海泰新光: 董事和高级管理人员薪酬管理制度

Core Viewpoint - The compensation management system of Qingdao Haitai Newlight Technology Co., Ltd. aims to incentivize directors and senior management to fulfill their responsibilities diligently and enhance corporate governance, thereby promoting sustainable and healthy development of the company [1]. Group 1: Compensation Principles - The compensation should reflect the individual's performance in relation to company goals and responsibilities, enhancing accountability and overall performance [2]. - The principle of distribution according to labor should be emphasized, ensuring that compensation aligns with value creation and contributions [2]. - Personal compensation should be aligned with the long-term interests of the company, enhancing brand image and supporting sustainable development goals [2]. Group 2: Applicable Subjects - The compensation management system applies to the chairman, directors (excluding independent directors), general manager, deputy general managers, financial director, board secretary, and other senior management recognized by the company’s articles of association [2]. Group 3: Compensation Management Structure - The Board's Compensation and Assessment Committee is responsible for managing the compensation and assessment of directors and senior management, reporting to and supervised by the Board [3]. - The compensation plan for directors is drafted by the Compensation and Assessment Committee and implemented after approval by the Board and shareholders [3]. - The compensation plan for senior management is developed based on various factors including value, responsibility, capability, market salary trends, and contributions, and is subject to Board approval [3]. Group 4: Compensation Distribution Principles - Directors not holding actual management positions do not receive compensation; those in actual positions receive compensation according to their respective roles [4]. - Independent directors' compensation follows the requirements set by regulatory bodies, with specific standards determined by shareholder resolutions [4]. - Compensation levels for directors and senior management should align with their tasks and industry income levels, considering their contributions to value creation and company performance [4]. Group 5: Compensation Adjustment - The compensation system should serve the company's strategic goals and be adjusted according to changing circumstances to support further development [5]. - Adjustments to compensation for directors and senior management are based on the achievement of operational goals, contributions to value creation, and industry salary growth [5]. Group 6: Restriction Mechanisms - Compensation can be deducted or adjusted for serious violations of company rules, significant harm to company interests, or major legal violations leading to penalties [5]. - Salary and benefits during leave periods are governed by relevant company policies [5]. - The company may impose economic penalties or administrative sanctions for significant losses due to poor performance or decision-making failures [5]. Group 7: Miscellaneous Provisions - The Compensation and Assessment Committee can propose necessary adjustments to compensation in response to significant changes in the operating environment or external conditions [6]. - The compensation management system is drafted by the Board and requires approval from the shareholders' meeting for implementation [6]. - In case of conflicts with national laws or regulations, the Board must revise the system accordingly [6].