Community Service

NCUF Raises $15,000 for Tornado Relief

Foundation activated its online disaster relief system, CUAid, on Saturday.

May 03, 2011
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NCUA activates disaster relief policy

NCUA Board Chairman Debbie Matz activated the agency’s disaster relief policy to help credit unions and their members rebuild and recover from last week’s storms, which killed at least 350 people and caused $2 billion to $5 billion in insured losses.

Under the agency’s disaster assistance policy, NCUA will, where necessary:

  • Encourage credit unions to make loans with special terms and reduced documentation to affected members;
  • Reschedule routine examinations of affected credit unions;
  • Guarantee lines of credit for credit unions through the National Credit Union Share Insurance Fund; and
  • Make loans to meet the liquidity needs of member credit unions through the Central Liquidity Facility.

During disaster conditions, according to the agency, NCUA personnel operate under three priorities: Ensure the safety of credit union staff, keep facilities and operations available to members, and provide material and technical assistance, as needed, to affected credit unions.

Federal credit unions may also provide assistance to other credit unions and nonmembers in the affected areas, under certain conditions:

  • A federal credit union may provide services to persons who are members of another credit union under their correspondent services authority.
  • Emergency financial services for nonmembers—including check cashing, access to ATM networks, or other services to meet short-term emergency needs—can be provided under the authority to engage in charitable activities.
  • Federal credit unions providing services on a charitable basis may not impose charges for services that exceed their direct costs.

Credit unions and credit union members needing help because of last week’s storms may contact NCUA’s Region III office in Atlanta at 678-443-3000 during normal business hours.

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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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