山东南山铝业股份有限公司 薪酬与考核委员会工作细则（2025 年 8 月修订） 第一章 总则 第一条 为规范山东南山铝业股份有限公司（以下简称"公司"）董事（如 无特别说明均不含独立董事，下同）及高级管理人员的考核和薪酬管理制度，完 善公司治理结构，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》《上市公司独立董事管理办法》等有关法律、法规和规范性文 件以及《山东南山铝业股份有限公司章程》（以下简称《公司章程》）的规定， 公司设立董事会薪酬与考核委员会（下称简称"薪酬与考核委员会"），并制定 本工作细则。 第二条 薪酬与考核委员会是董事会下设的专门工作机构，主要负责制定公 司董事及高级管理人员的考核标准并进行考核；负责制定、审查公司董事及高级 管理人员的薪酬决定机制、决策流程、支付与止付追索安排等政策与方案，对董 事会负责。 第三条 本工作细则所称董事是指在本公司支取薪酬的董事，高级管理人员 是指《公司章程》中明确的高级管理人员、以及由总经理提请董事会认定的其他 高级管理人员。 第二章 人员组成 第八条 董事会秘书负责薪酬与考核委员会和董事会之间的具体协调工作。 第三章 职责权限 第 ...

恒通物流股份有限公司 薪酬与考核委员会工作细则 恒通物流股份有限公司 薪酬与考核委员会工作细则 第一章 总则 第六条 薪酬与考核委员会设主任委员一名，由独立董事委员担任，负责召 集并主持委员会工作；主任委员在委员内选举，并报请董事会备案。 第七条 薪酬与考核委员会委员的任期与其董事任期相同，委员任期届满， 连选可以连任。期间如有委员因辞职或其他原因不再担任公司董事职务，其委员 资格自其不再担任董事之时自动丧失。董事会应根据《公司章程》及本规则增补 新的委员。 恒通物流股份有限公司 薪酬与考核委员会工作细则 第八条 董事会秘书负责薪酬与考核委员会和董事会之间的具体协调工作。 第一条 为规范恒通物流股份有限公司（以下简称"公司"）董事（如无特 别说明均不含独立董事，下同）及高级管理人员的考核和薪酬管理制度，完善公 司治理结构，根据《中华人民共和国公司法》《上市公司治理准则》《上市公司 独立董事管理办法》等有关法律、法规和规范性文件以及《公司章程》的规定， 公司设立董事会薪酬与考核委员会（下称简称"薪酬与考核委员会"），并制定 本工作细则。 第二条 薪酬与考核委员会是董事会下设的专门工作机构，主要负责制定公 司董事 ...

第二条 公司董事会下设的董事会薪酬与考核委员会（以下简称"薪酬委员会"或"委员 会"），作为拟订和管理公司高级人力资源薪酬方案、评估公司董事和高级管理人员业绩的 专门机构。 第三条 薪酬委员会所作决议，应当符合有关法律、法规、规范性文件及《公司章程》、 本制度的规定。 第二章 人员组成 苏州科达科技股份有限公司 董事会薪酬与考核委员会制度 第一章 总则 第一条 为建立、完善苏州科达科技股份有限公司（以下简称"公司"）董事和高级管 理人员的业绩考核与评价体系，制订科学、有效的薪酬管理制度，根据《中华人民共和国 公司法》 （以下简称"《公司法》"）、中国证券监督管理委员会和上海证券交易所的有关规 定以及《苏州科达科技股份有限公司章程》（以下简称"《公司章程》"），制定本制度。 第四条 薪酬委员会由三名董事组成，其中独立董事应占半数以上。薪酬委员会委员 由董事长、二分之一以上独立董事或者全体董事的三分之一提名，由公司董事会选举产生。 第五条 薪酬委员会设主任一名，由独立董事担任。薪酬委员会主任在委员内选举， 并报请董事会批准产生。 薪酬委员会主任负责召集和主持薪酬委员会会议，当薪酬委员会主任不能或无法履行 职责时， ...

Core Points - The establishment of a Compensation and Assessment Committee aims to enhance the governance structure of Zhejiang Yasha Decoration Co., Ltd. by setting standards for evaluating directors and managerial personnel [1][2] - The committee is responsible for formulating and reviewing compensation policies and plans for directors and senior management, and it reports directly to the board of directors [1][3] Group 1: Committee Structure - The Compensation and Assessment Committee consists of three directors, with a majority being independent directors [2] - The committee members are elected by the board of directors, and the chairperson must be an independent director [2][3] Group 2: Responsibilities and Authority - The committee is tasked with developing evaluation standards for directors and senior management, as well as proposing compensation policies and plans to the board [3][4] - The board has the authority to reject any compensation policies that may harm shareholder interests [3][4] Group 3: Decision-Making Procedures - The committee is required to meet at least twice a year, with meetings needing a two-thirds attendance to be valid [6] - Decisions made by the committee must be documented and reported to the board of directors [6][7] Group 4: Additional Provisions - The committee can invite external professionals for advice and must maintain confidentiality regarding meeting discussions [6][7] - The rules and procedures established by the committee must comply with relevant laws and the company's articles of association [7]

