Exhibit 10.6 Ally Financial Inc. ALLY FINANCIAL INC. SEVERANCE PLAN PLAN DOCUMENT AND SUMMARY PLAN DESCRIPTION As Amended June 4, 2015

Elimination of current position, termination associated with the reduction in the total number of employees in the same department performing the same or similar job, or termination associated with a restructuring of different departments which results in the reduction in the total number of employees in the affected departments;

Substantial change in current duties for which the Participant no longer qualifies;

Substantial change in current duties which results in a twenty percent (20%) or more reduction in base salary; or

Declining a geographic transfer to a new position offered to the Participant upon the elimination of current position as an alternative to termination; provided, however, that the Participant was offered reimbursement of relocation expenses associated with the transfer in accordance with the Company’s then-current relocation program.

Loss of temporary employment;

Termination of employment where an employment or other written agreement provides for severance;

Death;

Disability;

Involuntary termination for cause as determined by the Company in its sole discretion;

Resignation;

Retirement;

An approved Leave of Absence or failure to return from an approved Leave of Absence;

Transfers from the Company to a Company affiliate;

The majority of the Company’s assets are sold via an asset purchase agreement or the Company ceases an operation and the same is assumed by another employer, and continued employment is offered with a comparable salary and incentive opportunity (including equity compensation) equal to or greater than 80% of the employee’s current compensation and incentive package with the Company; or

A termination of employment for which a Participant has executed a release document or has received payment or benefits pursuant to the terms of any other agreement.

0-4 full years of unbroken service: 26 weeks of pay

5-14 full years of unbroken service: 39 weeks of pay

15 and above full years of unbroken service: 52 weeks of pay

as such disclosure or use may be required or appropriate in connection with his or her work as an employee of the Company; or

when required to do so by a court of law, by any governmental agency having supervisory authority over the business of the Company or by any administrative or legislative body (including a committee thereof) with apparent jurisdiction to order him or her to divulge, disclose or make accessible such information; or

as to such confidential information that becomes generally known to the public or trade without his or her violation of this Section V-B; or

to the Participant’s spouse, attorney, and/or his or her personal tax and financial advisors as reasonably necessary or appropriate to advance the Participant’s tax, financial and other personal planning (each an “Exempt Person”); provided, however, that any disclosure or use of any trade secret or proprietary or confidential information of the Company by an Exempt Person will be deemed to be a breach of this Section V-B by the Participant.

Examine, without charge, at the Plan administrator’s office and at other specified locations, such as worksites, all documents governing the Plan, and a copy of the latest annual report (Form 5500 Series), if any, filed by the plan with the U.S. Department of Labor, and available at the Public Disclosure Room of the Employee Benefits Security Administration.

Obtain upon written request to the Plan administrator copies of documents governing the operation of the Plan and copies of the latest annual report (Form 5500 Series), if any, and updated summary Plan description. The Plan administrator may make a reasonable charge for the copies.

Receive a summary of the Plan’s annual financial report. The Plan administrator is required by law to furnish each participant with a copy of this summary annual report.

A Participant with an interest in the Plan has the right to file a claim for benefits under the Plan and to appeal any denial of a claim for benefits. Any request for a Plan benefit or to clarify the Participant’s rights to future benefits under the terms of the Plan will be considered to be a claim. (However, this claims procedure does not govern casual inquiries about benefits or the circumstances under which benefits might be paid under the terms of the Plan. Nor does it govern a request for a determination regarding eligibility for coverage except such a determination as is requested or necessary in connection with a claim for benefits.) An authorized representative of the Participant may act on behalf of the Participant in pursuing a benefit claim or appeal of an adverse benefit determination. The individual or individuals responsible for deciding the benefit claim or appeal, as applicable, may require the representative to provide reasonable written proof that the representative has in fact been authorized to act on behalf of the Participant. The Plan requires no fee or other cost for the making of a claim or appealing an adverse benefit determination.

