Latest / Authentic Living / Navigating Divorce: Lisa Ziederman on Family Law, Mental Well-Being, and Financial Empowerment

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Navigating Divorce: Lisa Ziederman on Family Law, Mental Well-Being, and Financial Empowerment · Authentic Living

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Welcome to Authentic Living with Roxanne, a place where we have conscious conversations
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about things that really matter in our lives.
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And now here's your host, Roxanne Durhaj.
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Everyone, it's Roxanne Dorhodch.
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Thanks for tuning in again to Authentic Living with Roxanne.
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Today I have a special guest, and it's Lisa Seideman.
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And she's coming to us, you're in New York City, right, Lisa?
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Yes.
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One of my favorite places to go at least once a year.
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Lisa brings a fascinating background.
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I'm going read a little bit about her bio, but the full bio will be in the show notes.
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But she is the matching partner at Miller Zeiterman LLP based in New York, like we said,
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matrimonial lawyer, CFL and certified divorce financial analyst.
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She handles complex financial and custody cases.
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She's named to Crane's New York list of notable women attorneys in 'twenty one and 'twenty
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three.
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And she's the founding member of Savvy Ladies.
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So it's Savvy Ladies and I'm just going to correct.
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I'm not the founding member, but I am actually board chair of Savvy Ladies.
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Okay.
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Fantastic.
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And she writes for Psychology Today, legal matters, understanding mental health issues as
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they apply to separation and divorce.
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So Lisa, thanks so much for granting us with your presence here today, and I'm looking
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forward to this talk.
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Like I shared with Lisa just before, I went through a divorce and I remember what impact it
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had on my life and my career at that time as an executive.
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So I'm very interested in chatting a little bit about things with her today.
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Lisa, did you always want to be a lawyer when you were a little girl or did you grow up in a
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family of lawyers?
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How did you end up in dealing with females in separation and divorce?
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So it's none of the above actually.
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So first I wanted to be a doctor And I will say these days, I actually, I'm thinking, why
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didn't I do that?
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Because I think I would have wanted to be a surgeon.
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I just had a client who was a surgeon and I was thinking that could have been really great.
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But actually what happened was I decided I was going into the fashion business.
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And after high school, I went into the fashion business and remained there, became basically
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an entrepreneur in the fashion business.
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And then when I went through my own divorce, decided I was going to become a lawyer.
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And specifically, I wanted to focus on matrimonial divorce, prenups and postnups.
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And so I went to got my undergrad and then my law degree and did all of this in that seven
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years and then started working as a young associate, although I wasn't that young at the
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time, I was like 42.
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And then opened my own practice in 2013, which I've had for about twelve years now.
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But it was not the dream actually.
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It became the dream during my divorce.
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Wow.
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So you actually firsthand experience going through it.
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Did you take some of your experiences as you were going through, like when you reflected on
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your divorce, does that experience come up and you take that in mind when you're helping a
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woman through a divorce?
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So yes, and by the way, I represent males and females, yes, it does.
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I think about how I felt at the time, which was I had a lack of response from attorneys or I
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felt that I wasn't getting a fast enough response.
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It was a very stressful time certainly because you're dealing with issues about your kids and
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your finances.
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And I think those are the two most stressful areas that anyone could be focused on.
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And so, yes, I often think about it.
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And once in a while I see my former attorney and I think to myself as I'm sitting there,
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either they're late or they're not, their client is waiting.
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And I'm thinking that's how I felt when I was their client.
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So I think that it's really important for attorneys in matrimonial and family law to
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understand that the stressors are huge and that there's a lot at stake for clients when you're
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dealing with issues for kids and issues about their finances.
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And this is going to be very long lasting that attorneys really do focus on their clients
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because those clients are in need.
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And that doesn't mean by the way doing every single thing that your client requests of you.
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It means guiding them but being very responsive to what they're asking.
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Yeah and to your point, I remember as I was going through the process or me as an executive
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with the health and wellness firm that I worked for, we would say okay, the lawyer would say,
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no when you need to go see someone for your mental health and know that you know that keep
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the legal related concerns and to come from a frame where you're not going to the lawyer for
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every single thing and you're having support.
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And it doesn't always have to just be a therapist.
