Items Tagged with 'legislative'

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Stay Current With Leg/Reg Updates

CUNA's weekly Legislative Update and Regulatory Advocacy Report keep you informed.
March 25, 2014
CUNA's weekly Legislative Update and Regulatory Advocacy Report keep you informed.
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Monday's Scenes from the GAC

Tony Blair's keynote address headlines an action-packed day in D.C.
February 24, 2014
Tony Blair's keynote address headlines an action-packed day in D.C.
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Bring a Unified Message to the Hill

Members expect you to engage and educate them on the issues.
February 24, 2014
CUNA's advocacy staff discuss tax reform and share tips on member engagement.
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Getting Through the Gridlock

CUs ‘Plan to Win’ despite hyperpartisanship and intense gridlock.
March 1, 2013
Sadly, it’s hard to overstate the magnitude of Congressional gridlock.
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GAC 2013

Cheney: CUNA Will Staunchly Defend CUs’ Tax Status

CUNA CEO outlines CUNA’s top legislative and regulatory priorities.
February 13, 2013
CUNA CEO outlines CUNA’s top legislative and regulatory priorities.
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MBL: If Banks Win, CUs Lose

All CUs would benefit from an increase in the member business lending cap.
May 21, 2012
CUs need to chart their own future—and not let the banking community do it for us.
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Expect Continued Legislative Gridlock

Conventional wisdom suggests Congress will attempt comprehensive tax reform after the 2012 election.
March 19, 2012
Little legislative progress took place in 2011—and in 2012, the gridlock could be even worse.
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Donovan Named CUNA’s SVP of Legislative Affairs

Well-known advocate will manage department for CUNA.
August 31, 2011
Donovan previously served as CUNA's vice president of legislative affairs.
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New Challenges From a More Divided Congress

CUNA stands ready to advance CU issues in the new political environment.
November 1, 2010
CUNA stands ready to advance CU issues in the new political environment.
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Inside the Dodd-Frank Legislative Debate

CUNA fought to maintain an independent regulator for CUs.
October 1, 2010
CUNA approached the regulatory restructuring debate with the assumption that a bill was going to become law.
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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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