第二条 本制度适用于公司董事、总经理、副总经理、董事会秘书、财务负责 人。 第三条 公司董事及高级管理人员的薪酬以公司经营规模和绩效为基础，根据 公司经营计划和分管工作的职责、目标，进行综合考核确定。 第四条 公司董事及高级管理人员的薪酬管理遵循以下原则: （一）坚持按劳分配与责、权、利相结合的原则; （二）总体薪酬水平兼顾内外部公平，并与公司规模相适应; （三）激励约束并重，薪酬发放与公司激励机制挂钩。 安徽芯动联科微系统股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 第一条 为了进一步完善安徽芯动联科微系统股份有限公司（以下简称"公司"） 董事及高级管理人员的薪酬、津贴管理，建立科学有效的激励与约束机制，有效调动 公司董事及高级管理人员的工作积极性，提高公司的经营管理效益，根据《中华人民 共和国公司法》《上市公司治理准则》《上海证券交易所科创板股票上市规则》等有 关法律、法规和《安徽芯动联科微系统股份有限公司章程》（以下简称《公司章程》） 特制定本薪酬管理制度。 第十条 下列税费按照国家有关规定从董事及高级管理人员的薪酬中直接扣 除: 第二章 薪酬管理机构 第五条 公司股东会负责审议有关董事的 ...

第二条 本制度适用于下列人员： （一）公司董事会的全体成员； 唯捷创芯（天津）电子技术股份有限公司 第一章 总则 第一条 为规范唯捷创芯（天津）电子技术股份有限公司（以下简称"公司"） 董事、高级管理人员的薪酬管理，建立科学有效的激励与约束机制，有效调动公 司董事、高级管理人员的工作积极性，提高公司的经营管理效益，根据《中华人 民共和国公司法》（以下简称"《公司法》"）、《上市公司治理准则》《上海证券交 易所科创板股票上市规则》《上海证券交易所科创板上市公司自律监管指引第 1 号——规范运作》等有关法律、法规及《唯捷创芯（天津）电子技术股份有限公 司章程》（以下简称"《公司章程》"）的有关规定，特制定本薪酬管理制度。 （二）公司所有高级管理人员（包括总经理、副总经理、董事会秘书、财务 负责人及董事会决议确认为高级管理人员的其他人员） 第三条 公司薪酬制度遵循以下原则： （一）公平原则，体现收入水平符合公司规模与业绩的原则，总体薪酬水平 兼顾内外部公平； （二）责、权、利统一原则，体现薪酬与岗位价值高低、履行责任义务大小 相符； （三）长远发展原则，体现薪酬与公司持续健康发展的目标相符； （四）激励约束并重原则 ...

Core Points - The company aims to enhance management levels and establish a sound compensation management system based on principles of responsibility, authority, and benefits [1] - The compensation management system applies to directors and senior management personnel, including the president, vice presidents, financial officer, and board secretary [1][2] - Directors are categorized based on their work nature, and their compensation includes allowances paid semi-annually, with personal income tax withheld by the company [1][2] - The president, vice presidents, financial officer, and board secretary receive a salary composed of a basic salary and performance-based salary, with adjustments based on industry standards and inflation [2] - The board's compensation and assessment committee is responsible for setting assessment standards and evaluating senior management, with results reported to the board for approval [2] - The system will be implemented after approval by the shareholders' meeting and is subject to interpretation by the board [2]

General Principles - The compensation management system for directors and senior management of Shanghai Sailun Biotechnology Co., Ltd. aims to enhance work motivation and creativity, thereby improving operational efficiency and management standards [2] - The system is based on relevant laws and regulations, including the Company Law of the People's Republic of China and the Articles of Association of the company [2] Applicability - The compensation management system applies to the company's directors and senior management, which includes the general manager, deputy general managers, board secretary, financial director, and other personnel recognized by the board [2] Compensation Principles - Compensation for directors and senior management is determined based on company size and performance, ensuring alignment with market value [2] - The principles include reflecting income levels in accordance with company scale and performance, aligning compensation with job value and responsibilities, supporting long-term company interests, and balancing incentives and constraints [2] Compensation Management Structure - The board of directors is responsible for reviewing the compensation of senior management, while the shareholders' meeting reviews the compensation of directors [3] - The Compensation and Assessment Committee of the board manages the compensation plans and conducts annual performance evaluations [3] Compensation Standards - Compensation for board members includes allowances for independent directors, which are subject to approval by the board and shareholders [3][4] - Senior management compensation consists of basic salary and performance-based pay, with the basic salary determined by position, responsibility, capability, and market salary trends [4] Performance-Based Compensation - Performance-based compensation is linked to the company's performance evaluation system and is determined based on assessment results [4] Payment Schedule - Director allowances and basic salaries are paid monthly, while performance bonuses are distributed based on the assessment cycle, which runs from January 1 to December 31 each year [5] Conditions for Compensation Reduction - The board may decide to reduce or withhold performance compensation or allowances if there are significant losses due to poor decision-making or serious violations of company regulations [5] Compensation Adjustment Criteria - The Compensation and Assessment Committee adjusts compensation based on industry salary increases, inflation, company profitability, organizational changes, and specific job responsibilities [6][7] Implementation - The compensation management system will be implemented upon approval by the shareholders' meeting and is subject to modification by the board [7]

