日久光电: 董事和高级管理人员薪酬管理制度

Core Points - The company aims to enhance its compensation management for directors and senior management to align with its strategic goals and motivate personnel effectively [1] Group 1: Compensation Management Principles - The compensation management system reflects the company's scale and performance while aligning with external compensation levels [1] - It emphasizes the principle of responsibility and authority being equal, ensuring compensation corresponds to job value and responsibilities [1] - The system is designed to support the company's long-term interests and sustainable development goals [1] - It balances incentives and constraints, linking compensation to performance assessments and rewards [1] Group 2: Composition and Determination of Compensation - The Compensation and Assessment Committee is responsible for establishing assessment standards and compensation plans for directors and senior management [2] - Compensation plans for directors require approval from the board and shareholders, while senior management compensation must be approved by the board [2] - The committee also proposes recommendations on various matters, including compensation, stock incentive plans, and other regulatory requirements [2] Group 3: Standards for Compensation - Compensation for board members is determined based on actual job responsibilities [3] - Senior management compensation includes salary components (base salary, position allowances, etc.) and incentive bonuses based on performance [3] - Other bonuses and allowances may include year-end bonuses, talent allowances, and special subsidies [3] Group 4: Compensation Distribution - Compensation for directors and senior management is distributed monthly, with incentive bonuses based on assessment cycles [4] - The company is responsible for withholding personal income tax from compensation payments [4] - In cases of resignation or term changes, compensation is calculated based on actual tenure and incentive bonuses [4] Group 5: Adjustment of Compensation - The compensation system is designed to adapt to the company's operational strategy and changing business conditions [5] - Adjustments to compensation standards require proposals from the Compensation and Assessment Committee and approval from the board or shareholders [5] - The company may establish special rewards or penalties for specific matters as supplementary compensation [5]