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It could be just good supports with family, friends, those types of things.
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Or if not, it becomes awfully expensive if it becomes a kind of a back and forth kind of
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thing.
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Without a doubt.
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And look, there are certain things that other people are much more qualified for, which is
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why it's very important that attorneys understand that it's important to work with
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other professionals as well.
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So therapists, forensic accountants, tax attorneys, vocational analysts, you name it.
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There is an area that you might not be qualified for.
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I was just on the phone with a client and a trust in the states issue came up.
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And I said, we need a trust in the states attorney to answer that.
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And then a tax issue came up.
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And the client said, well, can answer this.
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I said, no, actually, I can't answer that.
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That is not an area that I focus on and we really need to do that.
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Or we were discussing the division of a retirement account.
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And she said, you know about retirement accounts?
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Yes, I do know.
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And I know enough that we need an actuary to actually give us the language so that this does
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not actually end up in a colossal era later.
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And so it's important to actually recognise your strengths and where you need actually the
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collaboration of other professionals.
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Let's talk a little bit about, you know, mental well-being of an individual going through a
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separation or divorce.
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What are some of the main issues that you write about in Psychology Today related to mental
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health?
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Because I think that's really important.
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And it is, I would say, unfortunately with the stats that we know with divorces, they're high.
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But everybody goes through it in a different way.
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So what are some of the mental health concerns that employers, because I'm going say a lot of
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employers are going to be watching this episode or listening.
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What kind of things can you share with
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them?
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So I think that for employers and their employees, I would say that the mental health
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issues and just the regular day to day issues as you go through a divorce can be very
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stressful and very anxiety provoking.
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And anxiety can cover a lot of areas.
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But I would say that your employee, okay, as an employee, you may all of a sudden feel that you
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actually have less time to devote to your work.
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And I think employers need to be mindful of the fact that this is a temporary situation.
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It may feel like it goes on way too long because sometimes divorces do, but it's still
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situation.
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And at some point it's going to change.
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And I think that what you're going to see is that an employee may feel more anxious.
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Certainly, you may have employees that actually have certain addiction issues that have to be
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dealt with during a divorce, sometimes substance abuse issues, alcoholism, all of
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those kinds of issues may rise to the top because all of a sudden you have a spouse who
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is no longer covering for the spouse.
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They are actually pointing it out.
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And so those could be issues.
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I think credit card debt becomes another issue.
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I think that if there's a mental health illness such as somebody may be bipolar or they may
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have a borderline personality disorder, or there may be an ADHD type of situation.
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All of these things are going to be, certainly points that, the other spouse may be pointing
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to.
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But many of these are things that maybe always existed and maybe be controlled or work through
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the challenges through medication and therapy, etcetera.
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So I would say that the most important thing is to be supportive of your employee and
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understand that there may be times when the employee has to go to court, or has to appear
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at a deposition, or may need to actually take care of a child.
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Maybe that didn't happen before as much, but maybe now that the responsibilities are being
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divided up in a different way, that these may be ways that the employer can start to think
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about for the employee that these are things that are actually going to
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occur.
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So it's really important that employees feel comfortable enough if they're going through
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this.
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And I think I mentioned to you when I was going through this, I was an executive and I really
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didn't share.
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We were talking fifteen years ago.
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But now, do you guide your clients to say, It's probably a good idea before a deposition gets
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to the employer or something like that?
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Or do you just kind of figure out what your client's about and then kind of guide them in
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reference to what they might share with their employer?
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Because sometimes employees might say, This is personal life, but I don't know if I want to
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share that because my employer might think it might impact my performance and in fact it may
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not.
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Do you take it case by case, Lisa, to give them guidance?
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No, I think it's case by case.
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Look, I think oversharing is not probably a good idea.
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The entire office doesn't need to know about your divorce.
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I think that sharing and oversharing are different.
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So that's one pointer.
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I also think that giving a employer a heads up where you can, that there may be a subpoena,
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for example, arriving for certain documents.
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So many times a lawyer will subpoena for records of employment, a file from the HR
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department, documents regarding restricted stock units or stock options to understand
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whether those stock options or restricted stock units are actually for past performance or
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future performance, because it actually will matter during the divorce in terms of dividing
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up those types of assets.
