L3 Technologies and its divisions are committed to expanding access to employment for people with disabilities and disabled veterans. If you are a qualified individual with a disability or a disabled veteran, and your disability prevents you from applying through our Careers Job Search feature, please advise what reasonable accommodation L3 can provide to assist you in applying for one of our open positions. You may contact us by sending an email to recruiting.admin@L-3com.com or calling 212-805-5316 referencing the open position for which you are applying.
Reasonable accommodations are considered on a case-by-case basis.
Please note that only those inquiries concerning a request for reasonable accommodation for applying for a specific posted position will be responded to. Requests will be kept confidential and shared strictly on a need-to-know basis only.
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 minorities, women, protected veterans, and disabled individuals to apply for any open position for which they feel they are qualified.
If you are a qualified individual with a disability or a disabled veteran, and your disability prevents you from applying through our Careers Job Search feature, please send an email to recruiting.admin@L-3com.com or call 212-805-5316 referencing the open position for which you are applying.
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 of another employee or applicant. However, employees who have access to 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 discloser 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).