Core Points - The compensation management system of Yongyi Furniture Co., Ltd. aims to enhance the motivation of directors and senior management, improve operational management, and promote sustainable development of the company [1] - The compensation for directors and senior management should align with market development, company performance, and sustainable growth [1] Group 1: General Principles - The compensation management system applies to directors (including independent directors) and senior management [1] - Compensation principles include fairness, alignment of rights and responsibilities, long-term development, and a balance of incentives and constraints [1] Group 2: Compensation Management Structure - The Board's Compensation and Assessment Committee is responsible for establishing assessment standards and compensation policies for directors and senior management [2] - The compensation plan for directors is decided by the shareholders' meeting, while the plan for senior management is approved by the Board [2] Group 3: Compensation Standards and Composition - Senior management compensation consists of basic salary and performance-based pay [3] - Basic salary is determined based on the management position and responsibilities, while performance pay is based on the achievement of company goals and individual performance assessments [3] Group 4: Compensation Adjustment - The compensation system should serve the company's strategic goals and be adjusted according to changes in business conditions [6] - Factors influencing adjustments include internal factors like strategic planning and external factors like industry policies and market changes [6] Group 5: Miscellaneous Provisions - The system will follow relevant national laws, regulations, and the company's articles of association [6] - The system takes effect upon approval by the shareholders' meeting and will be revised accordingly [6]

董事、高级管理人员薪酬管理制度 第一章 总则 三生国健药业（上海）股份有限公司 董事、高级管理人员薪酬管理制度 三生国健药业（上海）股份有限公司 第一条 为进一步完善三生国健药业（上海）股份有限公司（以下简称"公司"） 董事、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、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》《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、规范性文件和《三生国健药业（上海）股份有限公司章程》（以 下称"《公司章程》"）的相关规定，结合公司实际情况，制定本薪酬管理制度。 第二条 本制度适用于公司章程规定的董事、高级管理人员。 第三条 公司董事、高级管理人员的薪酬以公司经营与综合管理情况为基础， 根据经营计划完成情况、分管工作职责及工作目标完成情况、个人履职及发展情 况相结合进行综合考核确定。 第四条 公司董事、高级管理人员薪酬分配遵循以下原则： （一）公平原则，薪酬水平符合公司规模与业绩的原则，同时与市场薪酬水 平相符； （二） ...

Core Points - The article outlines the compensation assessment system for directors and senior management of Nanjing Mailland Medical Technology Co., Ltd, aiming to establish a scientific and effective incentive and restraint mechanism to enhance management efficiency and promote sustainable development of the company [1][2]. Summary by Sections General Principles - The compensation management system is based on principles such as the combination of labor distribution with responsibilities, rights, and benefits, alignment of income levels with company performance and market compensation environment, and a clear distinction between rewards and penalties [2]. Compensation Management Mechanism - The shareholders' meeting is responsible for reviewing the compensation standards for directors, while the board of directors is responsible for reviewing the standards for senior management [4]. - The Compensation and Assessment Committee of the board is tasked with managing the compensation system, formulating annual compensation standards and plans, and supervising the implementation of the compensation management system [4][5]. Compensation Standards and Structure - Independent directors receive an annual allowance of 80,000 yuan, with no additional income or social security benefits from the company [3]. - Internal directors follow the salary management regulations corresponding to their positions and do not receive separate compensation or allowances [3]. Payment of Compensation - Compensation for independent and external directors is paid quarterly, while basic salaries for management personnel are paid monthly, with performance-based compensation distributed according to assessment cycles [4]. - Performance assessments are conducted annually from January 1 to December 31 [4]. Adjustment of Compensation - The compensation system is designed to serve the company's business strategy and should be adjusted according to the company's operational status [5]. - Adjustments to compensation for directors and senior management are based on specific reference criteria [5]. Additional Provisions - The board may propose temporary special rewards or penalties for specific matters as supplementary compensation for directors and senior management [5]. - The system is subject to relevant laws, regulations, and the company's articles of association [5].

第三条 公司董事和高级管理人员薪酬管理遵循以下原则： （一）公平原则，体现收入水平符合公司规模与业绩的原则，同时与外部薪酬 水平相符； （二）责、权、利对等的原则，体现薪酬与岗位价值高低、承担责任大小相符； （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； 北京双杰电气股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 第一条 为进一步完善北京双杰电气股份有限公司（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》《上市公司治理准则》等有关法律、法规及《北京双杰电气股份有限公司章 程》（以下简称"《公司章程》"），结合公司现行的薪酬管理体系，特制定本制 度。 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 人以及公司章程规定的其他高级管理人员。 （四）激励与约束并重原则，体现薪酬发放与考核、奖惩、激励机制挂钩。 第二章 薪酬管理机构 第四条 公司董事会薪酬与考核委员会负责拟定公司董事和高级管理人员薪酬管 理制度，报董事会和股东会审批。 第六 ...

