Did you know, you CAN like your lawyer?

Whether you’re a sole proprietor, a CEO of a major corporation, or a medium-sized company owner, there are a lot of things you need to keep in mind to run your business smoothly. How well do you communicate with your employees? What steps do you take to ensure they are given equal opportunities? David Seserman, a successful Colorado civil trial attorney and the founding member of Seserman Law LLC, helps shed light on how businesses should handle their relationship with their employees. He believes that companies must provide equal opportunities among their subordinates. Highlighting the importance of proper communication and transparency in every organization, David gives advice on what businesses should do to prevent harassment from happening and elaborates on how attorneys can advocate for both the employer and employee’s rights and responsibilities.

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Transparency and Employee Relationships with David Seserman

My name is David Seserman. I am a civil trial attorney with the law firm https://www.seserman.law/ (Seserman Law). I use the term civil trial attorney for a very specific reason. I consider myself a trial attorney and not a litigator. The difference is a litigator is pretty good at pushing paper, arguing things, but is a bit uncomfortable at trial. A trial attorney enjoys going to trial and the challenges that that raises. I’ll give you an example. The way you can tell the difference between the two is if you are at a settlement conference and you are talking about resolving the case and the other side says to you, “David, if we can’t resolve this and settle this case here and now, then we’re going to go to trial.” If that’s an opportunity, you’re a trial attorney. If that’s a threat, you’re a litigator.

We’re incredibly fortunate to have you on the podcast. I have my cohost, Meranda Vieyra. She’s with https://www.denverlegalmarketing.com/ (Denver Legal Marketing) and we have David Seserman of Seserman Law. David, tell us a little bit about your business and who you serve.

As a trial lawyer, you have to focus your practice. Most of my practice is in the realm of employment and employee benefits litigation. My employment law practice is fairly straightforward: age discrimination, gender discrimination, breach of employment contract, misappropriation of trade secrets cases and matters like that. I expand that to employee benefits because I have a fairly strong background in ERISA, that is retirement benefits, health and welfare benefits, benefits of that nature. I consider myself more of an HR attorney because I cover the gamut. I have always carefully maintained a practice where I represent both management and individuals. I feel like that gives me a much more balanced perspective and allows me to counsel whoever it may be, whether it’s a C-Suite executive leaving a company or management looking at, “How do we deal with a situation where one of our employees just walked out with some trade secrets?” I can counsel them a little bit better because I understand the arguments that both sides will make.

For your practice, what’s your predominant geographic focus?

For the most part, it’s Colorado. I am licensed in Colorado. I don’t hold a license to practice law anywhere else. That being said, I have handled matters all over the United States. Sometimes you get the call that says, “We need you or want to hire you in this case.” It could be a court appearance in New Orleans or it could be in Dallas. It depends, but the predominant focus for me is localized. I try to stay very involved in the Colorado community and I try to concentrate my practice here because it’s home and it’s what I know best.