#execcomp

L3Harris Technologies (NYSE: LHX) is prominently swept into the broader storm facing defense contractors, but it faces a unique mix of congressional scrutiny, corporate scandals, and recent historical settlements.

While legacy primes like Lockheed Martin and tech firms like Anduril are facing heat for political favoritism or special procurement access, L3Harris is a critical target for incoming committee chairs due to its role in national security infrastructure, federal pricing transparency, and high-profile executive shake-ups.

Incoming House Armed Services Committee Chairman Adam Smith (D-WA) has explicitly stated his intention to target "sweetheart deals and favoritism" by examining how the Pentagon allocated unique capital funding streams, loans, and equity investments over the past two years. L3Harris is widely recognized as a key player in the Pentagon's defense industrial equity investment strategy. Lawmakers plan to audit whether L3Harris and a select few other massive firms received unfair competitive advantages or direct financial favoritism via specialized, fast-tracked modernization programs backed by private equity networks.

Similar to Boeing being grilled over $800 soap dispensers, progressive lawmakers are pointing to L3Harris’s track record as an example of why strict price-justification legislation is needed. L3Harris recently entered into a massive $62 million federal settlement with the Department of Justice. The DOJ alleged that a division of the company knowingly supplied the Department of Defense with incomplete or inaccurate cost data for intelligence and communication systems (such as ROVER and VORTEX), causing the military to grossly overpay. The company also paid a $21.8 million settlement to resolve allegations that they double-billed the DoD for basic parts and materials charging for nuts, bolts, and hardware both as an additive blanket factor and as individually billed items.

Oversight panels frequently latch onto corporate governance issues, and L3Harris is reeling from a massive leadership disruption that has drawn shareholder litigation and congressional interest. On August 17, 2026, L3Harris abruptly forced out its high-profile Chairman and CEO, Christopher Kubasik, after an internal investigation revealed conduct inconsistent with the company's code of conduct. It later emerged that multiple women at the company had raised formal s-xual harassment and behavioral concerns years before his removal. Adding fuel to the political fire, Kubasik was allowed to leave with a $80 million separation package in stock and options, sparking intense scrutiny over board fiduciary duties and executive oversight. Sam Mehta has since stepped in as the new CEO to steady the company's production goals.

Adding a layer of border security scrutiny, a hacktivist group breached the Department of Homeland Security (DHS) earlier this year. The resulting massive leak of data explicitly revealed L3Harris as a major applicant and contractor for Immigration and Customs Enforcement (ICE), putting them directly on the map for progressive lawmakers aiming to investigate corporate involvement in federal detention and immigration tech operations.

So all the talk of cost cutting and sc--wing the share holders, senior staff still receives quarterly bonuses through 2028.
This is costing Xerox millions of dollars. Regular employees see nothing, stock holders now see nothing, and they are taking the company directly into CH 11.
How is this legal use of funds???

Think of what a company like 3M could do with $6B. Dozens of acquisitions. R&D. Capex for expansion into new markets, plant safety measures, modernization of lines held together with gum and Scotch(TM) tape, sustainable OTIF improvements. Hire and retain people with knowledge, skills and experience instead of gambling that third party service providers won't get bought by PE and ensh*ttified or leveraged out of existence within the next 5 years. LTIP for more than the golden few. Pay off legal settlements instead letting them be an overhang for the next decade.

Stock buybacks were illegal until 1982 for a reason. They're market manipulation, pure and simple. But since everybody is doing it and companies are only valued now for making cash and not things, out the cash flows. All so BB can goose the stock to $200 in time for his last tranche of signing RSUs to vest next spring.

Wall Street has no faith in Farley or his projections. They are laughing off 100K Fathom orders. 10% yoy sales declines. Accounting smoke and mirrors make Pro more profitable than the F-150. Instead of laying off failures, they keep collecting paychecks as Executive Director for Europe digital services, which nobody pays for, thus Pro smoke and mirrors needed. There needs to be layoffs, but starting at the overweight and overpaid BOD and LL3+ level.

What do CEOs and Presidents and other executives do to earn their huge salaries and bonuses? Just always wondered why?

There are 20-50 layoffs everyday. Around 200 every week.
The slow bleed continues. The staff members are not getting any extra dime for employment buyouts.
The executive employees get golden parachute. Their severance package has cash payment plus stock.

QA, QE, Engineering, Materials Planning and Compliance. Layoffs in Millersburg and Logan not sure where else. But let’s make sure Casper keeps increasing his overall compensation packaging by tens of millions year after year. Even if your site is making profits you’re not safe.

