Netac(SZ:300042) Zheng Quan Zhi Xing·2025-07-18 16:26Core Points - The company aims to establish a scientific and effective incentive and restraint mechanism for the remuneration management of directors and senior management to enhance operational efficiency and governance level [1][2] - The remuneration system is designed to align with the company's long-term stable development and performance goals, ensuring that compensation is linked to company performance and market value [2][8] Summary by Sections General Principles - The remuneration management system applies to directors and senior management, including the general manager, deputy general managers, board secretary, and financial officer [1] - Independent directors do not receive salaries but are entitled to allowances as per shareholder resolutions [1] Remuneration Structure and Performance Assessment - The remuneration consists of a basic annual salary and a performance annual salary, with a focus on contractual management for professional managers [2][3] - The basic annual salary is determined based on five times the average salary of urban non-private sector employees [2][3] - Performance annual salary is only distributed when the company's net profit is positive, calculated based on a specific formula involving various coefficients [3][4] Management and Supervision - The remuneration is managed by the board's remuneration and assessment committee, which evaluates performance annually and proposes remuneration distribution plans [5][6] - Changes in positions will lead to a reassessment of remuneration based on the new role [5] Restraint Mechanism - Salaries are suspended during legal issues, and performance bonuses can be forfeited under specific circumstances, such as legal violations or significant company losses [7][8] - The company can adjust remuneration standards based on economic conditions and company performance [8]