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Things like finding out if there's a bonus compensation, and if that bonus compensation is
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by contract or is it by performance?
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And was there an offer letter?
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So some of these things may be things that the attorney absolutely needs.
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And sometimes we need them in a particular format in order to get them into evidence at,
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for example, a trial.
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And so it's not that your employee has actually caused all of this to happen.
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It may be very much beyond the employee's control.
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And I think that when employers just cooperate, they buy a lot of goodwill from the employee
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for the long term and they buy less difficulties for themselves.
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Absolutely.
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So when, let's say an employee is going through something and their direct supervisor or
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director is recognizing that Roxanne's productivity is, you know, it's a little bit,
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it's waning a bit or whatever.
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What kind of guidance would you give them, Lisa?
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Like you said, the quicker it gets done, better for everybody, for your finances, what's coming
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in from that perspective, how your children could be taken care of.
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Sometimes it's long and drawn out and sometimes it's quick and dirty and all the way through.
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What kind of guidance would you give people that are managing others that may be going
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through this?
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So I think the first thing is to have transparency.
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So you need to tell your employee what the issues are.
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Perhaps that the performance is waning so that you have a direct conversation with the
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employee.
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Is there a way to actually change around the hours, for example, or modify where the
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employee is working from?
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Nowadays, we have so much remote.
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Is it something that can be dealt with in terms of where the employee is doing things more
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remotely so they can be more available perhaps for their children, or more available to go to
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a court appearance so that they don't lose the whole day.
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They can go to the court appearance in the morning and be available in the afternoon, but
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working from home.
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So I think that it's about communication and transparency, and it's on both sides, right?
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I think that the employee needs to be transparent about the fact, look, I'm going
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through a divorce, and there may be time that I need time off.
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But for example, whereas I might leave early on a Tuesday because I have the children, Maybe I
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can work later on a Thursday and make up for that.
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And I think that everybody needs to work together because if you have great employees,
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and I say this as a business owner, if you have great employees, don't want to lose great
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employees.
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You've spent a lot of time integrating them into your firm or your work environment or your
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company.
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And you certainly don't want to lose them just because someone is going through a divorce or
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an illness or anything that is a big transition for them.
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There's ways to work around that because life is complex and there's going to be transitions
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for people.
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So what if you're the owner or the CEO and you're struggling?
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Like it's one thing to say, okay, you're managing someone.
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But if you're at the helm and you're struggling, what guidance would you give
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somebody at that senior level?
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Because obviously the higher up you go, the less there is to support for you.
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What kinds of things should someone at those higher levels consider when they're going
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through something like this?
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One would assume it would be smoother for them, but it may be more chaotic.
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You never know what the situation is.
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So I would say one thing is to, again, think about when you can make up the time for what
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you're doing.
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And that may mean frankly, that you are staying up much later at night, right after your kids
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are in bed and working.
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It may mean that you're getting up much earlier.
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It may mean that you're working on the weekends when the other spouse has the children.
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Or during holidays or vacations, maybe you're taking less vacation time or you're working
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through those vacation times.
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So I think that the key is to make sure that you're still managing your business going
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through that.
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It's a juggling act.
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There's no question about it.
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But I think that there's a few things.
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I think delegating it all doesn't really work because I think that there's a reason why you
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are running your company.
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And so I think that, yes, it's going to be like almost two jobs right now, right?
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As you're going through a divorce, divorce is a job.
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And so you may have two jobs now, and maybe you have three if you're raising children also and
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taking care of your kids.
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But again, at some point it is going to come to the end of that and you're going to be able to
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go back.
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So it is a period of time when it is for a time certain, right?
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Okay, now it might be feel uncertain, but it is for a time certain because everybody eventually
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gets it done.
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And I would say also make sure that your employees understand what their jobs really
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are, and that you're able to oversee if you are delegating something that you're able to
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oversee what you're delegating, and that you are being transparent.
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I have to be out of the office at this time, or I'm not available for a call at this time,
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working around it.
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And then of course, where you can explain to a court, I may not be available at this time.
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Could we make it this time?
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And that's not so easy because courts don't necessarily work around the employer or
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employee's schedule.