Making way less with the rise in insurance
Quotes are up
Commissions are down

It’s a great day to be a Verizon executive… but not a front line employee

When Danny boy took over in October 2025, stock price was $43.67....today it is $44.40. WooHoo....73 cent gain. How much is he getting paid? 🤣🤣

If BNY really believed its own cost‑cutting gospel, the Executive Committee would be the next “efficiency lever.” Consider that a U.S. senior executive package easily runs $3–6M+ when you add salary, bonus, equity, benefits, and perks. An equivalent leadership role in Pune or Wroclaw costs a fraction — often 70–85% cheaper when you factor in compensation norms and lower fully‑loaded costs. If BNY is happy offshoring engineers, ops, QA, onboarding, and client service, why stop at the people making the decisions???

Would Wall Street cheer? Absolutely. Cutting a few million in executive comp barely moves expenses, but it sends a loud message: “We’re serious about margins.” And BNY’s stock already jumps when they squeeze labor — imagine the reaction if they squeezed their own.

Will it happen? Almost zero chance. Afterall, offshoring is for everyone else and of course not for those who go on African Safari trips. :0 The cost savings are real, but the appetite for self‑accountability at the top is nonexistent.

Posted on the MPC site, but it certainly applies here

Started to think about our executive leadership team’s compensation, especially our CEO’s, while sitting at my desk eating lunch today. MPC stock is over $470 per share!

My first inclination is that it is due to superior capital allocation, fiscal responsibility and smart creative acquisitions. Then I realized it is more likely due to large stock buybacks, Trump’s illegal war with Iran, Trump’s inability to end the Russia-Ukraine war the first day he was in office as he bragged he would do, and Wallstreet fund managers chasing the MPC momentum trade.

Since the latter reasons are most accurate, it leads me to conclude our executive leadership team’s outrageous compensation, driven by their incentive stock options, is mostly ill-gotten and unearned while lowly engineers like me make our facilities run smoothly day in and day out with little recognition.

Nonetheless life isn’t fair! We live in a time of morally bankrupt grift exhibited by our politicians, tech oligarchs, corporate leaders, and Wallstreet financiers. Remember to vote November 3rd

now pay the 1.21 big billion plus losing face in having to admit being a wilfully complicit by having weak controls and unskilled people

https://www.cnn.com/2026/10/13/investing/bank-of-america-billion-dollar-fine

Let’s talk about Mike Cavanagh.

While employees are being told to believe in Comcast’s future, let’s take a look at how well that future is working out for Mike Cavanagh.

Mike received $71.8 million in reported compensation for 2025, more than double what Brian Roberts received. That’s a 154% increase from the previous year.

And then there are the stock sales:

• January 2024: $5.29 million
• November 2024: $5.66 million
• February 11, 2026: $1.89 million

That’s nearly $13 million in gross stock-sale proceeds across those transactions. His most recent reported sale came just over four months before Comcast announced the massive NBCUniversal/Sky separation. And now he’s positioned to become CEO of the newly independent NBCUniversal.

Of course, executives are entitled to sell stock. These were disclosed transactions, including option-related sales, and the timing alone doesn’t establish wrongdoing. But the optics are hard to ignore. We’re supposed to believe in Comcast, trust the transformation, return to the office, and prove our commitment while watching our colleagues lose their jobs, career opportunities disappear, and shareholder value erode.

Meanwhile, the executives responsible for the company’s direction are collecting extraordinary compensation, cashing in millions in stock, and lining themselves up for the next big payday.

So let me get this straight. Mike gets $71.8 million, nearly $13 million in stock-sale proceeds, and another CEO position. Employees get layoffs, uncertainty, and a lecture about commitment? At what point do we stop calling this a transformation and start asking who it’s actually benefiting?

Because from where employees are sitting, it sure looks like the company is being dismantled while the people at the top continue to line their pockets.

Maybe the problem isn’t that employees no longer believe in Comcast. Maybe it’s that leadership keeps giving us reasons not to.

​Stock-Based Compensation: The magic trick where the CEO turns your 10% stake in the company into a 7% stake, and then hands you a press release explaining why you should thank him for it.

and more to come. exec comp keeps goin up.

It seems like the same pattrn plays out at co after co. Head honchos spend heavily on the latest strategy, acquisition, transformation or tech, then a year or two later decides costs are too high and headcount needs to come down. Peons are told the cuts are necessary for efficiency, competitivness or shareholder value. Meanwhile exec comp keeps ballooning and the people who made the original decisions rarely suffer the consequences when those decisions don't work out. Maybe that's the real problem. The people deciding where to spend the money are often the same people deciding who pays the price when the spending doesnt produce the expected results.

