Stivers: 'We need to hold government agencies accountable'

Freshman congressman wants to deal with the Dodd-Frank provisions that kill jobs and affect interchange.

March 02, 2011
/ PRINT / ShareShare / Text Size +

“We need to deal with the Dodd-Frank provisions that kill jobs and affect interchange,” promised Steve Stivers, a freshman congressman and member of the House Financial Services Committee, who has small-business lending and interchange income on his radar screen.

Stivers hopes to end the vicious cycle of government business restrictions combined with over- regulation. “Government has a role to play, but it needs to get out of the way and make sure you can do your job,” he told attendees at yesterday’s General Session.

Noting that the Dodd-Frank Act’s 2,200 pages will impact every financial institution and the businesses and consumers they deal with, Stivers promised strong oversight that will:

* Guard against taxpayer bailouts;

* Unwind government-sponsored enterprises like Freddie Mac and Fannie Mae; and

* Bring consistency to the individual financial service regulatory agencies.

Among the issues he’ll be promoting as part of his agenda:

*Jobs. “You need to make more small business loans and government needs to get out of your way.”

*Interchange. “The Fed’s proposed [interchange income] rule was not done right. We need to slow down, be steady, and deal with it in a thoughtful way.”

With more than 68,000 financial service-related jobs in and around his district, Stivers is going to pay attention to the needs of credit unions.

Post a comment to this story


What's Popular

Popular Stories

Recent Discussion

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 ( 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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive