Card Room Shift Manager manages the card room during an assigned shift. Creates and administers the dealer rotation throughout the card room. Being a Card Room Shift Manager ensures that dealers are adhering to the rules, procedures, and gaming regulations. Handles jackpot payoffs during the course of a shift. Additionally, Card Room Shift Manager may require a high school diploma. Typically reports to a manager or head of a unit/department. The Card Room Shift Manager supervises a small group of para-professional staff in an organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and procedures. To be a Card Room Shift Manager typically requires 3 years experience in the related area as an individual contributor. Thorough knowledge of functional area under supervision. (Copyright 2024 Salary.com)
COMMERCIAL CARD MANAGER
Job Overview: Fidelity’s Commercial Card department provides businesses a comprehensive suite of tools to help improve their cash flow, streamline payments, minimize instances of fraud and provide information reporting. The Commercial Card team members operate with a problem-solving mindset, considering the different ways in which Fidelity can assist with increasing efficiencies and earn a return on dollars spent. Are you passionate about business and helping others succeed? Let’s talk.
The candidate for this position will be responsible for:
Requirements for the position include:
EO/AA Employer: Title VII/Protected Veterans/Disability Status
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)