Compliance

Comply With COPPA by July 1

July 01, 2013

The COPPA rule applies to operators of commercial websites and online services directed to children under age 13 that collect, use, or disclose personal information from children.

READ MORE

Credit Insurance Financing Prohibition Delayed

July 01, 2013

CUNA formally requested the delay so the CFPB could clarify certain issues and provide more time for credit unions to implement changes.

READ MORE

CFPB Amends Ability-to-Repay

July 01, 2013

The CFPB created specific exemptions and modifications for small creditors, community development lenders, and housing stabilization programs.

READ MORE

National Supervision Policy Manual At-A-Glance

June 25, 2013
NCUA’s National Supervisory Policy Manual aims to ensure examiners treat CUs uniformly. READ MORE

Get Comfortable with Constantly Changing Regulations

June 18, 2013
Like death and taxes, the growing volume of complex regulations is inevitable. READ MORE

High-Cost vs. Higher-Priced

June 06, 2013
Mortgages that fall into the high-cost or higher-priced category have certain restrictions and requirements, so it’s important to understand what they are. READ MORE

Delivering Substance on Regulatory Relief

June 06, 2013
When it comes to regulatory relief, CUs deliver substance with the rhetoric. READ MORE

NCUA's National Supervision Policy Manual

June 01, 2013
Agency's manual requires examiners to act on unresolved DORs regardless of a CU's CAMEL rating. READ MORE

NCUA Addresses Troubled Debt Restructuring

June 01, 2013

The guidance describes in detail how examiners will apply the regulatory changes that the NCUA Board approved last year.

READ MORE

The Works Blog The Works Blog is produced by PolicyWorks LLC, Des Moines, Iowa.

Navigating the Muddy Waters of Flood Insurance Reform

One of the things PolicyWorks continues to assist our credit union clients with is wading through the deep waters of mortgage regulation. As CFPB Director Richard Cordray has acknowledged, many of the business practices implemented by the January 2014 mortgage rules have long been standards credit unions have adhered to. However, a tidal wave of […]

How to Write an Effective #CommentLetter

One of my favorite things about being a part of the credit union movement is the cooperative spirit; how everyone has a voice and a chance to be heard.  A great example of this is the comment letter – whenever an agency (such as NCUA, NACHA, CFPB, etc.) issues a proposed rule, they open the […]

Prepaid Cards and the CFPB

There has been a lot of chatter lately by the CFPB about prepaid cards and payroll cards (which are generally a form of a reloadable prepaid card used by an employer). We should expect a lot more chatter by “late spring” when the CFPB issues proposed rules. The CFPB issued two versions of model forms in […]
More Stories

heroes

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 (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.

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

View Results Poll Archive