Vote....those employees who own stock. Vote those shares. We are losing money while SF and her team do the same thing over and over. The only thing the board MIGHT listen to is employees. When asked about compensation for CEO. Say no. We dont have enough stock to stop it but we have enough it will get noticed..if the board cares. VOTE

We talk constantly about management accountability, but what about the board?

After years of strategy changes, executive churn, restructurings and layoffs while approving significant executive compensation and crazy separation arrangements how should shareholders evaluate the board’s record? Why cutting huge amounts of staff many needed (some not), changing roles with our prep or training for the remaining staff to absorb your choices all while overpaying bad leaders you chose to leave?

Where does management accountability end and board accountability begin?

IF SOMEONE FROM THE BOARD OR ONE OF THE KEY INVESTING COMPANIES IS READING THIS — CAN SOME GO AFTER THESE PAY GRADES ?? HOW MANY DO WE NEED TO GET THE “REAL” JOB DONE ??? THERE’S A WHOLE BUNCH WORKING FROM EXOTIC LOCATIONS PLAYING GOLF AND MOST OF THEM KNOW JACK S**T ABOUT THE GROUND REALITY COMPLETELY CLUELESS POCKETING THICK PAYCHECKS WHILE THE REAL WORKING CLASS THAT IS ALREADY SO THIN BARE BONES AND FURTHER BEING REDUCED TO ASHES NOW IS SUFFERING CLIENTS LEAVING !!!!!! REVENUE GROWTH AT 0-1% AND YOU STILL HAVE TO DO ALL THESE LAYOFFS??? LETS GET REAL HERE , WHAT IS GOING ON ????? CAN SOMEONE FROM THE BOARD START COMING TO THE TOWN HALLS , WHO KNOWS THE CEO DOING THE TOWN HALL TODAY COULD ALL OF A SUDDEN DISAPPEAR THE NEXT DAY ????WE ARE IN A BIG MESS !!! INVESTORS , PLEASE INVESTIGATE PAYCHECKS AND COMP AT THE TOP!!! IF YOU ARE GOING TO DRAG ALONG WITH 0-1% GROWTH WITH LAYOFFS EACH QUARTER , HOW LONG IS THIS GOING TO LAST ??? LITTLE NASTY FRANKY GOON RUINED THIS TO THE GROUND GET HIM BEHIND BARS AND HAVE HIM PAYBACK ALL THE MILLIONS HE WALKED AWAY WITH SO THE WORKING CLASS CAN BE REWARDED AND RETAINED. WITH TAKING ITS STARTING TO LOOK LIKE FRANK AGAIN ! WE JUST HAVE ONE HAND OUT ABOVE THE GROUND NOW AND THE REST IS GONE DEEP UNDER THE GROUND NO WAY TO PULL OUT !!! WAKE UP BOARD AND INVESTORS WAKE UP IF YOU READING THIS THE TIME TO ACT THIS NOW #SAVE FISERV NOW #STOP THE LOOT #CULPRITS BEHIND BARS

Bank of America: $30.5 BILLION in 2025 profit.

CEO compensation: $41 MILLION.

Yet the same operations job can be posted at $63K–$124K.. a $61,000 spread for one title.

Nobody expects executive pay and employee pay to be equal.

But when the company is making billions and the people doing the day-to-day work can be valued nearly 2x differently for the same role, that’s worth talking about.

At what point does a “pay range” just become ridiculous?

The tremendous weight of very high paid upper management added to the company in the last year has added so much to expense that the only alternative is to cut a few thousand people who actually do the work. You can count the new SVPs and higher. Mike, Dhyvia, and Takis all a part of adding to the glut. Unfortunate but continuously repeated leadership mistake in some companies. Starts with a justifying rally cry for transformation. Leadership uses it to hire all new and unnecessary, high paid execs. Those execs become significant expense, but have added nothing in the way of revenue improvement or efficiency gains. As usual the middle management and working ranks of the company carry the majority of the execution burden in the company through all of this. The only answer is to cut deep in those ranks along with a few senior execs to get on better labor expense footing. People become demoralized, and the main result is a less productive company that still has all the new top level management to carry. In a normal company, some level of layoff or cut should be expected and predictable yearly based on performance management effectiveness and as a result of business performance cycles. This isn't that. This is mismanagement and shows that we are still paying for past and current poor decisions by people at the helm here. They just don’t think we are smart enough to actually figure that out.

