天新药业: 董事、高级管理人员薪酬与考核管理制度

Core Points - The company aims to standardize the compensation management for its directors and senior management to enhance their work motivation [1] - The compensation management principles include fairness, alignment of responsibilities and rights, long-term development, and a balance between incentives and constraints [1] Group 1: Compensation Management - The compensation management system applies to the company's directors and senior management, including the general manager, deputy general managers, financial officer, and board secretary [1] - The shareholders' meeting is responsible for reviewing the compensation plans for directors, while the board of directors reviews the plans for senior management [2] Group 2: Compensation Structure - The compensation for independent directors is in the form of fixed allowances, which are approved by the shareholders' meeting [2] - Non-independent directors who work in the company receive compensation based on their actual job positions and do not receive director allowances [2] - The basic salary for senior management is the remuneration for fulfilling their job responsibilities [2] Group 3: Performance Bonuses - The annual performance bonus for senior management is linked to the company's annual performance targets and their job performance [2] - The compensation standards mentioned are pre-tax, with the company responsible for withholding personal income tax [2] Group 4: Payment Schedule - The fixed allowances for independent directors and salaries for non-independent directors are paid monthly, while the annual performance bonuses for senior management are distributed after the fiscal year based on performance evaluations [2][3] Group 5: Additional Provisions - The rules will be executed in accordance with relevant laws and regulations if there are any discrepancies or unaddressed matters [4] - The compensation management system becomes effective upon approval by the shareholders' meeting and will be interpreted by the board of directors [4]