Careers at L3 Technologies

L3 uses this website as a channel of distribution of material company information. Financial and other material regarding L3 is routinely posted on this website for immediate access. Use of U.S. DoD, U.S. Coast Guard and U.K. MOD visual information does not imply or constitute DoD/USCG/U.K. MOD endorsement.

L3 Technologies, Inc. is proud to be an Affirmative Action/Equal Opportunity Employer. L3 provides equal employment opportunity for all persons, in all facets of employment. L3 maintains a drug-free workplace and performs pre-employment substance abuse testing and background checks. We encourage all qualified applicants to apply for any open position for which they feel they are qualified and all will receive consideration for employment without regard to race, color, religion, age, gender, sexual orientation, gender identity, national origin, citizenship status, marital status, genetic information, disability, protected veteran status or any other legally protected status.

As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, L3 Technologies, Inc. is required to develop annual Affirmative Action Plans (AAPs). Any employees or applicants who wish to review the Affirmative Action Plan (AAP) for Protected Veterans and Individuals with Disabilities can contact us by sending an email to recruiting.admin@L3T.com or by calling 801-594-2025.

EEO is the Law. Applicants to and employees of L3 Technologies, Inc. are protected under Federal law from discrimination. Click here to find out more.

Pursuant to Executive Order 13665, L3 will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).

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