Transaction Specialist
First Commonwealth Bank

Reviews the Exception Processing Manager (EPM) software to make specific decisions on the proper handling of all On Us exceptions; this includes but is not limited to multiple signature account verification and large dollar verification. Knowledge of the regulatory process of paying and returning checks is necessary when using the EPM system. Knowledge of the check system should include understanding of Regulation CC. The candidate will assist in the development, implementation, maintenance and enforcement of internal departmental procedures. The candidate should demonstrate problem solving abilities, have excellent communication skills (verbal and written), and moderate computer skills.

Essential Job Responsibilities__________________________________
1. Review and process return items by:
a. Review returned/NSF checks.
b. Determining disposition of checks.
c. Completing appropriate entries and process through work. Non-on-Us Returns process using RICS software.
d. Obtain supervisory approval where applicable.
e. Maintain required records.
f. Review and process notices for mailing.

2. On-Us Checks return process will be completed per the instruction from the branch.

3. Return checks drawn on other banks will be completed by the guidelines established. The branch may forward special instructions on business accounts regarding the disposition of items received.

4. Remains alert for customers who may be involved in check kitting and reports questionable situations to the supervisor.

5. Notify the department supervisor of items requiring special attention.

6. Process notification of large return, if required.

7. May perform various duties including, but not limited to the following:
a. Balance various General Ledger accounts.
b. Review exceptions checks.
c. Review account maintenance, stops/hold.
d. Operates various equipment for day-to-day DDA processing: Reader/Sorter, Microfilmer, PC, and calculator.
e. Depending sorter location, run printer to print relationship statements and notices.

8. Other duties that may be assigned depending in volume of work and location:
a. Data Entry of application data.
b. Research Proof /Teller transactions.
c. Sort and Distribute Interoffice mail.
d. Prepare and process Canadian checks as instructed.
e. Prepare and process coupons as instructed.
f. Provide proper backup for additional duties.
g. Gather statistical data.

9. Complies with regulations and laws relating to the function of the position.

10. Supports the organization's commitment to ongoing quality service enhancement by participating in multi-disciplined guidance and project teams, as appropriate.

11. Abides by current laws and organizational policies and procedures designed and implemented to promote an environment, which is free of harassment and other forms of illegal discriminatory behavior in the workplace.

12. Cooperates with, participates in, and supports adherence to all internal policies, procedures, and practices in support of risk management and overall safety and soundness.

13. Cooperates with, participates in, and supports the company's compliance with all regulatory requirements, e.g. Community Reinvestment Act (CRA), Equal Credit Opportunity Act, etc.

Bona Fide Occupational Qualifications___________________________

1. Moderate reading, writing, grammar, and mathematics skills; these skills normally associate with the receiving of a high school diploma or equivalent;

2. Proficient manual dexterity and eye-hand coordination;

3. No physical limitations that will prohibit heavy lifting.

4. Successful completion of the 1-3 month training period within the department.

5. Proficient analytical skills; proficient communicative and interpersonal relations skills.

6. Ability to comply with established budgets and operate within budgetary constraints.



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)