Core Viewpoint - The recent board resolution announcement from A-share listed company Absen has sparked market discussions, particularly due to the unique situation where the founder and chairman Ding Yanhui cast the only dissenting vote against his own election, citing dissatisfaction with the chairman's salary of 4.35 million yuan [1][11]. Group 1: Voting and Reactions - During the first meeting of the sixth board of directors on November 28, 2025, all 9 directors attended, and the election of the chairman resulted in 8 votes in favor and 1 vote against, which was from Ding Yanhui himself [3][13]. - The announcement of Ding's dissent quickly gained traction on social media, with mixed reactions from netizens questioning why he was dissatisfied with a salary of 4.35 million yuan [3][13]. Group 2: Salary Data - Ding Yanhui's pre-tax remuneration for 2024 was 4.3556 million yuan, which includes 1.7399 million yuan from the employee stock ownership plan, marking a 51% increase from 2.8845 million yuan in 2023 [5][15]. - Over five years, his salary has increased nearly fivefold from 730,000 yuan in 2020 to 4.3556 million yuan in 2024 [5][15]. - Compared to peers, Ding's salary is significantly higher, with the chairman of Leyard earning 1.051 million yuan, and others earning even less, indicating that Ding's compensation is more than double the average salary of 2.0971 million yuan for other executives at Absen [5][16]. Group 3: Company Performance - In 2024, Absen reported a revenue of 3.663 billion yuan, a year-on-year decline of 8.58%, and a net profit attributable to shareholders of 117 million yuan, down 62.98% [6][16]. - However, in the first three quarters of 2025, the company showed signs of recovery with a revenue of 2.872 billion yuan, up 5.66%, and a net profit of 185 million yuan, up 57.33% [6][16]. Group 4: Company Response and Governance Issues - In response to the public outcry regarding Ding's salary dissatisfaction, Absen clarified that the statement was a clerical error, and Ding's actual concern was about the overall incentive mechanism of the company [7][17]. - Ding aims to push for reforms in the company's governance structure, focusing on optimizing governance, improving the distribution of benefits, and adjusting the incentive mechanisms [7][17]. Group 5: Shareholder Dynamics and Market Reaction - As the founder and actual controller of Absen, Ding holds approximately 12.5 million shares, accounting for 33.78% of the total share capital, with a market value of around 2 billion yuan [8][18]. - Ding's limited influence over his own salary is highlighted by his absence from the compensation and assessment committee, which is led by another individual [9][21]. - Following the "self-opposition" incident, Absen's stock price fell by 1.36% to 16.01 yuan per share, with a total market capitalization of approximately 5.9 billion yuan [10][22]. - The incident has drawn attention to potential adjustments in the executive compensation system, with the board also passing a proposal to revise the senior management compensation management system [10][23].

A股上市公司艾比森的一则《第六届董事会第一次会议决议公告》近日引发广泛关注。公告透露，审议 通过《关于第六届董事会董事长的议案》，但在相关补充信息中显示，丁彦辉投了1票反对，反对理由 是"对董事长岗位薪酬不满意"。对此，记者联系艾比森求证，对方回应称"这是董秘的笔误"，实际是董 事长对公司激励机制不满。艾比森方面还表示，董事长想要做一些改革创新，例如，公司治理结构不健 全，要优化公司治理结构；利益分配机制不健全；薪酬激励机制不合理。 (蓝鲸新闻) ...

Core Viewpoint - Tesla's new compensation plan for Elon Musk, approved with 75% support at the shareholder meeting, requires him to meet 12 performance targets to unlock his potential $1 trillion compensation, raising questions about the feasibility of achieving these goals [1][2][3]. Group 1: Compensation Structure - The compensation plan is structured around 12 levels, each with specific market capitalization and operational/financial targets that Musk must achieve to earn his compensation [2][5]. - The first batch requires Tesla to reach a market cap of $2 trillion and deliver 20 million vehicles, while the final batch demands a market cap of $8.5 trillion and consistent profits of $400 billion over four quarters [2][5][7]. Group 2: Performance Targets - Initial targets focus on product delivery, including vehicle deliveries, Full Self-Driving (FSD) subscriptions, and the deployment of humanoid robots and Robotaxi fleets, which are crucial for Tesla's growth trajectory [3][5]. - Later targets shift to profitability, requiring adjusted EBITDA to reach $800 billion initially, increasing to $4 trillion, which is significantly higher than current industry leaders [5][7]. Group 3: Historical Context - Musk's previous compensation plan from 2018, which was based on performance metrics, has yet to be fully realized despite achieving all targets, highlighting the challenges in executing such ambitious plans [9][11][15]. - The current plan's ambitious nature is underscored by the comparison to Saudi Aramco's profits, with Musk needing to increase Tesla's profits by 223 times within ten years [7][9]. Group 4: Industry Implications - The unique compensation structure has drawn attention within the automotive industry, with other companies beginning to adopt similar performance-based incentives for their executives [17][19]. - Domestic competitors like Li Auto and Xpeng are implementing their own performance-based compensation plans, focusing on sales and market capitalization, reflecting a trend in the industry towards aligning executive incentives with company performance [19][27].

证券日报网讯 上海莱士9月18日在互动平台回答投资者提问时表示，公司董事会薪酬与考核委员会一直 密切关注公司高管薪酬体系的合理性与有效性，后续将持续优化薪酬考核体系，建立更为科学，并且符 合公司长远发展战略的薪酬激励机制。 （编辑 袁冠琳） ...

智通财经7月11日电，中证协发布《中国证券业协会关于加强自律管理 推动证券业高质量发展的实施意 见》，新规提到，督促证券公司建立起科学合理、规范有效的薪酬激励机制与廉洁从业管理体系，提升 行业整体廉洁从业管理能力，防范道德风险与利益冲突，为行业健康发展提供坚实保障。进一步完善从 业人员管理自律规则，细化从业人员职业道德、诚信合规等要求，引导从业人员提升合规诚信意识，珍 惜职业声誉。（智通财经记者 林坚） 中证协发文督促券商建立起科学合理的薪酬激励机制 ...