Like a Boss with Michael Cohen

by Duane Morris

Season 1

Episode 30: When You See Me Wearing a Pink Ribbon This Month ... Here's Why💞

(Recorded 10-5-25) Throughout my life, I've been called a lot of things. Michael. Mike. Cohen. Husband. Dad. Coach Mike. But one person, and one person only, was allowed to call me Mikey. That was my mother-in-law, Marsha.❤️ Marsha was a party.🥳 She was just so much fun to be around and, from the moment I met her, she always kept me laughing. But, when at the end of 1999 she was diagnosed with cancer, a lot of the laughs stopped. Marsha's cancer started in the breast and, because she ignored the lump she felt and knew was there, it had metastasized all over her body by the time she received a diagnosis. After a nearly three-year battle (she was given 6 months), Marsha left us.💔 As I discuss in this week's Leadership Video, since that time, I have worn my pink ribbon throughout October, Breast Cancer Awareness Month. I wear it in Marsha's honor and I wear it so people will ask me why I do so. You see, when the conversation starts, I can (and do) suggest that the other person be proactive in self-examinations and in seeking preventative medical care. Leadership takes different forms. Sometimes it involves having a very personal dialogue that may be potentially intrusive or even off-putting. And, while those conversations may be uncomfortable, there are times where circumstances call for them. I miss Marsha every day. I miss her spirit. I miss her smile. I miss her amazing contagious laugh. And, I miss her calling me Mikey. 🩷🩷🩷 As leaders, as friends, as humans, let's work together to ensure that our family, our friends and our colleagues all are doing whatever is necessary to get the care they need. Duane Morris LLP Duane Morris Institute American Cancer Society American Cancer Society GenNow Network of Philadelphia hashtag #breastcancer ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E30

Feb 24, 2026

8:08

Episode 29: Don't Do it Until You Get it Right . . . Do it Until You Can't Get it Wrong - Leadership Fundamentals Require Work

(Recorded 9-19-25) For most, leadership is not an intuitive endeavor.💡 It requires education, intentionality, thoughtfulness and, yes, a lot of repetition. Muscle memory 💪 is real, even when it comes to managing and facilitating the success of others. Too many of us achieve a desired result once and we think "I got this."🙅‍♂️ You got it right so we assume this technique or action or practice now permanently resides in our leadership toolbox. 🧰 I'm here to tell you that simply is not how it works. You do not, yet, "got this." In order for our leadership skills to be engrained, it rarely is enough to do it until we get it right. Rather, the best leaders work on those skills until they cannot get it wrong. 👀 The fundamentals matter. And exercising and repeating them until you cannot get them wrong is central to our effectiveness and the subject of this week's video. Like anything else, practice may not ever make perfect. However, relentless commitment to doing and being better only enhances others' experience, builds trust and amps up motivation and the desire to improve. As always, thank you so much for watching, for commenting and for sharing! 🫶 ❤️ 🙏 Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E29

Feb 24, 2026

9:52

Episode 28: The Fall is (ALMOST) Here - Time to Focus on What Matters

(Recorded 9-11-25) It's that time of year. 📅 The slower speed of summer ⛱️ is in the rear view and the pace is amped up in our lives and in our workplaces. With that elevated energy comes heightened expectations and renewed focus. 📈 End-of-year responsibilities and goals are looming, so it's time to grind! And, as leaders and those who set the tone, grind we shall! Even as this time of year mandates this restored focus, we cannot, simply CANNOT, forget what matters. This week's video shares a story of what this time of year means to me and why, even in the midst of stress and strain, it always causes me to pause, to reflect and to reaffirm what is important. Leaders have to lead! Let's make sure our people understand, even in the midst of weight and worry, not to lose perspective and to do those small things that can make a massive differences for them and for others. 1️⃣ Live in the moment and enjoy your people 👩‍👩‍👧‍👧 and experiences (IRL) 2️⃣ Express gratitude (even when the person does what is expected) 🙏 3️⃣ Pay it forward to the person "behind you" 🎁 4️⃣ Say "I love you" 💌 5️⃣ Be brave and seek help in those moments of overwhelm 💔 As always friends, thank you so much for watching, for commenting and for sharing! Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E28

Feb 24, 2026

10:03

Episode 27: Did We Make A Bad Hire? What the Dallas Cowboys 🏈 and Micah Parsons Situation Has To Do With Your Organization

(Recorded 9-5-25) At long last, the National Football League (NFL) is back! And, of course our attention properly is focused on our Super Bowl Champion🏆, Philadelphia Eagles! However, the off-season presented a situation relevant to all of our organizations - the dysfunctional experience between the Dallas Cowboys and superstar (and former-Cowboy), Micah Parsons.👀 Friends, background checks matter! Uncovering our would-be employees' downsides and/or, worse, convictions, is crucial! Today's video examines, among other issues, the following: 1️⃣ Whether an arrest can be considered in making an employment decision 2️⃣ When are convictions job-related and consistent with business necessity 3️⃣ Why the articulation of "the exercise of bad judgment" rarely, if ever, will justify relying on a conviction to disqualify an applicant As always, thank you so much for watching, for commenting and for sharing. I appreciate your support more than you know! 💜🙏🤩 Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E27

Feb 24, 2026

15:46

Episode 26: The Right Way to Respond to Internal EEO Complaints - Your Obligation to Investigate

