WORKPLACE FRAUD INVESTIGATOR (DLT)

State of careers Rhode Island

About The Position

In the Department of Labor and Training (DLT), to investigate and enforce the compliance of labor standards laws and state prevailing wage laws including but not limited to Minimum Wages and Hours, Payment and Collection of Wages, Child Labor, Industrial Job Shops, Public Works Construction Projects, the Rhode Island Parental and Family Medical Leave Act, Paid Sick and Safe Leave, Employee Misclassification, OSHA 10 Compliance, Historic Tax Credits and Apprenticeship Requirements; and to do related work as required.

Requirements

A knowledge of the principles, techniques and methods of labor law compliance, investigations, inspections and audits
A working knowledge of labor laws relating to employment and the ability to explain and interpret pertinent provisions of laws and regulations
A working knowledge of accounting practices
The ability to ascertain facts by personal contact, observation and the examination of records
A working knowledge of court procedures
The ability to detect violations of various labor laws and to gain compliance with these laws
The ability to prepare clear and concise analytical reports
The ability to establish and maintain effective working relationships with the public, employers and their representatives
The ability to communicate clearly and effectively both verbally and in writing
Related capacities and abilities
Graduation from a college of recognized standing with an associate’s degree in Criminal Justice, Law Enforcement, Accounting, Business Administration, or a closely related field
A minimum of one (1) year of employment in investigatory, accounting and/or auditing work which involved obtaining technical facts, writing reports and obtaining compliance with the law.

Nice To Haves

Prior investigation and/or law enforcement experience is preferred.

Responsibilities

In the Department of Labor and Training (DLT), to investigate and enforce the compliance of labor standards laws and state prevailing wage laws including but not limited to Minimum Wages and Hours, Payment and Collection of Wages, Child Labor, Industrial Job Shops, Public Works Construction Projects, the Rhode Island Parental Family and Medical Leave Act, Paid Sick and Safe Leave, Employee Misclassification, OSHA 10 Compliance, Historic Tax Credits and Apprenticeship Requirements.
To collect and evaluate evidence and make a determination regarding the validity of wage complaints.
To testify under oath in Administrative Hearings and judicial proceedings regarding investigative findings, and to defend those findings under cross-examination.
To conduct extensive in-depth investigations of employers’ payroll and other records concerning labor law compliance.
To initiate and conduct fact-finding conferences and discussions.
To collect and analyze a variety of statistical, wage and other data.
To conduct in-person interviews and collect relevant evidence on job sites, including employers that promote the Underground Economy.
To encourage workers that are employed as part of the Underground Economy to provide statements and offer testimony to combat employee misclassification.
To negotiate with employers, their legal counsel, accountants, and other representatives in order to obtain voluntary compliance and collect back wages for employees.
To prepare detailed investigation and other reports including details on the procedures followed, the substantiation of data and a summary of findings and recommendations.
To prepare and file claims against the applicable contractor’s bond for any potential prevailing wage violations.
To do related work as required.

Benefits

For information regarding the benefits available to State of Rhode Island employees, please visit the Office of Employee Benefits' website at http://www.employeebenefits.ri.gov/.
Also, be advised that a new provision in RI General Law 35-6-1 was enacted requiring direct deposit for all employees.
Specific to new hires, the law requires that all employees hired after September 30, 2014 participate in direct deposit.
Accordingly, any employee hired after this date will be required to participate in the direct deposit system.
At the time the employee is hired, the employee shall identify a financial institution that will serve as a personal depository agency for the employee.

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