Group 1 - The second extraordinary general meeting of shareholders was held on September 19, 2025, at the company's meeting room in Nanjing [2][5] - The meeting was convened by the board of directors and chaired by the chairman, Mr. Zhu Jun, with a voting method that complies with the Company Law and the Articles of Association [2][3] - All resolutions proposed during the meeting were approved without any dissenting votes [2][4] Group 2 - The meeting included the approval of several key amendments, including revisions to the Articles of Association and related procedural rules [3][4] - The company also approved the revision of the fundraising management system and the management system for shares held by directors and senior management [3][4] - The reappointment of the accounting firm was also approved during the meeting [4]

Core Viewpoint - The company has revised its "Management Measures for the Remuneration and Allowances of Directors and Senior Management" to align with legal regulations and the company's actual situation, focusing on the definitions of board members and the structure of remuneration [1][6]. Summary by Sections Revision of Remuneration Management Measures - The revised measures apply to external directors, independent directors, internal directors, and senior management, with specific definitions provided for each category [1]. - The remuneration structure for internal directors and senior management is now based on the company's operational status and performance evaluations, incorporating a basic salary, performance salary, and special rewards [1][2]. Salary Components - The basic salary is determined by the company's operational scale and management difficulty, while the performance salary is closely linked to annual performance evaluations [2][3]. - Special rewards are granted based on the completion of key projects and contributions to the company, with the board making the final decision [3]. Payment Structure - The payment of salaries for internal directors and senior management will be made monthly in advance, with annual settlements [3][4]. - Performance salaries will be partially paid during the year, with adjustments made based on performance evaluations at the end of the assessment period [4][5]. Salary Recoupment Policy - A recoupment system is established for cases where internal directors and senior management cause significant economic losses or adverse impacts to the company, allowing for the recovery of performance salaries and other incentives [5]. - Specific conditions for triggering salary recoupment include causing major economic losses, significant adverse impacts, or engaging in misconduct [5]. Implementation - The revised management measures will take effect upon approval at the company's second extraordinary general meeting in 2025, replacing the previous remuneration management measures [6].