Thread regarding L-3 Communications Holdings Inc. layoffs

Ther is a bunch of stupid goin on rite now in Waco . Got directors in charge that don't have a clu how to run a a/c biz. Enuff if tirants lik huffinez who has run or tries to run good peeple off. Props to gud honest supervizers lik mr Gohlson who relly cares for the peeple in waco and listens to thm. But she hates gud. And so do the others.

Post by ~ 3 months ago by Anonymous | Post ID: @GzS7RoP-bfqc

You are an idiot! You state " Promotions are only given to church goers, friends and family (Look at how many Gibsons, Deneris, blah blah blah)" Where do you work, not CSW or maybe you just opened the "Global Directory" and entered the most common last names(s) your simpleton mind could come up with? Flash Report Idiot, just because there are employees with the same last name, does not mean they are family members ! More importantly, this topic has already been beaten to death, over and over again! Get some new material to whine about. Here is another thought, maybe you should put your efforts into bettering yourselve , so you can get promotions, instead of living your life by "Whoa Me", life is so hard, no one likes me and everyone is against me. Poor me, Poor me. Jeez, dude or dudette, pull yourself together.

Clueless, inept, only worried about their bonus's, will turn on you in a second and deny giving you direction if it goes wrong, Teflon, hmmm that sums up New York, if your a journalist you should be able to look at the back grounds and see there are quite a few leaders that have questionable past history's at their last company and even non performers at L-3 but were promoted to get them out of divisions. Yea we know about the past on everyone, so how can you be lead on what they profess but don't live in their lives? Do your home work

Read the fine print in the Ethics training hand-out, it clearly states you cannot submit ethics violations anonymously. Charging to labor codes that are not even related to ones job and staying away from overhead is standard operating procedure. An earlier post hit the point home through bringing up ethics and what I was being told to do at any cost (charge a job code and NOT overhead, no matter what, even though we had about 20% of the normal workload). Management doesn't want the drama of any change at all, until corporate forces them. I think that's because they are so used to covering each others asses in the good ol boys club a/k/a the 10-tiered levels of management, aka "You're in for life no matter how much you f*** up" club. The "ethics" training course are just to cover the higher up levels so they can say in court that "we sent out ethics training material and had everyone trained", it's an asscovering maneuver.

I work at an L-3 site, not involved with aircraft stuff. Some people get to work on interesting stuff that is very challenging. However, many of these same programs have serious cost and schedule pressures that can make it very stressful for people. I think we have a really good group of people and even the management is not bad but they expect us to operate like a startup tech firm without offering the financial incentives. Defense electronics used to offer interesting work with some degree of security in exchange for adequate but not spectacular pay. We still have the adequate but not spectacular pay but the security is gone and the interesting work is being replaced by continually repackaging the same solution to meet new applications.

The last post makes a lot of good points.

I can only speak to Waco

Looks like L-3 business units top out on the average side. I have to say of those that maintain/modify aircraft under a commercial system the management is no less than criminal. They play a game of deniability by staffing operations and quality with tyrants that are as mean as they are stupid.

Keep in mind that L-3 is composed of almost 100 business units which are their own profit & loss centers and largely autonomous. A few divisions seem to get a lot of attention here and their problems sound similar but these problems would not be consistent across all business units. Having visibility into many of the business units, to me some seem to be great places to work and some maybe less so - but overall I would consider it at worst an average work environment, and at best a good place to work. Again it's hard to generalize when there is so much variations from business unit to business unit - and location to location, team to team, etcetera.

The reason why this entire organization is shrinking is because of the stifling/exhausting amount of rampant nepotism as "certain chosen people" -who just so happen to be family members and friends, who will continue to get the promotions and training WELL BEFORE and in advance of the position is even opened (many of the positions are NEVER posted as to ensure the level of "talent" remains low). L-3 is putting its employees, shareholders and its entire business base structure at risk by putting talentless family and friends ahead of standard business practices, and common sense by freezing out current and future employees who know the aerospace and defense industry. Just look at the latest batch of management AND their little friends they are grooming to fill the next round of management slots. It's all about who you know, how deeply you kiss their azz and do you ascribe to their philosophy of protecting and not exposing their complete lack of business prowess/knowledge, experience, etc...

I'll echo what others have said. I don't know about the rest of L-3, but CSW is like a really bad cult. Actually, this isn't surprising if you consider its location. It usually takes an "act of God" for an executive to turnover, and promotions are handed out only to cult loyalists who spew the party motto and cozy up to the execs. CSW promotion has nothing to do with ability, intelligence, or hard work. Promotion is given in order of rank-ordered criteria: 1) family members (just look at how many Gibsons there are, or Deneris, etc.), 2) church members), 3) friends who kiss your a--, 4) girls your manager wants to f---, 5) University of Phoenix graduates, 6) everybody else. Most of the talented managers have already left the company, sick of waiting years for even a shot at a new role. The ones who have left have done very well for themselves.

I hope that you will use our feedback so the system of promoting and rewarding people will be fair which will improve the morale and overall business.

