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Distributions from Traditional IRAs: After Age 70 1/2 (or Age 72) For L3Harris Employees

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Introduction

A withdrawal from an IRA, which typically consists of funds rolled over from your L3Harris-sponsored retirement accounts, is generally referred to as a distribution. Ideally, you would have complete control over the timing of distributions from your traditional IRAs. Then you could leave your funds in your traditional IRAs for as long as you wish and withdraw the funds only if you really needed them. This would enable you to maximize the funds' tax-deferred growth in the IRA and minimize your annual income tax liability. Unfortunately, it doesn't work this way. Eventually, you must take what are known as required minimum distributions from your traditional IRAs.

Caution:  This discussion pertains primarily to distributions from traditional IRAs. Special rules apply to Roth IRAs.

Caution:  This article applies to distributions to IRA owners. Special rules apply to distributions to IRA beneficiaries.

Note:  Required minimum distributions are waived for defined contribution plans (other than Section 457 plans for nongovernmental tax-exempt organizations) and individual retirement accounts (including traditional IRAs) for 2020.

What are Required Minimum Distributions (RMDs)?

Required minimum distributions (RMDs), sometimes referred to as minimum required distributions (MRDs), are withdrawals that the federal government requires you to take annually from your traditional IRAs after you reach age 70½ (age 72 if you attain age 70½ after 2019). You can always withdraw more than the required minimum from your IRA in any year if you wish, but if you withdraw less than required, you will be subject to a federal penalty tax. These RMDs are calculated to dispose of your entire interest in the IRA over a specified period of time. The purpose of this federal rule is to ensure that people use their IRAs to fund their retirement after leaving L3Harris, and not simply as a vehicle of wealth accumulation and transfer.

Tip:  In addition to traditional IRAs, most L3Harris-sponsored retirement plans are subject to the RMD rule. Roth IRAs, however, are not subject to this rule. You are not required to take any distributions from a Roth IRA during your lifetime.

When Must RMDs Be Taken?

Your first RMD from your traditional IRA represents your distribution for the year in which you reach age 70½ (age 72 if you attain age 70½ after 2019). However, you have some flexibility in terms of when you actually have to take this first-year distribution. You can take it during the year you reach age 70½ (age 72 if you attain age 70½ after 2019), or you can delay it until April 1 of the following year. Since your first distribution generally must be taken no later than April 1 following the year you reach age 70½ (age 72 if you attain age 70½ after 2019), this date is known as your required beginning date (RBD).

Required distributions for subsequent years must be taken no later than December 31 of each calendar year until you die, or your balance is reduced to zero. This means that if you opt to delay your first distribution until the following year, you will be required to take two distributions during that year — your first year required distribution and your second year required distribution.

Example(s):  You own a traditional IRA. Your 72th birthday is December 2 of year one (assume the year is 2021), so you will reach age 72 in year one. You can take your first RMD during year one, or you can delay it until April 1 of year two. If you choose to delay your first distribution until year two, you will have to take two required distributions during year two — one for year one and one for year two. That is because your required distribution for year two cannot be delayed until the following year.

Caution:  Your beneficiary generally must withdraw any distribution required for the year of your death if you haven't yet taken it.

Should You Delay Your First RMD?

Your first decision is when to take your first RMD. Remember, you have the option of delaying your first distribution until April 1 following the calendar year in which you reach age 70½ (age 72 if you attain age 70½ after 2019). You might delay taking your first distribution if you expect to be in a lower income tax bracket in the following year, perhaps because you're no longer working or will have less income from other sources. However, if you wait until the following year to take your first distribution, your second distribution must be made on or by December 31 of that same year.

Receiving your first and second RMDs in the same year may not be in your best interest. Since this 'double' distribution will increase your taxable income for the year, it will probably cause you to pay more in federal and state income taxes. It could even push you into a higher federal income tax bracket for the year. In addition, the increased income may cause you to lose the benefit of certain tax exemptions and deductions that might otherwise be available to you. So the decision of whether or not to delay your first required distribution can be crucial, and should be based on your personal tax situation.

Example(s):  You are unmarried and reached age 70½ in 2018. You had taxable income of $25,000 in 2018 and expect to have $25,000 in taxable income in 2019. You have money in a traditional IRA and determined that your RMD from the IRA for 2018 was $50,000, and that your RMD for 2019 is $50,000 as well. You took your first RMD in 2018. The $50,000 was included in your income for 2018, which increased your taxable income to $75,000. At a marginal tax rate of 22%, federal income tax was approximately $12,440 for 2018 (assuming no other variables). In 2019, you take your second RMD. The $50,000 will be included in your income for 2019, increasing your taxable income to $75,000 and resulting in federal income tax of approximately $12,359.

