Lending

Cheney: Act Now on MBL Bill

Vote on CU Small Business Jobs Bill could come as soon as the third week of April.

April 16, 2012
KEYWORDS business , cuna , jobs , senate , small , unions
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In a new video, CUNA President/CEO Bill Cheney urges all credit unions—and their business members—to contact their senators now during the Senate’s “spring break” in support of the Credit Union Small Business Jobs Bill (S.2231).

The short video also features a toll-free number at the end which viewers may use to call their senators directly in support of the bill.

During a recent conference call, Cheney explained that Senate Majority Leader Harry Reid (D-Nev.) pledged to bring a Senate version of the member business lending (MBL) bill to a vote.

“As I indicated on the call, the Senate will soon vote on our legislation—in fact, the vote could come as soon as the third week of April,” Cheney says. “We must win this vote. The banks have come unglued in their opposition to this legislation—they want desperately to make this issue a bank versus credit union issue.

“But we will win the day if we remind Congress the important role credit unions play in the lives of their small business-owning members,” he continues. “Our supporters on the Hill—and those that would like to support us—have told us that having small business members talk about their experience dealing with credit unions is crucial to getting this bill passed.”

Congress is on recess this week and next, Cheney adds, which provides a great opportunity to encourage senators to support this legislation. Credit unions and their business members can do so by telling senators “We need your vote on S. 2231, the Credit Union Small Business Jobs Bill” through one of these avenues:

  • Calling 877-642-4223;
  • Sending an e-mail from this website
  • Arranging an in-district visit;
  • Attending a Town Hall meeting;
  • Posting a link to the CUNA Grassroots Action Center from your website;
  • Getting active on social media with #raiseMBLcap; and
  • Encouraging members to share personal small business stories.

“This is vital to every credit union, regardless of whether it makes business loans,” Cheney says. “If we win, credit unions will be well-positioned to continue to help small businesses through the recovery, and we send a clear signal that credit unions are as powerful as ever.”

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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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