Employment Opportunities | Employment Benefits | Employment Process | Employment Applications
The Human Resources Division is dedicated to partnering with all city departments to provide programs, services and a work environment that enhance the potential of its workforce. We are committed to maintaining a customer focus while supporting the city’s goals and objectives.
The Human Resources division is responsible for ensuring a fair and equitable process for recruitment and selection, employee and labor relations, classification, performance evaluation, salary and benefits administration, training, employee assistance and worker compensation benefits.
The Human Resources Office is open during the city’s business hours of 8:30 a.m. until 5 p.m. Monday through Friday.
The City of Maryland Heights fosters, maintains and promotes equal employment opportunity in its recruitment, hiring, promotion, compensation training and development at all job levels without regard to race, color, age, gender, ethnicity, religion, national origin, disability or sexual orientation or any other characteristic protected by law.
The City of Maryland Heights prides itself on the high standards of excellence embodied by its operating principles and strives to create an awareness of and commitment to these standards in its employees. City employees are expected to personify these ideals in their relationships with residents, other persons conducting business with the city and with other employees. To establish and maintain public trust and confidence in city government, each city employee must not only conduct themselves ethically, but they must also scrupulously avoid the appearance of impropriety at all times.
All employees who suspect ethical violations, waste, abuse of resources, or fraud by other city employees have a right and an obligation to report their concerns. The city prohibits all forms of retaliation against employees who report violations, provide information or who assist in an investigation of violations of applicable laws when the employee reasonably believes the applicable law has been violated. For this purpose, retaliation is defined as any adverse employment action taken against an employee because they exercised rights under this policy (for example, discharge, demotion, reassignment, harassment, etc.).
Any complaint must be submitted in writing to a department head, human resources or to the City Administrator within 10 working days after learning of the alleged violation. Employees may make their complaint anonymously. Complaints alleging violations by the City Administrator must be filed in writing with the Mayor. All complaints will be promptly investigated and corrective actions taken, if warranted. Complaints of retaliation must be filed within 90 days of the alleged retaliatory incident.
Employment Opportunities
Employment Benefits
The City of Maryland Heights strives to provide all employees with fair management, competitive salaries, good benefits, opportunities for personal growth and a safe and pleasant workplace. The city provides permanent, full-time employees these benefits:
Group Medical Insurance
The city provides medical insurance for employees through United HealthCare (UHC) Coverage is effective on the first day of employment. The city pays 100% of employee premium and 50% of the premium for dependent coverage. Employee premiums are paid through payroll deduction.
Group Dental Insurance
The city provides employees with a dental PPO. Coverage begins on the first day of the month following the hire date. The city pays 100% of the employee premium and employees pay for dependent coverage. Employee premiums are paid through payroll deduction.
Group Life Insurance
The city provides life insurance for employees equal to two times their annualized base earnings. Accidental death and dismemberment insurance is provided at the same rate.
Group Long Term Disability Insurance
The city provides a long-term disability policy that assures salary continuation of two-thirds of the employees base pay after a 90-day elimination period.
Retirement Plan
After the completion of six months of service, employees participate in a non-contributory defined benefit retirement plan administered by the Missouri Local Government Retirement System (MOLAGERS). Employees are 100% vested in LAGERS after five years of service.
Deferred Compensation
Employees may choose to make contributions for retirement savings on a pre-tax basis to a traditional 457 plan or on an after-tax basis to the Roth 457 Plan managed by ICMA Retirement Corporation.
Tuition Reimbursement Program
Upon completion of the probationary period, employees are eligible for reimbursement of tuition and mandatory fees for professional development. To qualify for reimbursement, employees must be enrolled in a course at an educational institution accredited by the Commission on Institutions of Higher Education of the North Central Association of Colleges and Schools, obtain a minimum grade of “C” or “Pass”, and obtain advance approval of all courses.
Longevity Pay
Employees who complete 48 months or more of continuous service receive $7 for each full month of full-time employment as of Nov. 30 of the respective year; longevity payments are paid in a lump sum each December.
Holidays
The city provides employees nine paid holidays annually. In order to receive a paid holiday, an employee must have worked the day before and the day after the holiday(s) or have been given approved leave.
Personal Day
After successfully completing six months of employment, employees will receive one personal day per year. With approval, employees may use personal leave at any time during the year that it is given.
Police officers and police dispatchers accrue 80 hours of holiday and personal leave annually. With approval, this leave can be taken at any time during the year.
Vacation
Employees accrue annual leave based on the following schedule. Vacation accrues to a maximum of 240 hours. Upon separation from the city, employees are paid for unused vacation leave.
| Years of Service |
Days Accrued Per Year |
| <5 |
10 |
| 5-9 |
15 |
| 10-19 |
20 |
| 20+ |
25 |
Sick LeaveEmployees accrue sick leave at the rate of 3.69 hours per bi-weekly pay period or a maximum of 96 hours per year. Employees may use sick leave for their own illness and medical appointments or to care for a family member during illness. Sick leave may accrue to a maximum of 960 hours.Wellness ProgramOn a voluntary basis, employees may earn points during the year for participating in a variety of activities to improve and maintain their health. Points are totaled and bonuses of between $25 and $200 are awarded in December of each year.Wellness IncentiveEmployees who have taken no sick leave in the previous calendar year may receive an additional day of personal leave. Additional days may be earned as more hours of sick leave are accrued and no sick leave time has been taken in the previous year.Employee Assistance ProgramThe Employee Assistance Program (EAP) offers assessments, problem-solving counseling and referrals to resources or treatment providers. This service is offered at no cost to employees. Services provided by the EAP are strictly confidential.Bereavement LeaveEmployees may be granted up to five days of paid leave to attend the funeral and related memorial services of immediate family members.Military Reserve Leave of AbsenceEmployees who are members of a reserve component of the armed forces are eligible for a leave of absence from their jobs. The city may supplement the pay of employees on qualifying military leave for up to two years.Occupational Injury or Illness LeaveEmployees who suffer an occupational injury or illness that leaves them unable to work are eligible to have their pay supplemented by the city for up to 90 days.Pandemic Influenza LeaveEmployees may be eligible to receive up to 80 hours of leave for absences related to pandemic influenza illness. All paid leave must first be exhausted before pandemic leave can be used.
Employment Process
The Human Resources division reviews and refers completed applications to the appropriate department within the city. The department with the open position decides whom to interview and makes the selection decision from the applications referred. Depending on the position, the hiring process can take anywhere from a few weeks to several months.
Applicants for employment are subject to the city’s drug and alcohol testing policy. Some positions may be subject to random drug testing. The purpose of the policy is to promote and maintain a drug-free environment in the workplace and to protect employees and the public by insuring that city employees are not impaired in the performance of their assigned duties. An applicant shall be denied employment if their drug test is positive. An applicant who refuses to consent to a drug test will be denied employment.
Applicants for selected positions may also be required to undergo a physical and/or psychological examination prior to appointment. A reference check will also be completed and, depending on the position, the city may conduct a criminal background check.
Police Officer Applicants
Police officer applicants are hired from an eligibility list established by the Board of Police Commissioners. In addition to the above process, to make it onto the eligibility list, applicants must successfully complete a physical abilities test, a written exam and an oral exam.
E-Verify
In compliance with federal and state law, the City of Maryland Heights uses E-Verify to verify the identity and employment eligibility of all new employees. No one will be allowed to continue working for the city if, after due process, the city is unable to confirm work authorization.
MH Work Forum
Employment Applications
