We are excited you are considering joining our growing team. At Kingfisher Systems, Inc. (Kingfisher), our Employees are our most vital asset and our primary investment. We are a small company, providing thoughtful and competitive benefits that underscore the important work our team does in support of both Kingfisher’s mission, and those of our Government and commercial customers.
Founded by dedicated and experienced former Government professionals and military veterans, Kingfisher’s pledge to integrity, determination, and exceptional service distinguishes us from other companies. As a member of our team, you’ll have access to corporate officers who will lend their experience in both the public and private sector to help further your professional journey and meet career goals.
If a people-first technology company is for you, click below to start the process towards joining our capable team and experiencing the Kingfisher 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.