Description

Job Description

Audits the Main Cage, Count Room, retail, valet, Food and Beverage and other department as required. Includes audit of department’s paperwork to ensure compliance with company policies and procedures, New York Lottery regulations and Federal and State laws. Demonstrates and provides outstanding customer and employee relations at all times. Presents oneself in a neat and clean appearance at all times. Performs other duties as assigned.

Essential Duties

Audits paperwork generated by the Main Cage, Soft Count, Marketing coupon, Food and Beverage, ATM/TRV and other revenue and documentation as generated by various department. Issues exception reports for violations of company policies and procedures, New York Lottery regulations and Federal and State laws. Analyzes and creates spreadsheets, complies with all company policies and procedures, New York Lottery regulations and Federal and State laws.

Job Requirements

Physical and Mental

Able to sit for long periods of time and ability to perform moderate lifting of 30 lbs. or more. Ability to stand walks, bend, stoop, lift and reach. Ability to work long and varied hours and on shifts, weekends, holidays and special events as needed. Must be able to read, speak and effectively communicate ideas in English. Must be able to think analytically, have basic math skills and be able to read and interpret spreadsheets. Ability to make independent decisions and recommendations.

Work/Educational Experience

• Must be at least 18 years old, possess a high school or equivalent diploma and have the ability to obtain the appropriate license pursuant to the New York State Lottery regulations.
• Associate’s Degree in related field
• OR two (2) years’ related income auditor work and/or educational experience

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)