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They have their own schedule and keeping in mind they want to move their cases too.
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But I think it is about, again, about just making sure that you understand that this is a
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moment in time and that at some point this moment will pass.
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Absolutely.
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So it's not something that's so long term that it's never ending.
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At some point the employee is gonna, they're gonna wrap it up, they're gonna have their
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separation agreement, all those things, and then they're gonna just have that flow.
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Now we were talking before we got online that sometimes you have a team.
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And I know it was I worked in employee assistance programs as an executive and we
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would offer things like legal they would be connected to a lawyer immediately if they
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wanted a consultation.
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There was financial advisers.
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There was child support.
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There was house cope through separation.
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What other team what other supports do you think employers need to consider?
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Because with the benefits packages, oftentimes there's a lot of things available.
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What from your kind of knowledge, what kinds of supports do employers need to consider if they
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don't already have it in their EAP?
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It would be great for employers and I'm sure that for many big companies, would be great to
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have some sort of a person who is well versed in the world of divorce, frankly, who is on and
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maybe it's an attorney or some sort of financial person who is very well versed in
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divorce and who can understand when the document demands come in or what the steps to a
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divorce are going to be for your employee, when the subpoena comes in, when the deposition is
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going to occur, and to be able to organize all of this, because there could be very huge
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document demands made on an employer.
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And all of a sudden they feel that they are overwhelmed with their employees divorce.
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And they feel that's kind of an unfair burden on them.
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But if, and I'm going say this, the more organized your business is from the start, the
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more that this will be easy that you literally should be able to push a button and spit out
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the documents that are being called for by the attorneys or by the court.
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And again, I would say you need to organize your business from the get go to be able to do
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this so that it's not such a major undertaking that you feel so put upon when these subpoenas
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come in or these demands come in for discovery, because it's going to happen.
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Is going to happen.
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I also need to say as an employer, particularly one with maybe a smaller business, where maybe
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things don't run as smoothly, it's going to be really important to have good records.
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I think that's key for these businesses is record keeping really matters when it comes to
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your employees divorce.
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Interesting, hadn't thought about that.
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With a
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lot of bigger companies, they do have the supports, right?
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So they can automatically Let's say they're going through a volatile situation and the
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partners say, deal with some mental health so it's even that much more volatile.
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Somebody just said to me, We don't have to ever equalize.
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And then the employee's so distraught that they kind of think that, oh, I just got told this.
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They could just pick up the phone and be connected to someone immediately.
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But so that's like to your point, but smaller companies don't have that.
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So maybe somebody that they could kind of source out if they think it's gonna ultimately
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it's gonna affect productivity a bit.
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So if you can circumvent that, you're gonna help the employee and you're gonna hopefully
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that help the process along so you can get maybe that person that's maybe one of your best
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employees giving you 65% of that term presenteeism because they're going through such
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a high conflict kind of scenario.
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Now you talked a little bit about setting up a financial checklist for divorce.
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I'm just curious, tell us what that is.
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Not that I need it anymore, but back then, boy, could I have done that.
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What are some of the things on those checklists?
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So I think first and foremost, want to be able to trace any premarital or inheritances.
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So any premarital property or inheritances.
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That means making sure that you have kept in good order your bank statements, financial
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statements, closing documents.
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Perhaps you owned an apartment before marriage and you sold it and rolled the proceeds into
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another house or apartment.
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Perhaps you came in with restricted stock units, for example, and maybe they vested over
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time, but you had been granted them for a bonus, keeping the grant documents.
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Anything that proves or traces your separate property is really important.
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Retirement accounts, when you think about rolling them over, make sure you keep all the
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documents, right?
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Because that is typically what gets lost in the shuffle.
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And when you get those inheritances, making sure that you keep them separate and apart.
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So that is one checklist, right?
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Then the account statements, certainly you want to make sure that your account statements are
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in good order.
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And if you can save them to the degree that you can, that is wonderful because having them
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could be very useful.
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I can't tell you how many people say to me, Oh, I just shredded all the account statements.
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I'm like, Oh no.
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Because usually you can't go back more than seven years.
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And it's really important to be able to do that.
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So account statements, credit card statements, certainly for the last five years before
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divorce, that's very common.
