From: Carlynne Allbee |
Securities and Exchange Commission Dear Securities and Exchange Commission, Please take strong action on your proposed rules requiring companies to fully disclose all compensation that executives receive, no matter what form that compensation takes. I was shocked to find out that companies don't even show all of it as an expense, playing games with stock options and deferred compensation. I personally feel that there should be a limit to the top executives salary based on the lowest paid employee's compensation, whether that employee is an employee of the company or a "temp" through a staffing agency. Even if it was 100 times, a limit would help, and that too should be fully disclosed. The lowest employees full time equivelent compenstation and the top executives totoal compensation packages. I agree with the people that say that too often executives are richly rewarded even when their companies' performance is below par. Without better disclosure, shareholders, employees and the general public cannot evaluate whether executive pay packages are unjustly enriching executives at shareholder cost or providing fair compensation. The newly proposed rules will make this crucial information more accessible to shareholders and the public. The new requirements to disclose total compensation figures, pensions and detailed compensation breakdowns will make it clear exactly how much top executives are earning and why. I believe that CEO pay should be set by independent directors. I also urge the SEC to require that companies disclose pay-for-performance data. In order for investors to understand how pay and performance match up, companies need to explain more clearly what level of performance is necessary for a particular level of pay. I urge the SEC to require companies to disclose both the performance criteria and the performance targets they use when setting executive pay. Thank you for taking action, Carlynne Allbee P O Box 454 La Mesa, CA 91944-0454 Sincerely, Carlynne Allbee |