Compliance Officer II

First consideration will be given to those applicants that apply within the first 14 days.

Minimum Entrance Requirements\: Applicants must have at least (A) three years of full-time, or equivalent part-time, experience in investigatory, law enforcement or regulatory administration work, or (B) and equivalent combination of the required experience and the substitutions below.

Substitutions:

A Bachelor's or higher degree may be substituted for a maximum of two years of the required experience.*

*Education toward such a degree will be prorated on the basis of the proportion of the requirements actually completed.

Comprehensive Benefits

When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future.

Want the specifics? Explore our Employee Benefits and Rewards!

An Equal Opportunity / Affirmative Action Employer.  Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.

The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law.  Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements.  We encourage individuals who believe they have the skills necessary to thrive to apply for this role.

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The Department of Unemployment Assistance (DUA) administers the Unemployment Insurance (UI) program which provides temporary income assistance to Massachusetts workers who are unemployed through no fault of their own and who are able to work, available for work and looking for a job.

The Compliance Officer II is crucial in maintaining the integrity of the unemployment insurance (UI) system by detecting, investigating, and resolving fraudulent activities related to fictitious employer accounts.

Duties and Responsibilities:

• Conduct thorough investigations into suspicious and fictitious employer accounts. Validate employer claims and identify fraudulent activities, such as fake businesses and misrepresented information. Analyze UI claim data, employer records, and system transactions to detect inconsistencies and potential fraud. Use advanced analytical tools and techniques to recognize patterns and anomalies.


• Document findings and compile comprehensive reports on fraudulent activities, including evidence collected and recommended actions. Prepare detailed reports for internal use and potential legal proceedings. Ensure all investigative actions and recommendations comply with relevant laws, regulations, and policies, including M.G.L. 151A and 430 CMR. Stay updated on changes in legislation and best practices related to unemployment fraud.


• Flag suspicious employer accounts and fraudulent claims for further investigation. Work closely with other departments and external agencies to resolve complex cases and take appropriate actions. Collaborate with legal teams, enforcement agencies, and other relevant stakeholders to support investigations and ensure thorough resolution of fraud cases.


• Assist the Revenue Enforcement and Employer Liability Department by ensuring employer compliance with laws and regulations. Examine and update employer records for compliance, ensuring proper documentation in accordance with federal Department of Labor guidelines. Perform regular compliance checks to verify adherence to laws and regulations. Compile and prepare case files for referral to the Office of the Attorney General and provide updated documentation as requested.

This role is essential for protecting the UI system from fraud and ensuring compliance with all relevant regulations.

SALARY PLACEMENT IS DETERMINED BY YEARS OF EXPERIENCE AND EDUCATION DIRECTLY RELATED TO THE POSITION AND THE HUMAN RESOURCES DIVISION’S RECRUITING GUIDELINES.  IN THE CASE OF A PROMOTIONAL OPPORTUNITY, THE SALARY PROVISIONS OF THE APPLICABLE COLLECTIVE BARGAINING AGREEMENT WILL BE UTILIZED FOR PLACEMENT WITHIN THE SALARY RANGE.

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