ST华通: 董事、高级管理人员薪酬管理制度（2025年8月）

Core Viewpoint - The remuneration management system of Zhejiang Century Huatong Group Co., Ltd. aims to establish an effective incentive and restraint mechanism for directors and senior management, aligning their compensation with the company's long-term development and shareholder interests [1][2]. Group 1: General Principles - The remuneration system is designed to motivate directors and senior management, enhancing the company's operational management efficiency [1]. - The compensation for directors and senior management is closely linked to the company's operational performance and the completion of their respective work objectives [1][2]. - The system emphasizes a combination of incentives and constraints in the remuneration distribution [2]. Group 2: Management Structure - The Board of Directors' Remuneration and Assessment Committee is responsible for evaluating and initially determining the remuneration plans for directors and senior management [2]. - The remuneration and allowance plans for directors must be approved by the Board and submitted to the shareholders' meeting for review, while the annual remuneration plans for senior management require Board approval [2]. Group 3: Remuneration Standards and Distribution - The remuneration consists of salary, allowances, and performance-based pay, with non-independent directors receiving fixed and performance pay without separate director allowances [3]. - Independent directors receive fixed allowances determined by the Remuneration and Assessment Committee, subject to shareholders' approval [3]. - Remuneration is subject to personal income tax deductions as per national regulations [3]. Group 4: Remuneration Adjustment - The remuneration system should adapt to the company's operational strategy and adjust according to changes in the company's performance and industry salary levels [3][4]. - Special rewards or penalties may be established for specific matters, supplementing the remuneration of directors and senior management [3]. Group 5: Additional Provisions - The remuneration system becomes effective upon approval by the shareholders' meeting and will be revised as necessary [4]. - The Board of Directors is responsible for interpreting the remuneration management system [4].