DAS-Security(SH:688023) Zheng Quan Zhi Xing·2025-06-30 16:22Core Viewpoint - The company has established a compensation management system for its directors and senior management to enhance motivation, ensure stability, and promote sustainable development [1][2]. Group 1: Compensation Principles - The compensation system reflects the value of each position and aligns responsibilities, rights, contributions, and benefits [1]. - Compensation levels are linked to the company's goals and performance [1]. - The system emphasizes performance assessment standards and processes [1]. - The principles of incentive and restraint are balanced, with equal emphasis on rewards and penalties [1]. Group 2: Compensation Management Structure - The Board of Directors is responsible for reviewing the compensation of senior management, while the shareholders' meeting reviews the compensation of directors [2]. - The Compensation and Assessment Committee of the Board manages the compensation plans and conducts annual performance evaluations [2]. Group 3: Compensation Standards - Non-independent directors' compensation is determined based on their responsibilities and contributions to the company [2]. - Independent directors receive a stipend determined by the shareholders' meeting, with reasonable expenses covered by the company [2]. - Senior management's compensation consists of a basic salary and performance-based pay, with the basic salary reflecting the role's importance and market standards [2][3]. Group 4: Compensation Distribution - Compensation for directors and senior management is distributed according to the company's internal salary distribution system, with independent director stipends paid monthly after shareholder approval [3]. Group 5: Performance-Based Compensation Conditions - Performance-based salaries or stipends are not paid if directors or senior management are publicly reprimanded or deemed unsuitable by the stock exchange, face administrative penalties for major violations, leave without authorization, or violate company regulations [4][5]. Group 6: Compensation Adjustment - The compensation system will be adjusted according to the company's operational status to meet development needs [5]. - Adjustments are based on industry salary growth, inflation, company profitability, organizational changes, and specific roles and levels of directors and senior management [5]. Group 7: Implementation and Compliance - The compensation management system will be implemented upon approval by the shareholders' meeting and will comply with relevant laws and regulations [5].