Our foremost priority is to serve our Customers and Employees alike with a deep corporate commitment to values, service, and personal attention. Kingfisher Systems, Inc. was founded by dedicated and experienced former and retired Government professionals and military veterans who sought a new and better way to continue to serve our nation’s most critical mission—national security—at a higher standard of commitment and excellence than is typically found in the Government contracting industry. Each of our corporate officers has experience in both the public and private sectors, and are ready to help you make the same transition they have made or to further your professional journey of growth and advancement. At Kingfisher Systems, Inc. , our Employees are our most important asset and our primary investment. We believe in nurturing that investment with thoughtful and competitive benefits and compensation for the important work our people do and passion for mission they display for our Customers. Since the beginning, these principles and our excellent record of service and support to our Customers have demonstrated why Kingfisher Systems, Inc. is different from other companies, and why we continue to thrive.
If a small, close-knit, mission-focused, people-first company is for you, then apply today to start the process towards joining our team and experiencing the Kingfisher Systems, Inc. difference.
- Equal Employment Opportunity
- Family Medical Leave Act
- Employee Polygraph Protection Act
- Pay Transparency
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:
- The birth of a child or placement of a child for adoption or foster care;
- To bond with a child (leave must be taken within one year of the child’s birth or placement);
- To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
- For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;
- For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.
Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.
Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities.