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Term Employee - Item Processing

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  • Requisition # 10037826-WD
  • Job Type Twilight 8%
  • Location Monterey Park, CALIFORNIA
  • Date Posted 09/16/2020

Your potential. Your opportunity.


Do you want your voice heard and your actions to count?

Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world (as ranked by S&P Global, April 2018). In the Americas, we’re 13,000 colleagues, striving to make a difference for every client, organization, and community we serve. We stand for our values, developing positive relationships built on integrity and respect. It’s part of our culture to put people first, listen to new and diverse ideas and collaborate toward greater innovation, speed and agility. We’re a team that accepts responsibility for the future by asking the tough questions and owning the solutions. Join MUFG and be empowered to make your voice heard and your actions count. 

Term employment is an employment status in which the Bank hires an individual for a job function within the Bank, receiving all the benefits of a regular status employee, except separation pay programs, merit increases, job posting capabilities or holding a corporate title. If you are converted to a regular employment status position or are hired in a different regular employment status position within the Bank, the time worked as a term employee will count towards all benefits.

Job Summary:

Under periodic/direct supervision, responsible for verifying and approving branch and customer corrections and resolving complex out of balance conditions referred by Proof operators on the Imagemark system. Also responsible for printing, reviewing, correcting, and mailing of Advice Notices generated by the Imagemark system.

Major Responsibilities:

  • Review corrections (Advice Notices, GL's, IBC's and DEC's - both paper and electronic images) made by Image Proof operators for accuracy and adherence to established policy.
  • Provide documentation of operator errors for Quality Control and training purposes.
  • Resolve complex out-of-balance conditions referred by Proof Operators.
  • Perform all “non production” balancing tasks including: research missing or invalid account numbers, transit/routing numbers, and other required MICR fields; review paper items to obtain dollar amounts when amounts are not visible on digital images; research and resolve possible EPU piggyback items; pull customer/branch tape listings from tape envelopes when images are not available; and other tasks as required.
  • Review and match offsetting advice notices and free items.
  • Prepare customer Advice Notices for mailing; place IBC's/GL's and documentation in brown mesh bag for return to the branches and departments.
  • Act as back up for Site Trainer and Workflow Coordinator as needed – provide assistance and direction to the Image Proof operators when the Site Trainer or Workflow Coordinator are not available.
  • Perform Codeline Completion and Amount Keying as required. Communicate and interact effectively with all levels of staff within Item Processing.

Additional Information:

·Requires a comprehensive understanding of all Proof policies and procedures and thorough knowledge of workflow throughout Item Processing.

·Requires a working knowledge of RCIF, VBDI, Windows, and basic PC skills and thorough knowledge of all bank MICR documents.

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.

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