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Account Servicing Associate
at MUFG Americas
- Responsible for reviewing and determining decisions on checks that have been referred due to signature irregularities and potential check fraud.
- The decision making process includes analyzing each transaction in order to determine the best course of action to be taken in order to minimize risk to the bank as well as to provide high quality customer service.
- Responsible for direct customer contact to determine and validate information for the decision making process.
- Responsibility for making pay decisions on transactions that have rejected as a result of restraints, account closure or incorrect processing.
- Reviews accounts flagged as restraint from BOS, Risk Services, etc.
- Reviews customer accounts/relationships and customer pay history to determine course of action.
- Review of stop payments and stop suspects.
Responsible for making coverage recommendations to commercial customers for: overdraft (OD), Nonsufficient Funds (NSF) or Uncollected Funds (UCF) situations, etc.
- 2+ years of experience in a retail branch or comparable experience in centralized banking environment.
- Strong customer service skills to interface with internal and external customers.
- Previous working knowledge of identifying and determining check fraudulent activity as well as Banking operations, policies, procedures and regulations.
- Knowledge of OASIS, TRIPS, Amdocs, Rumba and File
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities duties and skills required of personnel so classified.
We are proud to be an Equal Opportunity / Affirmative Action Employer and committed to leveraging the diverse backgrounds, perspectives, and experience of our workforce to create opportunities for our colleagues and our business. We do not discriminate in employment decisions on the basis of any protected category.
A conviction is not an absolute bar to employment. Factors such as the age of the offense, evidence of rehabilitation, seriousness of violation, and job relatedness are considered in all employment decisions. Additionally, it's the bank's policy to only inquire into a candidate's criminal history after an offer has been made. Federal law prohibits banks from employing individuals who have been convicted of, or received a pretrial diversion for, certain offenses.