Compliance

Compliance Matters

Review Foreign Sanctions Evaders List

In February, the Treasury Department announced actions targeting individuals and entities.

April 07, 2014
OFAC publishes a list of foreign individuals and entities determined to have violated U.S. sanctions on Syria or Iran. Read More
Compliance Matters

Compliance Q&A: Regulation B

Does Regulation B permit creditors to charge members a fee for photocopies of appraisals?

April 01, 2014
Does Regulation B permit creditors to charge members a fee for photocopies of appraisals? Read More
Compliance Matters

Consider the Risks Before Serving Marijuana Businesses

Until Congress changes federal law, institutions might be taking a great risk providing services.

April 01, 2014
But it’s up to each institution to decide whether it’s worth the risk. Read More

Can CUs Serve the Budding Marijuana Industry?

The compliance burden of doing so appears not only insurmountable, but also overreaching.

April 01, 2014
Until marijuana-related businesses are legal at the federal level, CUs may be taking a great risk by serving them. Read More

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. Read More

Agency Offers Guidance on Social Media Compliance

FFIEC highlights potential legal, reputational, and operational risks.

March 24, 2014
FFIEC highlights potential legal, reputational, and operational risks. Read More

Boards Take the Lead with ERM

Enterprise risk management is a governance tool.

March 21, 2014
What's the board's role in risk management? Read More

A Road Map for Social Media Compliance

Take steps to monitor and control risks related to social media.

March 14, 2014
Your should implement risk management programs that allow you to identify, measure, monitor, and control the following risks related to social media Read More

How Mortgage Referrals Can Go Wrong

CUs can easily run afoul of the CFPB’s regulations.

March 14, 2014
Front-line staff must be sure you don’t mistakenly get caught in the net when making referrals to MLOs. Read More

NCUA Issues Mortgage Regulatory Alerts

NCUA in January issued a series of regulatory alerts on the CFPB’s mortgage lending rules.

March 07, 2014
NCUA in January issued a series of regulatory alerts on the CFPB’s mortgage lending rules 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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