Applicant Resources
Equal Opportunity Employer
Paddio is proud to be an Equal Opportunity Employer and we’re committed to creating a diverse workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability, veteran status, or other legally protected classifications.
Disability Accommodations
Please contact careers@paddio.com if you require any reasonable accommodations during the application and hiring process due to a disability.
E-Verify and Right to Work
Paddio participates in the U.S. Department of Homeland Security E-Verify program in all of its locations. The E-Verify program is an Internet-based employment eligibility verification system operated by the U.S. Citizenship and Immigration Services.
Family and Medical Leave Act (FMLA)
Paddio is covered by the Family and Medical Leave Act (FMLA). Paddio's FMLA Policy is designed to comply with all applicable federal and state laws. The administration of this policy will also comply with applicable state law where such state law provides a greater benefit. FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights.
For a summary of employee rights and responsibilities under FMLA, please refer to the document provided by the Wage and Hour Division of the U.S. Department of Labor titled “Employee Rights and Responsibilities Under the Family and Medical Leave Act,” also known as WHD Publication 1420.
Under FMLA, a qualified employee is entitled to a combined maximum of up to 12 weeks of unpaid leave in a rolling 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.
An employee’s group health plan coverage will be maintained during eligible FMLA leave. At the conclusion of the FMLA leave, an employee generally must be restored to the same position or an equivalent position with equivalent pay, benefits and other employment terms. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of FMLA leave.
Military Family Leave is also available in a number of circumstances, which are outlined the document provided by the Wage and Hour Division of the U.S. Department of Labor titled “Fact Sheet #28M: The Military Family Leave Provisions under the Family and Medical Leave Act.”
More guidance regarding FMLA compliant leave is available on Paddio's UltiPro homepage, in the Paddio Employee Handbook, or by contacting Human Resources at careers@paddio.com.