NCUA has issued a proposed rule that would amend the definition of post-merger net worth. In regard to an acquiring credit union's net worth, NCUA's proposed rule would result in a net worth similar to that arrived at under the "pooling method." More specifically, the proposed rule would allow an acquiring credit union to combine with its retained earnings, those of its acquiree.
Periodically, the CUNA HR/TD Council highlights one of its members. These members share with us their best practices, biggest challenges, and some tidbits about themselves. We are looking to you as the next potential "In the Spotlight" individual.
Just click on the link below, fill out all of the questions, and then you will be considered for the next installment of "In the Spotlight."
> Please click here for the "In the Spotlight" submission form
New research refutes commonly held stereotypes that overweight workers are lazier, more emotionally unstable, and harder to get along with than their “normal weight” colleagues.
Mark Roehling, associate professor of human resource management at Michigan State University , and two colleagues studied the relationship between body weight and personality traits for nearly 3,500 adults. Contrary to widely held stereotypes, overweight and obese adults were not found to be significantly less conscientious, less agreeable, less extraverted or less emotionally stable.
The research, done in conjunction with Hope College near Grand Rapids, appears in the current edition of the journal Group & Organization Management.
“Previous research has demonstrated that many employers hold negative stereotypes about obese workers, and those beliefs contribute to discrimination against overweight workers at virtually every stage of the employment process, from hiring to promotion to firing,” Roehling says. “This study goes a step further by examining whether there is empirical support for these commonly held negative stereotypes. Are they based on fact or fiction? Our results suggest that the answer is fiction.”
The findings are based on two separate but convergent national studies. Roehling, who's also a lawyer, said the practical implication of the research is that employers should take steps to prevent managers from using weight as a predicator of personality traits when it comes to hiring, promoting, or firing. He said such steps could include:
Based on these findings, employers are urged to guard against the use of weight-based stereotypes when it comes to hiring, promoting, or firing.
“Employers concerned about the fair and effective management of their workforce,” Roehling concludes, “should be proactive in preventing negative stereotypes about overweight workers from influencing employment decisions.”
The full text of the research article may be purchased on the Group & Organization website.
The Federal Reserve Board (Fed) is proposing to amend Regulation C, the Home Mortgage Disclosure Act, by revising the rules for reporting price information on higher-priced loans. These revisions will be identical to the definition of “higher-priced mortgage loan” that was approved by the Fed in the recent final rule that amends the Regulation Z requirements with regard to residential mortgage loans.
Regulation C currently requires lenders to report the spread between the annual percentage rate (APR) on a loan and the yield on comparable Treasury securities if the spread is at least three percentage points for first-lien loans or five percentage points for subordinate-lien loans. Under this proposal, a lender would report the spread if the loan APR exceeds an average of comparable prime mortgage rates by at least 1.5 percentage points for first-lien loans or 3.5 percentage points for subordinate lien loans.
> View CUNA's full Regulatory Comment Call, which provides additional information and questions.
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