ARTICLES

Examining Risk

Pay attention to new developments in NCUA’s seven risk factors.
March 1, 2014
Risk is the four-letter word first and foremost in every regulator’s mind.
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Compliance Matters

Liquidity and Contingency Funding Plans

NCUA’s new reg adopts tiered-regulatory approach based on CU assets.
January 1, 2014
Effective March 31, 2014, all federally insured CUs will be subject to NCUA’s new liquidity regulation.
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Regulatory Compliance for Investments

NCUA’s investment regulations will address ‘standards of creditworthiness.’
July 31, 2013
CUNA expects NCUA to issue additional guidance on how to comply with its new investment rules.
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C-O-M-P-L-I-A-N-C-E By The Letters

Here’s a letter-by-letter lookat 2012’s regulatory challenges.
March 1, 2012
Google the word “compliance” and you get about 362 million results, which seems like the number of regulations credit unions are expected to comply with today.
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10 Ways the Consumer Financial Protection Bureau Will Affect CUs

The CFPB has a sweeping mandate and raises many questions.
March 1, 2011
The CFPB has a sweeping mandate and raises many questions.
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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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