#contract

Why do we think they are making us all sign this new employee agreement. I noticed it states that they can change our compensation at any time with notice.

The defense contractor L3Harris Technologies finds itself at a critical juncture, presenting investors with a complex puzzle. While the company secures a multi-billion dollar international defense agreement, significant stock sales by its top executives and a legal scandal involving a former manager are creating headwinds.

Recent regulatory filings reveal a notable trend among L3Harris leadership. Chief Executive Officer Christopher Kubasik substantially reduced his equity position by selling 83,000 shares, representing a decrease of more than 36 percent in his holdings. This transaction forms part of a broader pattern where company insiders have disposed of securities valued at over $53 million during the past quarter.

These substantial disposals by key management figures emerge alongside troubling legal developments. Federal prosecutors have brought charges against a former L3Harris manager, alleging the individual transferred eight confidential business secrets to a Russian buyer. Although the company is no longer associated with the accused, the case potentially impacts market confidence in the organization's governance and security protocols.

Counterbalancing these concerns, L3Harris announced a landmark $2.26 billion contract with the South Korean air force. The agreement involves supplying four cutting-edge airborne early warning and surveillance aircraft based on modified Bombardier Global 6500 jets. Deliveries for this strategic asset are scheduled between 2030 and 2032, enhancing the allied nation's military capabilities in the crucial Indo-Pacific theater.

Christopher Kubasik emphasized the transaction's significance, stating the company "will deliver an advanced fleet that will strengthen the operational capacity of a key American ally." This substantial order reinforces L3Harris's competitive standing in surveillance and command systems—technologies experiencing growing global demand amid current geopolitical tensions.

Investors now face conflicting signals as they assess the defense contractor's prospects. The substantial South Korean order demonstrates compelling operational strength and international demand for the company's products. Conversely, the scale of insider selling activity introduces uncertainty about management's outlook.

Market attention now turns to the upcoming quarterly earnings report scheduled for Thursday. These financial results may either alleviate concerns sparked by the executive stock sales or validate market apprehensions. The share price has recently demonstrated resilience, trading comfortably above its key moving averages, but the coming days will determine whether L3Harris can translate these contrasting developments into sustained growth momentum.

If you start a new job before the 60 days are up, you won’t receive severance pay.If you get a new job but delay your start date until after 60 days, you’ll still get your severance check.This depends on the layoff terms and when you sign the severance agreement.People laid off earlier this year may have different terms.Once your contract is signed and the revocation period ends, you’re free to start a new job.

anyone know anything on the the company’s side of this contract? “Last & Final” was just voted down.

I was just wondering what would happen if the members voted no on the contract.

Buckeye Ranch plans to lay off 66 employees by December 1 after Franklin County Children Services chose not to renew its contract with the Permanent Family Solutions Network, which ends December 31. FCCS described the move as a strategic shift to serve families directly, not a reflection on Buckeye Ranch’s work quality. The organization is pursuing internal transfers and some staff have applied to FCCS or elsewhere. The layoffs affect only the PFSN program, while all other behavioral health and child welfare programs remain operational.

Buckeye Ranch - Columbus OH -

https://abc6onyourside.com/news/local/60-buckeye-ranch-employees-face-layoffs-after-contract-not-renewed-franklin-county-children-services-ohio-department-of-job-family-services-odjfs-december

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https://www.axios.com/2025/10/10/unitedhealth-aarp-health-coverage-medicare

UnitedHealth paid AARP $9B to sell Medicare products

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I’m sure everyone has seen the flow chart, no by the end of Oct and you get severance. Yes…if you don’t make the get, you get severed and get the same severance. Get offered a position and decline, you get severed and get the same severance. So it appears there is no down side to saying yes to the relocation and the rejecting the position offer if you really don’t want to relocate. It doesn’t make sense….so here’s my thesis.

Summary - to prevent lawsuits, individual and class action, for forced work place move.

