From: Dolores Reynolds
Sent: April 6, 2006
Subject: File No. S7-03-06

Securities and Exchange Commission

Dear Securities and Exchange Commission,

I am writing to urge the Securities and Exchange Commission to act on its proposed rule making on executive compensation disclosure. 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.

As a former investment brokerage company employee, I witnessed firsthand the excessive executive compensation packages (that were never disclosed to investors and employee stockholders) in the form of massive stock options packages. This degree of overcompensation for doing their jobs undoubtedly influenced the decisions that said executives made concerning the futures of their corporations. Investors, particularly those who have no real choice in their company benefits' investments (employees), must be apprised of this in order to make competent decisions regarding their own futures with those companies. The stability of their families could well depend upon their knowledge and those decisions.

I believe that CEO pay should be set by independent directors.
Under the proposed rule, a director could secretly do $120,000 in business with a company, an amount that is more than four times the average worker's annual pay of $27,460. Shareholders should be told if directors have potential conflicts of interest, no matter what the amount.

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.


Dolores Reynolds
24255 44th St
Bloomingdale, Michigan 49026-9765