DescriptionnnESSENTIAL DUTIESnnVerify accuracy of figures, calculations, and postings pertaining to business transactions recorded in OnQ and Micros:nnCompile and analyze reports from the Micros (F&B) and OnQ (property management) systems, to verify ProfitSage values.nnAnalyze and adjust for various room revenue postings that cause ProfitSage to misstate room revenue.nnAnalyze and adjust for House Usage of F&B outlets.nnVerify and distribute other accounts in ProfitSage.nnLog any entries that need to be made outside of ProfitSage and provide details to Director of Finance daily.nnCalculate daily system values for each cashier and enter them in ProfitSage, ensuring the totals balance.nnPrepare reconciliation comparing ProfitSage revenues/ledger values to PMS.nnPrepare daily reports as required.nnPrint or prepare, and scan, various reports to myDigitalOffice.nnPerform Accounts Receivable duties:nnVerify group rooming lists with the assistance of Reservations.nnCreate and/or maintain of accounts for groups and functions.nnResponsible for all functions related to the Group folder. This includes set-up, sales contract, signed BEO forms, banquet checks, all charges, rooming lists, advanced deposits, and ultimately invoicing the clientnnPrepare an Accounts Receivable Aging report weekly, for review with the Director of Finance, the day of the credit meeting, at the end of each month.nnPost payments received by check, wire, and Sertifi.nnFile copies of check stubs and check logs for A/R paymentsnnAnswer billing inquiries from guests and groupsnnMay need to assist with duties including, but not limited to, Income Audit, Accounts Receivable, Accounts Payable, and/or General Cashier.nnGENERAL DUTIESnnKnow your work schedule and follow with reliabilitynnWork in a cooperative and friendly manner with fellow employeesnnMaintain professional attire and personal hygienennMaintain clean, neat and orderly work areannPerform your job according to standard operating proceduresnnRead, understand and follow all policies, procedures and practices as stated in the employee handbooknnImplement management company and hotel’s safety and emergency policies and procedures (i.e. evacuation, first aid, etc) to include remove all safety hazards, following company’s OSHA Hazcom program, safe lifting techniquesnnUtilize protective equipment, when applicablennPromptly report substandard (unsafe) conditions to supervisornnPromptly reports accidents, injuries, property damage or loss to supervisornnKeep accurate communication flowing freely among all hotel departmentsnnInform management promptly of any work-related problems or guest complaintsnnPractice “CARE Hospitality” and provide guest satisfactionnnPromote the hotel through goodwill, courtesy and positive attitudennAttend all scheduled training, classes and meetingsnnTrain other employees as directed by managementnnPerform any reasonable request as assigned or directed by managementnnProvide for a safe work environment by following all safety and security procedures and rulesnnArrange for reasonable accommodations for person(s) with disabilitiesnnAssist person(s) with a disabilitynnComply with all applicable federal, state and local laws and ordinances as they apply to the hotel, quest and employeesnnPost payments to city ledger accounts from the "received checks" list prepared by the Executive Office Administrative Assistant, on a daily basisnnFile copies of check stubs and check logs for A/R paymentsnnAnswer Accounts Receivables inquiries from guests and groupsnnResearch customer claims of invoice paymentsnnFollow up with group collection activity on any account over 30 days duennAssist with any other accounting office tasks as instructed by the controller, assistant controller or credit managernnPrevious accounting experience required!nnFlexible schedule required.nnEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesnnThe 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)