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Any award letters, grant documents for RSUs stock options, that would be also helpful.
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Any financial documents, tax returns would be great copies of, as I said, the retirement
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account statements that you've got, particularly the ones that were premarital
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showing that they rolled over into the next account, showing what you had as of the date of
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marriage.
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And I'm going to say the big secret of course, to this and the big bow on the entire box is
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the prenuptial agreement if you have it.
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And if you don't, you should, would be the prenuptial agreement, right?
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Because that is the icing on the cake with the big bow.
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And then from there, everything could stem.
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But if you haven't done that prenuptial agreement, then you really need to make sure
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your statements are all in line.
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So I would say that is your financial checklist.
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And also keeping track every year of what the spend is helpful, making sure that it doesn't
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get out of control to the point where you are creating essentially a lifestyle that's not
22:38
sustainable.
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I think that those are all really important.
22:42
Now you said, I think one of your bullet points when I look at your one sheet, it says that we
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all should consider a prenob regardless of your age.
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Can you tell me a little bit more about that?
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Because I think it would be good for employees listening or also employers, right?
22:56
Going forward, if people are putting the supports in place, that they be able to give
23:01
people the right kind of direction.
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So tell us a little bit about that.
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You said regardless of age, why it's important.
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So I think it's regardless of age and it's also regardless of your financial situation, right?
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Because this is an opportunity to negotiate for yourself what the outcome could be in the event
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of a divorce.
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And it's the best time to do it before you get married, because that is supposedly when
23:25
everybody is madly in love wants to be fair and as generous as they probably ever will want to
23:32
be.
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You can't tell me that the person is going to be more generous on the day that they filing
23:36
for divorce than they were on the day that they were getting married.
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It just doesn't make logical sense.
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And so I think that it is the time to protect your premarital property.
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It's also an opportunity if, for example, you are not the higher earning spouse to negotiate
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some sort of a, I'll call it a package for want of a better word.
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Package for yourself in the event of a divorce so that you are able to live the lifestyle that
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you lived.
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And if you are the working spouse to make sure that you are negotiating something that is
24:12
fair, but is not something that you can't that's not sustainable so that if you end up in
24:16
a divorce, you're not in a situation where you're really in the great unknown, which is a
24:23
very high stressful to our earlier point, anxiety provoking feeling that I don't know how
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much support I'm going to pay.
24:30
I don't know how the assets are going to be divided.
24:32
I'm not sure how we're going to deal with the debt.
24:34
What happened to all those student loans that I paid off during the marriage for the other
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person?
24:39
Like all of those things, right?
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That people don't think of.
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And by the way, it also will cover if your spouse is deceased during your marriage.
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So you can figure out, well, is the property going to pass to me?
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Or is the property going to pass to other family members?
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How are my children going to be taken care of?
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All of these things are things that you could provide for in the prenuptial agreement.
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And so I think that for employers, encouraging your employees to sign prenuptial agreements is
25:13
helpful to them and to your business.
25:16
Because let me say, if they have a prenuptial agreement, there's likely much disruption that
25:21
is avoided.
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If they have a prenuptial agreement, because so many things are taken care of and taken off the
25:29
table that the divorce becomes much more simplified.
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I'm not saying it's simple, I said becomes more simplified, But the more that you can take off
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the table, the better.
25:38
And so prenuptial agreements should, I think, be encouraged in the workplace.
25:43
Well, that's interesting because I don't know that that's discussed much.
25:48
But again, like you said, if it's going to simplify it, it's often it's money and
25:52
children.
25:53
Those are the two definitely things that seem to get people caught a lot.
25:57
But if it's like to your point, a lot of people say, let's kind of bring that up front.
26:01
But if we think about separation and divorce at about what they say around fifty-fifty 5%.
26:09
And I think having employers could actually do a lot of things for their employees.
26:14
They could have seminars on these issues.
26:16
They could educate their employees on issues such as prenuptial agreements, postnuptial
26:21
agreements, what this all looks like.
26:24
This is not to say that anybody is encouraging divorce, it's quite the opposite.
26:28
It's encouraging transparency and encouraging people to take stock of their financial lives
26:34
so that we don't end up in that situation when there's going to be so much time taken from
26:38
work.
