Thread regarding L3Harris Technologies layoffs

Pay Correction

We losing people constantly, typically to higher paying competitors. We received word that a new hire was brought on at A level, making as much as a C level. They gutted our insurance. They took away our flexibility. I've personally had managers tell me that I have been screwed over on my pay position, yet not a single one has fixed it. Despite the bu-----t and mistreatment, I wish to stay. What recourse does a person have to force a correction while staying internal?

Is there a DCMA style agency we could go to about our poor pay? I've even considered going to our local Congressman that we seem to be in bed with. I know I'm not the only one. Even management makes a habit of telling me that there are people in worse positions than I.

We have a mission to do, a mission I care about on a personal level, and I do not wish to abandon it, but enough is enough. I'm tired of seeing my coworkers heartbroken every day by a company that no longer gives a fu-k...so how do we force them to?

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Post ID: @OP+1aIoZKL1

11 replies (most recent on top)

"Get your heads out of your as--s. I personally know a person that got a pay correction. They happen on rare occasion. It's about not speaking up for your worth. Who gives a fu-k if I'm a millennial or not, at least I know my worth and would rather protest it instead of taking it up the a-s like a good boomer"

Congratulations on your pittance of a so-called raise. Your language, attitude and total disregard for anything professional will get you another promotion... to senior line cook at Taco Bell. Those of us who are those "good boomers" know how to behave and solve problems that get real results instead of whining. Enjoy your burrito, kid.

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Post ID: @jbgr+1aIoZKL1

Vote with your feet and walk right out the door of this thinly veiled third tier hot mess of a contractor.
ALL of the competition is hiring right now -ALL of them. You already know that L3H leadership is not going to change as they are incapable of incorporating any relevant or impactful changes.

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Post ID: @jtcd+1aIoZKL1

Get your heads out of your as--s. I personally know a person that got a pay correction. They happen on rare occasion. It's about not speaking up for your worth. Who gives a fu-k if I'm a millennial or not, at least I know my worth and would rather protest it instead of taking it up the a-s like a good boomer.

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Post ID: @iupg+1aIoZKL1

Hello HR Millennials trolling for ammo as directed.
You and "Corp" already know you have "adjusted" pay scale of competitors to Harris for new hires. NEVER adjusting existing employees. HR knows it is trying to run off all existing merger LL3 persons and what is can of older exiting LH persons. Pay "correction?" Will never happen. Good luck in all you do.
One post is correct... existing employees CAN'T do a thing.

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Post ID: @9jog+1aIoZKL1

The 'you've got options' person is trying to play lawyer. Either hire a lawyer or quit. Those are your options. Nothing else worth your time or talents.

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Post ID: @7rmo+1aIoZKL1

There is a lot you can do. Start by asking yourself and your co-workers the following questions while remaining acutely aware of a noticeable pattern:

(1) Are you over the age of 40? The Age Discrimination in Employment Act of 1967 or ADEA Act is the "catch-all" Act in which US labor (Federal) law forbids employment discrimination against anyone at least 40 years of age in the United States.

(2) Are you and are co-workers predominately female? Title VII of the Civil Rights Act of 1964, as amended, protects employees and job applicants from employment discrimination based on race, color, religion, s-x and national origin (ie: an employer is discriminating against you because of something you cannot change about yourself).

(3) "Quid Pro Quo" Chief Executive Christopher Kubasik and improper relationships with employees. Sadly in this day and age this still continues to be a problem most unfortunately with L3Harris it starts right at the top of the food chain.

(4)(a): Labor-mischarging or cross-charging fraud and/or (b) cost mischarging. Gather all supporting documentation and report (anonymously) immediately to: https://www.dodig.mil/components/administrative-investigations/DoD-hotline/

(5) If you work in Greenville, TX, go to the DCAA office (NOT DCMA) on the second floor, ring the doorbell, hand your findings to the person answering the door (or simply slide under the door) with a note stating "Documentation supporting fraud, waste and abuse". This can be done anonymously.

(6) Do NOT waste your time with Union's and/or Collective Bargaining Agreements (CBA) as Union's are in managements back pocket and they apply primarily to the Hangar, Dock and Line employees (wrench-turners).

(7) Do not threaten to leave by showing your boss another job offer -just leave. No two weeks, no notice, just get another job and leave. Start fresh with a new company that respects you and your work effort, not some "two-bit" shop that is looking for sub-par sub-standard employees just to add headcount to the their bloated overhead rates.

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Post ID: @6ddg+1aIoZKL1

"Find yourself another job offer then bring that to your manager. It’s the only thing I’ve ever seen work. I tried for 5 years to get my pay adjusted, but it wasn’t until I threatened to quit did they take action. "

LOL. Do this at L3 and what you'll get is an empty box to help you pack up your desk.

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Post ID: @2xgm+1aIoZKL1

Find yourself another job offer then bring that to your manager. It’s the only thing I’ve ever seen work. I tried for 5 years to get my pay adjusted, but it wasn’t until I threatened to quit did they take action.

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Post ID: @2yjy+1aIoZKL1

The 'poor pay' complaint rests on your shoulders. If you don't like the pay, you need to leave. Never count on a company (certainly not L3Harris) to step forward and offer a raise. Won't happen. You either have to ask for a review with the intention of requesting a raise or accept whatever, if anything, is offered for each year you remain at the company.
L3Harris has absolutely been scraping the bottom of the barrel in terms of new hires. If you have any real education or experience, they know it will cost them and they move on. They may interview you, just to show they truly tried to bring in talent (especially if you help them check a few boxes) but they are solely looking for grocery store, retail, factory and fast food experience for many of their office level departments. As far as the technical or engineering side, they want new grads who think that $18 an hour is a great wage. They won't tell them about the incredible health insurance costs of the non-existent raises, bonuses and no profit sharing. Nothing. People who have nothing will jump at something, and that's what they are banking on.

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Post ID: @2lua+1aIoZKL1

that's what unions are for.. there are even unions for professional positions. your right to representation is legally protected. Now its much easier to complain on an anonymous message board than take steps to organize... but the option is there for you.

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Post ID: @1ubp+1aIoZKL1

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