What are the responsibilities and job description for the Floor Manager Cage position at Resorts World New York?
Job Description
The Cage Floor Manager trains, directs, and manages Cage Cashiers and Main Bankers. This role ensures their team members provide excellent customer service, secures company assets per casino policies, and adheres to New York State Gaming Commission regulations, RWNYC Internal Controls, and Operating Procedures.
Essential Duties and Responsibilities
- Supervise, lead, and direct Cage-related activities, ensuring compliance within all gaming regulations, internal controls and company policies
- Supervise cashier and banker professionals, performing activities such as hiring, training, assigning work, evaluating performance, and administering disciplinary actions including terminations
- Manage and direct the day-to-day operations of areas of responsibility through assigned department heads and supervisors
- Ensure employees are trained to work safely and efficiently within current regulatory guidelines
- Evaluate shift schedules and adjusts, if necessary, to accommodate Resorts World operational and departmental needs
- Prepare, maintain, and submit essential paperwork and reports
- Monitor cash levels in all Cage locations
- Oversee assigned shift's paperwork and conducts investigation of variances that may occur on assigned shift and reports these to Manager
- Ensure that accurate paperwork is completed for all functions of the position including end of shift balancing of cashier windows and cage
- Under the direction of the Cage Manager / Assistant Cage Manager ensure continuous guest service at the cashier cages, banks, and ticket redemption units (TRUs)
- Resolve associate and patron related disputes in a professional manner
- Attend periodic meetings and training sessions.
- Demonstrate and provide outstanding customer and employee relations at all times.
- Present oneself in a neat and clean appearance at all times.
- Perform other duties as assigned.
Job Requirements
To perform this job successfully, an individual must be able to perform each job responsibility satisfactorily. The requirements listed below are representative of the knowledge, skill, and / or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical and Mental Demands :
The physical demands described here are representative of those that must be met by the Team Member to successfully perform the essential functions of this job.
Essential responsibilities include moderate physical ability such as lift or maneuver at least twenty-five (25) pounds, and varied instances of standing / walking / bending.
Language Skills :
Ability to read, analyze, and interpret documents, such as policy and procedure manuals, maintenance instructions, and other related documents. Ability to respond to common inquiries from other employees or guests. Fluency in English required, second language a plus. Ability to write detailed instructions and correspondence. Ability to effectively present information in one-on-one and group situations.
Mathematical Skills & Reasoning Ability :
Ability to compute basic mathematical calculations. Ability to decipher various reports and maintains reports upon request.
Work Environment :
The work environment characteristics described here are representative of those that exists while employees are performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Work / Educational Experience
OR Three (3) years' experience in a Supervisory position or equivalent
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)