26:39
It's preventative care essentially.
26:42
So talk a little
26:42
bit about Pope snubs, because I don't know that many people know about them.
26:47
I remember when I heard about them years ago, was like, what?
26:50
I knew of prenups and then the connotations that go with prenups to your point.
26:54
Well, if I love you, I don't need a prenup.
26:57
To your point, it's just kind of coming up with a it's like a severance, right,
27:01
or benefits for a particular You're position, negotiating from a good place.
27:05
So what is a postnup?
27:07
So a postnup is very similar to a prenup except it's done after the marriage.
27:12
Okay, perhaps you had no time to sign a prenup.
27:15
Perhaps you have now decided that life has changed quite a bit during your marriage and
27:19
you would feel more safe and secure if there was a post up and things were actually spelled
27:24
out in the event of a divorce.
27:26
And they are not binding in every state.
27:28
So you have to actually look to your state rules to figure out if a postnup is binding.
27:34
In New York, postnups are binding contracts and so we do them many times.
27:40
Lots of times couples come to us, they may actually have some issues in their marriage, or
27:44
maybe they just actually just never got around to do a prenup and they just want to lay it
27:48
out.
27:49
Or perhaps they feel like there's an imbalance of some sort.
27:52
Maybe one person is earning much more or one person is earning much less.
27:55
Maybe somebody wants to take care of the children and stay at home.
27:59
And they feel like they could be unfairly disadvantaged later because of that and being
28:05
out of the workforce.
28:06
There's various reasons that people actually want to have a postnuptial agreement.
28:10
But the point is that in many states, New York definitely being one, you can have a
28:16
postnuptial agreement designating how assets, liabilities are divided.
28:21
And also which assets and liabilities will be separate, meaning yours.
28:26
And then of course, what to do in terms of spousal support and what to do in terms of
28:32
estate rights.
28:33
Could also, because it's a postnuptial agreement, you may have had children.
28:37
And if you have children and they are born, you can also contract for child support and for
28:42
custody, although that could end up changing depending upon best interests of the child and
28:48
various other issues.
28:50
But the main thing is you can do it.
28:52
Yeah, and here in Canada, I'm not sure that it's as we have it as much as you do, like you
28:58
said, in the different states.
28:59
But in New York, definitely, definitely so.
29:01
And internationally, I'm not sure exactly how that works.
29:04
But so let's talk a little bit about your organization that you started.
29:07
And tell me a bit about that.
29:09
Because we know that oftentimes when people go through a divorce, if it's there's definitely
29:15
there's two people together and then separate.
29:17
And sometimes it takes a while before people can financially get back on their feet.
29:21
Oh no, it's going to be the same.
29:22
It takes a while.
29:23
So I want you to talk a little bit about the organization that you started and what it's all
29:27
about and how it helps people financially.
29:30
So I assume we're talking about Savvy Ladies and Savvy was started by a woman named Stacy
29:35
Francis.
29:35
Stacy actually was the founder of Savvy Ladies and she started it basically in memory of her
29:41
grandmother who was financially abused.
29:44
Although there were, I think sufficient finances, her grandmother actually, it was her
29:49
grandmother.
29:50
If I didn't say that I misspoke.
29:51
But her grandmother actually did not have financial control of those finances.
29:55
They were not actually something she could access.
29:58
And as a result of that, when she was abused physically, she felt that she could not leave
30:04
the marriage.
30:05
And that ended very poorly, frankly.
30:08
And as a result, Stacy started this entity, it's a non for profit savvy ladies.
30:14
And one of our secret sauces, and I think it's our main secret sauce is that we pair women one
30:20
on one with financial professionals.
30:22
They either access our helpline through an app that NASDAQ helped us build, which is the savvy
30:29
ladies app, which you can download on your phone.
30:32
And then you are paired with a financial professional, or you can go to our website and
30:38
actually then get paired with a financial professional as well.
30:41
And they will answer financial questions for the woman.
30:44
And it is an incredibly valuable resource for women.
30:48
And they feel that and they have told us that they feel less stressed, less anxious, feel
30:53
more in control of their finances as a result of having this access to financial
30:58
professionals.
