General Clerk II

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As a qualified nonprofit agency operating within the AbilityOne program, ServiceSource hires persons with significant disabilities. For the majority of direct labor positions, ServiceSource will obtain documentation of a significant disability as per the JWOD Act.

Job Summary

The primary purpose of the Bankruptcy Noticing Center (BNC) is to process and mail notices to creditors for the 94 bankruptcy courts across the country, provide customer support to those courts and process the return mail that is associated with it. Clerical support is needed for the Return Mail processing of this work.

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Provide clerical support for return mail processing.

• Mail retrieval for the mailroom, sort, count and bundle mail by #10, 6x9 and 9x12 envelope size.

• Scan mail pieces.

• Process return mail within the deadlines, as communicated by the lead mail processor, as needed.

• Submit a weekly timesheet reporting hours worked by 5:00 PM on Fridays to the Technical POC.

Additional Responsibilities

• Will provide the Supervisor the hours that he/she is unavailable. Total hours per week for work performed will average between 12 and 15 hours per week. Will only be paid for actual hours worked.

• Must be a US citizen.

• Perform other responsibilities as assigned.

Qualifications: Education, Experience, and Certification(s)

• High school diploma or General Educational Development (GED) required.

• Valid driver's license and/or access to reliable transportation to perform work-related travel required. Eligible drivers must have a good motor vehicle record (MVR).

• Must be available to work M-F including holidays if required.

• Hours are Monday, Tuesday, Thursday and Friday 1:00 PM to 4:00 PM, as needed.

Knowledge, Skills, and Abilities

• * Ability to perform routine tasks on Return Mail processing.

• * Knowledge of HAZMAT procedures for handling potentially hazardous mail.

• * Knowledge of UPS and Federal Express shipping and procedures.

• * Knowledge of U.S. Postal regulations in the process of dealing with incoming, outgoing, certified, registered, insured and express mail.

• * Basic PC skills required.

• * Ability to meet deadlines consistently (dependable).

• * Ability to pay close attention to detail.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet to moderate.

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person's race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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