盟升电子: 董事及高级管理人员薪酬管理制度

Core Points - The company aims to enhance the management level and operational efficiency of its board members and senior management through a well-defined incentive and restraint mechanism [1] - The compensation structure for directors and senior management is based on company size, performance, and industry standards [1][2] - The compensation standards for directors and senior management are subject to approval by the board and shareholders [2][3] Compensation Standards and Structure - Directors not working full-time for the company do not receive salaries but have their normal work expenses covered by the company [2] - Full-time directors and senior management receive a fixed salary and performance-based pay, with the fixed salary adjusted annually [2][3] - Independent directors receive allowances and have their work-related expenses covered by the company [2] Performance Assessment and Payment - The company establishes work plans and targets for directors and senior management at the beginning of the fiscal year [3] - Fixed salaries are paid monthly, while performance-based pay is distributed after the fiscal year based on performance evaluations [3] - A performance assessment committee evaluates the performance of directors and senior management at the end of the fiscal year to determine their performance-based pay [3] Principles of Compensation - Compensation levels should align with the company's size and performance [4] - Compensation is linked to performance, combining incentives and constraints [4] - The compensation standards are designed to be open, fair, and transparent [4] Additional Provisions - The compensation for departing directors and senior management is calculated based on their actual tenure and performance [3] - The company will adhere to relevant laws and regulations in case of any discrepancies in the compensation system [5] - The board is responsible for interpreting the compensation system, which takes effect upon approval by the board and shareholders [5]