May 04, 2016 · Which of the following is not a corrective action taken by regulators when a bank is identified as a problem bank ? a. ... Regulators have the authority to take legal action against a problem bank if the bank does not comply with their suggested remedies . e. ... Course Hero is not sponsored or endorsed by any college or university. ...
22. Which of the following is not a corrective action taken by regulators when a bank is identified as a problem bank? a. Regulators may examine such banks frequently and thoroughly. b. Regulators may request that a bank boost its capital level or delay its plans to expand. c. Regulators can require that additional financial information be ...
“Corrective action” action to eliminate the cause of a detected non-conformity or other undesirable situation. 1. There can be more than one cause …
B. that regulators must take specific actions when bank capital levels fall outside the well- capitalized category. C. that a receiver must be appointed when a bank's book value of capital to assets falls below 2 percent. D. that b and c above are correct. E. …
Bank A has a 10 percent capital ratio and uses a significant proportion of its assets to invest in very highly-rated bonds. Bank B has an 12 percent capital ratio and uses a significant proportion of its assets to invest in highly leveraged transactions.
The Financial Services Modernization Act of 1999. a. gave banks and other financial service firms less freedom to merge. b. allowed financial institutions to offer a diversified set of financial services without being subject ed to stringent constraints.
Corrective action is a process of communicating with the employee to improve behavior or performance after other methods such as coaching and performance appraisal have not been successful. All employees are expected to meet performance standards and behave appropriately in the workplace.
Remind the employee of the acceptable standards or rules. If they are available in writing, they should be provided to the employee. State the consequences of failure to demonstrate immediate and sustained improvement, or further disciplinary action may warranted. Note the oral warning on their calendar.
If the supervisor gave an oral warning and the problem performance or behavior persists, a written warning may be given. This action may be used more than once, however if the problem continues to persist repetitive letters may not be the solution. A template letter may be requested from an Employee Relations Consultant.
Typically, suspensions will prevent an employee to work and requires the employee to leave without pay for one to ten working days, as specified in the letter. The letter should:
State that the action is a suspension without pay. Inform the employee of the number of days they will be suspended with the beginning and ending dates. Describe the problem, the previous corrective measures, and the impact of the continued behavior or performance. State the supervisor's expectations and the consequences of failure to improve.
Depending upon the contract or personnel program the employee is covered by, a letter of intent to suspend may be required, which provides the employee with the right to appeal the intended action to the next higher management level before the action is implemented.
This alternative is normally used when a supervisor does not wish to remove the employee from the work site, but serious discipline is appropriate. Contact your Employee Relations Consultant for more information regarding this corrective action.