Form 4: L3Harris Technologies CFO Kenneth Bedingfield Reports Stock Option and Restricted Stock Unit Awards

Kenneth Bedingfield, SVP and CFO of L3Harris Technologies, reports the acquisition of stock options and restricted stock units.

Summary

• Kenneth L. Bedingfield, the SVP and Chief Financial Officer of L3Harris Technologies, reported changes in beneficial ownership.
• On February 28, 2025, Bedingfield acquired 22,866 non-qualified stock options with an exercise price of $206.11, vesting ratably on 2/28/2026, 2/28/2027 and 2/28/2028 and expiring on 2/28/2035.
• He also acquired 5,459 restricted stock units (RSUs) that vest on February 28, 2028.
• These RSUs represent a contingent right to receive one share of common stock each, settled in shares of common stock.
• The report was filed on March 4, 2025, by John C. Scarborough, Jr., Attorney-in-Fact for Kenneth L. Bedingfield.

Sentiment

Score: 7

Explanation: The sentiment is neutral to positive. It reflects standard executive compensation practices, indicating confidence in the executive's continued contribution to the company's success.

Positives

• The grant of stock options and restricted stock units aligns the executive's interests with those of the shareholders.
• The vesting schedules encourage long-term commitment from the CFO.

Future Outlook

The document does not contain specific forward-looking statements, but the vesting schedules of the stock options and RSUs suggest an expectation of continued employment and performance by the executive.

Industry Context

Stock option and RSU grants are common practices in executive compensation packages within the technology and defense industries, aligning management incentives with shareholder value and company performance.

Comparison to Industry Standards

• Executive compensation packages in the aerospace and defense industry, including companies like Lockheed Martin (LMT) and Northrop Grumman (NOC), often include a mix of salary, stock options, restricted stock units, and performance-based incentives.
• The vesting schedules and terms of these grants are generally structured to retain key executives and incentivize long-term value creation.
• The specific amounts and terms can vary based on company size, performance, and individual executive roles.

Stakeholder Impact

• Shareholders may view the grants positively as they align executive compensation with company performance.
• Employees may see it as a sign of stability and investment in leadership.
• The grants have no immediate impact on customers, suppliers, or creditors.

Key Dates