Total federal income tax for 2018 and 2019 will be $24,799.

Example(s):  Now suppose you did not take your first RMD in 2018 but waited until 2019. In 2018, your taxable income was $25,000. At a marginal tax rate of 12%, your federal income tax was $2,810 for 2018. In 2019, you take both your first RMD ($50,000) and your second RMD ($50,000). These two $50,000 distributions will increase your taxable income in 2019 to $125,000, taxable at a marginal rate of 24%, resulting in federal income tax of approximately $24,175. Total federal income tax for 2018 and 2019 will be $26,985 - $2,186 more than if you had taken your first RMD in 2018.

How Are RMDs Calculated?

RMDs are calculated by dividing your traditional IRA account balance by the applicable distribution period. Your account balance is calculated as of December 31 of the year preceding the calendar year for which the distribution is required to be made.

Caution:  When calculating the RMD amount for your second distribution year, you base the calculation on the total interest in the IRA or plan as of December 31 of the first distribution year (the year you reached age 70½ (age 72 if you attain age 70½ after 2019)), regardless of whether or not you waited until April 1 of the following year to take your first required distribution.

Example(s):  You have a traditional IRA. Your 72th birthday is November 1 of year one (assume the year is 2021), and you therefore reach age 72 in year one. Because you turn 72 in year one, you must take an RMD for year one from your IRA. This distribution (your first RMD) must be taken no later than April 1 of year two. In calculating this RMD, you must use the total value of your IRA as of December 31 of year one.

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What If You Fail to Take RMDs As Required?

If you fail to take at least your RMD amount for any year (or if you take it too late), you will be subject to a federal penalty tax. The penalty tax is a 50% excise tax on the amount by which the required amount exceeds the amount actually distributed to you during the taxable year.

Example(s):  You own a single traditional IRA and compute your RMD for year one to be $7,000. You take only $2,000 as a year-one distribution from the IRA by the date required. Since you are required to take at least $7,000 as a distribution but have taken only $2,000, your RMD (the required amount) exceeds the amount of your actual distribution by $5,000 ($7,000 minus $2,000). You are therefore subject to an excise tax of $2,500 (50% of $5,000), reportable and payable on your year-one tax return.

Technical Note:  You report and pay the 50% tax on your federal income tax return for the calendar year in which the distribution shortfall occurs. You should complete and attach IRS Form 5329, 'Additional Taxes on Qualified Plans (Including IRAs) and Other Tax-Favored Accounts.' The tax can be waived if you can demonstrate that your failure to take adequate distributions was due to 'reasonable error,' and that steps have been taken to correct the insufficient distribution. You must file Form 5329 with your individual income tax return, and attach a letter of explanation. The IRS will review the information you provide, and decide whether to grant your request for a waiver.

Tax Considerations

Income Tax

Like all distributions from traditional IRAs, distributions taken after age 70½ (age 72 if you attain age 70½ after 2019) are generally subject to federal (and possibly state) income tax for the year in which you receive the distribution. However, a portion of the funds distributed to you may not be subject to tax if you have ever made nondeductible (after-tax) contributions or if you've ever rolled over after-tax dollars from a L3Harris-sponsored retirement plan to your traditional IRA. Since nondeductible contribution amounts were taxed once already, they will be tax free when you withdraw them from the IRA. You should consult a tax professional if your traditional IRA contains any nondeductible contributions.

Caution:  Taxable income from an IRA is taxed at ordinary income tax rates even if the funds represent long-term capital gains or qualified dividends from stock held within the IRA.

Caution:  Special rules apply to Roth IRAs. Qualified distributions from Roth IRAs are tax-free. Even Roth IRA distributions that don't qualify for tax-free treatment are tax free to the extent they represent your own contributions to the Roth IRA. Only after you've recovered all of your contributions are distributions considered to consist of taxable earnings. Further, special rules apply to distributions taken from Roth IRAs that have funds rolled over or converted from traditional IRAs.

