CUNA and the leagues release report of legislative and regulatory activities conducted on CUs' behalf.

October 19, 2012
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CUNA, with its network of 44 state and regional leagues, represents more than 6,000 of America’s credit unions as its members.

The following is a summary of your “Membership@Work”—the important actions funded by your investment in credit union leagues and CUNA.

It highlights:

• Legislative advocacy, such as protecting the credit union tax status, testifying before Congress, and working to expand member business lending regulations;

• Regulatory relief efforts, such as raising credit union concerns with Consumer Financial Protection Bureau rules related to remittances and mortgage lending;

• Regulatory advocacy to push back onerous legislation and to monitor other regulatory activities;

• State issues advocacy, such as participating in national meetings of state legislators along with state leagues; and

• Political advocacy, which involves building a solid foundation of credit union friends in Congress, with one important thing in common: support of credit unions.

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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 ( 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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