Detroit, Michigan-Based Ally Financial (Formerly GMAC)'s Top-Tier Executives Average Pay Raise Was a Robust 15.6% Per Year in the Four Years Since its 2014 IPO (2015-2018)

The key issue to Detroit and to Michigan citizens should be the huge and continuing Income Inequality Expansion which is at the core of many critical problems the US faces.

Thus I will be doing research and making posts on the average pay raise per year that the Top-Tier Executives of many large Michigan Companies were rewarded with in the past ten years.

The seventh Michigan Company I am addressing is Ally Financial (Formerly GMAC) whose common stock started trading with its April 2014 IPO.

From annual compensation information contained in Company Proxy Statement filings with the SEC, the chart at the very bottom below shows Ally Financial's Top-Tier Executives Annual Total Compensation for each of two consecutive full years of employment for the most recent four years.

Ally Financial's Top-Tier Executive Average Pay Raise was a robust 15.6% per year for the last four years since its 2014 IPO which is smack dab in the middle of the large Michigan Companies I have addressed so far.

1. General Motors  +29.5% per year for the past ten years
2. Stryker Corp +20.7% per year for the past ten years
3. Ford Motor Co +17.0% per year for the past ten years
4. Ally Financial +15.6% per year for the past four years
5. DTE Energy +10.6% per year for the past ten years
6. Aptiv PLC +10.0% per year for the past eight years
7. Kellogg +7.8% per year for the past ten years

My objective is to get a better handle on just why the US and especially Michigan has such massive continuing Income Inequality Expansion ..... it appears to be predominantly about the relative long-term annual pay raise percentages, coupled with the stock price appreciation subsequent to the time the Top-Tier Executives were rewarded in their pay with stock equity compensation.

To fix Income Inequality driven mainly by Company and its Board of Director choices on Percentage Annual Pay Raises, the US Government should step in and pass wisely-designed Fair Pay Raise Income Inequality Narrowing Company tax incentives ..... the carrot ..... and Company wise tax disincentives ..... the stick.  

And the continuing annual net tax revenues raised by the US Government here should be set up in a separate fund to be used only for wise additional income inequality narrowing initiatives.  This fund should be run by an outside group made up entirely of minorities harmed the most by Income Inequality Expansion of the past decades  .....all women, all blacks, all Latinos, all other non-white people, all past and present union members, all LGBTQ, all non-employee contract workers and all middle and lower income people of all ages.

Also, the US Government should require all US Corporate Boards to include at least one worker representative and to exclude any Company Executive.

	FYE	FYE		FYE	FYE		FYE	FYE		FYE	FYE
	Dec	Dec		Dec	Dec		Dec	Dec		Dec	Dec
Ally Financial	2018	2017		2017	2016		2016	2015		2015	2014
Top-Tier	Total	Total		Total	Total		Total	Total		Total	Total
Executive	Comp	Comp		Comp	Comp		Comp	Comp		Comp	Comp
	$ 000s	$ 000s		$ 000s	$ 000s		$ 000s	$ 000s		$ 000s	$ 000s
Jeffrey Brown CEO	9,592	8,833		8,833	7,531		7,531	8,484		8,484	4,429
Jennifer LaClair CFO	N/A	N/A
Diane Morals Pres Consumer&Commercial	3,481	3,400		3,400	2,990		2,990	4,066		N/A	N/A
Scott Stengel General Counsel	2,090	1,908		N/A	N/A
Douglas Timmerman President Auto Finance	N/A	N/A
Christopher Halmy Former CFO				3,233	3,059		3,059	4,046		4,046	2,382
Timothy Russi Former President Auto Finance				3,156	3,025		3,025	4,175		N/A	N/A
William Solomon Former General Counsel							N/A	N/A		2,428	2,368
Michael Carpenter Former CEO										N/A	N/A
Barbara Yastine Former CEO, Ally Bank										N/A	N/A
William Muir President										N/A	N/A
Totals	15,163	14,141		18,622	16,605		16,605	20,771		14,958	9,179
Annual % Change vs Prior Year	7.2%			12.1%			-20.1%			63.0%
4 Year Average Per Year % Change		15.6%