When you take a distribution from your traditional IRA, there is no requirement that your IRA trustee or custodian withhold federal income tax on the distribution. However, the trustee or custodian generally will withhold tax at a rate of 10% unless you provide the trustee or custodian with written instructions that you do not want any tax withheld on the distribution. Even if tax is withheld at 10%, that may not be sufficient to cover your full tax liability on the distribution.

Tip:  If you receive an annuity or similar periodic payment, tax withholding is generally based on your marital status and the number of withholding allowances you claim on your withholding certificate (Form W-4P). No withholding or waiver is needed when the distribution is a trustee-to-trustee transfer (aka direct rollover) from one IRA to another (see below).

Estate Tax

You first need to determine whether or not federal estate tax will apply to you. If you do not expect the value of your taxable estate to exceed the federal applicable exclusion amount, then federal estate tax may not be a concern for you. Otherwise, you may want to consider appropriate strategies to minimize your future estate tax liability. For example, you might reduce the value of your taxable estate by gifting all or part of your RMD to your spouse or others. Making gifts to your spouse may work well if your taxable estate is larger than your spouse's, and one or both of you will leave an estate larger than the applicable exclusion amount. This strategy can provide your spouse with additional assets to better utilize his or her applicable exclusion amount, thereby minimizing the combined estate tax liability of you and your spouse. Be sure to consult an estate planning attorney, however, about this and other strategies.

Caution:  In addition to federal estate tax, your state may impose its own estate or death tax. Consult an estate planning attorney for details.

IRA Rollovers and Transfers

In general, there are two ways to transfer assets between IRAs — indirect rollovers and trustee-to-trustee transfers (also known as 'direct rollovers'). With an indirect rollover, you receive funds from the distributing IRA and then complete the rollover by depositing funds into the receiving IRA within 60 days. A trustee-to-trustee transfer is a transaction directly between IRA trustees and custodians. If properly completed, indirect rollovers and trustee-to-trustee transfers are not subject to income tax or the 10% premature distribution tax.

While you can't make regular contributions to a traditional IRA for the year in which you turn 70½, or for any later year, there are no age limits for indirect rollovers or trustee-to-trustee transfers. But you must remember to take your RMD each year after you reach age 70½ (you cannot roll over or transfer an RMD itself).

Tip:  You can roll over (or transfer) funds from a traditional IRA to another traditional IRA or from a Roth IRA to another Roth IRA.   Special rules apply to converting or rolling over funds from a traditional IRA to a Roth IRA. You may also be able to roll over or transfer taxable funds from an IRA to an employer-sponsored retirement plan.

60-Day Rollover: You Receive the Funds And Reinvest Them

With an indirect rollover, you actually receive a distribution from your IRA and then, to complete the rollover, you deposit all or part of the distribution into the receiving IRA within 60 days of the date the funds are released from the distributing account.

Example(s):  On January 2, you withdraw your IRA funds from a maturing bank CD and choose to have no income tax withheld.  The bank cuts a check payable to you for the full balance of the account. You plan to move the funds into an IRA account at a competing bank. Fifteen days later, you go to the new bank and deposit the full amount of your IRA distribution into your new rollover IRA. Your rollover is complete.

If you don't complete the rollover transaction, or you miss the 60-day deadline, your distribution is taxable to you. However, there are several ways to seek waiver of the 60-day deadline, including an automatic waiver in some cases, self-certification if you missed the deadline due to one of eleven specified reasons, or by seeking a private letter ruling from the IRS. (If you roll over part, but not all, of your distribution within the 60-day period, then only the portion not rolled over is treated as a taxable distribution.)

Example(s):  Assume the same scenario as the first example, except that when you receive your check from the first bank, you cash the check and lend the money to your brother, who promises to repay you in 30 days. As it turns out, he doesn't repay the loan until March 5 (the 62nd day after your distribution). You deposit the full sum into the IRA account at the new bank. However, because you didn't complete your rollover within 60 days, the January 2 distribution will be taxable (excluding any nondeductible contributions, as described above).

Caution:  Under recent IRS guidance, you can make only one tax-free, 60-day, rollover from one IRA to another IRA in anyone-year period no matter how many IRAs (traditional, Roth, SEP, and SIMPLE) you own. This does not apply to direct (trustee-to-trustee) transfers, or Roth IRA conversions.

If you roll over part, but not all, of your distribution within the 60-day period, then only the portion not rolled over is treated as a taxable distribution.

