京华激光: 京华激光董事和高级管理人员薪酬管理制度（2025年8月）

Core Points - The company aims to enhance its governance structure and establish a fair and effective compensation management system for its directors and senior management [1][2] - The compensation for directors and senior management will be based on the company's operational performance and management effectiveness, integrating various assessment criteria [1][3] Group 1: General Principles - The compensation distribution for directors and senior management follows specific principles, including alignment with company performance and individual contributions [2][10] - The compensation plan for directors requires approval from the board and submission to the shareholders' meeting for review, while senior management's annual compensation plan is subject to board approval [2][5] Group 2: Compensation and Assessment Management - Independent directors receive a fixed allowance approved by the shareholders' meeting and do not participate in performance-related assessments [3][5] - Internal directors and senior management are compensated based on their roles, with senior management receiving a salary and year-end performance bonuses based on annual operational goals [3][6] Group 3: Salary Management - Salary adjustments for directors and senior management are linked to the company's strategic development and may be modified in response to significant changes in the operating environment [6][11] - The company can establish special rewards or penalties for specific matters as supplementary compensation for internal directors and senior management, subject to board approval [6][12] Group 4: Additional Provisions - The compensation system must comply with relevant laws and regulations, and any conflicts with these regulations will defer to legal standards [6][13] - The board of directors holds the authority to interpret the compensation management system [6][14] - The compensation management system will take effect upon approval by the shareholders' meeting [6][15]