Articles by Andrea Stritzke

When ‘Free’ Means Free

Regs spell out when you can—and can’t—advertise accounts as free.
September 26, 2011
Since the Federal Reserve issued its final rules on interchange fees, some financial institutions have eliminated free checking to recoup lost income.
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The Cost of Compliance

An adequate compliance budget will give your CU peace of mind.
August 11, 2011
Credit unions can't ignore the cost of compliance and the need to budget for it.
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Draft a Compliance QB

Every CU compliance program needs two elements: a quarterback and a game plan.
June 14, 2011
Create and implement a compliance game plan.
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Ready for July 21?

Several Dodd-Frank provisions go into effect this month.
June 11, 2011
July 21, 2011, is a significant date for all credit union compliance staff. Why?
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Educate Staff on SCRA Provisions

The Servicemembers Civil Relief Act policies should address four key points.
June 2, 2011
Develop detailed procedures to assist staff in handling questions about the Servicemembers Civil Relief Act.
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It's Time for Spring Cleaning

Identify in your policies how long you’ll keep certain documents.
April 11, 2011
Identify in your policies how long you'll keep certain documents.
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Compliance Trouble Spots Could be Behind You

Revisit old regs as you comply with new ones.
March 8, 2011
If you don’t conduct a compliance review, you could quickly be out of compliance.
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No Reg Relief in Sight

Complying with new and existing regs continues to burden CUs.
January 1, 2011
CUs' compliance load just keeps getting heavier.
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Fed Provides CARD Act Clarification

Does changing from a nonvariable rate to a variable rate trigger the duty to review the account?
November 24, 2010
The Fed recently provided another proposal related to the CARD Act. But this one is actually helpful.
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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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