Not any of us chumps. But Brian has done well for himself. Can’t wait to hear the annual BS about limited pools and bonuses. Brian got his; that’s all that matters

2010: $6.1 million
2011: $7.0 million
2012: $12.0 million
2013: $13.1 million
2014: $13.1 million
2015: $16.0 million
2016: $20.0 million
2017: $23.0 million
2018: $26.5 million
2019: $29.0 million
2020: $24.5 million
2021: $32.0 million
2022: $30.0 million
2023: $29.0 million
2024: $35.0 million
2025: $41.0 million

With Amazon's recent announcement of investing 230 million in pay and benefit increases I bet Robin and the EC team will feel some pressure to also increase benefits.

So Enrique bypasses his own CTO who is supposed to lead AI transformation in the company and hires another woman with the same profile to create a parallel AI transformation org . Both the CTO and this woman are not AI specialists and both are drawing millions in salary while thousands await layoff of their only source of livelihood. Same story repeated across departments where unqualified people parachuted from outside drawing huge salaries while tenured professionals on verge of loosing their jobs. Make that make sense to me please

The late Michael N, the longtime CEO of Centene Corporation, is frequently pointed to by critics as one of the most prominent real-world figures embodying crony capitalism in health insurance. Under his nearly 30-year tenure, Neidorff grew Centene from a small $40 million regional firm into a $126 billion corporate giant.
Unlike insurance companies that relied on private, commercial markets, Neidorff’s entire business strategy relied heavily on government contracts, tax dollars, and aggressive political lobbying.
Critics argue his career illustrates crony capitalism through several distinct mechanisms:

1. Monetizing the Government Safety Net
   While classic free markets reward businesses that provide goods directly to voluntary consumers, Neidorff built Centene by targeting government-sponsored insurance programs like Medicaid and Medicare. Centene became the largest Medicaid managed-care company in the country, meaning its revenues did not come from competing for consumer choice, but rather from securing exclusive state and federal government contracts. Critics note this created a system where profits were detached from free-market accountability.

2. A "Pay-to-Play" Political System
   To maintain and win these lucrative government contracts, Centene developed a highly sophisticated political operation. Under Neidorff, the company showered billions of dollars on political lobbying, corporate PAC contributions, and donations to both Democratic and Republican governors' associations (the very officials who oversee state Medicaid contracts). For critics of crony capitalism, this is a textbook example of a company using taxpayer-funded profits to bankroll the campaigns of the politicians who award them contracts.

3. Exploiting Government Mandates (Obamacare)
   When the Affordable Care Act (ACA) was facing existential crises and other private insurers were fleeing the marketplace exchanges due to volatility, Neidorff leaned in. He positioned Centene as an "Obamacare stalwart," heavily expanding into counties abandoned by other carriers. While framed as a public service, critics viewed this as capitalizing on a government-mandated market where the state subsidized premium payments, guaranteeing a steady flow of taxpayer money into corporate coffers.

4. Overbilling and Regulatory Settlements
   A major feature of crony capitalism is that politically connected firms often survive scandals that would bankrupt standard businesses. Near the end of Neidorff’s tenure, Centene was hit with massive lawsuits alleging that it had overbilled multiple state Medicaid programs by inflating prescription dr-g costs. Centene ultimately paid out over $1 billion to settle claims of wrongdoing across more than 20 states. Despite these severe allegations of defrauding taxpayers, states continued to renew their multi-billion-dollar contracts with the company.

5. Massive Executive Pay from Public Funds
   Neidorff routinely ranked as one of the highest-paid healthcare executives in America, sometimes taking home upwards of $25 million a year. Because Centene's revenue was primarily driven by Medicaid, this meant that executive bonuses and record-breaking corporate wealth were being funded almost entirely by tax revenues meant for low-income healthcare

L3Harris granted its CEO Samir Mehta new stock options and restricted stock units with multi-year vesting beginning in 2027.

L3HARRIS TECHNOLOGIES, INC. (LHX) reported that President and CEO Samir Mehta received new equity awards on September 1, 2026. He was granted 11,831 non-qualified stock options with an exercise price of $263.56 per share, generally vesting ratably on September 1 of 2027, 2028, and 2029 and exercisable until September 1, 2036, subject to continued employment and award terms. He also received 3,036 restricted stock units subject to three-year cliff vesting on September 1, 2029, each unit representing a contingent right to one share of common stock, with vested units settled in shares.

