The Metropolitan Utilities District (M.U.D.) is a public utility and proud to be customer-owned.
Our mission is to provide safe, reliable, and cost-effective natural gas and water services to our community. We serve natural gas to more than 237,000 customers and safe drinking water to more than 222,000 customers in Omaha, Bennington, Fort Calhoun, Springfield, Yutan and Bellevue.
At M.U.D., we believe our most important asset is our more than 800 dedicated employees. We provide opportunities to develop and strengthen skills and knowledge while using the latest technologies. We employ individuals with administrative, technical or professional experience and education. Our work covers a variety of disciplines from construction, engineering, customer service, accounting, information technology, marketing and more.
M.U.D. is committed to employing a diverse workforce that reflects the community we serve and is inclusive of and respects employees' individual differences. We value and embrace an employee’s need to bring their authentic self to work.
We endeavor to make our website accessible to any and all users. If you would like to contact us regarding the accessibility of our website, e-mail us.
Below are links to employment brochures for highlighted positions:
Full-time employees enjoy an excellent benefits package which includes:
Transparency in Coverage
Blue Cross and Blue Shield of Nebraska publishes machine-readable files on behalf of Metropolitan Utilities District. View the machine-readable files here: NebraskaBlue.com/MRFs
Your Rights and Protections Against Surprise Medical Bills Notice
View the notice here.
If you have a disability and would like to request an accommodation in order to apply for a posted position with M.U.D., you may contact us at either of the following:
Nebraska State Law has revised veterans’ preference for employment effective January 1, 2015. The purpose of this information is to describe eligibility requirements provided for in the law, and instructions for the Metropolitan Utilities District to use in verifying preference. The Human Resources Department is responsible to verify preference eligibility. Nebraska Veterans Preference Law is available in Sections 48-225 thru Section 48-231 of Nebraska Revised Statues Chapter 48:
Disability/Gender Identity/Female/Minority/Sexual Orientation/Veteran
M.U.D. requires all human resources be utilized to the fullest extent in order to continue progress in Equal Employment Opportunity (EEO). To prevent or limit a person's contribution to the District’s effort because of age, color, disability, gender identity, national origin, pregnancy, race, religion, sex, sexual orientation, or status as a veteran or a disabled veteran, is an injustice, not only to the individual, but to the District as well.
U.S. law requires companies to employ only individuals who may legally work in the United States – either U.S. citizens, or foreign citizens who have the necessary authorization. M.U.D. participates in E-Verify, an Internet-based system operated by U.S. Citizen and Immigration Services that allows businesses to determine the eligibility of their employees to work in the United States.
EQUAL EMPLOYMENT OPPORTUNITY
Equal Employment Opportunity is the law and prohibits job discrimination based on race, color, sex, sexual orientation, gender identity, national origin, religion, age, equal pay, disability, or genetic information. The following “EEO is the Law” poster, prepared by the Equal Employment Opportunity Commission, summarizes these laws.
PAY TRANSPARENCY POLICY STATEMENT
M.U.D. 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 District’s legal duty to furnish information.