I was one of the best OPMs in the team (based on my boss' and program managers feedback and results), had three times more programs than rest of the team, on time delivery was 97% and above, and always met my profit targets while I will get programs from other OPMs that were late and over budget so I can put them back on track. I have an engineer, more than 20 years of experience in the international business/ops/ technology, and I was in an MBA program while applying for Program Manager positions. I wanted to work in product development as I wanted to solve the problems and bring more customers/ business to the company. I was willing to work very hard (like always) while people that has less experience, less education, and poor result but good connections in the company including relatives will get the jobs. I was in interviews and they will tell me that I will do a fantastic job while I am keeping people accountable (like this was a bad thing). Eventually I left while they were telling me to stay as they will help me go into a program manager position. I waited for one year and I got tired of nepotism as people will get the promotions and training well before the position was opened (so you knew who will be promoted) as they needed to follow the system while behind was just who you knew. I addressed it with HR and nothing was resolved as when I will ask the questions they will not answer. When I resigned they counter offer me as they wanted me to stay. This upset me and I told them that this is frustrating as I didn't leave because of money but because of lack of recognition for my work and promotion based on nepotism.

Strategic direction needs to be communicated to the people and managers need to get on board, while the Rewards/ HR/ Promotions/ Communication need to be revamped and deployed based on this strategy from the top to the bottom of the company.

I told my manager about this thread and asked what I should write. He said maybe write that people are demoralized because they have to work with idiots like Shmidlap. I didn't get the joke and told somebody else about it, they said I should go to HR so I did. They said normally we would discourage that kind of abusive language but in this case we agree with your manager, get back to work. I'm starting to think they don't like me around here.

At CS-East in Camden, everything is fine. We are all happy. I love my work.

Word is they just fired his ass

As for Waco, part of the discontent is L-3 's ability to continually put unqualified people in charge. They go through managers like the Kardasians go through men, yet they seem to leave the ones that continue to fail in performance or are inexperienced. One example is they put a manager over all of manufacturing and his background is a candy facorty. I understand management is management but to hire a guy who doesn't know what an airplane part looks like or knows the backgrond prosses that goes into making one is a bit ridiculous. From that the candy manager has successfully pushed for and got all of manufacturing changed to a schedule that's is not very popular, which just so happens to be the same schedule the candy factory works. It's one thing to turn on a machine and p--p out skittles for 12 hours a day 7 days a week with low wage workers but it is another to require professional with years of experience and certifications to work a schedule that makes it very hard on people that are intregently involved in the lives of their family. Working a different schedule then your spouse and kids has a large impact on family life no matter how many days you have off during the week. Over time that unnecessary change will prove ineffective and cause major discontentment and high turnover rate, people who have quite over it. Other then managements complete lack of attention to what is actually going on on the worker level, L-3 is not a bad place to work, OK pay if your in the club and they have great benifits. Just know if you want to move up or get more pay, it has very little to do with performance but rather how well you smoth talk your boss and how well you hide your shadyness. No telling how many supervisors I've seen tell people to do unethical work (some get caught red handed) and the only thing that happens is the company loves them even more for getting the job done under budget. They love people who do whatever it takes to get the job done no matter what policy is broken, no matter how dishonest you are and no matter how many people you use to get yourself to the top. As a disclaimer some managers and supervisors are good people but most will stab their mom in the back if it makes themself look better in thier bosses eyes.

Sincerely,

A pawn in a game of cheaters

Greenville:

•Nepotism (promotion of husbands, sons, daughters, brothers, sisters, dogs and cats to positions)

•Cronyism (promotion of fellow church members, fellow gang members, fellow cult members and now friends and even low-level acquaintances of the nepotistic crowd)

•Kiss your incompetent VP's azz and get promoted. Short tight skirt optional but low cut top is an absolute must have. Credentials are also optional, though not remotely required.

•Operations staff (incompetent, azz-munching groupies at all levels)

•Cafeteria meatloaf (it's true..... it sucks --but not as bad as the laughable ethics video failure.

Because they're not giving out turkeys anymore...

The same people who voted for Ted Cruz and Mitt Romney are the same people who work at L-3. Nuff said.

I have to go back to work tomorrow. I'll see if I can dig up any dirt. If not, I'll make something up. We have to keep up the reputation of dear old beloved L-3 on the Layoff!!!

Things taste like they do because of how close the sh--ters are to the cafeteria. Specially that last female Juan.

With like 3 hot girls in the entire company, don't complain hot girls are getting promoted over stone brained baby boomers because its simply not happening.

CSW:

• Nepotism (promotion of husbands, sons, daughters, brothers, sisters, dogs and cats to positions)

• Cronyism (promotion of fellow church members, fellow gang members, and fellow cult members)

• Too many hot girls getting promoted without the credentials to back them up (what about us ugly, old white guys?)

• Operations staff (incompetent, assmunching groupies of those two Susan cronies)

• Cafeteria meatloaf (it's true..... it sucks)

Don't let your meat loaf.

My biggest complaint is the meatloaf in the cafeteria. I'm thinking of calling the Ethics Hotline.