at a high level this season. Earlier this month, he shot a 70 in the first round of the Princeton Invitational — the lowest score of his collegiate career — and led the field in overall birdies, carding 12 in the two-round tournament.


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