(Recorded 8-30-25) The numbers are staggering. Every year, we see an increase ⬆️ in internal EEO complaints. And, given EEOC and DOJ activity and the administration's Executive Orders, it sure seems as though that trend will continue. 📈 Is your organization ready?💡Do your leaders know what to do when they receive a complaint of harassment, discrimination, retaliation or unfair treatment based on an employee's protected class?❓ Are you sure they understand legally what they are required to do and what they absolutely should not do with respect to these protected complaints?❓❓How about your HR team? ❓❓❓ Are we completely confident that they appreciate the investigation responsibility?❓❓❓❓ This week's episode discussed 8️⃣ very common scenarios implicating the investigatory and reporting obligations of both HR and leadership. As always, I hope you enjoy this week's message. I remain so grateful for your support, your commenting and your sharing!🙏 Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E26

Feb 24, 2026

14:30

Episode 25: There Are Two Kinds Of People In The World - Those Who Struggle and Liars

(Recorded 8-23-25) I am struggling. And, while my concerns certainly and thankfully are not "life and death," they meaningfully have been impacting my life. Throughout my career, I have used countless posts and videos and keynotes and articles to talk about how important is for leaders to ensure that their people are okay. 🫶 Or, just as importantly, that leaders make clear to those people that it's okay to not be okay. 🥹 And lately, I haven't been okay. This week's Leadership Video is very personal and I hope you are accepting of that. 🙏 In it, I discuss how crucial it is for all of us to engage in self-care. For all of us to reach out for help when it's needed. For all of us to understand that it truly is okay not being okay. Thank you in advance for your watching, for your commenting and your sharing. More than that, thank you for your kindness. ❤️ Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E25

Feb 24, 2026

12:57

Episode 24: A Concert, A Kiss Cam, A Conversation About Workplace Dating

(Recorded 7-26-25) We've all seen the video 🎥 by now. The Coldplay concert in Boston. Kiss Cam.😘 Obviously, the situation has resulted in A LOT of conversation about power dynamics and workplace relationships. This week's video examines the reaction (and possible overreaction) of many organizations in the face of the Kiss Cam incident. While there certainly can be issues with the allowance of intimate relationships 🫂 between colleagues, I generally do not believe that an absolute prohibition on workplace dating is necessary or prudent. There is nuance and not all workplace relationships are the same or create similar levels of risk.⚖️ Should there be some limits on co-workers of the same level dating? Yep! 🙌 Should there be a prohibition between a manager dating anyone over whom the manager has direct or indirect supervisory authority? For sure! 👍 Should your organization consider the use of Love Contracts? Please, no. 🙅‍♂️ As always, thank you so much for watching, for commenting and for sharing!🙏 Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E24

Feb 24, 2026

11:49

Episode 23: Beware of Dr. SummerOff - FMLA Responsibilities for Leaders

(Recorded 7-13-25) We're finally here - it's SUMMER TIME!🕶️ 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. The 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. Thanks so much for watching, commenting and sharing! Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E23

Feb 24, 2026

13:35

Episode 22: Why the NBA Pre-Draft Process Is Not A Model For How To Conduct Interviews

(Recorded 6-28-25) I love the National Basketball Association (NBA) Draft. 🏀 Like, to an irrational degree. I consume a ridiculous amount of content leading up to the 2-day event and I like to see how my own mock draft (yup, I do my own) is similar to what actually happens. 🧐Yes, I'm an enormous dork and, no, my mocks almost never come close to resembling the actual outcome. 🙅‍♂️ In this year's draft, Rutgers University's Ace Bailey refused to work out for teams and cancelled meetings he had scheduled with teams. Many "experts" opined 🤔 that Bailey must have a "promise" from a team that the team would draft him. That got me thinking about the statements our hiring managers are making but SHOULD NOT be making during the interview process. Today's video focuses on three areas that those involved should avoid: 1️⃣ Promises related to pay increases, bonuses, benefits, job security, etc. 2️⃣ Questions related to a candidate's membership in an EEO protected class. 3️⃣ Questions related to marital or parental status (those areas that are just too personal). I hope you enjoy the episode! Please comment. 🙏 Please share. 🙏 And, always Trust The Process! (If you know, you know). Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E22

Feb 24, 2026

10:46

Episode 21: Leaders Must Help Employees Get Up One More Time Than They Fall Down 💪

(Recorded 6-20-25) 💡As the great philosopher, Theodore "Ted" Lasso once said, "I hope either all of us or none of us are judged by our weakest moments, but rather by the strength we show when we are given a second chance." 💡 Leaders - it is our responsibility to ensure that our people not only get that second chance, but also to create a roadmap 🗺️ for their achieving that success about which Ted spoke. Our assuming that our people understand how to correct what has gone wrong is, in most cases, naive. In my experience, most people seek to be and to do good and we must provide meaningful documentation designed to assist them. In this week's episode, I identify the 5 key elements of any performance management document. When leaders do this right, they will create a true opportunity for success - and that is the goal! 🥅 Those 5 elements: 1️⃣ Describe the employer's expectation(s) of the employee 2️⃣ Articulate the employee's specific failure(s) 3️⃣ Discuss prior corrective counseling 4️⃣ Articulate the employer's expectations going forward 5️⃣ Make clear the consequences to the employee of not meeting the expectations. As always, please continue to comment and to share. Thank you for your continued support! 🙏 Duane Morris LLP Duane Morris Institute ______________________________________________________ Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

S1 · E21

Feb 24, 2026

13:12

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