DAS(SZ:002421) Zheng Quan Zhi Xing·2025-08-14 09:14Core Points - The company has established a remuneration management system for directors and senior management to create an effective incentive and restraint mechanism [1] - The remuneration system is based on national laws, regulations, and the company's articles of association, tailored to the company's actual situation [1] Group 1: Remuneration Structure - The remuneration for directors is proposed by the remuneration and assessment committee, approved by the board, and submitted for shareholder approval [2] - Independent directors receive an annual allowance determined by the board and approved by the shareholders, disclosed in the annual report [2] - Senior management remuneration consists of a basic salary and performance bonus, with the basic salary reflecting industry standards and job responsibilities [2] Group 2: Performance Bonuses - Performance bonuses are linked to the company's annual operational performance and are settled based on annual assessment results [2] - The company deducts personal income tax and social insurance fees from the basic salary and performance bonuses according to national regulations [2] Group 3: Remuneration Management - The company pays basic salaries in cash on a monthly basis [2] - The remuneration and assessment committee organizes and implements annual performance assessments for senior management based on the board-approved annual operational plan [2] Group 4: Remuneration Adjustment - The company may adjust remuneration standards periodically based on operational performance, market salary changes, and business development strategies [3] Group 5: Implementation and Compliance - The remuneration management system takes effect after being approved by the shareholders and will be modified similarly [4] - In case of inconsistencies with applicable laws and regulations, those regulations will take precedence [4] - The board of directors is responsible for interpreting the remuneration management system [4]