新经典文化股份有限公司 董事和高级管理人员薪酬管理制度 （2025 年 8 月制定） 第一章 总则 第一条 为进一步健全新经典文化股份有限公司（以下简称"公司"）的内 部激励和约束机制，充分发挥董事、高级管理人员的工作积极性和创造性，依据 国家法律法规、规范性文件及《新经典文化股份有限公司章程》（以下简称"《公 司章程》"）的相关规定，结合公司经营情况，制定本制度。 第二条 本制度适用于公司章程规定的董事及高级管理人员。 （二）薪酬与公司效益及业绩考核挂钩的原则； （三）短期与长期激励相结合的原则，与公司持续健康发展的目标相符。 第四条 董事会成员薪酬 （一）独立董事：公司实行独立董事年度津贴制，津贴金额及发放方式由股 东会审议批准。 （二）非独立董事：在公司担任具体职务的董事按照其所担任的职务和岗位 职责领取薪酬，以岗定薪，不另发放董事津贴或薪酬。不在公司担任具体职务的 非独立董事，按年度发放董事津贴，津贴金额及发放方式由股东会审议批准。 第五条 高级管理人员薪酬在遵循本制度第三条基础上，综合考虑公司的发 展战略、年度经营情况、岗位职责和市场薪资情况制定，包括基本薪酬和绩效薪 酬，具体任职岗位、绩效考核结果 ...

Core Points - The document outlines the compensation management system for directors and senior management of Guangdong Fangyuan New Materials Group Co., Ltd, aiming to enhance governance structure and establish effective incentive mechanisms [1][2][3] Group 1: Compensation Management Principles - The compensation management for directors and senior management follows principles of labor distribution, alignment with company performance, market value, and transparency [3][4] - The compensation structure includes basic salary, overtime pay, position allowances, performance bonuses, and other benefits, determined by the company's compensation management system [2][3] Group 2: Compensation Structure and Standards - Internal directors receive compensation based on their actual job positions and performance assessments, along with a fixed director allowance [2] - External directors receive a fixed director allowance without additional compensation for other roles [2] - Independent directors receive a fixed independent director allowance, with the allowance standards subject to shareholder approval and distributed biannually [2] Group 3: Compensation Adjustment and Recovery - Compensation adjustments for directors and senior management are based on industry salary levels, inflation, company profitability, and organizational changes [4][5] - The company reserves the right to withhold or recover compensation in cases of significant violations or detrimental actions by directors and senior management [5][6] - The recovery process involves assessing the economic losses and determining the amount and proportion of compensation to be reclaimed [5][6] Group 4: Implementation and Effectiveness - The compensation management system is effective upon approval by the shareholders' meeting and is subject to interpretation by the board of directors [6] - The system is designed to ensure compliance with national laws and regulations, as well as the company's articles of association [6]

Summary of Shenzhen Haopeng Technology Co., Ltd. Compensation Management System Core Viewpoint The company aims to establish a scientific and effective compensation management system for its directors and senior management to enhance motivation and ensure the achievement of strategic development goals. Group 1: Principles of Compensation Management - The compensation system reflects income levels that align with the company's scale and performance, as well as external compensation levels [2] - It emphasizes long-term interests, aligning with the company's sustainable and healthy development goals [2] - The system balances incentives and constraints, linking compensation to performance assessments and penalties [2] Group 2: Structure and Determination of Compensation - The Board of Directors and the Compensation and Assessment Committee are responsible for formulating and reviewing compensation policies for directors and senior management [3] - The shareholders' meeting is responsible for reviewing the compensation system, and independent directors must monitor compliance with relevant regulations [3][4] - Compensation for senior management consists of basic salary, performance-based pay, incentive pay (if applicable), and other allowances [4] Group 3: Payment and Adjustment of Compensation - Compensation and allowances for directors and senior management are paid monthly, with performance pay distributed based on assessment cycles [5] - The compensation system should adapt to changes in the company's operational status to support strategic objectives [6] - The Compensation and Assessment Committee can propose adjustments to compensation standards, subject to approval by the Board or shareholders [6]