HISUN(SH:600267) Zheng Quan Zhi Xing·2025-08-25 17:05Core Points - The compensation management system for directors and senior management at Zhejiang Haizheng Pharmaceutical Co., Ltd. aims to enhance work motivation and improve management levels, aligning with modern corporate governance and legal regulations [1][2] - The system applies to independent directors, internal directors, external directors, and senior management personnel, including the president, senior vice presidents, CFO, and board secretary [1][2] Compensation Principles - Compensation is linked to job value and responsibilities, ensuring competitiveness with market standards [2] - Compensation is tied to company performance and individual achievements, promoting shared outcomes and responsibilities [2] - The system emphasizes fairness, transparency, and scientific assessment in compensation distribution [2] Compensation Management Structure - The shareholders' meeting is responsible for reviewing director compensation, while the board of directors oversees senior management compensation [2] - The compensation and assessment committee of the board formulates assessment standards and compensation policies for directors and senior management [2][3] Compensation Standards - Independent directors' remuneration is based on their risk responsibilities and market levels, determined annually [3] - Internal directors do not receive separate director allowances; their compensation follows the senior management compensation system [3] - External directors do not receive compensation from the company [3] - Senior management operates on a salary system comprising a base salary and performance-based salary, linked to annual performance contracts [3][4] Compensation Distribution - Compensation for non-independent directors and senior management is distributed according to their positions [4] - Independent director allowances are paid quarterly, and all compensation is pre-tax [4] Compensation Adjustment - The compensation system is designed to adapt to the company's strategic needs and operational changes [5] - Adjustments are based on industry salary levels, inflation, company profitability, organizational changes, and individual role changes [5] Special Provisions - The board may establish temporary rewards or penalties for non-independent directors and senior management within the annual budget [5] Implementation - The compensation management system is effective upon approval by the shareholders' meeting and will be revised as necessary [5]