Easter Seals Jobs

Date: Jul 8, 2024

Location: Little Rock, Arkansas, United States

Company: Entergy

Work Place Flexibility: Hybrid

Legal Entity: Entergy Services, Inc.-ESI (OLD)

Job Summary/Purpose:

Investigate, pursue, negotiate and resolve recovery/subrogation claims of $2K or less, which result from incidents of third-party damage to company property/equipment. Provide administrative support to co-workers handling higher dollar claims.

Job Duties/Responsibilities:

• Investigate, pursue, negotiate and resolve recovery/subrogation claims of $2K or less, which result from incidents of third-party damage to company property/equipment. Provide administrative support to co-workers handling higher dollar claims.

• Investigate liability, by obtaining official reports, speaking with involved parties, interacting with company field employees when necessary, etc.

• Successfully handle contentious circumstances and manage conflict.

• Utilize available databases and math skills to retrieve and calculate the values of claims for recovery/subrogation. Support paperless claims handling philosophy, which requires strong computer skills.

• Process payments to vendors and agencies through whom investigative documents were obtained (e.g., police departments)

• Work closely with Accounts Receivable Accounting Department to ensure proper processing and accounting of recoveries. Prepare and provide management reports as requested.

• Identify opportunities for process improvements and reduction in expenditures. Manage specifically assigned processes and projects.

• Eagerly participate in Safety programs and volunteerism activities.

Minimum Requirements

Minimum education required of the position

High School Diploma or equivalent.

Desired: Associates degree.

Minimum experience required of the position

Associate Analyst-Claims - 3 years of property & casualty claims experience, litigation paralegal/secretarial work or equivalent experience.

Associate Analyst-Claims, Sr: 7 years of property & casualty claims experience, litigation paralegal/secretarial work or equivalent experience.

Minimum knowledge, skills, and abilities required of the position

Ability to investigate, evaluate, resolve, document and report-on high volume of small Liability, Workers' Compensation and/or Public-Damage-Recovery (subrogation) claims.? Understand elements of legal liability. Ability to communicate with all levels throughout an organization, accept push-back and criticism, say 'no' in response to customer/claimant/employee demands, prioritize work, operate word/excel/web-based/etc. computer applications, and understand when to bring issues to the attention of others through 'dotted-line' and formal reporting structures. Successfully answer required behavior-based questions.?

Any certificates, licenses, etc. required of the position

Licensed Claims Adjuster (may be secured after period of employment begins).

Desired: Claims, paralegal, administrative, secretarial, etc. certifications.

#LI-LB1

Associate Analyst

Primary Location: Arkansas - Little Rock Arkansas : Little Rock

Job Function : All Other Jobs

FLSA Status : Nonexempt

Relocation Option: No Relocation Offered

Union description/code : NON BARGAINING UNIT

Number of Openings : 1

Req ID: 115068

Travel Percentage : Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=en_US) to view the EEO page, or see statements below.

EEO Statement: The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws. The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.

Accessibility: Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here (humanr@entergy.com?subject=Accessibility) and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.

Additional Responsibilities: As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

Entergy Pay Transparency Policy Statement: The Entergy System of Companies (the Company) 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 Company’s legal duty to furnish information. 41 CFR 60-1.35(c). Equal Opportunity (https://www.dol.gov/agencies/ofccp/manual/fccm/2l-equal-opportunity-clauses-and-other-requirements/2l00-equal-opportunity) and Pay Transparency (https://www.dol.gov/sites/dolgov/files/OFCCP/pdf/pay-transp_%20English_formattedESQA508c.pdf) .

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision (dol.gov) (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf)

The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment. Please contact HRCompliance@entergy.com to schedule a time to review the affirmative action plan during regular office hours.

WORKING CONDITIONS:

As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

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