What are the responsibilities and job description for the Compliance Specialist I position at BakerRipley?
As a member of the Compliance & Customer Service Team, you will join an incredibly talented and hardworking Workforce Solutions-FAPO department.
Compliance is responsible for performing fact-finding activities to ensure Workforce Solutions financial aid recipients and vendors are in compliance with agency policy and guidelines. Compliance staff are responsible for developing and implementing an appropriate investigation plan. Which includes gathering and assembling facts, analyzing records, interviewing recipients and vendors, and completing written reports detailing all findings.
CORE DUTIES AND RESPONSIBILITIES :
- Develop and implement an appropriate investigation plan.
- Collects facts relating to suspected fraudulent acts.
- Locating and interviewing suspects.
- Reviews computation of overpayments resulting from fraudulent acts.
- Analyze and examine a variety of records to secure information concerning suspected violations.
- Gathers, assembles, preserves, and reports facts, sworn statements or affidavits, and other evidence for use in legal actions upon request by TWC.
- Testifies in court to conduct of investigation and / or methods of evidence collection when requested upon request by TWC.
- Keep up-to-date written documentation of the overall Workforce Solutions operations.
- Deals effectively with citizens, Workforce Solutions staff, and public officials under conditions requiring tact and good judgment.
- Maintains professional working relationships with Workforce Solutions staff, vendors, customers, Houston-Galveston Area Council staff, and Texas Workforce Commissions.
- Performs other duties as may be assigned.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