When you take a distribution from your traditional IRA, your IRA trustee or custodian will generally withhold 10% for federal income tax (and possibly additional amounts for state tax and penalties) unless you instruct them not to. If tax is withheld and you then wish to roll over the distribution, you have to make up the amount withheld out of your own pocket. Otherwise, the rollover is not considered complete, and the shortfall is treated as a taxable distribution. The best way to avoid this outcome is to instruct your IRA trustee or custodian not to withhold any tax. Unlike distributions from qualified plans, IRA distributions are not subject to a mandatory withholding requirement.

Example(s):  You take a $1,000 distribution (all of which would be taxable) from your traditional IRA that you want to roll over into a new IRA. One hundred dollars is withheld for federal income tax, so you actually receive only $900. If you roll over only the $900, you are treated as having received a $100 taxable distribution. To roll over the entire $1,000, you will have to deposit in the new IRA the $900 that you actually received, plus an additional $100. (The $100 withheld will be claimed as part of your credit for federal income tax withheld on your federal income tax return.)

Trustee-To-Trustee Transfer

A trustee-to-trustee transfer (direct rollover) occurs directly between the trustee or custodian of your old IRA, and the trustee or custodian of your new IRA. You never actually receive the funds or have control of them, so a trustee-to-trustee transfer is not treated as a distribution (and therefore, the issue of tax withholding does not apply). Trustee-to-trustee transfers are not subject to the 60-day deadline, or the 'one-rollover-per-12 month' limitation.

Example(s):  You have an IRA invested in a bank CD with a maturity date of January 2. In December, you provide your bank with instructions to close your CD on the maturity date and transfer the funds to another bank that is paying a higher CD rate. On January 2, your bank issues a check payable to the new bank (as trustee for your IRA) and sends it to the new bank. The new bank deposits the IRA check into your new CD account, and your trustee-to-trustee transfer is complete.

Trustee-to-trustee transfers avoid the danger of missing the 60-day deadline, and are generally the safest, most efficient way to move IRA funds. Taking a distribution, yourself and rolling it over only makes sense if you need to use the fund

s temporarily and are certain you can roll over the full amount within 60 days.

Converting or Rolling Over Traditional IRAs to Roth IRAs

Have you done a comparison and decided that a Roth IRA is a better savings tool for you than a traditional IRA? If so, you may be able to convert or roll over an existing traditional IRA to a Roth IRA. However, be aware that you will have to pay income tax on all or part of the traditional IRA funds that you move to a Roth IRA. It is important to weigh these tax consequences against the perceived advantages of the Roth IRA. This is a complicated decision, so be sure to seek professional assistance.

What specific factors should L3Harris Technologies employees consider when determining the most suitable form of pension benefit at retirement? Employees of L3Harris Technologies may have various options, such as life annuities, contingent annuities, and lump-sum payouts. Understanding the implications of each option, including tax treatments and benefit guarantees, can be crucial in making a decision that aligns with long-term financial goals. It is also important to consider how the selected form may affect survivor benefits and overall retirement income planning.

Pension Options at Retirement: L3Harris Technologies employees have various pension benefit options to consider at retirement, such as life annuities, contingent annuities, and lump-sum payouts​(L3Harris Technologies I…). Each option has different tax treatments, survivor benefits, and guarantees. For example, selecting a life annuity ensures a fixed monthly payment for life, while a lump-sum payout might offer more flexibility but comes with immediate tax implications. Employees should evaluate how each option aligns with their long-term financial goals and whether it provides adequate survivor protection for dependents​(L3Harris Technologies I…).

How does L3Harris Technologies determine eligibility for early retirement, and what implications does this have for pension benefits? Employees should familiarize themselves with the criteria for qualifying for early retirement, including age and service requirements. Additionally, understanding the benefits that are available should retirement occur before the standard retirement age can affect financial planning, as these benefits can differ significantly from those available at normal retirement age due to reduction factors or penalties.

Early Retirement Eligibility: L3Harris Technologies determines eligibility for early retirement based on age and years of service. Employees may qualify for early retirement if they are at least 55 years old and have completed 10 years of service​(L3Harris Technologies I…). Opting for early retirement can result in a reduced pension benefit due to the longer payment period. These reductions, known as early retirement penalties, affect financial planning since the payout is lower compared to waiting until the normal retirement age​(L3Harris Technologies I…).