General Overview - The company aims to establish a compensation management system for its directors and senior management to enhance their work motivation and align with modern corporate governance practices [2][3] Applicable Personnel - The compensation management system applies to the company's directors and senior management, including the general manager, deputy general managers, financial director, board secretary, and other senior management as defined in the company's articles of association [2] Compensation Management Structure - The shareholders' meeting is the highest authority responsible for reviewing and approving the implementation, modification, and termination of the compensation management system [3] - The board of directors authorizes the compensation and assessment committee to set compensation standards and conduct annual evaluations of directors and senior management [3] Compensation Standards - Directors in management positions will have their compensation determined based on their roles and responsibilities [3] - Independent directors will receive an annual allowance based on regional economic and industry standards, with reasonable expenses covered by the company [3] - Senior management will have a salary structure consisting of a base salary and an annual performance bonus, with the base salary reflecting industry standards and job responsibilities [3][4] Compensation Payment - Independent directors' allowances are paid monthly, while the payment schedule for other directors and senior management is determined by the company's salary payment system [4] - Compensation for directors and senior management is pre-tax, with deductions for personal income tax and social insurance [4] Compensation Adjustments and Incentives - The compensation system will adapt to changes in the company's operational strategy and external economic conditions [5] - The compensation and assessment committee can approve temporary special rewards or penalties based on specific circumstances [5] - Salary reductions or deductions may occur for directors and senior management under certain conditions, such as serious violations of company policies or causing significant economic losses [5] Additional Provisions - The terms "yuan" and "ten thousand yuan" refer to "Renminbi yuan" and "Renminbi ten thousand" respectively [6] - The compensation system does not include stock incentive plans or other special bonuses unless specified [6] - The system will take effect upon approval by the shareholders' meeting and will be modified accordingly [6]

Core Points - The purpose of the compensation management system is to establish an incentive and restraint mechanism that aligns with modern enterprise management requirements, enhancing the operational efficiency and management level of the company [2] - The system applies to the board members and senior management of Shanghai Qifan Cable Co., Ltd., including independent directors, internal directors, and senior management personnel [2][3] Summary by Sections Chapter 1: Purpose - The system aims to motivate senior management and improve business performance based on relevant laws and the company's actual situation [2] Chapter 2: Scope of Application - The system is applicable to all members of the board of directors and senior management, including independent and internal directors [2] Chapter 3: Management Principles - Compensation is based on economic indicators and comprehensive management, adhering to principles such as aligning compensation with long-term company interests and linking pay to performance [3] Chapter 4: Management Organization - The shareholders' meeting is responsible for reviewing the compensation management system, while the board's compensation and assessment committee oversees its implementation [3] Chapter 5: Composition and Standards of Compensation - Compensation for directors and senior management includes a monthly salary, performance bonuses, and is linked to the company's annual performance [4][5] Chapter 6: Performance Assessment Procedures - The human resources and finance departments are responsible for developing annual performance assessment systems and procedures, subject to board approval [4] Chapter 7: Payment of Compensation - Monthly salaries are paid via bank transfer, and performance bonuses are distributed after the fiscal year based on assessment results [6] Chapter 8: Other Management - Internal directors and senior management must sign labor contracts, and a responsibility accountability system is in place for poor performance or decision-making failures [8] Chapter 9: Supplementary Provisions - The system is subject to national laws and regulations, with the board holding the interpretation rights [9]