30:59
I think we've helped to date 5,000 women on our helpline, which is an enormous amount of women,
31:04
and we continue to strive to help more.
31:07
That's fantastic.
31:09
I think a lot of times with separations and divorces, at least the ones that I was aware of
31:14
when we were dealing with, sometimes the female was the one that didn't do as well because
31:18
we're still kind of there.
31:19
Not all the case.
31:20
Maybe in New York it's a bit different.
31:22
I'm not sure.
31:22
But there's the disparity between incomes and those types of things and then getting that
31:27
financial advice.
31:28
How important is that?
31:31
Lisa, this has been amazing.
31:33
If you have someone listening, right, and they're thinking, oh, I think I'm going to be
31:37
there, unfortunately.
31:40
I might be stepping into potentially going through a divorce.
31:44
What are some of the things that they should maybe a couple of things that they should start
31:48
to consider and put in place if they know that this might be coming?
31:53
So I think the first thing is to find a trusted attorney, start to consult with attorneys and
31:59
speak to them and understand what your rights are and also what to express through the
32:04
process.
32:04
And when you find one that you really feel will have your that's the one to obviously go with.
32:09
It's a lot of gut.
32:10
And there's a lot of very close relationships that are built in divorce between attorney and
32:15
client, because it is such a personal matter that you're dealing with.
32:20
Having a trusted therapist is also really, really important.
32:24
And then to ensure that your attorney also will understand that when the issues of perhaps
32:31
seeing a forensic accountant or valuing a business or figuring out the stock options and
32:35
the restricted stock units or working with other professionals that they will understand
32:41
that and be able to spot check those issues so that you feel protected.
32:46
May need a tax attorney, you may need a trusted estate's attorney, all of those things.
32:50
And then I would say, for people who could still consider a prenup or a postnuptial
32:55
agreement, that is a wonderful way to go if you can still do that.
33:00
And so it really prevents a lot of litigation, not all, but a lot of litigation down the road.
33:06
Makes it a little, a little more seamless.
33:09
Yes.
33:10
So for Psychology Today, how often are you writing?
33:14
And so if people wanted to kind of check it out?
33:17
So they can Google Psychology Today in
33:19
my name.
33:20
And I would say probably once every six weeks or so I actually put in a new blog and they
33:27
also can go to my website, lisaziderman.com and they are all up there as well.
33:33
Fantastic.
33:34
So what am I walking away with?
33:35
Our mental well-being comes into question when we're going through things, right?
33:40
Divorce, it's up to your point, it's very personal and we all impacted.
33:45
It doesn't mean that some people might be able to just kind of steer their ship and get
33:49
through things.
33:50
But I think a lot of times we need the support to get the right support if you're going
33:53
through that.
33:54
As an employer, if you don't have those supports in place, think about the element of
33:59
productivity and what you might be taking off the table if you don't support someone that's
34:04
going through things.
34:05
Lisa said, when you're requesting certain things, of course, you're going to be involved
34:09
whether you would want to be or not.
34:11
And know that with the right, being able to be transparent is important.
34:16
The more that you share without sharing everything, because you don't need to share
34:20
everything, that you might be able to get the right supports that you're needing.
34:23
So everyone, so Lisa, where can people reach you if they're needing to get a hold of you or
34:28
they need some support from you?
34:31
So they can
34:32
go to lisasiderman.com, which is my name, and right on there is a contact form which they can
34:37
fill out and that will come to my email.
34:39
They could email me directly, which is lzmzw law dot com or they can call at 914455100
34:50
Fantastic.
34:51
So everyone, thanks for hanging out with us again.
34:53
I have some exciting news.
34:54
I'm starting a course on my second book, Return on Relationships with life coaching.
34:59
It's starting pretty soon into the spring.
35:02
If you're interested, just pick up the phone and give me a call or send me an email at
35:06
Roxanne@RoxanneDurgaug.com.
35:08
Again, Lisa, thanks so much.
35:09
And everyone, thanks a lot for hanging out with us again.
35:12
Take care.
35:12
Thanks so much.
35:13
You too.
35:14
Thanks for tuning in to Authentic Living with We'll see you next time on Authentic Living
35:34
with Roxanne.