From Company Proxy Statement filings with the SEC, below are the DowDupont Inc Top-Tier Executives Annual Total Compensation for each of two consecutive full years of employment for the most recent two years.
DowDupont is the 25th Dow Industrial Company I have researched so far on Top-Tier Executives Average Long-term % Pay Raises Per Year. Its 94.5% per year is by far the very highest of these 25 Dow Companies and there's quite a gap between DowDupont and second highest McDonalds 30.7%.
There were five former Midland, Michigan-based Dow Chemical Top-Tier Executives who were also considered Top-Tier Executives of this new DowDupont Company. These five Executives had their Total Compensation increase from $55.5 mil in 2016 to $185.1 mil in 2017, or up an astonishing 233% in just one year.
The two former Dupont Top-Tier Executives who were also Top-Tier Executives of the new DowDupont only disclosed their 2017 salary earned in the last four months of 2017.
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.
I will continue this same research for the 5 remaining Dow Companies (All Technology Cos) and then turn my attention to many other large US Companies to get a better handle on just why the US has such massive continuing Income Inequality Expansion ..... it appears to be predominantly about the relative annual pay raise percentages.
Also, the US Government should require all US Corporate Boards to include at least one worker representative.
I will continue this same research for the 5 remaining Dow Companies (All Technology Cos) and then turn my attention to many other large US Companies to get a better handle on just why the US has such massive continuing Income Inequality Expansion ..... it appears to be predominantly about the relative annual pay raise percentages.
| FYE | FYE | FYE | FYE | ||
| DowDupont | 2018 | 2017 | 2017 | 2016 | |
| Top-Tier | Total | Total | Total | Total | |
| Executive | Comp | Comp | Comp | Comp | |
| $ 000s | $ 000s | $ 000s | $ 000s | ||
| Edward Breen Chair and CEO | N/A | N/A | N/A | N/A | |
| Howard Ungerfelder CFO | 11,995 | 29,790 | 29,790 | 8,724 | |
| James Fitterling COO Matrials Science Div | 8,471 | 32,305 | 32,305 | 10,095 | |
| Marc Doyle COO Specialty Products Division | N/A | N/A | |||
| James Collins Agriculture Division | N/A | N/A | N/A | N/A | |
| Andrew Liveris Former Executive Chairman | 53,676 | 65,689 | 65,689 | 22,963 | |
| Charles Kalil General Counsel Mtls Sci Div | 15,550 | 33,636 | 33,636 | 7,032 | |
| Joe Harlan Former Dow Executive Officer | N/A | N/A | 23,691 | 6,718 | |
| Totals | 89,692 | 161,420 | 185,111 | 55,532 | |
| Annual % Change | -44.4% | 233.3% | |||
| 2 Year Average Per Year % Change | 94.5% |