In what ways do the pension formulas at L3Harris Technologies differ, and how can employees assess which plan is most advantageous for their retirement? Employees participating in the L3Harris pension plan can choose between different formulas, such as the Traditional Pension Plan and the Pension Equity Plan. Assessing which formula may yield higher benefits involves understanding the benefits calculation processes, including how each formula accounts for years of service, salary history, and participation criteria, which can significantly impact total retirement income.

Pension Formulas: L3Harris employees can choose between different pension formulas, such as the Traditional Pension Plan and Pension Equity Plan​(L3Harris Technologies I…). The Traditional Plan is based on years of service and final average pay, while the Pension Equity Plan uses a lump-sum formula that accrues value over time. Understanding how each formula calculates benefits is essential for employees to determine which plan will provide higher retirement income, depending on their service years and salary history​(L3Harris Technologies I…).

How should L3Harris Technologies employees prepare for the selection of a beneficiary, and what are the potential impacts on their pension benefits? Selecting a beneficiary is an important component of retirement planning. Employees at L3Harris Technologies must understand the implications that come with adding a spouse or other individuals as beneficiaries, including the effect on benefit amounts and how beneficiary selection can influence survivor payouts. Moreover, they should familiarize themselves with the requirements for updating beneficiary information and the legal implications of such designations.

Beneficiary Selection: Choosing a beneficiary is a crucial step for L3Harris employees. Adding a spouse or another individual as a beneficiary may reduce the employee's pension benefit but ensures that a portion of the pension continues after the employee's death​(L3Harris Technologies I…). Employees should be aware of the survivor benefit provisions, spousal consent requirements, and the need to regularly update their beneficiary information​(L3Harris Technologies I…).

What procedures must L3Harris Technologies employees follow to appeal a denied pension benefit claim, and what timelines should they be aware of? Employees should be well-informed about the steps involved in the appeals process for denied claims, including how and when to file an appeal and the importance of providing adequate documentation. Understanding the statutes of limitations related to claims and appeals can significantly influence the outcomes for employees seeking to reinstate or secure their benefits.

Appealing Denied Claims: L3Harris Technologies employees must follow a formal process to appeal denied pension benefit claims​(L3Harris Technologies I…). The process includes submitting an appeal within a specific timeframe and providing supporting documentation. It is important to be familiar with the statute of limitations and administrative remedies to ensure the best chance of success when appealing a decision​(L3Harris Technologies I…).

How does L3Harris Technologies handle survivor benefits, and what actions should employees take to ensure that their surviving spouses or partners have access to these benefits? Understanding the components of survivor benefits at L3Harris Technologies is crucial. Employees should learn about the eligibility of their spouses or partners following their death, the type of benefits due, and any actions required to secure these benefits. Familiarity with the plan’s rules surrounding survivor benefits and timelines for elections can also affect the financial security of beneficiaries.

Survivor Benefits: L3Harris offers survivor benefits to spouses or designated beneficiaries​(L3Harris Technologies I…). Employees must ensure that their spouse or partner is properly designated to receive these benefits, which may involve selecting an annuity option that provides continued payments to the survivor. Understanding the timelines for making these elections and the rules governing survivor benefits is crucial for securing financial support for loved ones​(L3Harris Technologies I…).

What resources are available for L3Harris Technologies employees for receiving personalized retirement counseling, and how can these resources aid in making informed financial decisions? Employees may benefit from accessing professional counseling services or informational resources provided by L3Harris Technologies. These resources can include individual retirement planning sessions that help employees align their pension benefits with their overall retirement strategy, ensuring that they utilize their benefits effectively and are informed about their options.

Retirement Counseling Resources: L3Harris provides personalized retirement counseling services to assist employees with their pension and retirement planning​(L3Harris Technologies I…). These resources include individual sessions to discuss how pension benefits fit into overall retirement strategies. By leveraging these services, employees can make well-informed decisions about their financial future​(L3Harris Technologies I…).

How can employees of L3Harris Technologies find out more about their eligibility for the Cash Balance Plan and the advantages of this plan over traditional pension formulas? Employees should research what defines an "active Cash Balance Plan Participant" as well as the benefit calculations associated with it. Investigating the elements that set this type of plan apart—specifically regarding lump-sum distributions and the ability to track benefits—can better inform employees about the potential advantages for their future retirement income.

Cash Balance Plan: Employees interested in the Cash Balance Plan can research its advantages over traditional pension formulas. The Cash Balance Plan allows for lump-sum distributions and provides clear benefit tracking, which can be more appealing to employees looking for flexibility and control over their retirement funds​(L3Harris Technologies I…).