If you say yes to relocation, they will have data that you were fine with relocation (in a class action they’d have all the names because the survey isn’t anonymous). Then when you’re offered a position and you turn it down, you’re doing so for the position not the relocation reasoning, that’s how it would be documented in the official files. But we know the real reason people are going to say yes is to buy time…
This is all about changing the terms of your employment contract. Yes your contract has some verbiage about the company operated across Canada and can relocated you for business purposes. This is too vague and what the company is doing is constructive dismissal which has legal severance limit of 24 months of pay.
It’s easy to get a full description of this and how it works as well as cases with ruling in AB and Canada. Get Google Gemini, put it in deep research mode, prompt it to provide the employee rights when it comes to forced office relocation, and about 15 minutes later there is a very extensive report with cited examples that states it all.

This was the most interesting part in the report out I received.

VI. Corporate Risk Mitigation and Strategic Recommendations
6.1. Best Practices in Drafting and Implementation of Relocation Policies
To minimize exposure to constructive dismissal claims, employers must ensure employment documentation clearly addresses the geographic parameters of the role.
Clarity in Mobility Clauses: All employment contracts, particularly for new hires, must include an unambiguous, expressly written mobility clause. This clause must detail the specific geographic scope within which the employer retains the right to transfer the employee (e.g., "within the current city limits," "within a 30 km radius of the headquarters," or "any company site in North America"). Vague references to "transfers" are insufficient.
Retention of Recall Rights (Post-Pandemic Arrangements): For any existing remote or hybrid arrangement formalized during or after the pandemic, the employer must issue explicit, written addenda clarifying that the arrangement is temporary, revocable, and that the company explicitly retains the unilateral right to mandate a return to the physical office. This documentation is necessary to prevent the remote work arrangement from becoming an "integral term" of the contract through custom and practice, as occurred in the Nickles and Byrd decisions.
6.2. Strategic Use of Notice Periods for Contractual Change
When a necessary relocation is not explicitly permitted by contract, imposing the change unilaterally creates immediate liability. To execute a required change while mitigating CD risk, the employer must offer the employee the change with a period of advance notice equivalent to the common law reasonable notice (severance) the employee would receive upon termination.
If the employee accepts the relocation after the notice period expires, the new terms are formalized. If the employee rejects the relocation change at the end of the notice period, they are deemed terminated, but the employer has fulfilled its notice obligations by providing the time period required by common law. This strategy converts a high-risk unilateral breach into a controlled, noticed termination event.

Word on the street is they want more critical right after the contract has been settled and the job security for no layoffs per merger, but they need their quotas for criticals that just went up ! Again dealing with this company there always a get one over on the worker clause

I have several contractors that I rely on to deliver infrastructure needs, as well as developmental projects. Do I need to start planning to lose them or are they safe presumably until their contract is over?

So what happened to the rumor of a union contract and what’s up with contract extension.Come on someone has to have info

https://www.tipranks.com/news/shares-of-canadas-mda-space-mda-plunge-25-after-echostar-cancels-contract

IBM was awarded a 15-year contract late last
year to build and operate the new platform.

https://www.gsa.gov/about-us/newsroom/news-releases/gsa-unveils-gogov-a-new-era-for-federal-travel-management-07292025

https://www.renewableenergyworld.com/hydro-power/ge-vernova-invests-millions-to-expand-its-canadian-hydropower-manufacturing/

I am hearing BRCX gearing up for possible strike or lockout. What is the story? Is one side asking for too much?

It seems that this could be a routine contract? Why all the prep?

N&S Locating Services LLC says it will lay off most of the employees who report to its Franklin County office after its biggest customer in the state, internet service provider Brightspeed, pulled all of its work from N&S.

https://www.wral.com/story/utility-services-provider-eliminating-126-jobs-in-north-carolina-after-losing-contract/22125315/

Just announced today. Last day for Accenture folks is December 15, 2025. Merry Christmas.