Like a Boss with Michael Cohen

Episode 61 - Lessons on the ADA Interactive Process from Bill Murray and the Movie "What About Bob"

In a comedically poignant moment in the 1991 movie "What About Bob," Bill Murray painstakingly recites the list of all of his (real and perceived) ailments. While the scene is hyperbolic and laugh-out-loud funny, it provides a situation which organizations and leaders find themselves in all the time. Disclosures require action. Is your organization ready? Are you leaders prepared? Do we all understand our responsibilities under the Americans With Disabilities Act? For organizations, one of the most critical and often misunderstood obligations is the interactive process under the ADA. When an employee discloses a mental health or physical condition — whether formally or informally — the ADA requires employers to engage in a good-faith, interactive dialogue to identify reasonable accommodations. This isn't a box-checking exercise. It's a collaborative conversation and requires an individualized assessment. It must be taken seriously every single time. But here's the part that often gets overlooked: the interactive process can only begin if disclosures are recognized and reported. That's where leadership comes in. Managers, supervisors, and team leads are frequently the first people an employee turns to when they're struggling. A passing comment about severe migraines, a request for schedule flexibility due to medical appointments, or a mention of difficulty concentrating because of depression — these can all constitute disclosures under the ADA, even if the employee never uses the word "accommodation" or "disability." Organizations that train their leaders to recognize disclosures, take them seriously, and engage meaningfully in the interactive process aren't just mitigating legal exposure — they're telling their people, "We see you, and we're committed to supporting you." As we close out Mental Health Awareness Month, it's worth pausing to reflect on what meaningful support for employees actually looks like — not just in May, but year-round. Let's carry the conversation forward. Invest in training. Empower your leaders. And make the interactive process what it's supposed to be: a bridge to keeping talented people thriving in the workplace. #MentalHealthAwarenessMonth #Leadership #HumanResources #MentalHealth #ADA @duane morris

Episode 60: Beyond BELIEVE: Ted Lasso is Coming Back and the Mental Health Leadership Lessons Remain as Important as Ever

My man Ted Lasso ⚽ is coming back in August! I recently saw the trailer 📽️ for Season 4 and I have been thinking about why that show resonated so deeply with so many people. Yes, it was funny.🤣 Yes, it was warm.💖 Yes, it gave us biscuits🍪, locker room speeches, and “Believe.” But underneath all of that, it also reminded us of something we do not say often enough: everyone struggles.😥 Not some people. Not only people going through extraordinary circumstances. All of us. Struggling is one of the most ordinary things in the world. And yet, in the workplace, mental health still often feels like something employees are expected to manage quietly, privately, and without disrupting the appearance of being “fine.” As we've discussed here in the past, employees may hesitate to disclose mental health concerns for many reasons. There is still stigma. There exists the sense that nobody else is talking about it, so maybe they should not either. There is apprehension that disclosure will affect how they are viewed, staffed, promoted, or trusted. There is fear of the “back in my day” response that minimizes what they are experiencing. And sometimes, employees simply do not know where to go, who to ask, or what resources are available. That hesitation should matter to leaders. No, this hesitation MUST matter to leaders. Because a culture that says “we care about mental health” is not the same as a culture where employees actually feel safe raising mental health concerns.🗣️ As leaders, we have a responsibility to close that gap. That means talking about mental health in ordinary, non-crisis moments. It means making resources visible and easy to access. It means training managers not to minimize, overreact, or inadvertently punish vulnerability. It means being clear that asking for support is not a lack of commitment, resilience, or professionalism. And it means recognizing that employees are watching what happens when someone does speak up. Ted Lasso works because it shows that care, accountability, performance, and vulnerability can exist in the same room.💕 Our workplaces need more of that. Not performative empathy. Not posters in the break room. Not a once-a-year reminder during Mental Health Awareness Month. Real leadership means helping people feel safe enough to say, “I’m struggling,” and confident enough to believe that saying so will not cost them their future. BELIEVE is a great slogan. But belonging, safety, and support are built by what leaders do next. #leadership #mentalhealth #mentalhealthawarenessmonth #mentalhealthawareness #empathy #tedlasso

Episode 59: The Proliferation of Mental Health-Related Leaves, the Dangers of Dr. SummerOff and our Obligations under the FMLA

As we continue through Mental Health Awareness Month (and always), leaders must support our employees' mental health journeys and continue to emphasize that their mental health matters! We also are approaching the beginning of summer.😎 Beach.🏖️ Mountains.🌄 Lakes.🌊 A lot of employees like to get away from the office or from work and enjoy as much of summer as they can. Some of those employees also want to take off more time than they have. And, be aware that they may seek the assistance of Dr. SummerOff - the health care provider who has no problem providing a note clearing employees from work, whether warranted or not. 🩻 💡It is crucial that leaders understand certain responsibilities related to an employee's disclosure of a potentially FMLA-qualifying condition.💡 Those obligations include: 1️⃣ Recognizing a request for FML A leave when neither the letters F, M, L or A nor the words "leave of absence" are used; 2️⃣ Knowing which absences can (and by implication, cannot) be documented; 3️⃣ Understanding an employee's reinstatement rights following leave and exceptions to that reinstatement requirement; 4️⃣ Appreciating the importance of neither discriminating nor retaliating against an employee for either taking or requesting leave; and 5️⃣ Realizing the absolute importance of communication with HR or the People Team about employees disclosures. As always, thank you so much for watching, for commenting and for sharing.❤️🫶🙏 #leadership #mentalhealth #mentalhealthawarenessmonth #FMLA Thanks so much for watching, commenting and sharing! Apple Podcasts [https://podcasts.apple.com/us/podcast/like-a-boss-with-michael-cohen/id1880393211] Spotify [https://open.spotify.com/show/20huBMzosx7v8mku3HeM6O?si=d1a20680e7244a44&nd=1&dlsi=936d534dc9d74c9e] Instagram [https://www.instagram.com/likeaboss.podcast/] Youtube [https://www.youtube.com.mcas.ms/channel/UCSn2zKCDDrhHbWrwfpBHc4g] Duane Morris LLP [https://www.linkedin.com/company/duane-morris-llp/] Duane Morris Institute [https://www.linkedin.com/company/duane-morris-institute/]