Core Points - The article outlines the compensation management system for the board of directors and senior management of Yantai Zhongchong Food Co., Ltd, aiming to establish effective incentive and restraint mechanisms to align with the company's strategic goals [1][5] - The compensation system is based on principles such as long-term interests, equity between rights and responsibilities, performance linkage, and competitiveness in the market [1][2] Group 1: Compensation Principles - The long-term interests principle ensures alignment with sustainable development goals, combining short-term and long-term incentives to prevent short-term behavior [1] - The equity principle determines basic salary standards based on job position, performance, and contributions [1] - The performance linkage principle ties annual compensation to individual performance and company operational results [1] - The competitiveness principle focuses on market-based income to attract talent [1] Group 2: Compensation Management Structure - The shareholders' meeting is responsible for reviewing the compensation of directors, while the board of directors reviews the compensation of senior management [2] - The Compensation and Assessment Committee under the board is responsible for formulating and reviewing compensation plans and assessing performance [2] Group 3: Compensation Standards and Distribution - Non-independent directors do not receive compensation, while independent directors receive an annual allowance of 60,000 yuan, paid monthly [3] - Senior management compensation consists of basic salary and performance-based salary, calculated as annual salary = basic salary + performance salary [3][4] - The compensation does not include stock incentive plans or other special bonuses [4] Group 4: Performance and Adjustment - Performance bonuses for directors and senior management are calculated based on actual tenure and performance [4] - The company reserves the right to withhold performance-based salary or allowances under certain circumstances, such as serious violations of company regulations [4] - Compensation adjustments are based on industry salary trends, inflation, company profitability, organizational changes, and individual position changes [5]

Core Points - The article outlines the compensation management system for the board of directors and senior management of Suzhou Shangsong Electronics Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation and management efficiency [1][2] Group 1: Principles of Compensation Management - The compensation system adheres to principles such as fairness, alignment of responsibilities and rights, long-term development, and a balance between incentives and constraints [3][4] - The compensation for independent directors is provided as a monthly allowance, while non-independent directors and senior management receive salaries based on their roles and responsibilities [2][3] Group 2: Compensation Structure - The compensation for non-independent directors and senior management consists of basic salary, position allowances, talent allowances, annual basic rewards, and annual contribution rewards, which are determined based on performance evaluations and company performance [2][3] - The salary for non-independent directors holding multiple positions is determined by the highest salary principle, avoiding duplicate payments [2][3] Group 3: Compensation Adjustment - The compensation system is designed to serve the company's business strategy and will be adjusted according to changes in the company's operational status [6] - Adjustments to compensation are based on industry salary growth, inflation levels, company profitability, and strategic or organizational changes [6]

Core Viewpoint - The article outlines the compensation management system for the board of directors and senior management of Hebei Keli Automotive Equipment Co., Ltd, aiming to establish a fair and effective incentive mechanism to promote the company's sustainable development [1][5]. Group 1: Compensation Principles - The compensation for directors and senior management is based on the company's operational and management performance, considering the completion of business plans, responsibilities, and individual performance [1]. - The compensation distribution follows principles of matching responsibilities, rights, and interests, linking personal income to company performance, and ensuring fairness in assessment [3][4]. Group 2: Management Structure - The Board of Directors is responsible for reviewing the compensation of senior management, while the shareholders' meeting is responsible for reviewing the compensation of directors [2]. - The Compensation and Assessment Committee evaluates the performance of directors and senior management and proposes compensation amounts and reward methods to the Board [2]. Group 3: Compensation Standards - Independent directors receive a fixed allowance approved by the shareholders' meeting, with no additional compensation or social security benefits [3]. - Non-independent directors receive compensation according to their position without additional allowances [3]. - Senior management's compensation consists of a fixed salary and performance-based pay, with the latter determined by annual operational goals and individual performance [3]. Group 4: Salary Adjustments and Penalties - The compensation system should align with the company's development strategy and be adjusted as the company evolves [4]. - Penalties such as salary reductions or withholding performance bonuses can be applied for serious violations of company policies or causing significant economic losses [4]. Group 5: Implementation and Compliance - The compensation management system is subject to national laws and regulations, and any inconsistencies with these laws will defer to the legal provisions [5]. - The system will take effect upon approval by the shareholders' meeting and will be interpreted by the Board of Directors [5].

Core Points - The company is holding its second extraordinary general meeting of shareholders in 2025 to ensure the rights of all shareholders and maintain order during the meeting [1][2] - The meeting will take place on June 23, 2025, at 14:30 in Shenzhen, combining on-site and online voting methods [5][6] - The agenda includes four key proposals: new daily related transactions for 2025, amendments to the company's articles of association, establishment of a remuneration management system for directors and senior management, and revisions to the accountant selection system [7][10][12] Meeting Procedures - Attendees must register 30 minutes before the meeting and present necessary identification documents [2][3] - Only authorized personnel, including shareholders and their representatives, company directors, senior management, and invited lawyers, are allowed to attend [2] - Voting will be conducted through both on-site and online methods, with specific time frames for online voting [6][4] Proposals Overview - Proposal 1: The company anticipates new daily related transactions with a total amount not exceeding RMB 170 million for 2025, requiring shareholder approval [9] - Proposal 2: Amendments to the company's articles of association are proposed to enhance decision-making efficiency [10] - Proposal 3: A new remuneration management system for directors and senior management is to be established to improve incentive mechanisms [11] - Proposal 4: Revisions to the accountant selection system are proposed to align with current regulations and company needs [13]