华友钴业: 董事、高级管理人员薪酬管理制度

Core Points - The article outlines the compensation management system for the board of directors and senior management of Zhejiang Huayou Cobalt Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance operational efficiency [1][2] - The compensation system is designed to align the interests of directors and senior management with the company's performance and shareholder benefits, ensuring competitive remuneration in line with market standards [1][3] Chapter 1: General Principles - The compensation management system is established to motivate directors and senior management, ensuring compliance with relevant laws and regulations [1] - The system applies to all current members of the board, including internal, external, and independent directors [1] - Senior management includes the general manager, financial officer, board secretary, vice general managers, and other senior personnel confirmed by the board [1] - The principles of the compensation system include competitiveness, responsibility and authority linkage, performance-based remuneration, and a combination of short-term and long-term incentives [1] Chapter 2: Compensation Management - The shareholders' meeting is responsible for reviewing the compensation plans for directors, while the board is responsible for senior management [2] - The compensation and assessment committee of the board is tasked with developing assessment standards and reviewing compensation policies [2] - Compensation standards for directors and senior management are determined based on their responsibilities, risks, and pressures [3] Chapter 3: Compensation Standards and Distribution - Internal directors who are also senior management will receive compensation according to senior management standards, while external and independent directors will receive compensation as approved by the shareholders' meeting [2][3] - Senior management's annual salary consists of a basic salary and performance-based salary, with the latter linked to individual and company performance [3] - The system emphasizes transparency and fairness in compensation distribution [3] Chapter 4: Restraint Mechanism - The company reserves the right to reduce or withhold performance-based compensation or allowances under certain circumstances, such as public reprimands or significant violations [4][6] Chapter 5: Supplementary Provisions - Any matters not covered by this system will be governed by relevant national laws and regulations [6] - The system will take effect upon approval by the shareholders' meeting and can be modified similarly [6]