Episode 58: Broken and Better: Why Mental Health Struggles Create Stronger Leaders

We don't talk about this enough. In this Mental Health Awareness Month, it's time.⏲️ Some of the most effective leaders I've seen aren't the ones who had it all figured out. They're the ones who've faced real struggles with their mental health — and came out the other side with something most leadership programs can't teach. This week's "Like A Boss" Podcast examines4️⃣ways that navigating mental health challenges can actually make someone a stronger💪, more impactful leader: 1. Empathy Becomes a Superpower🦹‍♀️ When you've sat in the darkness yourself, you recognize it in others. Leaders who have personally wrestled with anxiety, depression, or burnout don't just sympathize with struggling team members — they truly understand. That depth of empathy builds trust faster, strengthens team bonds, and creates a culture where people feel genuinely safe. And when people feel safe, they do their best work. 2. Resilience Is Forged, Not Found⚡⚡⚡ There is a particular kind of resilience that only comes from examining your own mind and choosing to keep going. Leaders who have navigated mental health challenges know what it means to push through when everything feels impossible. That hard-earned resilience doesn't just help them weather professional setbacks — it inspires their teams to persevere, too. They lead by example in a way that no motivational poster ever could. 3. Vulnerability Becomes a Leadership Tool🥹 The old playbook said leaders should never show weakness. The new reality is that vulnerability is one of the most powerful things a leader can offer. When a leader is open about their struggles, it gives everyone else permission to be human. It dismantles the toxic "always-on, always-fine" culture that burns people out. Vulnerability isn't weakness — it's courage, and it's contagious. 4. Self-Awareness Becomes a Hidden Asset💡 Managing mental health demands an extraordinary level of self-awareness. You learn your triggers. You learn your limits. You learn what you need to function at your best. That kind of introspection is rare in leadership, and it's invaluable. Self-aware leaders make better decisions, communicate more clearly, and know when to step back before they break down. They don't just lead others well — they lead themselves well first. The bottom line is this: your struggles don't disqualify you from leadership. They may be the very thing that qualifies you for it.🏆 If this resonates, share it with a leader who needs to hear it today. As always, thank you so much for watching, for commenting and for sharing.❤️🫶🙏 Apple Podcasts [https://podcasts.apple.com/us/podcast/like-a-boss-with-michael-cohen/id1880393211] Spotify [https://open.spotify.com/show/20huBMzosx7v8mku3HeM6O?si=d1a20680e7244a44&nd=1&dlsi=936d534dc9d74c9e] Instagram [https://www.instagram.com/likeaboss.podcast/] Youtube [https://www.youtube.com.mcas.ms/channel/UCSn2zKCDDrhHbWrwfpBHc4g]

Episode 57: Please . . . Trust Me. It Matters . . . A Lot!

(Originally recorded Fall 2025) The fall is my busiest time of year. Starting the day after Labor Day and running through December, I typically am in a two to three cities each week. It's planes, trains and automobiles in the best way! ✈️ 🚂 🚗 And, while of course I miss being home💔and travel can get tiring🥱, I consider it to be such a unique privilege to meet so many great people who overwhelmingly seek to be good to each other and to do good for their organizations. And, while the subject matter of my programs are varied, harassment prevention conversations still comprise a meaningful percentage of the trainings I facilitate. During one of my programs last week, I was met with some real opposition as to the importance of harassment prevention education. This kind of questioning is not as rare as you might think. With that in mind, this week’s leadership video discusses five reasons it is absolutely critical, these days more than ever, to maintain a working environment free from harassment, discrimination, and retaliation: 1️⃣ Fairness to employees 🫂 2️⃣ Organizational costs 💲💲 3️⃣ Time considerations ⌚ 4️⃣ Impact on productivity 📉 5️⃣ Public relations 📰 As always friends, thank you so much for your kindness and for commenting and for sharing. 🫶❤️🙏 A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow! Thanks and have a great week! Apple Podcasts [https://podcasts.apple.com/us/podcast/like-a-boss-with-michael-cohen/id1880393211] Spotify [https://open.spotify.com/show/20huBMzosx7v8mku3HeM6O?si=d1a20680e7244a44&nd=1&dlsi=936d534dc9d74c9e] Instagram [https://www.instagram.com/likeaboss.podcast/] Youtube [https://www.youtube.com.mcas.ms/channel/UCSn2zKCDDrhHbWrwfpBHc4g] Duane Morris LLP [https://www.linkedin.com/company/duane-morris-llp/] Duane Morris Institute [https://www.linkedin.com/company/duane-morris-institute/]