A claim for benefits will be considered as having been made when submitted in writing by the Participant to the Plan administrator, in care of:

The Senior Vice President of Total Rewards of the Company, acting on behalf of the Plan administrator, will determine whether, or to what extent, the claim may be allowed or denied under the terms of the Plan. If the claim is wholly or partially denied, the Plan administrator will notify the Participant of the adverse benefit determination within a reasonable period of time, but not later than 90 days after the Plan receives the claim, unless the Plan administrator determines that special circumstances require an extension of time for processing the claim. If such an extension of time for processing is required, written notice of the extension will be furnished to the Participant prior to the termination of the initial 90-day period. Such extension may not exceed an additional 90 days from the end of the initial 90-day period. The extension notice will indicate the special circumstances requiring an extension of time and the date by which the Plan expects to render the final decision. For the purposes of this paragraph 3, the period of time within which a benefit determination is required to be made will begin at the time a claim is filed in accordance with the Plan’s filing requirements, without regard to whether all the information necessary to make a benefit determination accompanies the filing.

The plan administrator will provide a Participant with written or electronic notification of any adverse benefit determination. Any electronic notification shall comply with the standards imposed by 29 CFR § 2520.104b-1(c)(i), (iii) and (iv). The notification will set forth, in a manner calculated to be understood by the Participant:

The specific reason(s) for the adverse determination;

Reference to the specific Plan provisions on which the determination is based;

A description of any additional material or information necessary for the Participant to perfect the claim and an explanation of why such material or information is necessary; and

A description of the Plan’s appeal (review) procedures and the time limits applicable to such procedures, including a statement of the Participant’s right to bring a civil action under ERISA § 502(a) following an adverse benefit determination on appeal.

The Participant may appeal an adverse benefit determination to the Senior Vice President of Total Rewards acting on behalf of the Plan administrator. The Senior Vice President of Total Rewards will conduct a full and fair review of each appealed claim and its denial. The Participant will have at least 60 days following receipt of a notification of an adverse benefit determination within which to appeal the determination.

The appeal of an adverse benefit determination must be made in writing. In connection with making such request, the Participant may submit written comments, documents, records, and other information relating to the claim for benefits. The Participant will be provided, free of charge upon written request, reasonable access to, and copies of, all documents, records and other information relevant (as defined in paragraph (k) below) to the Participant’s claim for benefits. In considering the appeal the Senior Vice President of Total Rewards will take into account all comments, documents, records, and other information submitted by the Participant relating to the claim, without regard to whether such information was submitted or considered in connection with the initial benefit determination.

The Plan administrator will provide a Participant with written or electronic notification of the Plan’s benefit determination on appeal. Any electronic notification will comply with the standards imposed by 29 CFR § 2520.104b-1(c)(i), (iii) and (iv). In the case of an adverse benefit determination on appeal, the notification will set forth, in a manner calculated to be understood by the Participant:

The specific reason(s) for the adverse determination;

Reference to the specific Plan provisions on which the benefit determination is based;

A statement that the Participant is entitled to receive, upon request and free of charge, reasonable access to, and copies of, all documents, records, and other information relevant (as defined in paragraph (k) below) to the Participant’s claim for benefits; and

A statement of the Participant’s right to bring a civil action under ERISA § 502(a).

The Participant must exhaust his or her rights to file a claim and to appeal an adverse benefit determination before bringing any civil action to recover benefits due to him or her under the Plan, to enforce his or her rights under the terms of the Plan, or to clarify his or her rights to future benefits under the terms of the Plan.

The Senior Vice President of Total Rewards will exercise his or her responsibilities and authority under this claims procedure as a fiduciary and, in such capacity, will have the discretionary authority and responsibility (1) to interpret and construe the Plan and any rules or regulations under the Plan, (2) to determine the eligibility of employees to participate in the Plan, and the rights of Participants and former Participants to receive benefits under the Plan, and (3) to make factual determinations in connection with any of the foregoing. The Senior Vice President of Total Rewards may, in his or her discretion, determine to hold a hearing or hearings in carrying out his or her responsibilities and authority under this claims procedure.

Benefit claim determinations and decisions on appeals will be made in accordance with the Plan. The Plan’s provisions will be applied consistently with respect to similarly situated Participants. The Senior Vice President of Total Rewards will maintain complete records of his or her proceedings in deciding claims and appeals.

Definitions. For the purposes of this Claims Procedure the following definitions apply: