赛伦生物: 赛伦生物：董事、高级管理人员薪酬管理制度（2025年7月）

General Principles - The compensation management system for directors and senior management of Shanghai Sailun Biotechnology Co., Ltd. aims to enhance work motivation and creativity, thereby improving operational efficiency and management standards [2] - The system is based on relevant laws and regulations, including the Company Law of the People's Republic of China and the Articles of Association of the company [2] Applicability - The compensation management system applies to the company's directors and senior management, which includes the general manager, deputy general managers, board secretary, financial director, and other personnel recognized by the board [2] Compensation Principles - Compensation for directors and senior management is determined based on company size and performance, ensuring alignment with market value [2] - The principles include reflecting income levels in accordance with company scale and performance, aligning compensation with job value and responsibilities, supporting long-term company interests, and balancing incentives and constraints [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 [3] - The Compensation and Assessment Committee of the board manages the compensation plans and conducts annual performance evaluations [3] Compensation Standards - Compensation for board members includes allowances for independent directors, which are subject to approval by the board and shareholders [3][4] - Senior management compensation consists of basic salary and performance-based pay, with the basic salary determined by position, responsibility, capability, and market salary trends [4] Performance-Based Compensation - Performance-based compensation is linked to the company's performance evaluation system and is determined based on assessment results [4] Payment Schedule - Director allowances and basic salaries are paid monthly, while performance bonuses are distributed based on the assessment cycle, which runs from January 1 to December 31 each year [5] Conditions for Compensation Reduction - The board may decide to reduce or withhold performance compensation or allowances if there are significant losses due to poor decision-making or serious violations of company regulations [5] Compensation Adjustment Criteria - The Compensation and Assessment Committee adjusts compensation based on industry salary increases, inflation, company profitability, organizational changes, and specific job responsibilities [6][7] Implementation - The compensation management system will be implemented upon approval by the shareholders' meeting and is subject to modification by the board [7]