What impact do potential changes to the L3Harris Technologies pension plan have on current employees, and what steps should they take to stay informed about such changes? Employees should remain vigilant regarding any amendments to the pension plan that could influence their retirement benefits. This includes understanding their rights under ERISA and staying engaged with communication from L3Harris regarding plan updates, ensuring that they are equipped to make timely decisions based on the latest information.

Plan Changes: L3Harris employees should stay updated on any changes to the pension plan, which could impact their benefits​(L3Harris Technologies I…). Monitoring communications from the company and understanding their rights under ERISA is essential to making timely decisions based on new plan terms or amendments​(L3Harris Technologies I…).

How can employees of L3Harris Technologies contact the Benefits Service Center to address specific questions regarding their pension plan or retirement strategy? It is essential for employees seeking clarity on their pension benefits or retirement planning to know how to reach out to the L3Harris Benefits Service Center. This center acts as a vital resource, and understanding its operations—including contact times, methods of contact, and the types of inquiries that can be addressed—will enable employees to receive the guidance they need regarding their benefits.

Benefits Service Center: L3Harris employees can contact the Benefits Service Center for any questions regarding their pension or retirement strategy. The center provides assistance with understanding pension benefits, resolving issues, and addressing specific inquiries related to retirement planning​(L3Harris Technologies I…)​(L3Harris Technologies I…).

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
L3Harris offers a defined benefit pension plan known as the L3Harris Salaried Pension Plan. The plan provides retirement benefits based on a formula considering years of service and final average pay. In recent years, L3Harris has frozen certain pension plans acquired through mergers, affecting the accrual of new benefits for some employees. Additionally, the company provides a 401(k) plan with company matching contributions to support employees' retirement savings. Financial planning resources are also available.
Layoffs and Restructuring: L3Harris Technologies is laying off about 2,000 employees as part of a restructuring plan to streamline operations and reduce costs (Source: Defense News). Strategic Adjustments: The company is focusing on its core defense and aerospace businesses. Financial Performance: L3Harris reported a 10% increase in net income for Q4 2023, driven by strong demand for its defense products (Source: L3Harris).
L3Harris provides both RSUs and stock options as part of its employee compensation. RSUs vest over time, converting into shares, while stock options allow employees to purchase shares at a fixed price.
L3Harris Technologies has taken significant steps to enhance its employee healthcare benefits in recent years, recognizing the importance of adapting to the current economic, investment, tax, and political environment. In 2022, the company implemented comprehensive health plans that cover medical, dental, and vision care, along with mental health support and wellness programs. These benefits are designed to support employees' overall well-being, ensuring they have access to necessary healthcare resources to maintain a healthy work-life balance. Additionally, L3Harris's commitment to creating a safe and supportive work environment is evident through its structured environmental, health, and safety (EHS) initiatives, which aim to mitigate workplace risks and promote a culture of safety. In 2023, L3Harris continued to build on these initiatives by offering enhanced mental health support and flexible work schedules to better accommodate employees' personal and professional lives. The company's benefits package includes competitive compensation, on-site health and wellness centers, and financial tools to help employees manage their finances effectively. These comprehensive benefits are designed to create a supportive and inclusive work environment, essential for attracting and retaining top talent in today's competitive job market. By investing in robust healthcare benefits, L3Harris aims to foster a resilient workforce capable of navigating the complexities of the current economic landscape.
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For more information you can reach the plan administrator for L3Harris at 1025 w nasa blvd Melbourne, FL 32919; or by calling them at 800-528-7711.

https://www.l3harris.com/documents/pension-plan-2022.pdf - Page 5, https://www.l3harris.com/documents/pension-plan-2023.pdf - Page 12, https://www.l3harris.com/documents/pension-plan-2024.pdf - Page 15, https://www.l3harris.com/documents/401k-plan-2022.pdf - Page 8, https://www.l3harris.com/documents/401k-plan-2023.pdf - Page 22, https://www.l3harris.com/documents/401k-plan-2024.pdf - Page 28, https://www.l3harris.com/documents/rsu-plan-2022.pdf - Page 20, https://www.l3harris.com/documents/rsu-plan-2023.pdf - Page 14, https://www.l3harris.com/documents/rsu-plan-2024.pdf - Page 17, https://www.l3harris.com/documents/healthcare-plan-2022.pdf - Page 23

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