Compliance

NCUA Issues Four Prohibition Orders

June 08, 2010
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The National Credit Union Administration (NCUA) Board has issued orders prohibiting the following individuals from participating in the affairs of any federally insured financial institution:

* Jason Rene Kisor, a former employee of Pen Air Federal Credit Union, Pensacola, Fla., was convicted of theft, embezzlement, or misapplication of funds. Kisor was sentenced to three days imprisonment and five years of supervised release, and was ordered to pay $58,123 in restitution.

* Melissa Laliberte, a former employee of Meriden(Conn.) Franco-American Federal Credit Union, was convicted of embezzlement from a credit union and filing a false income tax return. She was sentenced to 51 months in prison on count one and 36 months in prison on count two, followed by supervised release. She was also ordered to pay $961,871 in restitution to the NCUA and Internal Revenue Service.

* Christine McLamb, a former employee of Health Facilities Federal Credit Union, Florence, S.C., was convicted of embezzlement and sentenced to 75 months imprisonment and five years supervised release. She was ordered to pay $1,033,965 in restitution.

* Cynthia Vaughan, a former manager of Rockland Employees Federal Credit Union, Spring Valley, N.Y., based upon her indictment for three counts of bank fraud.

 Violation of a prohibition order is a felony offense punishable by imprisonment and a fine of up to $1 million.

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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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