Core Viewpoint - The article outlines the compensation management system for the board of directors and senior management of Beijing Kejingyuan Technology Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance operational efficiency and align compensation with company performance and shareholder interests [1][2]. Summary by Sections General Principles - The compensation management system is designed to regulate the salaries of the board of directors and senior management, ensuring it is competitive with market standards [2]. - The applicable directors include all current members of the board, categorized into internal, external, and independent directors [2]. Compensation Management - The shareholders' meeting is responsible for reviewing the compensation plans for directors, while the board of directors handles the plans for senior management [3]. - The compensation committee is tasked with formulating and reviewing the compensation plans and conducting annual performance evaluations [3]. Compensation Standards and Distribution - Internal directors who are also senior management will receive compensation according to senior management standards, while external and independent directors will receive compensation as approved by the shareholders' meeting [4]. - Senior management's compensation consists of a base salary and performance-based pay, with the base salary determined by various factors including position and market conditions [4]. Restraint Mechanism - The company reserves the right to reduce or withhold performance pay or allowances under certain circumstances, such as public reprimands or significant violations of regulations [5]. - The compensation is considered pre-tax income, and individuals are required to pay personal income tax accordingly [5]. Miscellaneous - Any matters not covered by this system will be governed by relevant national laws and regulations [5]. - The board of directors is authorized to interpret and amend this system, which takes effect upon approval by the shareholders' meeting [5].

四川国光农化股份有限公司 董事、高级管理人员薪酬管理办法 第一条 目的 为了建立公司董事、高级管理人员激励和约束机制，充分调动董事、高级管 理人员的积极性和创造性，提升公司整体管理水平，确保公司战略的实现，根据《中 华人民共和国公司法》、 《上市公司治理准则》等法律法规以及《四川国光农化股份 有限公司章程》的相关规定，结合公司实际情况，特制定本办法。 第二条 适用范围 本办法适用于四川国光农化股份有限公司（以下简称"公司"）董事、高级管 理人员。 董事包括独立董事、外部董事（不在公司担任除董事以外职务的非独立董事）、 内部董事（在公司担任了除董事以外的职务）；高级管理人员（以下简称"高管"） 按公司章程的规定包括总裁、副总裁、财务总监、董事会秘书。 四川国光农化股份有限公司 第一章 总则 第三条 管理机构及职责 薪酬与考核委员会为董事会下设的专门委员会，其主要职责权限： （一）研究董事与高级管理人员考核的标准； （二）研究和审查董事、高级管理人员的薪酬政策与方案； （三）审查公司董事、高级管理人员履行职责的情况并对其进行年度考评； （四）董事会授权的其他事宜。 董事、高级管理人员薪酬应当经公司董事会审议，董事 ...

电光防爆科技股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 电光防爆科技股份有限公司 董事、高级管理人员薪酬管理制度 第一条 为进一步完善电光防爆科技股份有限公司（以下简称"公司"）治 理结构，加强和规范公司董事、高级管理人员薪酬的管理，建立和完善有效的 激励与约束机制，充分调动董事和高级管理人员的工作积极性和创造性，促进 公司持续健康发展，根据《中华人民共和国公司法》 （以下简称"《公司法》"）、 《中华人民共和国证券法》（以下简称"《证券法》"）等有关法律、法规、部 门规章、规范性文件及《电光防爆科技股份有限公司章程》（以下简称"《公司 章程》"）的有关规定，结合公司实际情况，制定本制度。 第二条 本制度所适用对象为《公司章程》规定的董事和高级管理人员。 第三条 公司董事、高级管理人员薪酬分配遵循以下基本原则： （一）公平原则：收入水平符合公司规模与业绩的原则，同时兼顾市场薪 酬水平； （二）责、权、利统一原则：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：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：薪酬发放与考核、奖惩挂钩，与公司激励机制 挂钩。 （五）考 ...

