Articles from our Experts in Compliance

NCUA's Derivatives Proposal

July 10, 2013
Final rule should allow better matching between assets and liabilities. 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

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

Build on a Solid Foundation

April 14, 2013
To implement these rules, credit unions must amend policies and forms, train staff, and adopt new procedures. READ MORE

The CFPB Is Keeping an Aggressive Pace

March 06, 2013
Prepare for a long path of increased regulatory changes affecting virtually every consumer product and service. READ MORE

Fixing the International Remittance Rule

February 18, 2013
We’re advocating for ample compliance time, in recognition of the fact that many vendors may need additional time to get ready. READ MORE

CUs’ Regulatory Burden Will Be Our Focus

February 18, 2013
We’ll urge Congress to exercise greater oversight on regulatory issues—to ensure accountability for agency actions. READ MORE

Fair Lending Will Heat Up Again in 2013

January 01, 2013
Here’s why you can expect fair lending compliance to heat up this year. READ MORE

Nonresident Alien Reporting

December 21, 2012
The rule goes into effect just weeks from now, on Jan. 1, 2013. READ MORE

‘Want Some Basel in Your Soup?’

December 18, 2012
When I first heard of Basel III, I thought it was a genetic mutation of a plant I often put on homemade pizza. READ MORE

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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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