Full report here => https://ips-dc.org/wp-content/uploads/2026/08/executive_excess_2026_report.pdf

Highlights:

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay.

Dishonorable Mentions for 2025 Category “Low-Wage 100” company

Widest pay ratio Lumentum CEO Michael Hurlston CEO pay $27.7 million Median pay $9,595

Pay ratio Lowest median wage Western Digital $9,595 Irving Tan $11.5 million Median pay $8,740

Highest CEO pay IBM CEO Arvind Krishna $38.0 million Median pay $49.630

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay. Forty years ago, few would have imagined that this technology pioneer, renowned for providing well-paying, secure U.S. jobs, would one day rank among the Low-Wage 100. Today, IBM employs more people in India than in the United States.

Great read. Absolutely disgusting what IBM has done since King Gerstner came in 4-1-93.

Stephanie Ferris made $22,928,412 - 518x the median salary of FIS employees as of 2025.

What do you do and how much do you make?

Oh, was that not motivating enough?
Well what if we completely fu---d you over and made you commute for 2 hours a day?

Oh well, I tried. I cannot figure out why the employees are not happy or motivated.

Time to give myself a 5 million dollar bonus for all that hard work!

This is an absolute mess all this that's going on. Wonder how well 19 mill helps someone sleep at night. What a nightmare this has all been. I could have thought of a better way to handle all this and gotten a much lower pay🤦 🍿

How did he possibly manage to sail away with a smooth $3.3 MILLION "severance payment?" With all the layoffs and cuts!

FY 2026 | ████████████████████████████████████████ $154.33M *
FY 2025 | ███████ $25.10M
FY 2024 | ███████ $26.25M
FY 2023 | ████ $17.13M
FY 2022 | ████ $15.06M
FY 2021 | ██ $7.29M
FY 2020 | █ $4.23M
FY 2019 | ██ $7.22M
FY 2018 | █ $4.83M
FY 2017 | █ $5.62M

      |---------|---------|---------|---------|
      $0       $40M      $80M     $120M     $160M

[*] FY2026 includes a $132.4M one-time performance-based stock options award.

Comscore has initiated a round of layoffs following the recent sale of a significant business unit. This restructuring effort also includes reductions in executive compensation. The company is undergoing a period of significant change. These actions are part of a broader strategic realignment. The exact number of employees affected has not been disclosed.

Reston, Virginia

https://www.bizjournals.com/washington/news/2026/08/12/reston-comscore-headcount-salary-cuts.html

London Calling Earnings==-Aug 4, 2026A new episode of London Calling is now live featuring conversations between Chief Financial Officer Drew Asher, Chief Executive Officer Sarah London and Chief Communications Officer Sara Garland. In this episode, Sarah and Drew break down what was shared on our earnings call, as well as updates on recent company news. Watch now. (London gets 20 million per year +perks) in the meanwhile she terminates employees

It is deeply hypocritical for Centene to champion initiatives against homelessness while terminating thousands of employees and putting them at risk of losing their homes. Executive compensation of twenty million dollars a year while the workforce faces displacement is entirely indefensible. Centene CEO with her 20 million a year is really diabolical.

L3Harris Technologies approved special one-time equity Sustainment Awards for three senior executives, with target grant date values of $10,000,000 each for Kenneth Bedingfield and Samir Mehta and $5,000,000 for CFO Kenneth Sharp. The awards will be granted on August 3, 2026 under the 2024 Equity Incentive Plan as 50% performance share units (PSUs) and 50% restricted stock units (RSUs).

Q2 was apparently a great quarter for the company. Great enough to raise the yearly outlook. Leadership made sure to credit us for it.

Remember when the raise was contingent on a good Q2? Yeah. Turns out the goalposts have wheels. Other regions got bumps in Q1. We got a pat on the back and a rerun of 2024's paycheck.

Meanwhile the CEO's total comp for the year lands north of $3.9M. Must be a real coincidence that number moves easier than ours does.

It made it 3 hours before it got deleted lol

I got a screen shot. Savage and hilarious 😂

There is salary, a sign-on bonus, an annual bonus, deferred salary, deferred compensation, and all other compensation. The total pay is well into the millions and easily exceeds any of your guesses. Same goes for your VPs and SVPs.  This is an incredible payout for a bunch of wa-kers whose "strategic" decisions are no better than what ChatGPT 1.0 would produce for the cost of a few dollars.

How much did our ex CEO get paid by Google to implement cloud in Japan?
One of the most inexplicable decisions ever made.