Compliance

Comply or Die

Don't skimp on compliance, especially as it relates to security.

August 27, 2010
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Risk-rate members

Wolters Kluwer Financial Services in Minneapolis offers Wiz Sentri RiskID, a set of tools that automate ID verification operations from account opening to record archiving. It streamlines credit unions’ workflow and ensures compliance by risk-rating and risk-scoring new and existing accounts, verifying individual and business IDs, and screening applicants and accountholders against government watch lists.

Wiz Sentri RiskID allows credit unions to:

  • Verify the IDs of applicants opening new accounts and confirm the IDs of current members;
  • Screen potential and current members against lists of high-risk individuals and businesses;
  • Speed up member due diligence by automatically evaluating member risk at account opening, and using customized evaluation parameters that fit individual credit unions’ policies, procedures, demographics, and risk tolerance; and
  • Risk-rate members as low, medium, and high risk, and apply the appropriate due diligence reviews according to risk.

 

 

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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