证券代码：300698 证券简称：万马科技 公告编号：2025-018 万马科技股份有限公司（以下简称"公司"）根据《公司章程》，结合公司 经营发展等实际情况，并参照行业、地区薪酬水平，经董事会薪酬与考核委员会 审议，制定公司 2025 年度董事、监事及高级管理人员薪酬方案，具体如下： 一、适用对象：在公司领取薪酬的董事、监事及高级管理人员。 二、适用期限：2025 年 1 月 1 日至 12 月 31 日。 三、薪酬标准 （1）公司董事在公司担任管理职务者，按照所担任的管理职务领取薪酬， 未担任管理职务的董事，不在公司领取薪酬； （2）公司独立董事津贴为 5 万元/年（税后）。 公司监事按照在公司所担任的实际工作岗位领取薪酬，未担任实际工作岗位 的监事，不在公司领取薪酬。 万马科技股份有限公司 本公司及监事会全体成员保证信息披露的内容真实、准确、完整，没有虚 假记载、误导性陈述或重大遗漏。 公司高级管理人员实行绩效年薪制，年薪标准根据公司效益、地区收入水平、 个人学历履职等因素核定，并与目标责任挂钩。高级管理人员薪酬由岗位工资和 效益工资组成。 四、其他规定 管理人员因参加公司会议等实际发生的费用由公司报销 ...

General Principles - The management system for changes in shareholding by directors and senior management of Guangdong Leshi Medical Electronics Co., Ltd. aims to enhance the management of shareholding changes and clarify procedures for information disclosure [1][2] - This system applies to all shares held by directors and senior management, including those held through third-party accounts [1][2] Information Reporting and Disclosure - The board office is responsible for managing the identity and shareholding data of directors and senior management, ensuring timely online reporting and regular checks on share trading disclosures [2][3] - Directors and senior management must report their personal identity information to the Shenzhen Stock Exchange within two trading days after their appointment or any changes [2][3] Trading Procedures - Directors and senior management must notify the board secretary in writing of their trading plans before buying or selling shares, and the board secretary must verify compliance with disclosure and legal requirements [4][5] - If shareholding changes occur, they must be reported to the company within two trading days and disclosed on the Shenzhen Stock Exchange [5][6] Shareholding Change Management - Certain conditions restrict the transfer of shares held by directors and senior management, such as within one year of the company's stock listing or within six months after leaving their position [6][7] - Directors and senior management are prohibited from trading shares during specific periods, such as 15 days before annual or semi-annual reports [6][7] Accountability - Any violations of the trading regulations by directors and senior management will result in the company reclaiming any profits made from such trades [8][9] - The company will impose penalties for violations, which may include warnings, demotions, or termination of employment [9][10] Additional Provisions - Shareholders holding more than 5% of the company's shares must adhere to the same regulations as directors and senior management [10][11] - The system will be effective upon approval by the board and will be subject to relevant laws and regulations [11]

Core Points - The company has established a compensation management system for its directors, supervisors, and senior management to enhance governance structure and promote sustainable development [2][4][7] Group 1: Compensation Management Principles - The compensation of directors, supervisors, and senior management is linked to the company's performance to ensure stable development while adhering to market value principles [2][4] - The compensation system is designed to motivate and enhance the initiative and creativity of the company's leadership [2][4] Group 2: Compensation Structure and Determination - The shareholders' meeting is responsible for reviewing the compensation plans for directors and supervisors, while the board of directors authorizes the nomination and compensation assessment committee to determine the compensation for senior management [3][4] - The compensation for directors who also serve as senior management is based on a fixed annual salary, without additional director allowances [4][5] - Independent directors receive an annual allowance as per the standards approved by the shareholders' meeting, and their reasonable expenses are covered by the company [4][5] Group 3: Performance-Based Compensation - Basic salary is determined based on the company's responsibilities, operational scale, and regional average wages, paid in cash monthly [5][6] - Performance-based compensation is paid after the annual performance assessment, reflecting the company's operational results [5][6] - The compensation system is designed to align with the company's long-term interests and ensure fairness both internally and externally [6][12] Group 4: Adjustments and Compliance - The compensation management system is intended to serve the company's strategic goals and will be adjusted according to changes in operational conditions [14][15] - In case of significant changes in the external economic environment, the nomination and compensation assessment committee may propose revisions to the system, subject to board and shareholder approval [15][16] - The system will take effect upon approval by the shareholders' meeting and will replace the previous management compensation guidelines [7][16]

德力西新能源科技股份有限公司 章 程 | | | | 第一章 | 总则 2 | | --- | --- | | 第二章 | 经营宗旨和范围 3 | | 第三章 | 股份 3 | | 第一节 | 股份发行 3 | | 第二节 | 股份增减和回购 4 | | 第三节 | 股份转让 5 | | 第四章 | 股东和股东大会 6 | | 第一节 | 股东 6 | | 第二节 | 股东大会的一般规定 9 | | 第三节 | 股东大会的召集 13 | | 第四节 | 股东大会的提案与通知 14 | | 第五节 | 股东大会的召开 16 | | 第六节 | 股东大会的表决和决议 19 | | 第五章 | 董事会 24 | | 第一节 | 董事 24 | | 第二节 | 独立董事 27 | | 第三节 | 董事会 29 | | 第四节 | 董事会专门委员会 33 | | 第六章 | 总经理及其他高级管理人员 35 | | 第七章 | 监事会 37 | | 第一节 | 监事 37 | | 第二节 | 监事会 37 | | 第八章 | 财务会计制度、利润分配和审计 39 | | 第一节 | 财务会计制度 39 | | 第二节 | ...