Core Points - The company establishes a mechanism for evaluating and incentivizing its directors and senior management to enhance corporate governance [1] - The Compensation and Assessment Committee is responsible for formulating compensation policies and assessment standards for directors and senior management [2][10] - The committee consists of three directors, with at least two being independent directors, and is chaired by an independent director [6][8] Group 1: Committee Structure and Responsibilities - The Compensation and Assessment Committee is a specialized body set up by the board of directors to develop compensation policies and assessment work for directors and senior management [2] - The committee is responsible for proposing compensation plans for directors and senior management, which must be approved by the board and then submitted to the shareholders' meeting for approval [12] - The committee must consider national laws, industry characteristics, regional economic conditions, and the company's operational status when formulating compensation policies [13] Group 2: Meeting Procedures and Decision-Making - The committee meetings are chaired by the chairperson, and independent directors must attend in person or provide written opinions if unable to attend [4][19] - A quorum for meetings requires the presence of more than half of the committee members, and decisions must be approved by a majority [20] - Meeting records and minutes are confidential documents, and all attendees are bound by confidentiality obligations [28][29]

Core Points - The article outlines the establishment and operational guidelines of the Compensation and Assessment Committee of Zhengde Medical Supplies Co., Ltd. [1][8] - The committee is responsible for formulating assessment standards and compensation policies for the company's directors and senior management [2][3] Section Summaries General Principles - The committee is established to enhance the corporate governance structure of the company and is guided by relevant laws and regulations [1] - It operates independently within the authority granted by the board of directors and is accountable to the board [1][3] Formation and Composition - The committee consists of three directors, with a majority being independent directors [2] - An independent director serves as the chairperson, responsible for convening and presiding over meetings [2] Responsibilities and Authority - The committee is tasked with developing assessment standards for directors and senior management, as well as reviewing compensation policies [3] - Recommendations made by the committee regarding compensation must be documented if not fully adopted by the board [3] Work Procedures - Relevant departments must assist the committee by providing necessary information for decision-making [4][5] - The committee evaluates the performance of directors and senior management based on established standards [5] Meeting Rules - Meetings are primarily held in person, with provisions for remote participation if necessary [6] - A quorum requires the presence of at least two-thirds of the committee members [6] Documentation and Confidentiality - Complete records of meetings must be maintained, and all attendees are bound by confidentiality regarding discussed matters [7][8]

General Provisions - The purpose of the remuneration and assessment committee is to enhance the management system for the remuneration and assessment of directors and senior management, improve corporate governance, and assist the board in making informed decisions [1][2] - The committee is established by the board of directors and is responsible for formulating assessment standards and remuneration policies for directors and senior management [1][2] Personnel Structure - The committee consists of three directors, with at least two independent directors, who must hold more than half of the committee's positions and serve as the convener [2][3] - The committee members are nominated by the chairman, more than half of the independent directors, or more than one-third of all directors, and elected by the board [2][3] Responsibilities and Authority - The main responsibilities of the committee include proposing remuneration for directors and senior management, suggesting changes to equity incentive plans, and advising on shareholding plans for subsidiaries [2][3] - The committee must document any recommendations not adopted by the board, including reasons for non-acceptance [2][3] Work Procedures - The human resources department operates under the committee's guidance to assist in remuneration and assessment tasks, providing necessary financial and performance data [3][4] - The committee evaluates directors and senior management based on audited financial results and self-assessment reports, proposing performance assessment outcomes for board approval [4][5] Meeting Rules - The committee holds at least two regular meetings annually, with additional meetings called as needed, requiring a two-thirds attendance for validity [5][6] - Decisions are made by majority vote, and meeting records must be kept, ensuring confidentiality of discussed matters [5][6] Supplementary Provisions - The work system is subject to national laws and regulations, and any conflicts with future laws or amendments to the company's articles of association will be resolved in favor of the latter [6]

福建坤彩材料科技股份有限公司 薪酬与考核委员会工作细则 福建·福州 二〇二五年五月 福建坤彩材料科技股份有限公司 董事会薪酬与考核委员会工作细则 第一章 总 则 第一条 为进一步健全福建坤彩材料科技股份有限公司（以下称"公司"） 董事及高级管理人员的考核和薪酬管理制度，完善公司治理结构，根据《中华人 民共和国公司法》 （以下简称"《公司法》"）、 《福建坤彩材料科技股份有限公司章 程》 （以下简称"《公司章程》"）及其它有关规定，公司董事会设立薪酬与考核委 员会，并制定本细则。 第二条 薪酬与考核委员会是由公司董事组成的专门工作机构，主要负责制 定公司董事及高级管理人员的考核标准并进行考核；负责制定、审查公司董事及 高级管理人员的薪酬决定机制、决策流程、支付与止付追索安排等薪酬政策与方 案，向董事会负责、提出建议并报告工作。 第四条 薪酬与考核委员会设召集人一名，由独立董事担任，负责主持委员 会的工作。召集人由公司董事长提名，并经董事会任命。 第五条 薪酬与考核委员会成员任期与董事会董事任期一致，委员任期届满 可连选连任。期间如有委员不再担任公司董事职务，自动失去委员资格。 第六条 委员会委员可以在任期届满以 ...