Core Points - The company aims to establish a scientific and effective incentive and restraint mechanism for the remuneration management of directors and senior management to enhance operational efficiency and governance level [1][2] - The remuneration system is designed to align with the company's long-term stable development and performance goals, ensuring that compensation is linked to company performance and market value [2][8] Summary by Sections General Principles - The remuneration management system applies to directors and senior management, including the general manager, deputy general managers, board secretary, and financial officer [1] - Independent directors do not receive salaries but are entitled to allowances as per shareholder resolutions [1] Remuneration Structure and Performance Assessment - The remuneration consists of a basic annual salary and a performance annual salary, with a focus on contractual management for professional managers [2][3] - The basic annual salary is determined based on five times the average salary of urban non-private sector employees [2][3] - Performance annual salary is only distributed when the company's net profit is positive, calculated based on a specific formula involving various coefficients [3][4] Management and Supervision - The remuneration is managed by the board's remuneration and assessment committee, which evaluates performance annually and proposes remuneration distribution plans [5][6] - Changes in positions will lead to a reassessment of remuneration based on the new role [5] Restraint Mechanism - Salaries are suspended during legal issues, and performance bonuses can be forfeited under specific circumstances, such as legal violations or significant company losses [7][8] - The company can adjust remuneration standards based on economic conditions and company performance [8]

Core Viewpoint - The company has established a compensation management system for its directors and senior management to enhance motivation and ensure sustainable development, in compliance with relevant laws and regulations [2][10]. Group 1: General Principles - The compensation management system aims to regulate the compensation of directors and senior management, promoting their work enthusiasm and the company's healthy development [2]. - The system applies to directors and senior management as defined in the company's articles of association [2]. Group 2: Management Structure - The Board of Directors' Compensation and Assessment Committee is responsible for proposing compensation standards and plans for directors and senior management, as well as conducting annual assessments [3]. - The shareholders' meeting is responsible for reviewing the compensation standards for directors, while the Board of Directors reviews those for senior management [3]. Group 3: Compensation Standards - Non-independent directors do not receive allowances for their director roles but are compensated based on other positions held within the company [3]. - Independent directors receive fixed allowances, which are approved by the shareholders' meeting and paid monthly [3]. - Senior management's compensation is determined based on their specific roles and includes both basic and incentive pay [3][4]. Group 4: Compensation Distribution - Compensation and allowances for directors and senior management are distributed according to internal compensation policies [5]. - All compensation is pre-tax, with personal income tax deducted before payment [5]. - Compensation for departing directors and senior management is calculated based on their actual tenure and performance [5]. Group 5: Compensation Adjustment - The compensation system should align with the company's business strategy and be adjusted according to changes in business conditions [7]. - Adjustments to compensation standards can occur in response to significant changes in the operating environment, influenced by internal and external factors [8]. Group 6: Miscellaneous Provisions - Any matters not covered by the system will follow national laws and regulations, and the system will be amended accordingly [10]. - The interpretation rights of the system belong to the Board of Directors [10]. - The system becomes effective upon approval by the shareholders' meeting [10].

General Principles - The compensation management system for directors and senior management of Zhejiang Lino Fluid Control Technology Co., Ltd. aims to motivate and establish an incentive mechanism aligned with modern corporate governance [1] - The system is based on relevant laws and regulations, including the Company Law of the People's Republic of China and the company's articles of association [1] Applicable Personnel - The system applies to company 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 [1] Compensation Management Structure - The shareholders' meeting is the highest authority responsible for approving the implementation, modification, and termination of the compensation system [2] - The board of directors authorizes the compensation and assessment committee to set compensation standards and conduct annual evaluations of directors and senior management [2] Compensation Standards - Directors in management positions will have their compensation determined based on their roles and responsibilities [2] - Independent directors receive an annual allowance based on regional economic and industry standards, with reasonable expenses covered by the company [2] - Senior management compensation consists of a base salary and an annual performance bonus, with the base salary reflecting industry standards and job responsibilities [2][3] Compensation Payment - Independent directors' allowances are paid monthly [3] - The payment timing and method for non-independent directors and senior management are determined by the company's salary payment system [3] - Compensation is pre-tax, with deductions for personal income tax and social insurance contributions [4] Compensation Adjustment and Incentives - The compensation system should align with the company's business strategy and be adjusted according to changes in business conditions [5] - The compensation and assessment committee can approve temporary special rewards or penalties for directors and senior management [5] - Salary reductions or deductions may occur for serious violations of company rules or significant economic losses caused by the individual [5] Other Provisions - The terms "yuan" and "ten thousand yuan" refer to "Renminbi yuan" and "Renminbi ten thousand" respectively [7] - The compensation does not include stock incentive plans or other special bonuses [7] - The system becomes effective upon approval by the shareholders' meeting and is subject to modification under the same process [7]